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8/14/2019 MMack Workforce Innovations Coenrollment
1/27
www.spra.com
WIA and TAACo-enrollment Pilot
Project: Project Overviewand Promising Practices
July 2008
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1. Do TAA participant outcomes improve
with wrap-around services affordedthrough co-enrollment?--Assessment
--Supportive services--Placement assistance
--Follow-up services
2. Myth or Reality?Co-enrollment depresses WIA DislocatedWorker performance outcomes.
Key Research Questions
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Explaining TAA Performance Gap
Servic es & Trigger for ExitWrap-around services much less
common in TAA
Who is Served and Where
Accounts for at best a smallpart of the difference
Measurement Issues
Can be important (e.g., use of WRISand supplemental data, etc.)
Emphasis on Performanc eSubstantial em phasis in WIA butmuc h less so in TAA
WIA DW TAA
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Conditions of the Pilot
100% Co-enrollment of TAA participants,
including:New and existing TAA customers
TAA customers in training and onwaivers
Hold harmless provisions protect
participating states No additional funds provided for the project
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Participating States and Sites Visited
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Process study
Implementation assistance
Overview of the Evaluation
Impact study
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Impact Study
Estimate impact of co-enrollment of TAAparticipants in WIA DW. Initially planned to use
difference-in-difference design Modified because most pilot states did not reach 100
percent coenrollment Estimate effect of coenrollment rates over time in pilot
and non-pilot states Impact period: April December 2006 Outcome data will be available by:
September 2007 - 1st
quarter after exit outcomes for allexiters March 2008 - 3rd quarter after exit outcomes for all
exiters
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Implementation Assistance
In order to help states reach full co-
enrollment, we offered assistance. Established a project website with a tutorial
and frequently asked questions
All states were provided phone-basedassistance
Half the states accepted offer of on-sitetraining for state and/or LWIA staff
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Process Study
Designed to support impact analysis by
examining how states and localsimplemented the pilot
Two rounds of site visits
3 local sites per state
Interviews with ES, TAA, WIA, OS partners
Key question: how did services change forcustomers who were co-enrolled, or, whatdifference did co-enrollment really make?
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Coenrollment Rates Over Time
0%
20%
40%
60%
80%
100%
Jan-
04
Apr
-04
Jul-0
4
Oct
-04
Jan-
05
Apr
-05
Jul-0
5
Oct
-05
Jan-
06
Apr
-06
Jul-0
6
Oct
-06
Jan-
07
Apr
-07
Jul-0
7
Oct
-07
Illinois Kentuc ky Missouri Pennsylva nia Texa s NonPilot
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Coenrollment by TAA Type among
those Exiting During Pilot Period
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Illinois Kentucky Missouri Pennsylvania Texas NonPilot
Trainees TRA Waiver
N/A
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Outcomes in the DW Program
Performance
Measure/Period
Non-Pilot
States IL KY MO PA TX
EER
2004 83.1% 82.8% 70.5% 94.3% 80.5% 83.5%
2005 77.6 86.0 84.6 89.9 80.9 80.5
2006 72.9 85.1 85.6 90.0 80.3 82.8
Retention
2004 77.1 89.7 74.6 87.2 89.9 90.7
2005 85.7 91.1 89.6 90.6 88.7 87.1
2006 84.5 89.1 62.8 89.4 87.1 90.3
Earnings
2004 $14,261 $15,234 $9,927 $12,492 $12,891 $14,550
2005 $14,132 $15,036 $9,730 $13,353 $13,054 $14,308
2006 $13,312 $15,726 $8,630 $14,692 $13,930 $14,941
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Outcomes in the TAA Program
Performance
Measure/Period
Non-Pilot
States IL KY MO PA TX
EER
2004 70.4% 76.3% 76.1% 73.3% 75.0% 79.2%
2005 70.1 82.5 65.3 77.5 82.4 74.9
2006 69.2 81.6 82.6 75.5 81.2 78.3
Retention
2004 89.2 92.1 64.3 92.0 91.5 90.1
2005 87.4 92.4 81.2 92.0 92.9 90.0
2006 89.0 91.2 90.3 85.6 93.0 92.5
Earnings
2004 $13,245 $14,069 $10,088 $9,803 $13,464 $12,627
2005 $13,619 $11,421 $12,242 $10,965 $13,587 $13,305
2006 $13,981 $12,940 $11,347 $13,641 $14,240 $13,949
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Key Impact Analysis Findings
Coenrollment rates have no effect on
outcomes in the WIA Dislocated Workerprogram
Coenrolling has significant positive effects on
EER and retention calculations on TAAparticipants
This does not appear to be due to selectivity biasfor EER, but may be due to selectivity for retention
Coenrolling had no clear effect on earningsfor TAA participants
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Key Site Visit Findings
Most beneficial aspects of coenrollment are:
Rigorous assessment, LMI, up-frontcounseling for training-related decisions
Additional support during training, especially
supportive services (rather than casemanagement)
Placement and follow-up services after
training has ended Requirement to select from the ETPL
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Key Site Visit Findings
Implementing universal coenrollment requires
significant resources, strategies andguidance to promote greater coordination
Managing TAA coenrollees is much easier
(and better for customers and staff) with anintegrated MIS
When TAA volume is high, WIA staff time and
resources may be stretched, reducing theeffectiveness of coenrollment
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Promising Practices
Texas and Pennsylvania have providedextensive formal guidance to local areas:
PAs Guidance on IntegratingServices Under the Trade ActPrograms
TXs Integration of Trade Services forDislocated Workers: A ComprehensiveGuide
Formal Guidance on Coenrollment &
Integration
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Promising Practices
PennsylvaniaTAA Coordinator lead ongoing sessions on the
TAA program several times a year and open to
staff from all partner agencies, including WIA Facilitates program integration Provides an opportunity to learn about the TAA
program with staff from many different agencies and
from various One-Stop offices across the state Sessions kept small (approximately 30 people) to
encourage participation and interaction
Staff Cross-training
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Promising Practices
Texas Workforce Commission
Developed integrated MIS system, TWIST,
for WIA, ES, and TAA programs Integrated MIS facilitates coordination
between programs
Integrated MIS
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Promising Practices
MIS Guidance
Purchase/Pennyrile LWIA,Hopkinsville, KY
Developed a comprehensive
program manual to provideguidance to staff on everystage of customer participation
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Promising Practices
Pennsylvania
State MIS produces customizable coenrollmentreports
Lehigh Valley and Fayette County produce theirown reports with Excel and Access
TENCO, Maysville, Kentucky
MIS manager regularly reviews performancereports and predicts performance based onsupplemental data
Performance Management
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Promising Practices
Purchase/Pennyrile LWIA, Hopkinsville, KY
Offers joint Training Reemployment and Careers
orientation sessions for WIA and TAA prior to thecertification of a trade petition.
Early orientation sessions enable customers to
obtain WIA services right away and speeds TAAapplication approval and, ultimately, services aftera petition is certified.
Enrollment & Orientation
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Promising Practices
Pennsylvania
Developed standardEnrollment-Assessment-Waiver process andchecklist to assist localareas in integrating WIA
and TAA Local areas encouraged
to customize
Enrollment & Assessment
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Promising Practices
Lehigh Valley LWIA, LehighValley, PA
Purchase/Pennyrile LWIA,
Hopkinsville, KY
Developed customer flowcharts that provide a step-by-
step guide to the integratedWIA and TAA enrollmentprocesses
Service Flow
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Promising Practices
Westmoreland & Fayette LWIA,Fayette County, PA
Provides checklists for customersand case managers to completeduring the coenrollment process
Customer checklist includes aTraining Research Guide to assistcustomers in selecting an
appropriate training provider
Service Flow
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Promising Practices
TENCO LWIA, Maysville, KY
LWIA #19 in Decatur, IL
Formed committees made up of counselors,case managers, employment specialists,and follow-up-specialists to review andapprove participant training plans
Training Plan Approval
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Contact Us
For Comments or Further Information
Melissa MackProject Manager and Social ScientistSocial Policy Research Associates
510-763-1499 [email protected]