Background: Program letters or the five letter series, are considered temporary directives containing instructions or information of a short-term nature which complement one of the five parts of the ES Manual. Rather than rewrite and reissue expiring program letters which still contain relevant information or instructions, the expiration date is extended. Attached is a listing of program letters with extended expiration dates for the period April l, 1993 - April 30, 1993.

References: Training and Employment Information Notice No. 17-92, Availability of State Training Inventory. Background: The NOICC is an inter-agency organization that coordinates the development, dissemination, and use of occupational information by the Departments of Labor and Education. The NOICC funds and works in concert with fifty-six State Occupational Information Coordinating Committees (SOICCs) to provide career development tools, updated occupational information and in-service training for employment and training professionals and educators at the State and local level. The Job Training Partnership Act (JTPA) was amended in 1992 to include capacity building and technical assistance, information dissemination and replication activities as priorities at the National, State and local levels. The purpose of capacity building (as outlined in Section 453 of the Act) is to enhance the effectiveness of and strengthen the caliber of services provided through programs authorized under JTPA and other Federal, State, and local employment and training programs. As the employment and training system is called upon to respond to new job training initiatives, there will be an increase in capacity-building efforts and technical assistance needs. NOICC is an important player in capacity building efforts. NOICC resources and services are useful in building the capacity of employment and training professionals. Below are descriptions of various resources and products developed by NOICC: Occupational Information: The NOICC-SOICC Network disseminates a relatively large range of occupational information useful to employment and training program managers, vocational educators, as well as youth and adults who are in need of career guidance. Products are available that identify areas of occupational growth and decline, and provide career assessments, information for individual career planning, and updated listings of vocational training available to youth and adults within a State or county. Many of these products and services are available through the Labor Market Information units of the State Employment Security Agencies or through SOICC staff. The NOICC-SOICC Network has also created a data base framework to assist States in aggregating and organizing occupational and labor market information resources. Descriptions of some of the more frequently used NOICC products follow: Occupational Information Systems (OIS): The OIS is a computer-based occupational information data base that combines labor market and educational data for employment and training administrators, vocational educators, planners, operators and instructors. The system can identify both occupations that are in demand and growth industries where openings in specific occupations either exist or are projected. The many State OIS's can also identify State and local licensing that may be required as well as training that is available to prepare individuals for the skills in particular occupations. OIS software and related technical assistance is available in most States and is a powerful planning tool for JTPA State Job Training Coordinating Councils and Service Delivery Areas (SDAs). A new version of the OIS has been developed by the NOICC/SOICC Network and should be operational in many States by the summer or fall of 1995. Career Information Delivery Systems (CIDS): CIDS are computerized programs that provide self assessment, career exploration and a wealth of occupational and educational information about locally available career and training opportunities. Using a personal computer, users can access career information such as a description of the duties common to specific occupations, earning levels, working conditions, employment outlook in a State, licensing and certification requirements. The system also contains information about the availability of training in postsecondary and job training programs as well as school admissions policies and financial aid programs. CIDS are available through SOICCs in most States and territories. Although CIDS are most frequently used by educational systems, they are valuable tools for use as part of the assessment process and in developing individual service strategies for participants entering employment and training programs. Increasingly, CIDS are being used in employment service offices and in other human resource development programs. They may be particularly helpful as the employment and training system moves into a One-Stop environment. In addition to occupational information, CIDS can help a person relate their interests, aptitudes and educational goals with compatible job and career possibilities. The specific information contained in the system varies by State, but some States may include current job listings from the Job Service as well as information about resume preparation and successful interview techniques. Occupational and Labor Market Information Database (OLMID): The OLMID was recently developed to provide a more coordinated approach to the maintenance and delivery of occupational and labor market information. Through OLMID, planners and administrators as well as educators and employment and training professionals will have access to a more comprehensive mix of labor market information. Typically, information such as occupational and employment characteristics, shifting patterns among local industries and the availability of training opportunities within a State will be readily available through OLMID. OLMID is intended to be maintained by a database manager at the State level where it can become the central depository of all information that may be pertinent to current labor market dynamics and occupational requirements within the State. Implementation of the OLMID will support information delivery in the One-Stop Initiative. State Training Inventory (STI): In 1992, the NOICC distributed the STI to every SOICC. This computerized database system allowed States and local users to identify training programs and providers by selected geographic areas. Capacity Building In-Service Training: Through the Career Development Training Program, the NOICC-SOICC Network offers train-the-trainer instruction designed to improve the skills of practicing counselors, job placement personnel and other practitioners who advise and assist adults and youth who are in the process of making career decisions. These in-service training programs include: The Improved Career Decision Making Program (ICDM): The ICDM training was originally developed as a collaborative effort between NOICC and the Employment and Training Administration. The training is designed to help employment and training practitioners and educators who work with either youth or adults. Generally, ICDM increases a person's knowledge and use of labor market information in career counseling. Participants in this training receive information in new trends and demographics of the American labor market and learn to use career information tools such as CIDS. Workforce In Transition (WIT): WIT training provides skills to professionals and paraprofessionals who deliver services in career development, job search readiness and placement to dislocated workers. WIT workshops provide participants with a knowledge of the needs and issues of dislocated workers, basic counseling and coaching skills, assessment methods, and appropriate program design and implementation strategies. WIT training is especially beneficial to career and employment counselors, job search trainers and placement personnel. Employee Career Development Program (ECD): For those persons wishing to delve more deeply into the career development process as it applies, in particular, to employed or dislocated adults, there is also an ECD program. That program -- which can require up to three days, but is organized into free- standing modules which can be taught separately -- emphasizes the needs of adults in the workplace. Persons attending this training learn how to organize and conduct career development workshops for employees and unemployed workers. ECD workshops focus on orienting clients to career development, the selection and use of assessment instruments, linking the individual and exploration, decision making theories and strategies, goal setting and the development of an action plan. Career Development Facilitator Training (CDFT): A new, introductory curriculum designed to provide employment and training practitioners with basic career counseling skills is presently being pilot tested at six universities. In this training, students are introduced to practical subject matter that includes a survey of career counseling theories and applications, career assessment and case management processes, approaches recommended in counseling various special populations, and use of labor market information and various career exploration and counseling tools. CDFT is 120 clock hours in length and will be offered by collegiate institutions where students can receive certification and/or academic accreditation. Occupation Information For JTPA Planning: A casebook on using occupational information entitled, Unlocking the Power of Occupational Information, is available to assist JTPA staff in program planning. Some SOICCs also offer formal support training in using the State OIS. A National training program on the OIS will be available by the summer of 1996 as well. Action Required: State JTPA Liaisons are encouraged to work with their SOICC Directors (see attached list) to alert SDAs and other JTPA entities of the availability of the services and products available through the NOICC.

Background: The United States Employment Service (USES) has recently announced the completion and publication of the second in a series of documents developed to assist the counseling and placement function of the U.S. Employment Service. The first title in the series, "Tips for Finding the Right Job", addresses the needs of younger or unskilled worker entering the job market. The Job Search Guide: Strategies for Professionals was developed and released by USES in its ongoing effort to assist individuals in finding satisfying employment. The Guide is a unique document which provides, in one source, a variety of important job search information including specific steps that job seekers can follow to identify employment opportunities. A job seeker can use the information in this guide to develop job hunting strategies, learn skills and techniques for successfully completing the applicant screening process (e.g., filling out applications, answering interview questions, completing the employment tests), as well as identifying other resources that can be helpful in locating employment. The Guide contains a comprehensive listing of job search strategies for professionals. It provides, in detail, highly technical material to assist job seekers in a professional job search. It will assist unemployed managers, technicians and other professionals, many of whom have never been out of work, in taking a practical, realistic approach to job hunting. We request that you circulate this Guide among your colleagues and constituents. Since users' feedback will help make the Guide a more valuable reference book, any comments or suggestions regarding this publication would be most welcome. Distribution: Five complimentary copies of the Guide are being provided under separate cover to Regional and State Offices. The Job Search Guide: Strategies for Professionals is available from the Superintendent of Documents, Government Printing Office (GPO), Washington, D.C. 20402-9325 (telephone: 202/783-3238) for $ 5.50. The stock number is 029-014-00247-0. GPO offers a 25% discount on quantities of 100 copies or more. Action Required: Please inform program staff of the release of the Job Search Guide: Strategies for Professionals.

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References: a. Training and Employment Information Notice (TEIN) No. 2491, Change in Selective Service Advisory Opinion b. Training and Employment Information Notice (TEIN) No. 17-90, Discontinuation of Selective Service System's Toll-Free Registration Information Number c. Training and Employment Guidance Letter (TEGL) No. 4 89, Application of Selective Service Registration Requirements in Section 504 of the Job Training Partnership Act (JTPA) d. JTPA, Section 604 Background: In the implementation of the Section 604 Selective Service registration prerequisite for participating in JTPA training, the Department previously recommended that States suggest to the SDAs and other sub-grantees that they confirm registration status and direct other registration questions by mail to the Selective Service System (SSS). The Selective Service in turn has been responding to these inquiries in the form of advisory opinion letters. On April 9, 1993, the Selective Service implemented a policy change in the language used in the advisory opinion procedures. According to Selective Service, the change reflects that Agency's view that the decision for determining the nature of a man's failure to register rests with the Agency dispersing the benefits, rights or training. As a result, the former advisory opinion letters have been neutralized to reflect only that data which is revealed in the SSS records. Advisory opinion letters have been changed to "Registry Status Information" letters. Examples of these letters are attached. Action: State JTPA liaisons should advise their SDAs of this revision regarding the Selective Service advisory opinion letters as soon as possible. Also, advise SDAs that rather than advisory opinion letters, Selective Service will be issuing Registration Status Information letters, based on the attached guidelines, which will be favorable or unfavorable. Upon receipt of the letter, SDA's are to determine the nature of the response. If the response is favorable per the SSS letter, and the individual is otherwise eligible, then services may be provided. If the response is deemed unfavorable, the individual in question may not be served.

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Reference: Training and Employment Guidance Letter No. 11-92, dated May 19, 1993, transmitted the updated PYs 199211993 departure points. Background: Section 106(d) of JTPA provides that each Governor shall prescribe, within parameters established by the Secretary, variations in the performance standards based upon specific economic, geographic and demographic factors in the State and in service delivery areas/substate areas within the State, the characteristics of the population to be served, and the type of service to be provided. The Department has retained the six Title II-A and the Title III Secretary's measures originally implemented in PYs 1990/1991. Departure points have been revised to reflect most recent program experience in the poor economic environment. For PYs 199211993 standard setting, the attached worksheets supersede those worksheets currently in use. Policy Considerations: Initially, the Department did not update its performance standards levels in Program Year 1992 in order to maintain program management continuity amidst uncertainty about the passage of the JTPA Amendments and slow economic growth. However, a review of PY 1991 data showed a trend of declining SDA performance on the employment-related standards (i.e., the adult and welfare follow-up employment rates and the youth entered employment rate). There is little reason to believe that outcomes have declined because the quality of SDA services decreased. Rather, because of the program's sensitivity to the economic environment, the most likely explanation for the employment rates is the decline in job opportunities associated with slow economic growth. Although economic conditions are improving, they have not yet been accompanied by increased employment -- and slow employment growth is forecast for the near future. It is likely to be some time before job opportunities improve for JTPA participants, and lower program outcomes for the employment-related standards can, therefore, be expected to continue in Program Years 1992/1993. Consistent with these considerations, the following variables have been updated and are included in the attached tables: -- Departure points (core standards only), -- Tolerance ranges, -- Extreme values for outcomes/local factors, and -- Alternative performance ranges. Rationale for Adjustment worksheets: The Department's optional adjustment methodology provides Governors with a systematic adjustment approach which conforms to the Secretary's parameters for setting SDA/SSA standards. This adjustment methodology is continually being revised and improved in light of additional experience and more current data for standard-setting. The models for Title II performance measures were developed using SDA-level data from the PY 1991 JTPA Annual Status Report. The model for the Title III performance measures were developed using PY 1991 Worker Adjustment Program Report data. Title II-A and Title III worksheets: Worksheets are included to assist Governors in setting standards for the core measures and an optional average wage at placement (AWP) goal for sub state areas. National Departure Points: The national departure points for the core measures are: Title II-A -- Adult Follow-Up Employment Rate 60% -- Welfare Follow-Up Employment Rate 46% -- Youth Entered Employment Rate 41% -- Youth Employability Enhancement Rate 36% The following departure points remain unchanged: Title II -- Adult Weekly Earnings at Follow-Up $228 -- Welfare Weekly Earning at Follow-Up $207 Title III -- Entered Employment Rate 64% National standards or departure points have not been established for the non-core outcomes. The establishment of appropriate departure points for non-core outcomes is the responsibility of the Governors. How the Worksheets Were Developed: The worksheets were generated using a statistical technique called multiple regression analysis. This method estimates the factor weights presented on the worksheets. The weights represent the simultaneous influences of various participant characteristics and local economic conditions on SDA/SSA program performance. The models shown in the worksheets were reviewed by a technical work group composed of State, SDA and National representatives.

References. DINAP Bulletins 94-13 and 94-19. Background. The referenced DINAP Bulletins provided information to grantees eligible for travel and per diem reimbursement for one person to attend the subject conference. These Bulletins further detailed allowable expenses and reimbursement procedures. Action Required. Grantees eligible for reimbursement must submit a reimbursement claim no later than August 31, 1995. Any claims submitted after August 31, 1995, will not be processed for payment. All reimbursement claims are processed by ACKCO, Inc. only. Questions. Grantees should direct all questions to Ms. Kathleen Telmont with ACKCO, Inc. The toll free number is: 1-800-525-2859.

References. P.L. 97-300, Section 4(8) (JTPA); and Internal Revenue Code, Section 51 (TJTC). Background. JTPA regulations at 20 CFR 632.4 provide for the use of either of two sets of data in determining economically disadvantaged persons and program eligibility: the Health and Human Services Poverty Guidelines or the LLSIL. The attached Federal Register Notice (Vol. 60, No. 79) contains updated LLSIL and detailed instructions for their use, effective April 25, 1995. Action. Grantees will use one of the three tables on pages 20285 and 20286 of the Notice to find their 70 percent LLSIL for a family of four. Those grantees in one of the 25 Metropolitan Statistical Areas will use Table 3; grantees in Alaska or Hawaii will use Table 2; all other grantees will use Table 1. Grantees using Table 1 can find which region they are in by referring to the list on page 19242. Grantees using Tables 1 or 2 must also determine if they are in a metro or non-metro area; this information can be obtained from the grantee's State JTPA. Having found the applicable 70 percent LLSIL for a family of four on Tables 1, 2 or 3, the grantee can then find the 70 percent LLSIL for a family larger or smaller than four on Table 4. For example: a grantee in a non-metro area of Arizona is in the "West" region. On Table 1 its 70 percent LLSIL is 17,600. To find the applicable 70 percent for a family of six, the grantee finds 17,600 in column "four" of Table 4 and reads across that line to Column "six" to find 24,290. Grantees should note the disclaimer on page 20284 that the figures in this notice are valid only for eligibility determination under the JTPA and TJTC programs and should not be used for any statistical purposes. DINAP grantees are to disregard the instructions to Governors on page 20284 in the paragraph entitled "Use of These Data." Questions. Contact your DINAP Federal Representative.