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.

To preserve the formatting of this document, it has been converted to PDF (Portable Document Format) to retain its original layout.

References: The Social Security Act as amended by the Balanced Budget Act of 1997; Welfare-to-Work Grants Interim Final Rule, 20 CFR 645 (62 Federal Register 61588 (November 18, 1997)); NOTICE OF OFFICE OF MANAGEMENT AND BUDGET ACTION (OMB NO. 1205-0385), dated April 2, 1998, approving Form Nos. ETA-9068 and ETA-9068-1, in accordance with the Paperwork Reduction Act of 1995; NOTICE OF OFFICE OF MANAGEMENT AND BUDGET ACTION (OMB NO. 1205-0385), dated February 11, 1999, approving a revision to OMB Approval Action No. 1205-0385, dated April 2, 1998; Training and Employment Guidance Letter (TEGL) No. 11-97, dated June 24, 1998; and Federal Register (Volume 63, Number 225), dated November 23, 1998. Background: As authorized in Title IV of the Social Security Act, as amended by the enactment of the Balanced Budget Act of 1997, the Department of Labor has developed criteria for awarding bonuses in FY 2000 to successfully performing WtW States in 1998 and 1999. (The Performance Bonus Criteria was published in Volume 63, Number 225, of the Federal Register, dated November 23, 1998.) The reporting format and instructions transmitted in TEGL No. 11-97 have thus been revised to incorporate essential data elements to match the OMB approved performance bonus criteria. Additional revisions have been made to provide clarity to the reporting of certain expenditures by activity.

To preserve the formatting of this document, it has been converted to PDF (Portable Document Format) to retain its original layout.

To preserve the formatting of this document, it has been converted to PDF (Portable Document Format) to retain its original layout.

The WIA, the Wagner-Peyser Act, the Job Training Partnership Act (JTPA), the Social Security Act, and the Federal Unemployment Tax Act. Background: The WIA is the first major legislation addressing the nation's job training system in more than 15 years. Under the WIA, the Federal government, States, and local communities are provided with an opportunity to develop a system that provides workers with the information, advice, job search assistance, and training they need to get and keep good jobs. The system established under the WIA will also provide employers with skilled workers. Although the WIA does not amend Federal UI laws, it does require that programs authorized under State UI laws, in accordance with applicable Federal law, be mandatory partners. As a mandatory partner under WIA, State UI programs must make available applicable services to participants, through a One-Stop delivery system. Two related partners are those agencies operating the programs authorized under the Wagner- Peyser Act and title II of the Trade Act of 1974. Also, UI wage records must be made available under the WIA for evaluating performance and creating consumer reports that provide key information on the performance of training and education providers. These data exchanges will be facilitated across States through the electronic wage record interchange system (WRIS) overseen by the Interstate Conference of Employment Security Agencies (ICESA) on behalf of all States. See Attachment B for further information on WRIS. Other provisions of WIA that affect the UI program include: - the authorized use of real property in which the Federal government has acquired equity through UI or Wagner-Peyser administrative grants, or through Reed Act funds; - the establishment of an employment statistics system; - the continued application of the approved training provisions of the JTPA for dislocated workers during the transition period to WIA; and - the UI role in a State's submission of a unified plan. The specific WIA provisions that impact the UI program are described in the attached WIA-UI synopsis (Attachment B). As expressed in the attached policy paper (Attachment A), the Department of Labor strongly encourages maximum involvement of the UI program in the WIA system, including participation in WRIS. As a mandatory partner and as a provider of critical information, the UI system has a significant role under the WIA. Effective Dates: States may voluntarily implement WIA provisions beginning July 1, 1999; however, all States must implement the WIA in its entirety by July 1, 2000. The new Section 15 of the Wagner-Peyser Act, as added by Section 309, WIA, to create the employment statistics system, is effective July 1, 1999. The JTPA provisions terminate June 30, 2000. Action: The Department encourages State UI agencies to participate as active partners in the WIA to the maximum possible extent, to amend UI laws as necessary to facilitate use of information for the purposes of the WIA, and to begin participating in WRIS.

To preserve the formatting of this document, it has been converted to PDF (Portable Document Format) to retain its original layout.

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.

To preserve the formatting of this document, it has been converted to PDF (Portable Document Format) to retain its original layout.

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.