Note: If you are unable to attend this meeting, please contact Kari at 320.308.5749 or email at Kari.Court@CSJobs.org. Upon request, this material can be made available in alternate formats.

CAREER SOLUTIONS WORKFORCE DEVELOPMENT BOARD PROGRAM COMMITTEE MEETING AGENDA

Wednesday, May 9, 2018 at 8:00am WiFi: skillsleadtocareers

Location: Minnesota WorkForce Center – St. Cloud 1542 Northway Drive, St. Cloud, MN 56303 – Door #2 Please park in Lot B (no permit needed at this time).

Note: Additions to the agenda are highlighted in yellow

1. Call the Meeting to Order/Introductions

J. Magelssen

2. Approve Agenda

ACTION: J. Magelssen

3. Consent Agenda A. Minutes from 02/14/2017(Attachment 3.A.) B. Program Committee Application – Brandon Schauer, Business Agent for

Pipefitters Local 539 (Attachment 3.B.)

ACTION: J. Magelssen

4. United Way Resource Centers – Jama Mohamed, Community Resource Navigator

J. Mohamed

5. Committee Work A. Dislocated Worker Projects

i. Capital One Project ii. LSC Communications (Partner with Rural MN CEP) iii. Electrolux Announcement

B. Performance During Two Quarters of Program Year 2017/State Fiscal year 2018:

i. WIOA Adult (Attachment 5.B.1.) ii. State Dislocated Workers (Attachment 5.B.2.)

C. Pathways to Prosperity Grant - $250,000 D. Learn & Earn Grant E. Program Committee Application – Karen Pundsack, Executive Director for

Great River Regional Library (Handout) – ACTION

T. Biery I. Merten ACTION: J. Magelssen

6. Announcements A. Next Meeting 06/13/2018 at 8:00am at the St. Cloud Workforce Center –

Presentation TBD

J. Magelssen

7. Adjourn

J. Magelssen

REASONABLE ACCOMMODATIONS: ALL CAREER SOLUTIONS WORKFORCE DEVELOPMENT BOARD PROGRAM COMMITTEE MEETINGS

ARE ACCESSIBLE TO THE HANDICAPPED. ATTEMPTS WILL BE MADE TO ACCOMMODATE ANY OTHER INDIVIDUAL NEED FOR SPECIAL

SERVICES. PLEASE CONTACT ADA/AA COORDINATOR TAMMY BIERY AT (320)308-5702 AS EARLY AS POSSIBLE SO NECESSARY

ARRANGEMENTS CAN BE MADE. INDIVIDUALS WITH HEARING OR SPEECH DISABILITIES MAY CONTACT US VIA THEIR PREFERRED

TELECOMMUNICATIONS RELAY SERVICE. THE WORKFORCE CENTER DOES NOT DISCRIMINATE ON THE BASIS OF RACE, COLOR, CREED, RELIGION, NATIONAL ORIGIN, GENDER, MARITAL STATUS, STATUS WITH REGARD TO PUBLIC ASSISTANCE, SEXUAL ORIENTATION, DISABILITY, OR AGE.

.

Program Committee Meeting – 05.09.18 Attachment 3.A. 

1 

CAREER SOLUTIONS LOCAL WORKFORCE DEVELOPMENT BOARD PROGRAM COMMITTEE MEETING MINUTES 

 Location:  Minnesota Workforce Center – St. Cloud   1542 Northway Drive, St. Cloud, MN 56303 – Door #2 Date:   February 14, 2018 at 8:00am Attendance:  Tricia Simon, Ken Huling, Brent Bultema, Sarah Lampert, Kathy Kirchner, Janelle Heesch, and Brandon Schauer.    Career Solutions Staff: Tammy Biery, Ileana Merten & Kari Court. Absent:   Jill Magelssen, Teresa Bohnen & Scott Wallner. Guest:   Mike Burzette   

Agenda Item  Summary  Action Called the Meeting to Order  J. Magelssen called the meeting to order at 8:02am and introductions were 

made.   

 

Approve Agenda    Motion: J. Heesch made the motion to approve the agenda. Seconded by: K. Huling. Motion carried.  

Consent Agenda  Minutes from 1/10/2018  Program Committee Application from Ken Huling, Representative for North 

Central State Regional Council of Carpenters  Program Committee Application from Tricia Simon, Customized Training 

Representative for the St. Cloud Technical & Community College  

Motion: K. Kirchner made the motion to approve the consent agenda. Seconded by: J. Heesch. Motion carried. 

Career Trek  Mike Burzette shared that he is a Lead Trainer at Burzette & Associates. He contracts with Career Solutions to deliver a program that has been running for thirteen years. It was developed by a group of career planners to make people who are coming through their programs aware of the resources available to them, and how to use them. It aims to show them the value of those websites and what information would be appropriate for them. Also it contains a really strong assessment program. It runs for five days, half days. It is designed to help participants identify strengths, skills, to explore careers and to begin setting goals. There are multiple assessment tools used, like the Myers‐Briggs 

 

Program Committee Meeting – 05.09.18 Attachment 3.A. 

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Agenda Item  Summary  Action indicator, and Career Scope. These tools look at interests and aptitudes, which the Department of Labor has identified as significant to success in training and jobs. The websites will help to understand what the demand is. After receiving this information, the decision is the participant’s to make. They also research wages, where they can get training, and who the employers are that provide that kind of work. Soft skills are covered too, things like attendance, punctuality, teamwork, and attitude. Participants create a personal profile and a personal portfolio that they take with them. Those items pull together all of a person’s work life information, like work examples, resumes, assessment results, transcripts, etc. that they can use as a data center/reference tool. A final result is to have a clearer understanding of themselves, and their connection to careers that match up to their profile. They are shown how to pursue these career paths, and to assess their value to employers. Surveys are done at the beginning and ending of the class to measure how participants have progressed in their career journey. They also do evaluations of the class, to try to improve the class and address any issues.   

Some specific survey results were discussed. This summer, a Career Camp is being developed as a result of those surveys. This is different from CareerONE which is more for kids with potential challenges. It would be four mornings, four hours per morning. It would contain components of what is being done in Career Trek, for ages 14 and up. It will include connecting with SCTCC and also CentraCare. There will be a fee for this class, which we can now do as a non‐profit. Potentially it could be opened to adults, without the restriction of being enrolled in one of our programs. At this point, we could not offer scholarships, but would refer those with a financial issue to CareerONE. We have room for 18 participants in the computer lab right now, but would proceed if we had 7 or 8. We are looking at the second week in June, once the schools have let out. We may have some “pilot kids” attend to gain feedback, as several Career Solutions staff have children in that age group. Some discussion continued as to the focus of these classes, and possible addition of some resume skills. B. Bultema suggested that communication skills also be included, as those skills are important for this age group. 

 

Program Committee Meeting – 05.09.18 Attachment 3.A. 

3 

Agenda Item  Summary  Action Committee Work   Classroom and Supported Training ‐ Regarding the support services waiver, 

we have a policy that the dollar limit was set at $6,500.  We are requesting the board to approve the dollar amount be increased to $8,000. The cost of books, assessments, license fees, tools, and all of the things that go along with the programs people are attending have been reaching the limits and therefore requiring a waiver be signed. We did some analysis to determine when waivers are done, what would the right amount be?  If our limit is moved to $8,000.00, the need for a waiver is eliminated. So, there would be less paperwork and we could still meet the needs of our participants. We would look for action from this group to approve that change. We have also be taken it to the WorkForce Development Board and the Joint Powers Board, and they have approved it as well. Motion carried. 

Incentive Payments for Youth ‐ I. Merten stated the Incentive Payments for Youth Policy also needs to be updated as the last time it was updated was 2010. Career Solutions needs to submit the Local Unified Youth Plan to DEED by April to partially fund the MYP and WIOA Programs. When submitting the Local Unified Youth Plan, it also needs to include this policy. The updates to this policy include: changing the dates, the name (from SBETC to Career Solutions), language from WIA to WIOA, and the guidance letter (TEGL). Motion carried. 

 

Motion: K. Huling made the motion to approve the increase of the Classroom & Support Training Policy limit to $8,000.00. Seconded by: K. Kirchner. Motion carried.      Motion: K. Kirchner made the motion to approve the Incentive Payments for Youth Policy. Seconded by: K. Huling. Motion carried. 

  Capital One Project – This project started in late November, early December of 2017. Career Solutions has approximately 50 people enrolled in the program. Some may have received jobs already, some may not have enrolled yet, and some are still technically working, as the last layoff date is March 3rd.  An Advisory Committee has been formed. Any time there are over 50 participants, it becomes a Dislocated Worker Project through DEED, and they ask people to volunteer to be on an Advisory Committee. Currently we have around 12 volunteers. It is helpful to have their feedback regarding what kinds of training these clients need. About half of these clients have a college degree and half do not. This is due to the company using “cultural fit” for hiring decisions. Many of these clients are considering short‐term training such as advancing their Excel skills, or working with the Microsoft Suite. When they worked in the banking industry, they worked on banking‐specific 

  

Program Committee Meeting – 05.09.18 Attachment 3.A. 

4 

Agenda Item  Summary  Action software, so they might not have skills beyond that. We want to offer different opportunities for training. We have an on‐line package they can access, where they can earn certificates in an endless list of offerings. There is even access for them to do this at home. They have been excited to see these new opportunities available to them. There is more available than just returning to college.  

We can help them formalize their skills and work with their career planner and put a training plan together. This project is going well. We have done a number of group things like Career Trek, and also the first initial meeting, because the career planners discuss the same things in that first meeting. After that, they will meet individually with their Career Planner.      

LSC Communications – This is a printing company in Long Prairie, which is located in Todd County. However all the employees do not live in Long Prairie. Looking at a 30 mile radius of the company, they may easily live in Stearns County (example: Sauk Centre). We have partnered with Rural MN CEP, who covers Wadena, Alexandria, Little Falls and Brainerd. There are 230 laid off workers, some of who may choose to come to St. Cloud. Their last week of work is the first week of March.   

Electrolux – This is a unique situation, and a challenge for us, because they gave such long notice. In a way, two years is nice, and they want to continue to function. In April, they are planning on hiring another 50 – 70 people to start a second shift on one of their lines. So, it is kind of crazy to put that announcement out there, and expect to continue to hire. We at the WorkForce Center actually take their applications, so the majority of the people who work at Electrolux already come here and know what we do here. They are already asking what we can do to help them. We haven’t been given permission to help them yet, because the company needs to complete a “Warn Notice” at least sixty days prior to layoff. Electrolux does not have an end date yet; they are not ready to do that. Once they do that, their people could enroll and start looking for other employment. We know that for a period of years, they hired people without high school diplomas. There are is at least seven different languages spoken at Electrolux. Being T. Biery leads the Immigrant Employment Connection Group, she knows there are not a lot of employers out there, besides Pilgrims, that could handle the level of English 

Program Committee Meeting – 05.09.18 Attachment 3.A. 

5 

Agenda Item  Summary  Action that some of these individuals have. So, we need to get in there now, and start partnering with Adult Basic Education, to up‐skill these people. The other thing we need to do is Career Trek. The HR people have said that it would be very beneficial for people who don’t work on the plant floor. A lot of them have been there for 20 – 30 years, they are over 40 or 50, and they are wondering what they are going to do now. So, there are retraining opportunities, to help people get their diploma, or GED while they are still working, or to start training them for a new career while they are still working.  T. Biery has put in a request to DEED, asking for flexibility in the Dislocated Worker Program, or an Incumbent Worker Program. An Incumbent Worker Program generally is set up so as long as they are employed by that employer, they can continue in the training program. T. Biery thinks that would be acceptable to Electrolux, for us to come in and provide training before and after work, but we need the funding to be able to do that. There is a lot of work to be done, after we’d get the funding.  So, that is the focus right now, to try to work with DEED to get an answer to see how we can start funding this now. T. Biery attended a meeting on a Saturday with a number of senators and representatives at City Hall, including the Department of Labor. There is an opportunity because of this layoff, to have someone work at the City as an “Impact Specialist.” It is not just the 900 people at Electrolux; there will be a trickle effect in this community. This will also affect their suppliers, retail, restaurants, and all of the other service businesses out there. They are looking at someone to study this, and also through the EDA, we can write for a grant to get the tools needed to train these people. This is not necessarily for the training (that goes through the dislocated worker program), but in partnership with the college, write a grant to get necessary equipment. This is what is slowing the return of the CDL program’s return, the lack of equipment.  Hopefully in the next couple of months, we will have more information. There are many “moving pieces” yet. If we had the answers to the Electrolux questions, it would help Career Solutions with our staffing decisions.  Someone asked if we felt Electrolux would actually stay open those two years.  It is unknown at this time, but it feels as though employees will need to up‐skill.       

Program Committee Meeting – 05.09.18 Attachment 3.A. 

6 

Agenda Item  Summary  Action  Generations in the Workplace – T. Biery has a presentation discussing this.  

How are we learning about the Millennials, and how are the Millennials learning about other generations? There are actually two groups of Millennials, the “seasoned Millennials” and the “new Millennials,” and they are supervising each other. The goal is to have the generations understand each other better, and work more efficiently together. She will be working with the Boys and Girls Club in April on this topic.    

Announcements  Next Meeting 03/14/2018 at 8:00am  

 

Adjourn  J. Magelssen adjourned the meeting at 8:49am.     

  Next Program Committee Meeting: 03/14/2018 at 8:00am at the St. Cloud Workforce Center.  

kari.court

Typewritten Text

Program Committee Meeting - 05.09.18 Attachment 3.B.

WIOA Adult Participants

Cohort: RealtimeJuly 1, 2017 - Dec 31,

2017

TOTAL SERVED GOALACTUAL

OUTCOMENumerator Denominator GOAL

ACTUALOUTCOME

Numerator Denominator GOALACTUAL

OUTCOMEGOAL

ACTUALOUTCOME

Numerator Denominator

1,183 80.0% 79.1% 652 824 76.0% 75.5% 335 444 $5,700 $7,714 70.0% 76.6% 216 282

37 81.6% 65.4% 17 26 58.5% 36.4% 4 11 $4,804 $6,140 79.7% 72.7% 8 11

193 76.4% 80.8% 143 177 64.5% 73.9% 68 92 $4,936 $7,460 76.7% 78.3% 47 60

110 66.5% 69.8% 37 53 66.6% 84.4% 27 32 $6,448 $7,118 87.5% 80.0% 16 20

42 75.2% 88.0% 22 25 70.8% 93.8% 15 16 $6,159 $7,803 85.9% 100.0% 14 14

121 78.9% 81.5% 66 81 65.1% 72.7% 24 33 $6,050 $7,958 68.8% 81.0% 17 21

84 84.1% 87.5% 14 16 66.1% 80.0% 4 5 $5,512 $7,755 79.2% 80.0% 4 5

75 80.2% 83.3% 30 36 63.8% 71.4% 10 14 $5,070 $5,486 69.3% 44.4% 4 9

59 83.6% 92.5% 49 53 58.7% 72.7% 24 33 $5,734 $7,516 59.4% 87.5% 21 24

162 93.6% 68.6% 81 118 90.0% 65.8% 50 76 $7,131 $5,901 49.7% 55.2% 16 29

46 98.8% 81.8% 54 66 96.4% 88.4% 38 43 $11,478 $11,877 83.7% 74.4% 32 43

34 75.8% 100.0% 8 8 62.8% 100.0% 2 2 $6,484 $8,057 99.0% 100.0% 2 2

89 80.6% 78.5% 62 79 74.0% 78.8% 26 33 $3,338 $9,491 72.7% 80.0% 12 15

86 81.8% 75.9% 44 58 77.5% 79.4% 27 34 $7,329 $7,720 58.5% 72.7% 8 11

3 81.6% 100.0% 2 2 72.8% 50.0% 1 2 $4,426 Data Pending 66.9% 50.0% 1 2

30 85.0% 91.7% 22 24 68.1% 88.2% 15 17 $5,112 $9,932 81.2% 87.5% 14 16

12 89.0% 50.0% 1 2 83.0% 0.0% 0 1 $4,565 Data Pending 65.3% Data Pending 0 0

56% 69% 93% 67%

44% 25% 7% 33%

0% 6% 0% 0%

Percent of Providers MEETING AT LEAST 50% of GOAL

Getting a Job Cohort *

Keeping a Job: Cohort **

Credential Attainment Rate2nd QuarterEmployment

4th QuarterEmployment

Median Earnings(Same cohort as 2nd quarter)

Cohort: Participants ExitingJuly 1, 2016 - June 30, 2017

Cohort: Participants ExitingJuly 1, 2016 - September 30, 2016

PY17 WIOA Adult Program Performance Outcomes Year-to-date (first two quarters)

Statewide

WDA 01 Northwest PIC Inc

WDA 02 Rural MN CEP Inc

WDA 03 NE MN Office of Job Training

WIOA Adult Program Performance during First Two Quarters of Program Year 2017 / State Fiscal Year 2018

Cohort: Participants ExitingJuly 1, 2016 - September 30, 2016

WDA 17 Stearns/Benton E&T

WDA 04 City of Duluth

WDA 05 Central MN Jobs and Training

WDA 06 SW MN PIC Inc

WDA 08 SE MN Workforce Development

WDA 07 S Central Workforce Council

WDA 09 Hennepin/Carver ETC

*** 2nd Quarter Median Earnings results based on exiters from July 1, 2016 - December 31, 2016 except those exited with exclusionary reason and those showing zero earnings. This indicator measures the median earning during the 2nd quarter after exiting the program.

WDA 18 Winona Cty Workforce Council

Credential Attainment RateCohort **

Performance goals based on WlOA rates for PY2017.

Percent of Providers EXCEEDING the GOAL

WDA 10 Mpls Employment and Training

WDA 12 Anoka County

WDA 14 Dakota/Scott Counties

WDA 15 Ramsey Cty Workforce Solutions

WDA 16 Washington County

Indicator goals vary by provider based on their participants' demographics, their region's labor market information, and their regions unemployment rate using the Department of Labor's (DOL) Statistical Adjustment Model. Statewide goals based on negotiated levels approved by DOL. If data is not yet available for a recently certified provider that measure in this chart shows as "Data Pending"

SPEC

IALS

NO

TES:

Percent of Providers FAILING TO MEET 50% of GOAL

Color Key: Green means the set goal was met or exceeded. Yellow means at least 50% of the goal was met. Red means less than 50% of the goal was met.

Served is all participants accessing the program during the actual program year (realtime). High or low numbers are not negative or positive.

Created: March 19, 2018

* Getting a Job results based on exiters between July 1, 2016 - June 30, 2017 except those exited with exclusion. This indicator measures each exiter's employment status during the 2nd quarter after exiting the program. Formula: Percent of employed exiters divided by all exiters during the reporting period.

** Keeping a Job results based on exiters from July 1, 2016 - September 30, 2016 except those exited with exclusion. This indicator measures each exiter's employment status during the 4th quarter after exiting the program. Formula: Percent of employed exiters divided by all exiters during the reporting period.

State Dislocated Worker Participants

Cohort: RealtimeJuly 1, 2017 - Dec 31, 2017

TOTAL SERVED GOAL ACTUAL OUTCOME Numerator Denominator GOAL ACTUAL OUTCOME Numerator Denominator GOAL ACTUAL OUTCOME Total 2nd Quarter Earnings for all Participants

Number ofParticipants

5,818 83.6% 82.7% 3,243 3,920 81.3% 81.8% 1,320 1,613 $8,400 $12,821 $34,011,521 2,306

90 82.7% 50.0% 4 8 61.9% 0.0% 0 4 $5,146 $7,736 $27,299 4

315 67.4% 75.2% 109 145 53.4% 72.7% 40 55 $6,353 $8,972 $797,908 86

588 68.1% 95.7% 698 729 63.1% 96.0% 389 405 $7,023 $21,453 $9,572,173 479

53 67.2% 71.1% 27 38 62.5% 80.0% 12 15 $8,988 $8,817 $179,027 19

316 74.7% 86.6% 97 112 62.5% 93.5% 43 46 $6,056 $8,776 $693,424 72

122 83.1% 64.3% 18 28 69.7% 70.0% 7 10 $8,013 $9,327 $136,149 14

193 78.7% 82.4% 98 119 67.1% 86.0% 43 50 $7,173 $8,963 $740,336 75

342 74.3% 85.1% 154 181 59.9% 82.0% 41 50 $8,908 $7,816 $991,445 109

628 100.0% 75.1% 392 522 100.0% 74.6% 129 173 $9,651 $12,027 $3,747,052 268

185 96.2% 76.6% 141 184 100.0% 70.0% 49 70 $9,738 $10,596 $1,324,817 108

249 75.1% 86.0% 148 172 74.5% 78.8% 52 66 $4,886 $10,699 $1,513,505 109

497 86.9% 79.9% 211 264 88.3% 73.5% 50 68 $6,096 $14,400 $2,101,334 131

345 89.2% 78.7% 159 202 85.9% 74.7% 68 91 $9,680 $10,818 $1,440,473 111

124 81.7% 76.5% 101 132 82.9% 64.4% 29 45 $5,646 $12,098 $942,554 67

177 75.4% 82.4% 75 91 67.3% 73.7% 28 38 $7,323 $7,819 $417,631 53

22 88.6% 84.8% 39 46 87.5% 78.6% 22 28 $8,326 $6,969 $222,859 29

169 68.1% 83.9% 47 56 63.1% 81.3% 13 16 $7,023 $8,442 $327,171 36

156 88.2% 80.8% 118 146 88.6% 75.9% 44 58 $7,617 $13,303 $1,692,499 93

39 88.2% 81.5% 22 27 88.6% 87.5% 7 8 $7,617 $7,823 $98,356 13

104 88.2% 83.3% 25 30 88.6% 90.9% 10 11 $7,617 $10,736 $176,205 16

388 88.2% 80.4% 172 214 88.6% 76.4% 68 89 $7,617 $15,509 $2,120,091 119

90 88.2% 85.3% 29 34 88.6% 90.9% 10 11 $7,617 $13,512 $286,511 19

26 74.3% 0.0% 0 1 59.9% 0.0% 0 1 $8,908 Data Pending Data Pending Data Pending

600 88.2% 79.9% 211 264 88.6% 76.1% 83 109 $7,617 $16,482 $2,698,288 149

38% 50% 87%

58% 42% 13%

4% 8% 0%

Indicator goals vary by provider based on their participants' demographics, their region's labor market information, and their regions unemployment rate using the Department of Labor's (DOL) Statistical Adjustment Model. Statewide goals based on negotiated levels approved by DOL. If data is not yet available for a recently certified provider that measure in this chart shows as "Data Pending"

Color Key: Green means the set goal was met or exceeded. Yellow means at least 50% of the goal was met. Red means less than 50% of the goal was met.

Served is all participants accessing the program during the actual program year (realtime). High or low numbers are not negative or positive.

DEED has calculated the above performance by combining participants served in both Small and Large layoffs funded by State Dislocated Worker allocations

Performance goals based on WlOA negotiated rates for PY 2016/2017.

Jewish Family and Children's Service

MN Teamsters Service Bureau

Lifetrack Resources

Percent of Providers EXCEEDING the GOAL

Created: March 13, 2018

Percent of Providers FAILING TO MEET 50% of GOAL

SPEC

IALS

NO

TES:

* Getting a Job results based on exiters between July 1, 2016 - June 30, 2017 except those exited with exclusion. This indicator measures each exiter's employment status during the 2nd quarter after exiting the program. Formula: Percent of employed exiters divided by all exiters during the reporting period.

** Keeping a Job results based on exiters from July 1, 2016 - September 30, 2016 except those exited with exclusion. This indicator measures each exiter's employment status during the 4th quarter after exiting the program. Formula: Percent of employed exiters divided by all exiters during the reporting period.

*** 2nd Quarter Median Earnings results based on exiters from July 1, 2016 - December 31, 2016 except those exited with exclusionary reason and those showing zero earnings. This indicator measures the median earning during the 2nd quarter after exiting the program.

WDA 18 Winona Cty Workforce Council

Arrowhead Economic Opportunity Agency

CLUES

Avivo (Resource, Inc.)

Goodwill/Easter Seals

HIRED

WDA 10 Mpls Employment and Training

WDA 12 Anoka County

WDA 14 Dakota/Scott Counties

WDA 15 Ramsey Cty Workforce Solutions

WDA 16 Washington County

WDA 17 Stearns/Benton E&T

WDA 04 City of Duluth

WDA 05 Central MN Jobs and Training

WDA 06 SW MN PIC Inc

WDA 08 SE MN Workforce Development

WDA 07 S Central Workforce Council

WDA 09 Hennepin/Carver ETC

State Dislocated Worker Program Performance during First Two Quarters of Program Year 2017 / State Fiscal Year 2018

PY17 State Dislocated Worker Program Performance Outcomes Year-to-date (first two quarters)

Statewide

WDA 01 Northwest PIC Inc

WDA 02 Rural MN CEP Inc

WDA 03 NE MN Office of Job Training

Percent of Providers MEETING AT LEAST 50% of GOAL

Getting a Job Cohort *

Keeping a Job: Cohort **

Median Earnings: Cohort ***

2nd QuarterEmployment

4th QuarterEmployment

Median Earnings

Cohort: Participants ExitingJuly 1, 2016 - June 30, 2017

Cohort: Participants ExitingJuly 1, 2016 - September 30, 2016

Cohort: Participants ExitingJuly 1, 2016 - June 30, 2017

with reported wages in the 2nd quarter after exiting