Background. For more than 15 years, the Department of Labor, Employment and Training Administration (DOL/ETA) has funded grants to non- profit organizations for the purpose of providing training and job placement services to people with disabilities. On July 1, 1998, ETA awarded $6.8 million for 15 new grants using Job Training and Partnership Act Titles III and IV funding. The grant performance period is one year plus two option years. The disAbility Employment Grants emphasize coordination, innovation, and quality outcomes. Several of these grants have established linkages with the One-Stop Center system to provide technical assistance and more comprehensive provision of services to individuals with disabilities seeking employment and training through the new workforce development system. Such enhanced services may include A wrap-around services, benefits counseling on work incentives and health care coverage associated with Social Security Administration benefit programs, information on transportation, job coaching, personal assistance needs, or other on-the-job accommodations. Some of the disAbility Employment Grantees are co-located within a One-Stop or are in the process of establishing relationships with the One-Stop system in their respective States. In fact, the Montana Job Training Partnership grantee is administered jointly by Montana and Wyoming workforce systems. The disAbility Employment Grants are also intended to support the objectives of Executive Order 13078, Increasing the Employment of Adults with Disabilities and other systems change initiatives funded by the Department of Education's Rehabilitation Services and Social Security Administration, with funding support from DOL. In this respect, ETA's disAbility Employment Grants reflect partnerships with diverse public and/or private entities, including required partners under the Workforce Investment Act, to leverage scarce resources and address multiple barriers commonly faced by people with disabilities. Several of the disAbility Employment Grants provide unique training opportunities in the Information Technology industry or other innovative work first approaches and follow-up services to maximize successful employment outcomes, job retention and long-term career advancement. Action. Please share the attached information with local service delivery areas, workforce development centers, and other organizations which serve people with disabilities.

References. Training and Employment Guidance Letter (TEGL) No. 4-97. Background. The Employment and Training Administration (ETA) continues to implement strategies to strengthen the performance and to increase the accountability of States and local training providers under the SYETP. ETA contracted with Social Policy Research Associates (SPR) to conduct a pilot-test of a procedure for measuring accountability for academic enrichment in the Job Training Partnership Act, Title II-B program. The pilot was conducted during the 1998 summer program for the purpose of determining: (1) how much of an effort it is for service delivery areas (SDAs) and service providers to collect the additional information that is necessary to support the measures of accountability; (2) whether the accountability measures being tested capture key elements of what the SDAs are trying to accomplish and whether they serve as a meaningful yardstick of the SDAs' success; and(3) if it is feasible to implement a uniform system of account- ability on a broad scale. Each of these purposes was incorporated into the design of the pilot-test in an effort to conduct a comprehensive investigation into the feasibility and use of an accountability system for the SYETP. Pilot Report. The report consists of findings based on pilot-tests conducted at eight of the nine SDAs selected to participate in this study. The following SDAs were selected to participate in the pilot: - Region I - New Hampshire - Region II - Middlesex County Employment and Training Department, New Brunswick, NJ - Region III - Philadelphia PIC, Philadelphia, PA - Region IV - Palm Beach County Workforce Board, West Palm Beach, FL - Region V - Southeastern Minnesota SDA - Region VI - City of Houston, Houston, TX - Region VIII - Montana CEP, Helena, MT - Region IX - City of Los Angeles, Los Angeles, CA - Region X - Seattle-King County PIC, Seattle, WA SPR looked at the diverse assessment instruments used at eight of the nine SDAs to determine whether or not these measures adequately reflect the overall programmatic objectives of each SDA. Because of a conflict in scheduling, Los Angeles was not a part of the pilot. Youth Employability Competencies (YECs) was selected as the accountability system to be piloted. YECs allows SDAs flexibility in carrying out the objectives of their summer programs and was already familiar to the SDAs. The report includes a summary of findings from the eight participating SDAs and it contains an analysis of client-level data from SDAs based on assessments of reading/verbal skills, along with pre-employment/work maturity skills of the sample group. When looking at academic enrichment and how to assess it, SPR focused on several factors, such as the definition of academic enrichment, which ETA currently defines very broadly in TEGL 4-97, and on the short duration of the program. To address these issues, SPR has recommended that the Department consider the following options: (1) re-define academic enrichment to make it more precise in identifying specific skills or areas of skills that the definition will encompass; and (2) adopt a menu approach to accountability measures, whereby SDAs would be allowed to choose from a list of acceptable measures. ETA plans to use information contained in the report to formulate policy guidance to States and local providers for the 1999 summer youth program. Action Required. Inform SDAs that the report is available via the Internet at WWW.WDSC.ORG/SUMMERYOUTH.

References. TEGL 7-97; GAO Year 2000 Computing Crisis: Business Continuity and Contingency Planning, (Aug. 1998). E-mail address: . Background. The Department's Y2K policy is to ensure that federally funded employment and training programs provide services to eligible participants through the millennium. ETA has addressed this policy over the past 18 months by providing Y2K technical guidance, information via Web sites, mini-assessments, and workshops. However, as the Year 2000 fast approaches, proactive management requires that States anticipate, that in spite of their efforts to address Y2K readiness, some potential remains for program disruption. Findings. As a result of the JTPA mini-assessment, the San Francisco and Denver workshops, and, ITSC's (contractor) risk analysis, some States/SDA's appear to be at risk in the areas of eligibility determination, reporting, and financial vendor payments. These problems could seriously affect operations. To address these problems and meet the due diligence legal test, State agencies would be prudent to have a business continuity and contingency plan (BCCP), which identifies core agency functions, defines future failure scenarios, and outlines alternative processes that would be followed in the event of a Year 2000 problem or infrastructure failure in power or communication. Proposal. ETA believes that risk assessment, business continuity, and contingency planning is the most appropriate strategy for State agency management at this time. Thus, ETA is providing States/SDAs with a GAO model Business Continuity Planning Structure, composed of a) Initiation, b) Business Impact Analysis; c) Contingency Planning; and d) Testing. - The first phase, Initiation, consists of establishing a State/SDA workgroup of high level management to address strategy, schedules and support. - The second phase, Business Impact Analysis consists of assessing the potential impact of mission critical system failures versus the agency's core business. ETA is providing a format, Attachment I, which enables the agency's managers to self assess the Y2K readiness relative to the risk of operational failure for their program. If the management determines the self assessment instrument yields a high risk score, it would suggest the State develop a fail safe contingency plan. - The third phase, Contingency Planning consists of identifying and documenting plans, triggers, and business resumption for each core business process. - The final phase, Testing, determines if the plan really works. The next steps are developing periodic updates, and making sure staff know the plans, the triggers, and their responsibilities. In addition, ETA's Y2K contractor, ITSC, will be available for technical guidance via teleconference on a scheduled basis for the period February 17 through May 1999. ITSC also has a web page at which lists guidance on these and other relevant employment and training Y2K topics. The Social Security Administration's (SSA) ABCCP has useful formats covering risk, timing, priority, strategy, responsible unit, and contingency triggers. This concept was discussed and determined feasible by a group of ETA Regional and State staff at the Denver MIS conference in early December 1998. The concept would provide State agency management with the tools to better assess risk, develop appropriate BCCPs, and ensure program continuity for mission critical business functions. The voluntary nature supports the partnership roles defined in TEGL 7-97, and reinforces State responsibility for program continuity. ETA believes that the process is important, however, the suggested formats are optional. Action Required. JTPA liaisons are requested to 1) Distribute the voluntary BCCP materials to State/SDA management and request they begin the process as soon as possible; 2) Track State/SDA's progress in completing the process and BCCP products; and 3) Inform the respective Regional Office's designated Y2K contact person, periodically, of the status.

Reference: Veterans Affairs and Housing and Urban Development and Independent Agencies Appropriations Act of 1999, Title II, October 21, 1998, and Federal Register Notice dated January 28, 1999. Background: The VA/HUD and Independent Agencies Appropriations Act of 1999 provides $283 million for the Welfare-to-Work (WtW) Tenant-Based Assistance Program. Under the Act, HUD is authorized to solicit competitive applications from local Public Housing Agencies (PHAs) seeking funds to establish a WtW Rental Voucher program to help eligible families make the transition from welfare to work. The notice requires that all PHAs submitting applications develop their program in consultation with the State, local, or Tribal entity administering the Temporary Assistance for Needy Families (TANF) program and the entity, if any, administering the WtW formula and/or competitive grants administered by the United States Department of Labor. Highlights of the Act: General Information - $283 million (50,000 rental vouchers) is available, until expended, to help eligible families transition from welfare to work. - The initiative will be administered by PHAs, including Indian Tribes and Tribal housing entities. Family Eligibility - Rental vouchers will be available to families who are eligible to receive, currently receive, or have received TANF within the preceding two years. - Administering entity must determine that tenant-based housing assistance is critical to a family=s obtaining or retaining employment. - Families cannot currently be receiving tenant-based rental assistance. Requirements for Competitive Applications - Describe the proposed rental voucher program. - Program developed by PHA in cooperation with TANF and WtW agencies. - Demonstrate that tenant-based housing assistance is critical to families being successful in obtaining or retaining employment. - Specify the criteria to be used in selecting families. - Describe the strategy for tenant counseling, housing search assistance, and landlord outreach. - Request necessary waivers of HUD requirements. - Include certifications from TANF and WtW agencies supporting the proposed voucher program and any necessary coordination and collaboration. - Include any other information required by the Secretary of HUD. The Secretary of HUD, after consultation with the Secretaries of the Departments of Labor and Health and Human Services, shall select PHAs on a competitive basis taking into account: - The need for and quality of the proposed program, including innovative approaches; - The extent to which assistance will be coordinated with welfare reform and WtW initiatives; - The extent to which the application demonstrates that tenant-based assistance is critical to the success of assisting eligible families to obtain or retain employment; and - Other criteria set by the Secretary of HUD. Other provisions include: - One percent of the total ($2.83 million) is available to conduct an evaluation of the effectiveness of the initiative. - Approximately 700 vouchers ($4 million) are also available to support local self-sufficiency and WtW initiatives in each of the following locations: San Bernardino County, CA; Cleveland, OH; Kansas City, MO; Charlotte, NC; Miami/Dade County, FL; Prince George=s County, MD; New York, NY; and Anchorage, AK. Action Required: States should: a. share this information with their WtW and other appropriate staff; and b. cooperate with PHAs that are developing and submitting applications for funding to establish a WtW Rental Voucher program.

Reference: Training and Employment Information Notice No. 3-98. Background: The Employment and Training Administration (ETA) is committed to continuously improving the delivery of employment and training services. With the Government Performance and Results Act calling for government agencies to set strategic goals, and measure program performance, the Department of Labor has increased its efforts to measure and evaluate the performance of employment and training programs. As a part of these efforts, ETA contracted with Social Policy Research Associates (SPR) to collect information about customer satisfaction with program services provided through SYETP. This is one of several studies, including Westat=s, which were funded to identify key characteristics of effective summer programs. The Report: For this project, SPR conducted customer satisfaction surveys of three types of SYETP customers: program participants, worksite supervisors, and educational instructors. Nationally representative samples of youth, employers, and instructors who were customers of the 1998 SYETP were included in the surveys. The report discusses the overall satisfaction with SYETP of each of these three groups; presents the specific findings; draws conclusions; and makes recommendations based on the findings. Overall, a significantly large percentage of survey respondents were very satisfied with the SYETP. The customers surveyed reached very similar conclusions about the summer program and offered specific suggestions on how to improve the SYETP. Both employers and instructors made the following recommendations for improving the program: encourage greater coordination between work and classes, improve academic skills instruction, and encourage longer summer employment with more intensive services. In addition, these customers suggested that service delivery areas (SDAs) provide longer educational services, and consistently provide instructors with information about youth in their programs. The information presented in this report should be helpful at both the Federal and the State levels, in developing policies and guidance for summer programs under the Workforce Investment Act. Distribution: Copies of the report are being provided under separate cover. The report is also available via the Internet at: WWW.WDSC.ORG/SUMMERYOUTH. Action Required: State JTPA liaisons are requested to distribute copies of the report to their SDAs.

Background: The second full week in March has traditionally been celebrated as Older Workers Employment Week. In past years, the President has signed Proclamations recognizing the week and the contributions of older workers, and we expect him to do so again this year. The week provides an opportunity to focus on the many positive contributions that older workers have made in the past as well as those that they will make in the future. Celebrations are particularly apt this year, as the United Nations has proclaimed 1999 as the International Year of Older Persons. Ceremonies, meetings and conferences will be occurring worldwide during this year to recognize the elderly, and to celebrate the blessings of longevity. The motto for the International Year is Adding life to the years that have been added to life. Discussion: In the United States, Americans age 55 and over are the Nation¿s greatest overlooked resource even though they are active, vital, and in good health. Despite their job qualifications, individuals find the search for employment more difficult as they grow older. Many experience serious difficulties in finding new jobs if they lose their jobs or desire new employment. Efforts are underway to help employers overcome their reluctance to hire older job seekers by making them more aware of a well-documented finding -- by every common measure of job performance, older workers are at least as effective as younger people due to their unique combination of skills, experiences, and judgement. There is an unprecedented growth in the number of mature workers, and it is expected to continue for the next decade and beyond. Our laws and government agencies are responding to this growth by offering protections, programs, and services to older workers. Basic rights are ensured through the Older Americans Act, the Age Discrimination Act, and the Age Discrimination in Employment Act. The Departments of Labor, and Health and Human Services help older workers through such efforts as the Senior Community Service Employment Program and programs of the Administration on Aging. Action Required: One-Stop Career Centers and other partners in the Workforce Investment Act should do their part in promoting older workers to employers and in the communities at large. Under separate cover, you will receive posters prepared for National Older Workers Employment Week featuring Senator John Glenn, spokesperson for the International Year of Older Persons. Included in the mailing is a letter signed by Steve Protulis, Executive Director of the National Senior Citizens Education and Research Center, a large poster, and two letter-size posters. The latter may be copied and distributed throughout the community. The Department encourages use of these materials in activities planned to celebrate National Older Workers Employment Week. When the Presidential Proclamation is signed, copies will be disseminated as well.

Reference: Training and Employment Information Notices (TEIN) Nos. 17-95, 28-95, 14-96, and 24-97 (Promising and Effective Practices Network). Background: The National Youth Employment Coalition (NYEC) is starting the fourth year of PEPNet. PEPNet was created to improve youth development programs and as a means to identify and recognize youth initiatives. Since 1996, PEPNet has successfully identified and recognized, in a national ceremony, 43 youth employment and training programs that met four quality standards: Organization and Management - qualified, committed staff and leadership, collaboration with others, use of information to continuously improve services Youth Development - conscious, professional reliance on youth development principles to shape program activities; Workforce Development - appropriate use of training, work experience, and education, successful connections to employers, consistent emphasis on connecting learning and work; Evidence of Success - collection and use of data that reflect operational effectiveness and ability to achieve desired outcomes. NYEC seeks youth employment programs interested in improving services and being recognized as excellent youth development programs for 1999. Application Eligibility: Any youth program or program component may be nominated. This effort is not limited to ETA-funded programs, although it is expected that most will be from the Job Training Partnership Act (including Job Corps), Bureau of Apprenticeship Training, and School-to-Work systems. PEPNet Brochure: NYEC mailed brochures to thousands of programs in the youth employment/development field throughout the Nation inviting them to undertake an organizational self-assessment process, and to apply to be a part of PEPNet. Attached is a copy of the PEPNet brochure that explains the self-assessment and award process. Application Procedures: Programs or program components desiring national recognition may submit the PEPNet application. Completed applications are to be provided to NYEC by April 30, 1999. Programs may request an application by using the form in the brochure. The brochure has been distributed to all ETA-funded programs. Training on the Self-Assessment System: NYEC is conducting one-day training to help programs learn about PEPNet¿s criteria of effective practice and how the self-assessment system can improve services to young people. Programs will also learn how PEPNet can help in the transition to the new youth system under WIA. To attend, select the most convenient training site and contact the person listed for that training to register. Training will be conducted at the following sites: March 15: Philadelphia, PA USDOL Region III and Philadelphia=s PIC Contact: Dorothy Robinson (215) 963-3489 March 22: Chicago, IL USDOL Region V Contact: Lennon Mitchell (312) 353-153 March 23: Atlanta, GA USDOL Region IV Contact: Toni Buxton (404) 462-2105 March 24: Dallas, TX USDOL Region VI Contact: Cynthia Joseph (214) 767-2154 March 25: Salt Lake City, UT USDOL Region VIII Contact: Sandy Goold (303) 844-1660 Review Panel and Process: NYEC is seeking a panel of youth employment practitioners, researchers, and policy makers to review PEPNet applications. Recommendations for the Review Panel should be faxed to NYEC by April 1, 1999, at (202) 659-0399. Panel members will review applications and select PEPNet programs in May 1999. In addition, the programs that apply to be part of PEPNet will receive comments on their application from the Review Panel. The comments will be sent to all the programs that submit the self-assessment. Selection: Selection will take place by May and a recognition ceremony will follow in September 1999 to honor the selected PEPNet programs. Learning Process: Applicants to PEPNet must be willing to participate in the learning process with others. This may include hosting visits, being part of workshops, and providing additional written material. Electronic Accessibility: As information on PEPNet becomes available, it will be made accessible electronically via the Training Technology Resource Center (TTRC) on-line information system. TTRC is accessible by: Calling 1-800-488-0901 (voice); Via modem by dialing 1-800-767-0806; or Internet: WEB URL: HTTP://www.ttrc.doleta.gov Action: States are requested to: a) encourage administrators and operators of effective youth programs or program components to apply for recognition in accordance with the self-assessment process which is described in the attached brochure; b) encourage administrators and operators of programs interested in conducting the assessment to attend a training session being conducted by NYEC; and fax recommendations for the Review Panel to NYEC by April 1, 1999.

Reference: Training and Employment Information Notice No. 35-97. Background: On February 22, Deputy Secretary of Labor Kathryn Higgins and NEA Chairman Bill Ivey, signed a Memorandum of Understanding to facilitate a partnership between the DOL and NEA. The purpose of this MOU is twofold: 1) to establish a forum for the agencies to share information; and 2) to develop initiatives to increase arts-related activities in training programs for at-risk youth. Under the MOU, DOL through the Employment and Training Administration (ETA) will provide leadership, program information, and program contacts at the Federal, State and local levels to the NEA, informing the employment and training community of State and local based arts organizations to encourage the development of local SDA joint arts/job training programs. The arts can provide within the workforce development arena valuable skills and career opportunities. Linkages Between ETA and Arts Program: There is much potential for the involvement of the ETA's programs at the State and local levels with arts-related/arts- education projects. The recently signed MOU builds on the cooperative efforts already established between these two agencies. Many SDAs have forged linkages with arts programs. The President's Committee on the Arts and the Humanities' publication, "Coming Up Taller", includes examples of arts and humanities programs for at-risk youth, combining arts and job training. A copy of this document and a list of State Art Agencies were provided to the employment and training community in TEIN No. 35-97. Coming Up Taller: NEA sponsors annual "Coming Up Taller" awards to recognize arts programs for youth. These national awards, which include a $10,000 prize, honor the exemplary work of community-based arts and humanities programs for children, especially for those youth whose family and community circumstances place them at-risk. The awards program represents an investment in our youth's future. This is an opportunity for JTPA programs with an arts component to be recognized. Programs may self-nominate. The nomination form for the 1999 Coming Up Taller Awards is attached along with a brochure which presents highlights of the ten honored programs for 1998. NOTE THE DEADLINE FOR APPLICATIONS IS APRIL 2. Action Required. States are encouraged to: - Nominate job training arts programs for the 1999 awards. States and SDAs may apply themselves or may wish to submit a joint application with the arts program with which they are involved. - Duplicate the awards nomination form and distribute the forms to SDAs interested in applying for Coming Up Taller awards. - Facilitate joint arts/job training workshops at appropriate DOL sponsored conferences.

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