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2003 Performance



5. Agency Strategic Management Process

5.1 E-government

E-government is a vision of how public sector organizations of the 21st Century will govern, how they will serve citizens, and how they will interact with business partners, their employees, and other government organizations. The Ae@ in e-government represents the move to a fully integrated, secure, paper free, on-demand accessible electronic government that will:
  • improve integrated service delivery;
  • provide universal citizen access;
  • begin to enhance traditional government structures and processes;
  • support new government products and services by relying on the emergence and convergence of new technologies; and
  • improve effectiveness.

ETA=s mission as a federal partner in the workforce system is Ato contribute to the more efficient and effective functioning of the U.S. labor market by providing high quality job training, employment, labor market information, and income maintenance services primarily through State and local workforce development system.@ E-government will enhance ETA=s ability to achieve that mission while at the same time increasing the efficiency by which it does so. It will extend ETA=s current investments in Abricks and mortar@ as well as the investments already made in program services and information technology.
 
Outcome Goal
Transform the core business processes of the public workforce investment
system including the services funded and delivered by ETA's partners-to the new
e-commerce model.

FY 2003 Performance Goal: A Technology Resource Center will be operational in FY2003
Indicator: An operational Technology Resource Center
Data Source: State and local grantees
Baseline: No first year baseline established
Comment: The Technology Resource Center will support efforts to: begin the process of identifying and adopting technical reference models; plan for and deliver appropriate technology assistance to all ETA partners; build service delivery and automated systems which citizens feel are both secure and private; assist in developing practical yet secure processes for sharing data, and adopting technical reference models.


Means and Strategies:

Continue collaborative efforts with the Workforce Development partners, through the governance established for the Technology Resource Center, to ensure that the Center is providing the technical support necessary to meet the needs of ETA=s Workforce Development System.
FY 2003 Performance Goal: Promote e-learning for the Workforce Development System
Indicator: Create an e-learning capacity available to workforce professionals
Data Source: ETA's partners
Baseline: No first year baseline established
Comment: This electronic learning system will be technology-based and deliver high quality training online to address the skill needs of ETA=s partners and their staff; a certification of competency is the expected outcome of such training; credentialing is effective and valid; the collective knowledge of the workforce system is stored and managed and accessible to all workforce development professionals; state and local agencies may exchange training modules and models; distance learning standards can be tested and disseminated; and technical assistance is available.

Means and Strategies:

ETA will award a grant and create governance based on a collaborative and coordinated process where ETA=s partners are adequately represented and fully involved and decisions are supported by the Policy Council.

In order to successfully implement a virtual online university, ETA needs to:
  • Conduct a review of existing systems and models to identify those that will offer the most to the workforce system;
  • Investigate state and local education/training systems that prepare workforce professionals and determine Agaps@ in the content;
  • Support pilot initiatives to demonstrate strengths and weaknesses of models;
  • Focus on measurable and successful learning outcomes;
  • Choose customizable e-learning products to fit state branding requirements and program specifications;
  • Ensure that e-learning models, products and services can be provided at differing levels of technical sophistication to fit the capacities of individual state systems; and
  • Assess and implement existing systems and curriculums.
    FY 2003 Performance Goal:
    		ETA will become digitally-based and Internet-accessible.
    Indicator:
    		All information reporting systems will be Web-based and major business functions will be reviewed and re-engineered to digital processes and ETA will be compliant with the Government Paperwork Elimination Act (GPEA).
    Data Source:
    		ETA/Grantee reporting forms; internal ETA business functions
    Baseline:
    		Existing Web-based systems and business processes.
    Comment:
    		As business processes and workflows are reviewed, initial focus will be on: developing an on-line grant management process in coordination with other agencies; Internet-based financial and performance reporting; technical models of governance; elimination of program and audit barriers; on-line reporting policies, guidance, and feedback systems; a virtual one-stop shop for all ETA services; and meeting the requirements for GPEA.

Means and Strategies:
  • ETA will have analyzed its current business functions/processes and re-engineered many of its business practices and its partner and interoffice relationships in order to streamline and automate its current operations.

  • New automation systems will continue to be designed, developed and integrated into ETA=s business operations during FY2003.


5.2 Information Technology Management Strategy

ETA's continuing goal is to use information resources to achieve both program and management strategic goals. The electronic tools will enable our employees and partners to lower costs, improve work processes and more effectively use their talents. It will also increase the availability, timeliness and usefulness of performance information critical to measuring progress in achieving goals.
 
Outcome Goal
Improve organizational performance and communication
through effective deployment of IT resources


FY 2003 Performance Goal: Continue development of the agency-wide Enterprise Information Management System (EIMS) to capture the grants life cycle process from initiation to closeout.
Indicator: EIMS will be used to effectively manage ETA's grants process.
Data Source: Programmatic financial and participant reports submitted by grantees via the Web; internal data generated by automated tracking and processing systems.
Baseline: EIMS as it exists today.
Comment: EIMS will continue to evolve as the Information back-bone of ETA. All ETA grants will be tracked through the system from inception until closeout. Performance and financial data will be integrated in order to develop a more comprehensive picture relating to the success of ETA programs. Output reports will be readily accessible and Web-based, with a succession of charts and tables available that will begin with an ETA-wide presentation, and then allow a drill-down 'functionality' to specific program and grantee level reporting. An on-line output reporting function will be developed for the grantee community, providing a comparative analysis capability. EIMS will continue to integrate information from other systems and external data sources. (This goal will be refined.)

Means and Strategies
  • Continue to add electronic on-line reporting forms for collecting financial data and performance measures as data collections are approved by OMB.
  • Continue to evolve the output reporting system to put timely and accurate information through use of "dashboard display technology" into the hands of Executives, Managers and professional staff.
  • Build electronic interfaces to external systems and data sources and integrate this information into the EIMS output reporting system.
  • Continue consultations with Grantees to ensure that the external reporting module is a "value-added" component of EIMS and meets their information needs.


5.3 Financial Management Strategy

ETA's continuing goal will be to maintain effective financial management practices within the agency for budgeting, accounting and financial reporting that support program delivery, resource management and the safeguarding of assets under our control. The success of our efforts will be measured primarily by the opinions of our auditors and internal reviews completed by the agency.

 
Outcome Goal
Maintain the integrity and stewardship of ETA's financial resources


FY 2003Performance Goal: Financial systems and procedures meet the "substantial compliance" standard as prescribed in the Federal Financial Management Improvement Act (FFMIA), and audit indicates ETA information is presented in DOL financial statements.
Indicator:  
  • Audit of the Department's financial statements contains no material weaknesses related to activities conducted by ETA, or non-compliance with FFMIA.
  • 90% of outstanding reportable conditions will be resolved and 50% closed
  • 92% of invoices will be processed timely.
Data Source: OIG Audit of ETA within the Department's financial statements
Baseline: Managerial Cost Accounting Standard
Comment: ETA's activities are discussed below.

Means & Strategies:

  • Continue the integration and improvement of accounting and financial management applications and systems to provide more timely and useful information to end users.

  • Upgrade the quality of financial management through increased investments in training of agency professionals, including financial management professionals.

  • Evaluate, improve and document agency managerial controls and procedures, and continue efforts to reengineer procedures to increase effectiveness and decrease costs.

  • Increase investments in technology to improve efficiency and effectiveness of employees, including more timely and accurate processing of financial documents.

  • Continue efforts to pilot managerial cost accounting projects and to integrate financial and performance information.

  • Increase financial oversight of grant and contract recipients, especially those considered at risk and those new to the agency.

  • Develop a plan and schedule for integrating EIMS and DOLARS for recording obligations and costs.

  • Develop specifications and a timetable to receive and route invoices electronically from contractors and vendors.

  • Direct additional resources to address identified conditions.

  • Distribute prompt payment information monthly on national and regional performance.

5.4 Contract and Grant Administration Strategy

ETA's continuing goal will be to maintain effective contract and grant management practices within the agency.


Outcome Goal
Effectively and efficiently administer grants and contracts


FY 2003Performance Goal: ETA will improve contract and grant award cycle time, monitoring and audit resolution.
Indicator: Pre-award:
  • ETA will improve grant solicitations and conduct pre-award surveys to ensure that all grantees understand performance requirements and are capable of providing required services.
  • The average cycle time for developing and awarding grants and contracts will be reduced by 5%.
Grant execution:
  • All ETA grant recipients will be monitored (on site or desk review), reviewed and certified with regard to meeting key grant expectations.
Resolution:
  • ETA will resolve 95% of audits within legally established timeframes.
Data Source: To be determined.
Baseline: To be determined.
Comment: ETA's activities are discussed below.

Means & Strategies:

  • Continue the integration and improvement of accounting and financial management applications and systems to provide more timely and useful information to end users.

  • Conduct pre-award reviews of recipients with limited experience in administering federal grant programs.

  • Develop a system to provide specialized financial and management oversight to grantees identified as "at risk."

  • Increase the number of technical assistance workshops, conferences and grantee visits.

5.5 Human Resources Management Strategy

ETA places great importance on strategically managing one of its most important resources - its employees. ETA's human resources strategy focuses on employee satisfaction and development, work organization and practices, and performance management.


Outcome Goal
Strategically manage human capital


FY 2003Performance Goal: Build, sustain and effectively deploy the high-performing workforce needed to meet the current and emerging needs of government and its citizens.
Indicator:  
  • 50% or more of ETA employees express satisfaction with their work environment as expressed in employee surveys.
  • 90% of performance standards for ETA senior executives and managers will specify measurable results that are aligned with organization goals as evidenced by review of standards.
  • 70% of employees with identified skill gaps increase the skills as measured by pre- and post-skill assessment.
  • At least 50% of positions are reviewed for potential conversion or competition for competitive sourcing.
  • Competitively source at least 10% of ETA's FAIR Act inventory.
Data Source: ETA management information
Baseline: To be determined.
Comment: ETA's activities are discussed below.

Means & Strategies:

  • Link performance standards, feedback and recognition to organizational goals.

  • Put in place strategies, based upon workforce planning, to maintain management bench strength and skill levels.

  • Deploy staff to align with strategic goals and maximize effectiveness and efficiency.

  • Ensure there is regular and substantive communication with employees regarding work and working conditions.

  • Identify skill needs and gaps for major occupational areas and put in place action and investment plans to address the gaps.

  • Complete ETA plan for outsourcing closeout and TAA staff.

    5.6 Budget and Performance Integration Strategy

    ETA continues to work toward fully integrating its budget and performance management activities.


    Outcome Goal
    Provide timely feedback for management through standard, integrated
    budgeting, performance and accounting information systems


    FY 2003Performance Goal: ETA will have uniform, cost-effective, valid and reliable performance and cost data for major programs and activities that support integrated performance budgeting.
    Indicator:  
    • ETA will apply an appropriate sanction upon grantees failing to provide timely and complete performance or cost reports.
    • 90% of cost reports due will be received and processed within the quarter due.
    Data Source: To be determined
    Baseline: To be determined
    Comment: In order to attain this goal, ETA must require states to validate data in such a way to produce error rates using the methodology that ETA is developing or a comparable state methodology. It will also require some standardization of data.

    Means & Strategies:

    • Undertake additional pilots and develop plan for deployment of managerial cost-accounting system within ETA.

    • Information on obligations, recipient costs and payments will be made available to program managers through daily DOLARS reports available electronically.

    • In FY 2002, develop program (unit cost) performance cost measures for deployment in FY/PY 2003 (to support FY 2004 budget process).

    • ETA will establish return on investment (ROI) benchmarks that identify and validate apprenticeship as a key national workforce strategy by:
        - Obtaining input from system partners and contractors; and
        - Developing an econometric model that captures ROI elements.

    • Provide training to federal staff in using accounting and performance information for program management and oversight.

    • Produce, pilot test and deploy a data validation system for major ETA programs.

    5.7 Faith-Based and Community Initiative Strategy

    ETA continues to identify and work to eliminate barriers to effective faith- and community-based organizations participating in ETA-funded programs.
    Outcome Goal
    Increase participation of faith- and community-based organizations
    in delivering workforce development services

    FY 2003Performance Goal: Increase participation by faith- and community-based organizations in the grant application process for WIA adult and youth programs.
    Indicator:  
    • Increase by ___% the number of applications from faith- and community-based organizations as a percentage of total applications received for adult and youth programs.
    Data Source: To be determined
    Baseline: This is a new goal. FY 2002 will constitute the baseline year for this measure. Because there is no comparable baseline, this measure will be reviewed for appropriateness as performance data becomes available.
    Comment: In FY 2002, a survey will be conducted of Workforce Investment Areas to determine the mix of service provider applicants including the percentage that are faith- and community-based organizations. This survey will also determine strategies for information gathering.

    Means & Strategies:

    • Survey WIA Workforce Investment Areas to determine the mix of service provider applicants including the percentage that are faith- and community-based organizations to establish a baseline for performance.

    • Develop informational strategies to promote the application by faith- and community-based organizations for WIA Adult and Youth funds.




    Appendix A: List of Acronyms

    AJB......................America's Job Bank
    AIMS....................Apprenticeship Information Management System
    ALMIS..................America's Labor Market Information System
    APP......................Annual Performance Plan
    AWBA.................Average Weekly Benefit Amount
    BLS......................Bureau of Labor Statistics
    CDSS...................Job Corps' Career Development Services System
    CY.........................Calendar Year
    DOI .......................U.S. Department of Interior
    DOJ.......................U.S. Department of Justice
    DOL.......................U.S. Department of Labor
    DOT.......................U.S. Department of Transportation
    EB.........................Extended Benefits
    ED.........................U.S. Department of Education
    EER......................Entered Employment Rate
    EIMS.....................Enterprise Information Management System
    ES.........................U.S. Employment Service
    ETA......................Employment and Training Administration
    FFMIA..................Federal Financial Management Improvement Act
    FTE.......................Full-time Equivalent
    FUTA....................Federal Unemployment Tax Act
    FY..........................Fiscal Year
    GED......................General Equivalency Diploma
    GPEA...................Government Paperwork Elimination Act
    GPRA...................Government Performance and Results Act
    HHS......................U.S. Department of Health and Human Services
    HUD......................U.S. Department of Housing and Urban Development
    INA........................Indian and Native American Program
    JTPA ...................Job Training Partnership Act
    MSFW..................Migrant and Seasonal Farm Workers
    NAFTA ................North American Free Trade Agreement
    NGA .....................National Governors Association
    OAS......................Office of Adult Services
    OATELS...............Office of Apprenticeship Training, Employer and Labor Services
    OIG........................Office of the Inspector General
    O*NET..................Occupational Information Network
    OPR......................Office of Policy and Research
    OWS.....................Office of Workforce Security
    PY..........................Program Year
    SCSEP.................Senior Community Service Employment Program
    SBA.......................Small Business Administration
    SWA......................State Workforce Agency
    TAA.......................Trade Adjustment Assistance
    UI...........................Unemployment Insurance
    USDA ...................United States Department of Agriculture
    WIA........................Workforce Investment Act
    WIASRD...............Workforce Investment Act Standardized Record Data
    WIB........................Workforce Investment Board
    WOTC....................Work Opportunity Tax Credit
    WPRS ...................Worker Profiling and Reemployment Services
    WtW........................Welfare-to-Work
    Appendix B.

    Details of FY 2003 Performance Goals, Indicators & Baselines

    Outcome Goal 1.1: Increase Employment, Earnings and Assistance-Performance Goals


    Performance Goal 1.1A Increase the employment, retention, and earnings of individuals registered under the WIA adult program
    Performance Results PY 2000: The goal was exceeded, based on WIA Quarterly Performance Reports. Of those registered under the WIA adult program and employed in the first quarter after exit, 78% were employed in the third quarter after program exit, with increased average earnings of $3,684.

    PY 1999: N/A
    Indicator PY 2003:
    • 71% will be employed in the first quarter after program exit;
    • 82% of those employed in the first quarter after program exit will be employed in the third quarter after program exit; and
    • The average earnings change will be $3,475 for those who are employed in the first quarter after program exit and are still employed in the third quarter after program exit.

    PY 2002:

    • 70% will be employed in the first quarter after program exit;
    • 80% of those employed in the first quarter after program exit will be employed in the third quarter after program exit; and
    • The average earnings change will be $3,423 for those who are employed in the first quarter after program exit and are still employed in the third quarter after program exit.
    PY 2001:
    • 68% will be employed in the first quarter after program exit;
    • 78% of those employed in the first quarter after program exit will be employed in the third quarter after program exit; and
    • The average earnings change will be $3,361 for those who are employed in the first quarter after program exit and are still employed in the third quarter after program exit.
    PY 2000:
    • 67% will be employed in the first quarter after program exit;
    • 77% of those employed in the first quarter after program exit will be employed in the third quarter after program exit; and
    • The average earnings change will be $3,264 for those who are employed in the first quarter after program exit and are still employed in the third quarter after program exit.
      • PY 1999: N/A
    Data Source Workforce Investment Act Standardized Record Data (WIASRD) included in the Enterprise Information Management System (EIMS); UI Wage Records
    Baseline There is no prior experience with this WIA indicator, which is based on the use of UI wage records. PY 2000, the first full year of WIA implementation, constitutes the baseline year for this measure. The performance measure is derived from the agreed upon levels of performance for all States. These measures will be regularly reviewed for appropriateness and rigor as performance data becomes available.
    Comment The current FY 1999-2004 Strategic Plan includes the new WIA goal based upon a weighted average of negotiated levels of performance for all States. The goals for PY 2000, PY 2001 and PY 2002 stated in this plan also reflect these negotiated levels for all States. The PY 2003 goal has not yet been negotiated with the States, so the goal reflected is preliminary and continues the trend established by the PY 2000 - 2002 goals.




    Performance Goal 1.1B Increase the retention and earnings of Welfare-to-Work participants placed in unsubsidized employment
    Performance Results FY 2001: The goal was not achieved. Of those Welfare-to-Work (WtW) participants placed in unsubsidized employment, 49% remained in the workforce for six months with 53% average earnings increase by the second consecutive quarter following the placement quarter

    FY 2000: The goal was achieved. Of those Welfare-to-Work (WtW) participants placed in unsubsidized employment, 84% remained in the workforce for six months with 59% average earnings increase by the second consecutive quarter following the placement quarter.

    FY 1999: N/A
    Indicator PY 2003:
    • 60% will remain in the workforce for two consecutive quarters following the placement quarter.

    FY 2002:

    • 60% will remain in the workforce for two consecutive quarters following the placement quarter.
    PY 2001:
    • 66% will remain in the workforce for six months; and
    • The average earnings increase by the second consecutive quarter following placement will be 6%.
    PY 2000:
    • 60% will remain in the workforce for six months; and
    • The average earnings increase by the second consecutive quarter following placement will be 5%.
      • PY 1999: N/A
    Data Source WtW Quarterly Financial Status Report
    Baseline New Goal. The baseline for this performance measure is FY 2001.
    Comment The FY 2001 data used as the baseline for the FY 2003 goal reflect revisions to WtW reporting which were implemented to improve data quality and accuracy. The FY 2003 goal reflects realistic but ambitious expectations for grantee performance, and while we do not anticipate any further changes to this goal, we will review the data submitted in FY 2002 to determine if any changes to the FY 2003 goal are appropriate.






    Performance Goal 1.1C Improve the outcomes for job seekers and employers who receive public labor exchange services.
    Performance Results PY 2000: Achieved for all indicators:
    • 3.2 million (23.6%)of job seekers who received labor exchange services entered employment;
    • The number of job openings listed increased by 26.5% over Program Year 1999, including 7.4 million with State Workforce Agencies and 5.4 million with America's Job Bank; and
    • 66,564 new employers registered with America's Job Bank.
    PY 1999: Achieved for all indicators.
    Indicator PY 2003:
    • 58%* of job seekers registered with the public labor exchange will enter employment with a new employer by the end of the second quarter following registration;
    • 72%*of job seekers will continue to be employed two quarters after initial entry into employment with a new employer;
    • The number of job openings listed with the public labor exchange (with both State Workforce Agencies and America's Job Bank) will increase by 5% over the total for PY 2001, adjusted for economic fluctuations;
    • The number of employers that register with America's Job Bank will increase by 10% to a total of 286,000*;
    • The number of job searches conducted by job seekers from America's Job Bank will increase by 5% to a total of 195.4 million*; and
    • The number of resume searches conducted by employers from America's Job Bank will increase by 5% to a total of 9.45 million*.
          * Indicates new measures for PY 2003 PY 2000:
    • 55*% of job seekers registered with the public labor exchange will enter employment with a new employer by the end of the second quarter following registration;
    • 70*% of job seekers will continue to be employed two quarters after initial entry into employment with a new employer;
    • The number of job openings listed with the public labor exchange (with both State Workforce Agencies and America's Job Bank) will be at least the number obtained in PY 2001; and
    • The number of new employers that register with America's Job Bank will increase to 76,000, a 10% increase over the total for PY 2001.
    PY 2001:
    • The share of applicants who receive labor exchange services that enter employment will increase by 1%, resulting in more than 3.2 million entering employment;
    • 75*% of job seekers will have unsubsidized jobs six months after initial entry into employment;
    • The total number of job openings listed with the public employment service, including both those listed with State Workforce Agencies (SWAs) and those listed directly with America's Job Bank (AJB) via the Internet, will increase by 10 percent; and
    • The number of new employers that register with America's Job Bank will increase to 69,000.
    PY 2000:
    • The number of individuals entering employment after receiving one or more labor exchange services will increase by 1% to over 3.2 million.
    • The total number of job openings listed with the public employment service, including both those listed with State Employment Workforce Agencies (SWAs) and those listed directly with America's Job Bank (AJB) via the Internet, will increase by 15 percent.
    • The number of new employers that register with America's Job Bank will increase to 60,000.
    • Increase by 3% over the FY 1999 baseline, the number of eligibility certifications issued annually under the WOTC and WtW tax credit programs.
    • Increase the number of resumes in AJB by 30% over baseline FY 1999.
    PY 1999:
    • The percentage of job seekers registered with the employment service who enter employment will increase by 1%.
    • The total number of job openings listed with the public employment service, including both those listed with State Employment Security Agencies (SESAs) and those listed directly with America's Job Bank (AJB) via the Internet, will increase by 20 percent.
    Data Source State reports, Unemployment Insurance wage records, and America's Job Bank Center Reports
    Baseline During PY 2001, ETA will transition to a new Labor Exchange Performance Measurement system. A baseline will be established for the entered employment rate and retention rate goals based on PY 2001 results. Baseline data currently do not exist for the job seeker entered employment and employment retention goals.
    FY 2000 (PY1999) data will be the baseline for job openings listed.
    The baseline was established at 51,000 for the number of new employers registered with America's Job Bank in PY 1999.
    A baseline will be established in PY 2002 (based on PY 2001 results) for the percentage of Unemployment Insurance claimants who enter employment with a new employer by the end of the second quarter following registration. Baseline data currently do not exist.
    Comment * The indicators for job seekers were revised to be consistent with the new WIA program. ETA is undergoing a transition to a new labor exchange performance measurement system. Currently, there is no statistically valid baseline data for these new measures. Targets reflect very limited test experience with a few volunteer states. PY 2003 will be similar to PY 2002 in that the total number of applicants is likely to remain smaller based on the new methodology for registration.

    Using the limited test data and some projections of the impact of the formula change, the goals presented in PY 2002 offer a best estimate at benchmarks. The proposed increase for PY 2003 is also speculative, but based on the likelihood that increased services available to customers through One-Stop systems will begin to positively impact the outcomes for a greater percentage of job seekers.

    The Employment Retention Indicator is a brand new one for the Labor Exchange and has not been a program focus to date. The initial target of 76% was chosen because it mirrored the WIA Title I program target and has no basis in actual experience - experience that Title I programs have had for years in JTPA.

    The target for PY 2002 of 70% was based on the limited data that was produced in the pilot states. The PY 2003 increase to 72% was set with the idea that some improvement should be expected as States continue to have better tools with which to effectively match job seekers and employers so as to lead to successful long term employment. It should be noted that the Labor Exchange has no capacity to support follow-up services to job seekers who enter employment, which could lead to an improved retention rate.

    ETA will develop a new methodology for measuring continuous improvement relative to increased listing of job openings that is adjusted to reflect changes in the economy.



    Performance Goal 1.1D Strengthen the registered apprenticeship system to meet the training needs of business and workers in the 21st Century.
    Performance Results FY 1999-2002: N/A
    Indicator PY 2003:
    • Increase the number of new apprenticeship programs over the established baseline by 23%;
    • Increase the number of new businesses involved in apprenticeship over the established baseline by 23%;
    • Increase the number of new apprentices over the established baseline by 27%; and
    • Increase the number of new programs in new and emerging industries - at minimum Information Technology, Health Care and Social Services - over the established baseline by 20%.
    FY 2002:
    • Increase the number of new apprenticeship programs over the established baseline by 10%;
    • Increase the number of new businesses involved in apprenticeship over the established baseline by 10%;
    • Increase the number of new apprentices over the established baseline by 10%; and
    • Increase the number of new programs in new and emerging industries-at minimum Information Technology, Health Care and Social Services-over the established baseline by 10%.

    FY 1999-2001: N/A
    Data Source Apprenticeship Information Management System (AIMS)
    Baseline ETA is establishing a baseline for each indicator using the average of FY 1999, 2000, and 2001 data. Current baseline information is the following:
    • New apprenticeship programs: TBD
    • New businesses involved in apprenticeship: TBD
    • New apprentices: TBD
    • New programs in new and emerging industries: TBD
      •
    Comment This is a new goal. The FY 2002 and 2003 indicators listed above are interim targets as ETA works toward achieving the following new four-year strategic goals it has established for Apprenticeship:
    • Increase the number of new programs, new businesses and new apprentices over 4 years.
              -New programs by 50%;
              -New businesses by 50%; and
              -New apprentices by 60%.
    • Increase the number of completers by 65% over 4 years.
    • Increase completers' earnings gains by 70% over 4 years.*
    • Increase market penetration in new and emerging industries and occupations - at minimum Information Technology, Health Services and Social Services - by 40% over 4 years.

    *DOL will determine earnings gains by calculating the average difference between starting and ending wage.



    Performance Goal 1.1E Increase the capacity and quality of One-Stop system services for people with disabilities who are registered in the workforce investment area(s) receiving Work Incentive Grants
    Performance Results PY 2000: The goal was achieved. Grants were awarded to 23 State or local recipients.

    FY 1999-2002: N/A

    Indicator PY 2003:
    • 5% more individuals with disabilities will be served than were served in the workforce area(s) in PY 2002 under the adult, dislocated worker and youth programs;
    • Of those with disabilities served, 5% more individuals with disabilities will be placed in unsubsidized employment after program exit than were placed in PY 2002;
    • Of those placed in the first quarter after program exit, 5% more individuals with disabilities will be employed in the third quarter after exit than were retained in PY 2002; and
    • The average earnings change for individuals with disabilities will be $250 more than the average earnings change for individuals with disabilities in PY 2002.
    FY 2002:
    • 5% more individuals with disabilities will be served than were served in the workforce area(s) in PY 2001 under the adult, dislocated worker and youth programs;
    • Of those with disabilities served, 5% more individuals with disabilities will be placed in unsubsidized employment after program exit than were placed in PY 2001;
    • Of those placed in the first quarter after program exit, 5% more individuals with disabilities will be employed in the third quarter after exit than were retained in PY 2001; and
    • The average earnings change for individuals with disabilities will be $250 more than the average earnings change for individuals with disabilities in PY 2001.

    PY 2001: Annual reporting of WIA data in December 2001 will establish the baseline for performance of the Work Incentive Grant program. This will be the first year of reporting under the WIA as well as the first year of performance under this new grant program.

    PY 2000: The new Work Incentive Grant program will be implemented by September 30, 2000, with plans for 20 to 40 awards in State and local areas to enhance services for people with disabilities in the One-Stop Center environment.

    PY 1999: N/A

    Data Source Workforce Investment Act Standardized Record Data (WIASARD) included in the Enterprise Information Management System (EIMS) from State and/or local areas receiving Work Incentive Grants
    Baseline New Goal. The baseline will be the number of people with disabilities, as of the beginning of PY 2001 (7/1/01), registered in the workforce area(s) that receive Work Incentive Grants, the number of those registered who are employed in the quarter after exit, retention in the third quarter and wage increase.
    Comment The Work Incentive Grant program is directed to systemic change for people with disabilities obtaining services under WIA. Therefore, the first goal indicator is the percent of people with disabilities registered in WIA programs in the areas that have received the grants. The remaining three goal indicators are similar to those for the WIA Adult program, but they specifically target people with disabilities. As there has been no experience with these performance indicators for people with disabilities, the indicators for PY 2002 and PY 2003 will be reviewed for appropriateness and adjusted, if necessary, once the actual baseline has been determined.



    Performance Goal 1.1F Increase employment and positive outcomes of adults registered under the Indian and Native American program
    Performance Results PY 2000: Preliminary data are expected March 2002.

    PY 1999: 51.9% were employed at program termination and 83.4% had positive outcomes at program termination. (These performance results are for the last year of JTPA.)

    Indicator PY 2003:
    • 56% will be employed at program exit; and
    • 86% will have positive outcomes at program exit.
    FY 2002:
    • 56% will be employed at program exit; and
    • 86% will have positive outcomes at program exit.
    PY 2001:
    • 54% will be employed at program exit; and
    • 84% will have positive outcomes at program exit.

    PY 1999-2000: N/A
    Data Source Grantee Records included in the Enterprise Information Management System (EIMS)
    Baseline The baseline for employment is the JTPA 53.8% entered employment rate, and the baseline for positive outcomes is the JTPA Positive Termination Rate of 84%.
    Comment This goal was revised with the passage of WIA. "Positive Outcomes" is a general term used to indicate the successful completion of planned WIA section 166 program activities, whether it involves obtaining unsubsidized employment, completing a work experience assignment, or attaining a training or education certificate or diploma.



    Performance Goal 1.1G Increase employment opportunities for senior citizens participating in the Senior Community Service Employment Program
    Performance Results PY 2000: This goal was achieved. 33.8% were placed in unsubsidized employment.

    PY 1999: This goal was achieved. 36.5% were placed in unsubsidized employment.

    Indicator PY 2003:
    • 37% of participants will be placed and retained in unsubsidized employment.
    FY 2002:
    • 37% of participants will be placed and retained in unsubsidized employment.
    PY 2001:
    • Maintain at 26% the share of enrollees who get unsubsidized jobs.
    PY 2000:
    • Increase to 26% the share of enrollees who are placed in unsubsidized employment.
    PY 1999:
    • Increase the number of enrollees who are placed in unsubsidized employment.
    Data Source SCSEP reporting system
    Baseline The baseline is based on PY 1997 SCSEP enrollee unsubsidized employment rate of 20%.
    Comment The primary objective of the Senior Community Service Employment Program (SCSEP) is to provide part-time community service opportunities for low-income persons age 55 or older. The unsubsidized placement goal is an important program goal that represents both a regulatory requirement and a grant condition.

    The Older American Act Amendments of 2000 legislated new performance measures for the SCSEP. New performance indicators and applicable levels of performance will be established by the Secretary in consultation with grantees and others during 2002 and 2003. The performance indicators found in the legislation are: placements, number served, community services provided, and customer satisfaction.



    Performance Goal 1.1H Increase customer satisfaction with services received from workforce investment activities in connection with the One-Stop delivery system
    Performance Results PY 2000:
    • Customer satisfaction of participants with WIA services resulted in a score of 78 on the American Customer Satisfaction Index; and
    • Customer satisfaction of employers with One-Stop services resulted in a score of 71 on the American Customer Satisfaction Index.

    PY 1999: N/A

    Indicator PY 2003:
    • Customer satisfaction of participants with WIA services will result in a score of 71 on the American Customer Satisfaction Index; and
    • Customer satisfaction of employers with One-Stop services will result in a score of 69 on the American Customer Satisfaction Index.
    FY 2002:
    • · Customer satisfaction of participants with WIA services will result in a score of 70 on the American Customer Satisfaction Index; and
    • · Customer satisfaction of employers with One-Stop services will result in a score of 68 on the American Customer Satisfaction Index.
    PY 2001:
    • Customer satisfaction of participants with WIA services will result in a score of 69 on the American Customer Satisfaction Index; and
    • Customer satisfaction of employers with One-Stop services will result in a score of 66 on the American Customer Satisfaction Index.
    PY 2000:
    • Customer satisfaction of participants with WIA services will result in a score of 67 on the American Customer Satisfaction Index; and
      • Customer satisfaction of employers with One-Stop services will result in a score of 65 on the American Customer Satisfaction Index.
    PY 1999: N/A
    Data Source WIA State reports included in the Enterprise Information Management System (EIMS)
    Baseline The goal was based upon limited grantee experience gathering participant customer satisfaction information, including pilot projects.
    Comment The indicator is an index of participant and employer customer satisfaction based upon three questions that will be asked of a sample of WIA program exiters and three questions that will be asked of a sample of employers. The index is based upon the American Customer Satisfaction Index. The current FY 1999-2004 Strategic Plan includes the new WIA goal based upon a weighted average of negotiated levels of performance for all States. The goals for PY 2000, PY 2001 and PY 2002 stated in this plan also reflect these negotiated levels for all States. The PY 2003 goal has not yet been negotiated with the States, so the goal reflected is preliminary and continues the trend established by the PY 2000 - 2002 goals.



    Outcome Goal 1.2:

    Increase the Number of Youth Making A Successful Transition to Work-Performance Goals
    Performance Goal 1.2A Increase entrance and retention of youth registered under the WIA youth program in education or employment
    Performance Results PY 2000: The goal was substantially achieved. Forty-six percent of the 14-18 year-old youth were either employed, in advanced training, post-secondary education, military service or apprenticeships in the third quarter after program exit. Seventy-seven percent of the 19-21 year-old youth will be employed in the third quarter after program exit.

    PY 1999: N/A
    Indicator PY 2003:
    52% of the 14-18 year-old youth who enter the program without a diploma or equivalent, will attain a secondary school diploma or equivalent by the first quarter after exit; 65% of the 19-21 year-old youth will be employed in the first quarter after exit; and78% of the 19-21 year-old youth employed in the first quarter after exit will be employed in the third quarter after program exit.

    PY 2002
    51% of the 14-18 year-old youth who enter the program without a diploma or equivalent, will attain a secondary school diploma or equivalent by the first quarter after exit; 63% of the 19-21 year-old youth will be employed in the first quarter after exit; and77% of the 19-21 year-old youth employed in the first quarter after exit will be employed in the third quarter after program exit.

    PY 2001:
    50% of the 14-18 year-old youth will be either employed, in advanced training, post-secondary education, military service or apprenticeships in the third quarter after program exit; and70% of the 19-21 year-old youth employed in the first quarter after exit will be employed in the third quarter after program exit.

    PY 2000:
    48% of the 14-18 year-old youth will be either employed, in advanced training, post-secondary education, military service or apprenticeships in the third quarter after program exit; and69% of the 19-21 year-old youth employed in the first quarter after exit will be employed in the third quarter after program exit.

    PY 1999: N/A
    Data Source State Workforce Investment Act reports included in the Enterprise Information System (EIMS) and Unemployment Insurance wage records
    Baseline Younger Youth Indicator: Preliminary annual report data from Program Year 2000 show a performance of 41% for the younger youth diploma or equivalent attainment rate. The baseline for future goals will be reestablished using a combination of final Program Year 2000 data and preliminary Program Year 2001 data.

    Older Youth Indicator: Preliminary annual report data from Program Year 2000 show a performance of 65% for the older youth entered employment rate and a performance of 77% for the older youth employment retention rate. The baseline for future goals will be reestablished using a combination of final Program Year 2000 data and preliminary Program Year 2001 data.
    Comment The goals for Program Years 2002 and 2003 are based on limited data available at the end of Program Year 2000 and negotiated levels for all states. It is also important to keep in mind past experience in youth employment and training programs that shows youth traditionally have a harder time staying attached to the workforce than adults. In addition, The Workforce Investment Act encourages a focus on providing longer-term services to the hardest-to-serve, out-of-school youth, which can be the most challenging group to keep attached to the workforce. Therefore, the goals for Program Years 2002 and 2003 may be revised based on actual performance in Program Years 2000, 2001 and 2002 respectively and/or if states renegotiate levels based on actual performance data and other economic factors affecting performance.



    Performance Goal 1.2B Increase participation, retention, and earnings of Job Corps graduates in employment and education
    Performance Results PY 2000: The goal was substantially met. 91% of Job Corps graduates got jobs or pursued education at an average hourly wage of $7.97. 67% still had a job or were pursing education after 90 days.

    PY 1999: The goal was achieved: 88.3% of Job Corps graduates entered employment or enrolled in education. For those placed in jobs, the average hourly wage was $7.49. 71.3% of graduates continued to be employed or enrolled in education 90 days after their initial placement date.
    Indicator PY 2003:
  • The number of students who attain high school diplomas while enrolled in Job Corps will increase by 20% from PY 2002;
  • Graduates with jobs at six months after their initial placement date will earn average hourly wages of $8.27.
    •
  • 70% of graduates will continue to be employed or enrolled in education six months after their initial placement date; and
  • Graduates with jobs at six months after their initial placement date will earn average hourly wages of $8.27.

    • PY 2002

  • 90% of Job Corps graduates will enter employment or be enrolled in education;
  • The number of students who attain high school diplomas while enrolled in Job Corps will increase by 20% from PY 2001;
  • Graduates with jobs will be employed at average hourly wages of $8.20; and
  • 70% will continue to be employed or enrolled in education six months after their initial placement date.

    • PY 2001:

  • 85% of Job Corps graduates will get jobs with entry average hourly wages of $7.25 or be enrolled in education; and
    • 70% will continue to be employed or enrolled in education six months after their initial placement date.

    PY 2000:

  • Increase the percent of Job Corps graduates who get jobs or pursue education to 85%; and
  • those who get jobs will have an average entry wage increase from the previous year and 70% will still have a job or will be pursuing education after 90 days.

    • PY 1999:

  • 75% of Job Corps trainees will get jobs or pursue further education, with those obtaining jobs having an average starting wage of $6.50 per hour.
    		•
    Data Source Job Corps Management Information System
    Baseline The educational attainment goal is based upon those students who did not have a high school diploma or General Educational Development (GED) upon entry into Job Corps; Program Year 2001 results serve as the baseline. There is no program data available for the six-month retention and wage goals. The expectation of performance is based on analysis of available information, which pertains to 90 days' retention. Program Year 2001 results also serve as the baseline for these goals.
    Comment Job Corps targets severely disadvantaged youth with a variety of barriers to self-sufficiency, including deficiencies in education and job skills. To achieve the enhanced quality of placement and job retention required by the Workforce Investment Act, in Program Year 2003, Job Corps will focus resources on program improvements that enhance the full Job Corps experience for students, from reinforced outreach and admission strategies and center program effectiveness to intensified center and post-center career development support.



    Performance Goal 1.2C Increase retention of Youth Opportunity Grant participants in education or employmentn
    Performance Results PY 2000: N/A

    PY 1999: N/A
    Indicator PY 2003:
         52% of the 14-18 year-old youth who enter the program without a diploma or equivalent, will attain a secondary school diploma or equivalent by the first quarter after exit;
         65% of the 19-21 year-old youth will be employed in the first quarter after exit; and
         78% of the 19-21 year-old youth employed in the first quarter after exit will be employed in the third quarter after program exit.

    PY 2002
         51% of the 14-18 year-old youth who enter the program without a diploma or equivalent, will attain a secondary school diploma or equivalent by the first quarter after exit;
         63% of the 19-21 year-old youth will be employed in the first quarter after exit; and
         77% of the 19-21 year-old youth employed in the first quarter after exit will be employed in the third quarter after program exit. PY 2001:

    PY 2000:
         50% of the 14-18 year-old participants placed in employment, the military, advanced training, post-secondary education, or apprenticeships will be retained at six months.
        70% of the 19-21 year-old participants employed in the first quarter after exit will be employed in the third quarter after program exit.

    PY 1999: N/A
    Data Source Youth Opportunity Grant program grantee reports and Unemployment Insurance wage records
    Baseline Younger and Older Youth Indicators: The baselines for these indicators will be established based on performance levels negotiated with Youth Opportunity Grant program sites for Program Year 2001 as well as Program Year 2001 performance data.
    Comment Because the program is still in its early stages, very little outcome data for Program Year 2000 is available. Therefore, the Program Year 2002 and 2003 goals are based on negotiated performance levels with the grantees and preliminary data from the Workforce Investment Act formula funded youth program. These goals may be revised based on actual performance in Program Years 2001 and 2002 and other economic factors affecting performance.



    Performance Goal 1.2D Increase the skill attainment, work readiness and employment of youth registered under the Indian and Native American Program
    Performance Results PY 1999-2000: N/A
    Indicator PY 2003:
  • 61% will attain at least two goals relating to basic skills, work readiness, skill attainment, entered employment and skill training; and
  • 66% entering the Program to obtain a secondary school diploma or its recognized equivalent (e.g., a GED) will do so.

    • PY 2002

  • 61% will attain at least two goals relating to basic skills, work readiness, skill attainment, entered employment and skill training; and
  • 66% entering the Program to obtain a secondary school diploma or its recognized equivalent (e.g., a GED) will do so.

    • PY 2001:

  • 60% will attain at least two goals relating to basic skills, work readiness, skill attainment, entered employment and skill training; and
  • 65% entering the Program to obtain a secondary school diploma or its recognized equivalent (e.g., a GED) will do so.

    • PY 1999-2000: N/A

    Data Source Grantee Records included in the Enterprise Information Management System (EIMS)
    Baseline This is a new goal. No prior program data are available. Baseline based on analysis of available information.
    Comment The baseline will be reviewed after final PY 2000 data is received and analyzed.



    Outcome Goal 2.2: Protect Worker Benefits - Performance Goals

    Performance Goal 2.2A Make timely and accurate benefit payments to unemployed workers; Facilitate the reemployment of Unemployment Insurance (UI) claimants; Set up Unemployment Insurance tax accounts promptly for new employers (New goals and indicators set for FY 2002 and beyond; please see comment section).
    Performance Results FY 2001: The ETA goals in effect for FY 2001 were partially achieved.
    A. Unemployed workers receive quality UI benefit eligibility determinations and timely and accurate benefit payments:
  •     Twenty-five states met or exceeded the minimum performance criterion for benefit adjudication quality against a target of 26 states;
  •     Forty-two states met or exceeded the Secretary's Standard for intrastate payment timeliness versus a target of 48 states;

    • B. Increase employers' compliance with state UI laws by the provision of rapid and accurate service on UI tax matters:

  •     Forty-eight states met the UI PERFORMS criterion for New Employer status determination timeliness, versus a target of 50.
  •     Thirty-nine states passed an acceptance sample for status determinations accuracy versus a target of 36 (CY 2000 data-latest available.)

    • C. Protect the integrity of employer unemployment tax contributions and reimbursements.

  •     Thirty-one states met the standard for timeliness of transfer to the trust fund, versus a target of 39.
  •     The measure for timeliness of deposit to the clearing account was under development.

    • D. Promote the Federal-State UI system's economic stabilization capacity.

  • The UI recipiency rate was 43%, versus of a target of at least 39%
  • Ten states had a maximum Weekly Benefit Amount of at least 2/3 of the states' average weekly wage, versus a target of 13 states.
  • Thirty-two states had adequate solvency levels (average high cost multiples of at least 1.0) versus a target of at least 32.

    • E. Facilitate the reemployment of Unemployment Insurance (UI) claimants.

  • The Entered Employment measure was under development.
  • The exhaustion rate for UI claimants was 32.5%; the target was <32%.

    • FY 2000: These goals were substantially achieved.
    Indicator FY 2003 (New):
  • Payment Timeliness: 91% of all intrastate first payments will be made within 14 days of the first compensable week-ending date for states with a waiting week and 21 days for non-waiting week states·
  • Payment Accuracy: Work to improve payment accuracy based on the target set in FY 2002.
  • Facilitate Reemployment: A target will be set based on a baseline established during FY 2002 for the entered employment rate of UI claimants·
  • Establish Tax Accounts Promptly: 80% of new employers will receive a determination about their UI tax liability within 90 days of the end of the first quarter they become liable for the tax.

    • FY 2001:

  • Eligibility Determinations Fairness: 26 States meet or exceed the minimum performance criterion for benefit adjudication quality that 75% of the state's eligibility determinations receive a score of at least 80 points using the standard instrument;
  • Payment Timeliness: 48 States meet or exceed the Secretary=s Standard (minimum performance criterion) for intrastate payment timeliness that 87% of intrastate first payments will be made within 14 days of the first compensable week-ending date for states with a waiting week and 21 days for non-waiting week states.
  • Employer Status Determinations Timeliness: 50 states meet the minimum criterion that 60% of new employer status determinations be made within 90 days of the end of the quarter in which liability begins.
  • Employer Status Determinations Accuracy: 36 states pass, with no more than 6 failed cases, the annual review of a 60-case acceptance sample using a standard multi-part instrument to determine accuracy.
  • Timeliness of Deposit to Clearing Accounts: The number of states meet or exceed a minimum % of $ deposited within 3 days. Measure and criterion to be set.
  • Timeliness of Transfer to Unemployment Trust Fund Account: 39 states hold no more than 2 days worth of deposits in the Clearing Account.
  • Recipiency Rate: The number of UI weeks claimed is at least 39% of the total number of weeks of unemployment experienced in the U.S. labor market.
  • Wage Replacement: At least 13 states have a maximum benefit amount in their laws of 2/3 or more of their Average Weekly Wage.
  • Solvency: At least 32 states' trust fund balances are at least 1.0 times the average benefit costs of the three highest-payout years in the past 20.
  • Entered Employment: Measure under development.
  • Benefit Exhaustion Rate: No more than 32% of claimants establishing benefit years leave the UI system by receiving their full entitlement (measured by the ratio of claimants receiving final payments to those receiving first payments 6 months earlier.)
    •

    Data Source Payment Timeliness: 9050 Report; Payment Accuracy: Benefit Accuracy Measurement program or ETA 227 report; Entered Employment: Unemployment Insurance wage records. New Status Determinations Timeliness: ETA 581 report.
    Baseline Fiscal Year 2001 (New measures). The baseline established reflects the system's actual performance in FY 2001:

    Payment Timeliness: 89.9% of all intrastate first payments were made within 14/21 days
    Payment Accuracy: N/A
    Entered Employment: N/A
    Establish Tax Accounts Promptly: 79.1% of new employers received a determination about their Unemployment Insurance tax liability within 90 days of the end of the first quarter they became liable for the tax
    Comment ETA announced new Unemployment Insurance (UI) performance goals and indicators for FY 2002 and beyond better to reflect the level of customer service, program integrity, and the extent UI claimants become reemployed.



    Performance Goal 2.2B Promptly review employer applications for foreign labor certifications
    Performance Results PY 1999-2001: N/A
    Indicator PY 2003:
  • Process 95% of employer labor condition applications for the H-1B professional/specialty temporary program within seven days of receipt; and
  • The average time required in the ETA's Regional Offices to process applications received under the new PERM process for permanent alien residency will be reduced to six months.

    • PY 2002:

  • Process 95% of employer labor condition applications for the H-1B professional/specialty temporary program within seven days of receipt.FY 1999-2001: N/A

    • PY 1999-2000: N/A

    Data Source Regional Office Foreign Labor Certification data system (implemented in FY 2001 for the H-1B temporary program and in FY 2002 for the permanent alien residency program.
    Baseline Established in Calendar Year 2000, the baseline for the H-1B temporary program is 63% of applications processed within seven days of receipt.

    The baseline for the permanent program will be established. In FY 1999, the estimated figure was 24 months.

    Comment At present, State Workforce Agencies (SWAs) first process applications for permanent alien certification to ensure absence of adverse impact. ETA regional offices complete the review and then they go to the Immigration and Naturalization Service. SWAs do not report processing times. Starting in FY 2003, ETA's regional offices are responsible for the entire review of applications. The new regional data system will enable tracking of processing times and age of unprocessed cases.



    Outcome Goal 2.3: Provide Worker Retraining-Performance Goals
    Performance Goal 2.3A Increase the employment, retention, and earnings replacement of individuals registered under the WIA dislocated worker program
    Performance Results PY 2001: N/A

    PY 2000: The goal was exceeded, based on the WIA Quarterly Performance Reports. The program achieved an entered employment rate of 75 percent, a six-month retention rate of 83 percent and an earnings replacement rate of 95 percent.

    PY 1999: N/A
    Indicator PY 2003:
  • 78% will be employed in the first quarter after program exit;
  • 88% of those employed in the first quarter after program exit will be employed in the third quarter after program exit; and
  • Those who are employed in the first quarter after program exit and are still employed in the third quarter after program exit will have 98% of their pre-dislocation earnings.

    • PY 2002:

  • 78% will be employed in the first quarter after program exit;
  • 88% of those employed in the first quarter after program exit will be employed in the third quarter after program exit; and
  • Those who are employed in the first quarter after program exit and are still employed in the third quarter after program exit will have 98% of their pre-dislocation earnings.

    • PY 2001:

  • 73% will be employed in the first quarter after program exit;
  • 83% of those employed in the first quarter after program exit will be employed in the third quarter after program exit; and
  • Those who are employed in the first quarter after program exit and are still employed in the third quarter after program exit will have 91% of their pre-dislocation earnings.

    • PY 2000:

  • 71% will be employed in the first quarter after program exit;
  • 82% of those employed in the first quarter after program exit will be employed in the third quarter after program exit; and
  • Those who are employed in the first quarter after program exit and are still employed in the third quarter after program exit will have 90% of their pre-dislocation earnings.
    		•
    Data Source Workforce Investment Act Standardized Record Data (WIASRD) included in the Enterprise Information Management System (EIMS); UI Wage Records
    Baseline There is no prior experience with these WIA indicators, which are based on the use of UI wage records. PY 2000, the first full year of WIA implementation, constitutes the baseline year for this measure. The performance measure is derived from the agreed upon levels of performance for all States. These measures will be regularly reviewed for appropriateness and rigor as performance data becomes available.
    Comment The current FY 1999-2004 Strategic Plan includes the new WIA goal based upon a weighted average of negotiated levels of performance for all States. The goals for PY 2000 and PY 2001 stated in this plan also reflect these negotiated levels for all States. The PY 2002 and 2003 goals have not yet been negotiated with the States, so the goal reflected is preliminary and continues the trend established by the PY 2000 - 2001 goals.



    Performance Goal 2.3B Increase the employment, retention, and earnings replacement of workers dislocated in important part because of trade and who receive trade adjustment assistance benefits
    Performance Results PY 2001: N/A

    FY 2001: The goal was substantially achieved, according to preliminary data covering the first three quarters of FY 2001. Sixty-six percent of participants were employed in the first quarter after program exit, and 90% of those were still employed in the third quarter after program exit with 88% of pre-dislocation wages.

    FY 1999 - 2000: N/A
    Indicator PY 2003:
  • 78% will be employed in the first quarter after program exit;
  • 88% of those employed in the first quarter after program exit will be employed in the third quarter after program exit; and
  • Those who are employed in the first quarter after program exit and are still employed in the third quarter after program exit will earn, on average, 90% of their pre-separation earnings.

    • FY 2002:

  • 78% will be employed in the first quarter after program exit;
  • 88% of those employed in the first quarter after program exit will be employed in the third quarter after program exit; and
  • Those who are employed in the first quarter after program exit and are still employed in the third quarter after program exit will earn, on average, 90% of their pre-separation earnings.
    •

  • PY 2001:
    73% will be employed in the first quarter after program exit;
  • 80% of those employed in the first quarter after program exit will be employed in the third quarter after program exit; and
  • Those who are employed in the first quarter after program exit and are still employed in the third quarter after program exit will earn, on average, 82% of their pre-separation earnings.

    • FY 1999 - FY 2000: N/A

    Data Source TAPR (Trade Act Participant Report) included in the Enterprise Information Management System (EIMS)
    Baseline New Goal. FY 2001 constitutes the baseline year for this measure. Because there is no comparable baseline, these measures will be regularly reviewed for appropriateness and rigor as performance data becomes available.
    Comment Beginning in FY 2001, the TAA/NAFTA program's performance measures were revised to conform to WIA and align more closely with the dislocated worker goals.
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