Click on the link below to view, save, or print out the document.

References: JTPA, as amended (Public Law 97-300); and JTPA Final Rule, 20 CFR Part 627.420 and 627.422, as published in the Federal Register on September 2, 1994. Background: The Department of Labor does not have an appropriation for Fiscal Year 1996 and has been operating under the authority of a series of short-term continuing resolutions. The Employment and Training Administration is not able to issue official allotments for titles II-A, II-C and III in the absence of an appropriation or "full- year" continuing resolution. Recently, allotments were issued for title II-B (SYETP). State level funding data were released to all State JTPA liaisons, and others, on February 26, 1996 via the ETA Regional Offices, based on: 1) the President's budget request, 2) the House-passed level, and 3) the most recent short-term continuing resolution. Because these are only estimates and the SYETP allotments were just issued, many JTPA entities may find that due to State/local laws and policies they are unable to issue requests for proposals and solicitations for bids in a timely manner. Discussion: The selection of service providers must be done in accordance with the JTPA procurement regulations. Section 164(a)(3)(A) of the JTPA legislation states, "procurements shall be conducted in a manner providing full and open competition." Further, 107(e) states, "The selection of service providers shall be made on a competitive basis to the extent practicable...." The implementing regulations reiterate these requirements, and provide additional guidelines to JTPA entities on when it is possible to make awards non- competitively. As mentioned above, due to the absence of a FY 96 appropriation and the multiple continuing resolutions through which the Department of Labor has received its funding, it has not been possible (except for Title II-B) for the Department to issue funding levels to the JTPA system. If the allotments are not issued in a timely manner (a timely manner vis-a-vis the length of time it takes each SDA/SSG to conduct a competition which results in awards by July 1, 1996, based on their procurement process), the SDAs/SSGs may use, for this unique situation, the non-competitive criteria found in section 627.420(d)(1)(iv)(B) "The public exigency or emergency need for the item or service does not permit a delay resulting from competitive solicitation" to justify extending existing agreements for Program Year 96, even where the contract did not include one or more option years or all contract option years will have been exhausted. In the case of title II-B, although the allotments have been issued, SDAs/SSGs may find that they are unable to award title II-B agreements in time for the start of the SYETP. If this is the case, the section 627.420(d)(1)(iv)(B) circumstance may also be used. We think that this is an appropriate circumstance to apply since it can be difficult, if not impossible, to undertake a competitive procurement when the level of funding available is unknown or announced too late. In all cases where such extensions are made, the State and/or SDA/SSG must ensure that past performance is satisfactory. Further, the State and/or SDA/SSG must document the decision and justification in the agreement file. Finally, proceeding as discussed herein will require the State and/or SDA/SSG to negotiate the one-year agreement extension terms for those contracts that either did not have or had exhausted all option years. In all cases, the State and/or SDA/SSG must assess that the price is reasonable. Although the use of the non-competitive procurement method is to be minimized, section 627.420(d)(1)(iv) discusses the conditions and circumstances under which non-competitive awards can be made. JTPA entities may be able to justify the award of other non-competitive agreements based on the circumstances and conditions listed in section 627.420(d)(1)(iv). This may be particularly relevant to your planning for the implementation of the CY 96 title II-B program. Action: JTPA Liaisons and Worker Adjustment Liaisons should inform SDAs/SSGs of the content of this TEIN.

References: Final JTPA Regulations, 20 CFR 627.201, published in the Federal Register on September 2, 1994 and TEGL No. 7-94. Background: TEGL No. 7-94, dated March 20, 1995, indicated at as experience was gained regarding specific waiver requests, information would be created that would be useful in JTPA policy deliberations. We believe that the various States may find it useful in their policy delibera- tions to know the types of waivers that are being requested of the Department, and the resulting decisions on such requests. This information is being shared for the State's consideration and evaluation as it may pertain to possible waiver requests for State's JTPA programs. Attached is a brief status report on the waiver requests received, and acted on, to date. Of the valid waiver requests considered, 24 have been approved and 4 have been disapproved. Information: If a State determines that an approved waiver may also be appropriate for its programs, it may wish to consider submitting a waiver request. Any such waiver requests should conform to the criteria set forth in TEGL 7-94, dated March 20, 1995. Additional information on a specific waiver may be obtained by contacting your Federal JTPA representative in the Regional Office.

Background: This report is the first of a series of reports on the National Job Corps Study. The National Job Corps Study is being conducted by Mathematica Policy Research, Inc. under contract with the Employment and Training Administration. Its purpose is to measure the effects of Job Corps participation on students¿ post-program earnings and related outcomes. The process report provides a description of the Job Corps program model and how it was operating in 1996. Thus, it describes the context in which the evaluation was conducted. It should be noted that many of the issues raised in the process analysis are being addressed as Job Corps implements the new Workforce Investment Act. Nevertheless, the report should inform and educate policymakers and practitioners about the Job Corps program model. The next report will detail employment and earnings of Job Corps students and controls during the 30 months following random assignment. A subsequent report will describe the benefits and costs of the program at 48 months after random assignment. A conclusive assessment of Job Corps¿ effectiveness will not be available until the 48-month report is completed. Distribution: Copies of this report have been distributed under separate cover to all addressees. Additional copies are available through ETA Regional Offices.

Background: In today¿s competitive marketplace and complex legal environment, employers face the challenge of attracting, developing, and retaining the best employees. The Employment and Training community is frequently called upon to support employers in these efforts. This Guide provides information that will help employers and workforce development professionals understand and use employment testing and assessment services to meet their human resources needs. The Guide: The Guide is structured around employment and testing assessment principles and their applications. The information is organized so that readers from a variety of backgrounds will find the information clear and useful. Topics covered in the Guide include: Personnel Assessment Understanding the Legal Context of Assessment Understanding Test Quality Assessment Tools and Their Uses How to Select Tests Administering Assessment Instruments Using, Scoring, and Interpreting Assessment Instruments Issues and Concerns with Assessment. The information presented in the Guide will help workforce development professionals evaluate and select employment testing and assessment procedures that maximize their chances for getting the right fit between jobs and employees. The Guide will assist members of the employment and training community administer, score, and interpret the results of employment testing assessment tools in an efficient and effective manner. Importantly, the Guide will help users of assessment tools understand the professional and legal standards that need to be followed when conducting personnel assessment. Availability: The Guide is available in hard copy through the Government Printing Office; phone orders to 202/512-1800. The Guide is also available as a downloadable pdf file from the following web sites: The O*NET Project at: http://www.doleta.gov/programs/onet/ The Office of Policy and Research at: http://www.ttrc.doleta.gov/ETA/research/ The National O*NET Consortium at: http://www.ONETCENTER.ORG Action Required: Please share this TEIN with staff within your organization who require an understanding of issues related to assessments and assessment practices. This may include administrators, lawyers, educators, trainers, personnel researchers, interviewers, employment counselors, test administrators, and other workforce development professionals.

Click on the link below to view, save, or print out the document.

Click on the link below to view, save, or print out the document.

Click on the link below to view, save, or print out the document.

Click on the link below to view, save, or print out the document.

Click on the link below to view, save, or print out the document.