Chicago Cook Workforce Partnership Delegate Agency Orientation. WIA Adult and Dislocated Worker Performance Measure Overview

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1 Chicago Cook Workforce Partnership Delegate Agency Orientation WIA Adult and Dislocated Worker Performance Measure Overview

2 Adult/DW Measures Three Essential Goals and their Measures 1. Get A Job: Enter Employment 2. Keep A Job: Employment Retention 3. Earn a Livable Wage: Average Earnings Chicago Cook Workforce Partnership 2

3 Key Elements to WIA Performance Once a person enrolls into WIA, we are responsible for performance outcomes All Adult and Dislocated Measures are assessed after exit from WIA There is a time lag in verifying attainment of the measure Chicago Cook Workforce Partnership 3

4 Adult/DW Measures Entered Employment Rate Employment Retention Rate Average Earnings Chicago Cook Workforce Partnership 4

5 Entered Employment Expectation: Everyone who does not have a job before they entered WIA should have one when the leave WIA. Definition/Equation: Of all adults or dislocated workers who were not employed at registration, the number who enter employment in the 1 st quarter after exit divided by the number who exit during the quarter. (exiters employed in 1 st quarter/exiters) Chicago Cook Workforce Partnership 5

6 Entered Employment Who is in the measure? All adult and dislocated workers who were exited and not employed at registration. Who counts toward success? All adults and dislocated workers who are employed during the first quarter after their exit period. What else is important about the measure? Employment is typically based on UI data reports Employment can mean full time or part time or just one day out of the quarter. People can be removed from the measure if they are incarcerated, deceased, or institutionalized Chicago Cook Workforce Partnership 6

7 Entered Employment Timeline Oct- Dec Jan- March April- June July- Sept Oct- Dec Jan- March April - June Exit quarter Outcome quarter IWDS Reporting quarter Cohort A Cohort B Cohort C Cohort D Cohort A Cohort B Cohort C Cohort D Cohort A Cohort B Cohort C Cohort D Cohorts A through D (October September) will contain the entire year s pool of customers to be measured under the Entered Employment Rate in a given program year. Note the significant time lag for the outcome to appear in the IWDS reports. Chicago Cook Workforce Partnership 7

8 Key Programmatic Considerations Make sure WIA is an appropriate program for customer before enrollment Good case management and regular contact/involvement with customer is key Agency should know when customer gets a job If no activity for 90 days customer must be exited Exit timing- best at end of quarter Customer should be exited when stable in employment Chicago Cook Workforce Partnership 8

9 Employment Retention Expectation: Everyone who has a job when they leave WIA should stay employed for at least the 2 nd and 3 rd quarter after exit. Definition/Calculation: Of all the adults/dw s who are employed in the first quarter after exit: the number of adults/dw s who are employed in the second and third quarter after exit divided by the number of adults who exit during the quarter. Chicago Cook Workforce Partnership 9

10 Employment Retention Who is in the measure? All Adult and dislocated workers who were employed during the first quarter after exit. Who counts toward success? All adults and dislocated workers who are employed during the second and third quarter after exit. What else is important about the measure? Employment is typically based on UI data reports Employment can mean full time or part time or just one day out of each quarter. Employment does not need to be with the same employer. People can be removed from the measure if they are incarcerated, deceased, or institutionalized. Follow up with the customer is critical. Chicago Cook Workforce Partnership 10

11 Average Earnings Expectation: Adults and dislocated workers who leave WIA should earn a good living with self supporting wages. Definition: The total average earnings of WIA participants in the 2 nd and 3 rd quarter after exit Calculation: The total earnings in the second quarter plus total earnings in the third quarter after exit divided by the number of adults or dw s who are employed in the 1 st, 2 nd, and 3 rd quarters after exit. Chicago Cook Workforce Partnership 11

12 Key Programmatic Considerations Programs leading to part-time and seasonal employment are problematic, since they will result in significantly lower average earnings. Customers should be encouraged to seek full time employment whenever possible. Only UI data is used to calculate the measure- (no supplemental data) Chicago Cook Workforce Partnership 12

13 Average Earnings Timeline April - June July - Sept Oct- Dec Jan- Marc h April -June July- Sept Oct- Dec Jan- Mar Apri l Jun e Exit Quarter Cohort A Cohort B Cohort C Cohort D Employed 1 st quarter after exit Cohort A Cohort B Cohort C Cohort D Retention Outcome Quarters Cohort A Cohort A Cohort B Cohort C Cohort D Cohort B Cohort C Cohort D IWDS Reporting Quarter Cohort A Cohort B Cohort C Cohort D Timeline is the same as the Employment Retention Measures Chicago Cook Workforce Partnership 13

14 Current WIA Performance Measures Entered Employment Rate Adult Dislocated Worker Goal Actual Num/Den Goal Actual Num/Den 77% 73% Employment Retention Rate 88% 81% % 78% 89% 86% Average Earnings $11,720 $13,345 $12.8 mil 961 $15,553 $19,373 $24.1mill

15 Performance Measure Overview Questions 15

16 Contact Information WIA Program Director Contact Information: Amy Santacaterina address: Phone #: (312) Fax #: (312)