Brevard Workforce Operations Committee Meeting February 14, … · 2018. 12. 5. · Brevard...
Transcript of Brevard Workforce Operations Committee Meeting February 14, … · 2018. 12. 5. · Brevard...
Brevard Workforce Operations Committee Meeting
February 14, 2012
4:00 P.M. – BWDB Boardroom
(Teleconference 321‐394‐0700)
Attendees: Tracy Anania, Pam Ascanio, Marj Bartok, Carolyn Brown, William Chivers
(Chair), Mildred Coyne, Dayle Olson, Wayne Olson, Fernando Rendon,
Patricia Stratton, Stockton Whitten
Agenda Page No.
Call to Order William Chivers
Introductions
Public Comment
Action Items:
▪ Approval of Committee Minutes for August 9, 2011 William Chivers 1 ‐ 3
▪ 2012 RFP One‐Stop Center Career Center Operations &
Management Sandi Briles 4 ‐ 5
Discussion Items
▪ Committee Goal 4 Status Erma Shaver 6 ‐ 11
° Measure 1B – EWT/OJT Agreements James Watson 12 – 13
° Measure 2A (1) Return on Investment ‐ BW Express Erma Shaver 14 ‐ 15
° Measure 2A (2) Employment Network James Watson 16
° Measure 3A – Supplemental Nutrition Assistance Program Marci Brilley 17
° Measure 3B – Traffic Counts for Career Centers Erma Shaver 18 – 19
° Measure 3C – Daily Jobs Report Erma Shaver 20
Information Items:
▪ Local Performance Report for July 1, 2011 – December 31, 2011 Erma Shaver 21 – 22
▪ Watch Measures – MMR Erma Shaver 23
▪ Local Customer Satisfaction Survey Results Erma Shaver 24 ‐ 28
▪ Attendance Roster 29
Adjourn William Chivers
Call 321‐394‐0658 for information TTY: 711‐321‐394‐0507
Upcoming Meetings: February 2012 17th Board Meeting & Retreat-8:00am-12:00pm-TBD March 2012 8th E3 Committee-8:30am-BW Boardroom April 2012 3rd Executive Committee-4:00pm-BW Boardroom 5th Business Workforce Committee-8:30am-BW Boardroom 25th Community Involvement Committee-4:00pm-BW Boardroom
May 2012 8th Brevard Workforce Operations Committee-4:00pm-BW Boardroom 18th Board Meeting-8:00am-BW Boardroom June 2012 14th E3 Committee-8:30am-BW Boardroom
Brevard Workforce (BW) Brevard Workforce Operations Committee
November 15, 2011
Minutes
Members in Attendance: Tracy Anania (via teleconference), Pam Ascanio, William Chivers (Chair), Mildred Coyne, and Stockton Whitten (Acting Chair) Members Absent: Marj Bartok, Carolyn Brown, Dayle Olson, Wayne Olson, Fernando Rendon and Patricia Stratton Staff in Attendance: Lisa Rice, Marci Brilley, Erma Shaver, James Watson, Sandi Briles, Jeff Schiff, Don Lusk and Marina Stone Guests in Attendance: Pete Kaiser, Caroline Joseph-Paul and Thomas LaFlore from Brevard Workforce Career Centers and Tim Yandell (via teleconference) Call to Order: Stockton Whitten, Acting Chair, called the meeting to order at 4:07 p.m. at Brevard Workforce. Introductions were made. Public Comment: There was no public comment. Action Items:
Pam Ascanio made a motion to approve the Minutes from the August 9, 2011 meeting. William Chivers seconded the motion. The motion passed unanimously.
Approval of BWOC Minutes of August 9, 2011
Mildred Coyne joined the meeting.
The Career Center Standards were completed in October 2011 and an overall rating of 96% was found. Pam Ascanio made a motion to accept the Career Center Standards for contractor performance payment and add this item to the consent agenda at the next Board of Directors meeting. William Chivers seconded the motion.
PY 11-12 Career Center Standards Results Approval
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William Chivers, who was participating in the meeting via teleconference, joined in person and assumed Chair position.
At the February 2012 Board retreat, BW’s goals and strategies will be reexamined and modified. After outlining staff recommendations, discussion ensued. It was recommended to change the language of Goal 4 to use the word “businesses” vs. “employers”. Change Goal 4, Strategy 2 to read “Facilitate the entry of targeted populations into the workforce” instead of spelling out examples, as you will never be able to list all of them. Additionally, a recommendation was made to Strategy 4, to read “Focus on business relationships and services”. Mildred Coyne made a motion to approve staff recommendations with the above notations to the full Board retreat slated for February 2012 for discussion and implementation for Program Years 2012-2017. Stockton Whitten seconded the motion. Motion passed unanimously.
New Five Year Goals and Strategies
Tim Yandell joined via teleconference. Discussion Items:
BW Corporate Goal 4 strategies and measures were reviewed. Committee Goal 4 Status and New Measures
Brevard Workforce (BW) received grant funding for the Disability Program Navigator (DPN) in PY 2004-2005. Funding has been reduced to allow regions to transition the position back to formula funding. One highlight of the DPN Program was to become an Employer Network (EN) and increase the ticket assignment. To date, those goals have been met. An update on the Scan Card system was provided.
Disability Program Navigator and Employment Network
Measure 3B, Strategy 3 dictates increasing traffic counts and availability of services at the new Titusville Career Center. Comparing first quarter of 2010 – 2010 to the current program year, BW has seen a 59% increase in total traffic count with average monthly visits rising from 1,298 to 2,181.
Titusville Center Brief
The Annual Career Center Measures were reviewed which utilizes the newly adopted Business Process Re-Engineering with communities and BW’s focus on the business. An overall rating of 96% was received by the contractor.
Career Center Measures
Under Measure 3B, Business Use of BW, the measure is to increase business use of BW. Data was presented which shows that the new model is successful, showing a 17% overall increase to businesses touched. Additionally, businesses are using 82% more services from BW.
BWC – Measure 3B Business Use of Brevard Workforce
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During the Board Retreat in February 2011, members expressed an interest in seeing periodic performance information across states and across Florida. Data was presented and reviewed.
Performance Comparison State and US
Information Items:
The Living Wage is the hourly salary that must be earned in Brevard County to support a family at a level of self-sufficiency to that the family may meet their basic needs, and through progression, ultimately eliminate the need of any government assistance programs. The Living Wage Study results were shared and in 2011 the hourly wage for a single person is defined at $11.55 per hour.
2011 Living Wage Study Brief
In conjunction with the Business Process Reengineering (BPR) design, new performance measures were developed that would more closely align with and measure the progress of the new design and focus. Data was presented which reflects the 4
Local Performance Report for July 1, 2010 through September 30, 2011
th
Quarter Performance End of Year Performance based on the new measures. Brevard Workforce Career Centers met or exceeded performance for 8 of their 10 measures.
Watch Measures were presented that represents the Monthly Management Report Measures from the State.
Watch Measures - MMR
As of October 5, 2011, approximately 950 e-mails have been sent out and 171 surveys had been completed, translating to an 18% return rate. The overall Customer Satisfaction Performance Rate was 87.8%. The results of the survey were shared.
Local Customer Satisfaction Survey Results
Adjourn: There being no further discussion or business, William Chivers adjourned the meeting at 5:00 p.m. Respectfully submitted, Reviewed by, _{signature on file} _____ 12/28/11 __{signature on file}_____ Marina Stone Date William Chivers, Chair Date
12/28/11
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February 14, 2012
Action Brief
2012 RFP – One-Stop Career Center Operations and Management
Background
Federal Acquisition Regulations, Subpart 17.1 defines multi-year contracting as the purchase of supplies or services for more than 1, but not more than 5 program years. As a result, every five years the Board solicits proposals from qualified organizations to provide delivery of a broad range of federally mandated one-stop workforce services to employers and job seeker customers in the region. The last Request for Proposals (RFP) and awards for these services occurred in 2007. Previous models for the RFP, and subsequent awards, were based on “silo-driven” programs determined by funding that the Board narrowed to Targeted, Youth and Core Services with awards made to multiple contractors to deliver program services. The models used a “general contractor” to provide core services with overall responsibility for the management and integration of all other contracted services to customers. Individual contractor staff maintained expertise within the narrow program parameters awarded to their organization and services followed traditional teachings in that the job-seeker was the primary customer and training and placement was based on job seeker needs. In 2009, the Board was faced with large budget constraints and as a cost savings measure, with consent of the existing contractors, opted to bring all the one-stop services under one contractor and created a truly seamless delivery of services. With the premise that job seekers are the human capital necessary to meet business needs, the Board required a new model of service delivery in 2010, now labeled “Business to Jobs”, that created greater efficiencies, streamlined processes, and focused on business and industry as the primary customer.
Recommendation
Since implementing the model in 2010, staff has noted an increase in business use of the career centers and improved services for job seekers. It is staff’s recommendation the RFP should be designed to reflect the “Business to Jobs” model, served by only one contractor, because it creates a far superior connection to business than previous models and best serves job seekers for all one-stop services.
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It is anticipated that the RFP could be released by March 31, 2012; selection and recommendations to the Board of Directors would be made in time for the regular meeting scheduled May 18, 2012. The start date for the new contract would be July 1, 2012 for a recommended one year base period with the option to extend the period of performance for four additional one-year terms.
Action
Approve, modify or deny staff recommendation to release the RFP using the “Business to Jobs” model, served by only one contractor, with a stated period of performance of one year base and four additional one-year options for inclusion on the Consent Agenda at the next full Board of Directors meeting.
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Goa
l 4
Ensu
re B
reva
rd W
orkf
orce
Car
eer C
ente
rs s
usta
in th
e su
cces
sful
ope
ratio
ns fo
r em
ploy
ers
and
job
seek
ers.
St
rate
gies
: 1.
Id
entif
y sk
ill ga
ps fo
r inc
umbe
nt w
orke
rs a
nd jo
b se
eker
s an
d fa
cilita
te e
duca
tion
and
train
ing
solu
tions
to fi
ll gap
s 2.
Fa
cilita
te th
e en
try o
f old
er w
orke
rs, t
rans
itioni
ng m
ilitar
y pe
rson
nel a
nd th
eir f
amilie
s, w
orke
rs w
ith d
isab
ilitie
s an
d ot
her t
arge
t pop
ulat
ions
into
th
e w
orkf
orce
3.
M
aint
ain
high
qua
lity s
taff,
ser
vice
s, e
asy
acce
ss a
nd p
erfo
rman
ce s
tand
ards
. 4.
Pr
ovid
e ov
eral
l sup
port
for t
he a
ttain
men
t of G
oal 2
stra
tegi
es a
nd a
ctio
ns (N
ote:
no
mea
sure
s as
soci
ated
) 5.
In
crea
se b
rand
aw
aren
ess
of B
reva
rd W
orkf
orce
Car
eer C
ente
r ser
vice
s to
bus
ines
ses
Stra
tegy
1:
Iden
tify
skill
gap
s fo
r inc
umbe
nt w
orke
rs a
nd jo
b se
eker
s an
d fa
cilit
ate
educ
atio
n an
d tra
inin
g so
lutio
ns to
fill
gaps
M
easu
re 1
A: -
Ide
ntify
ing
Skills
Gap
s Ac
tivitie
s D
ate
Boar
d Pa
rtici
patio
n Bu
dget
Impa
ct
Stat
us
Mea
sure
the
usag
e of
labo
r mar
ket
and
skills
ana
lysi
s to
ols
and
its
impa
ct.
July
1, 2
011
M
ay 2
012
Annu
al R
evie
w w
ill be
don
e in
May
201
2
Mea
sure
1B:
Fac
ilitat
e ed
ucat
ion
and
train
ing
solu
tions
Activ
ities
Dat
e Bo
ard
Parti
cipa
tion
Budg
et Im
pact
St
atus
C
onne
ctin
g Ed
ucat
ion
& Tr
aini
ng
Solu
tions
with
the
Aero
spac
e W
orkf
orce
to tr
ansi
tion
or g
ive
them
a c
ompe
titiv
e ad
vant
age
On-
goin
g th
roug
h Ju
ne 2
011
To b
e aw
are
of
Activ
ities
Fund
ed th
roug
h AW
T Fu
nds
As
of 1
2/20
11 th
e fo
llow
ing
stat
istic
s w
ere
avai
labl
e:
R
egis
trant
s in
the
AW
T pr
ogra
m -
8,0
00+
B
W E
xpre
ss S
ervi
ces:
6,6
16
#
Com
plet
ed T
rain
ing:
2,0
26
#
Cur
rent
ly in
Tra
inin
g: 2
10
C
urre
nt N
EG T
rain
ing
dolla
rs o
blig
ated
: $1
,238
,525
# N
EG B
usin
ess
Con
tract
s to
-dat
e: 1
19
In
crea
se T
otal
Em
ploy
er
Agre
emen
ts re
sultin
g in
incr
ease
d w
ages
/ben
efits
/hou
rs a
nd/o
r up
grad
ed p
ositio
ns o
ver t
he
base
line
esta
blis
hed
in F
eb. 2
009.
Fe
brua
ry 2
012
Com
mitt
ee re
view
on
an a
nnua
l bas
is
Non
e Se
e Em
ploy
ed W
orke
r Tra
inin
g (E
WT)
/On-
th
e-Jo
b Tr
aini
ng (O
JT) A
gree
men
ts
Atta
ched
Brie
f
6 of 29
Stra
tegy
2:
Faci
litat
e th
e en
try o
f old
er w
orke
rs, t
rans
ition
ing
mili
tary
per
sonn
el a
nd th
eir f
amili
es, w
orke
rs w
ith d
isab
ilitie
s an
d ot
her t
arge
t po
pula
tions
into
the
wor
kfor
ce.
M
easu
re 2
A: In
crea
se th
e nu
mbe
r of n
on-tr
aditio
nal w
orkf
orce
cus
tom
ers
serv
ed
Activ
ities
Dat
e Bo
ard
Parti
cipa
tion
Budg
et Im
pact
St
atus
U
tiliz
e B
reva
rd W
orkf
orce
E
xpre
ss to
brin
g jo
b se
arch
/kee
ping
ski
lls
wor
ksho
ps a
nd o
ther
trai
ning
s to
the
targ
eted
gro
ups.
P
artn
erin
g w
ith o
ther
or
gani
zatio
ns, w
here
po
ssib
le, f
or s
pons
orsh
ip
oppo
rtuni
ties
Rev
iew
ed
Annu
ally
–
Nov
embe
r 201
1
Brev
ard
Wor
kfor
ce
staf
f O
pera
tiona
l co
sts
for t
he
Brev
ard
Wor
kfor
ce
Expr
ess
Com
plet
ed
Nex
t rev
iew
is N
ovem
ber 2
011
See
Ret
urn
on In
vest
men
t –B
W E
xpre
ss
Brie
f
Ser
ve a
s an
Em
ploy
men
t N
etw
ork
thro
ugh
cont
ract
with
th
e S
ocia
l Sec
urity
A
dmin
istra
tion
usin
g re
sour
ces
of B
reva
rd
Wor
kfor
ce C
aree
r Cen
ter a
nd
cont
inui
ng m
anag
emen
t and
ov
ersi
ght t
hrou
gh th
e D
isab
ility
Pro
gram
Nav
igat
or
gran
t.
On-
goin
g C
omm
ittee
revi
ew o
f th
e su
cces
s of
this
pr
ogra
m o
n an
an
nual
bas
is.
Se
e Em
ploy
men
t Net
wor
k Br
ief
Par
tner
with
Lin
ks o
f Hop
e to
co
ntin
ue a
ssis
tanc
e to
in
mat
es re
cent
ly re
leas
ed
from
Bre
vard
Cou
nty
Jail
allo
win
g th
em to
Obt
ain
thei
r G
ED
.
On-
goin
g C
omm
ittee
revi
ew o
f th
e su
cces
s of
this
co
llabo
ratio
n on
an
annu
al b
asis
29
lette
rs w
ere
sent
out
in D
ecem
ber 2
010
Ther
e w
ere
no p
hone
cal
ls g
ener
ated
from
th
e le
tter.
Sta
ff m
odifie
d it
in h
opes
of
getti
ng a
bet
ter r
espo
nse.
37
lette
rs w
ere
sent
out
in M
arch
201
1. O
ne p
hone
cal
l w
as g
ener
ated
. 48
Let
ters
wer
e se
nt o
ut in
May
201
1 –
one
phon
e ca
ll was
gen
erat
ed.
7 of 29
99 L
ette
rs w
ere
mai
led
out o
n 11
/22/
11
with
23
com
ing
back
as
“Ret
urn
to
Send
er”.
We
have
had
one
inqu
iry fr
om
this
mai
ling.
The
com
mitt
ee w
ill b
e br
iefe
d on
the
succ
ess
of th
is
assi
stan
ce a
t the
nex
t mee
ting
in M
ay.
Stra
tegy
3:
Mai
ntai
n hi
gh q
ualit
y st
aff,
serv
ices
, eas
y ac
cess
and
per
form
ance
sta
ndar
ds
M
easu
re 3
A: M
aint
ain
high
qua
lity s
taff
Ac
tivitie
s D
ate
Boar
d Pa
rtici
patio
n Bu
dget
Impa
ct
Stat
us
Con
tract
or p
rovi
des
on-g
oing
sta
ff tra
inin
g th
roug
h a
varie
ty o
f m
echa
nism
s.
On-
Goi
ng
D
epen
ds o
n Tr
aini
ng
Dur
ing
the
first
qua
rter o
f 201
1-20
12 s
taff
are
parti
cipa
ting
in
Su
pple
men
tal N
utrit
ion
Supp
lem
ent
Prog
ram
(SN
AP) I
nteg
ratio
n in
ord
er to
en
gage
mor
e pe
ople
Scan
Car
d Tr
aini
ng
Staf
f com
plet
ed o
ver 8
50 h
ours
of t
rain
ing
durin
g th
e se
cond
qua
rter o
f 201
1-20
12
incl
udin
g W
T &
WIA
On-
goin
g an
d R
efre
sher
Tra
inin
g, s
ever
al tr
aini
ng
sess
ions
for V
et s
taff,
and
SQ
L Q
uery
W
ritin
g an
d R
epor
ting
for C
ente
r Man
ager
s an
d ot
her k
ey s
taff.
Tr
aini
ng s
ched
uled
for t
he 3
rd q
uarte
r in
clud
es T
rade
Adj
ustm
ent A
ssis
tanc
e (T
AA
) tra
inin
g, R
evie
win
g &
Rat
ing
Can
dida
tes
in E
FM, W
P C
ompl
aint
R
esol
utio
n, S
NA
P et
c.
See
SNA
P-FS
ET b
rief
8 of 29
Mea
sure
3B:
Mai
ntai
n Hi
gh Q
ualit
y Se
rvic
es a
nd E
asy
Acc
ess
Ac
tivitie
s D
ate
Boar
d Pa
rtici
patio
n Bu
dget
Impa
ct
Stat
us
Impl
emen
tatio
n of
a C
usto
mer
Tr
acki
ng S
yste
m.
July
201
1
All c
usto
mer
trac
king
equ
ipm
ent h
as
been
pur
chas
ed, r
ecei
ved,
and
is re
ady
for d
eplo
ymen
t.
One
-sto
p st
aff r
ecei
ved
initia
l tra
inin
g.
An
ticip
ated
test
site
rollo
ut in
mid
-May
at
the
Titu
sville
car
eer c
ente
r with
full
rollo
ut p
roje
cted
for J
uly
afte
r the
new
ca
reer
cen
ter i
s fu
lly o
pera
tiona
l
Impl
emen
tatio
n of
the
syst
em in
the
Roc
kled
ge C
aree
r Cen
ter i
s sc
hedu
led
for t
he e
nd o
f Aug
ust.
Thi
s w
ill he
lp w
ith
the
incr
ease
d tra
ffic
expe
cted
from
the
new
UC
legi
slat
ion.
Scan
Car
d en
try C
usto
mer
trac
king
sy
stem
has
bee
n on
line
sinc
e O
ctob
er
1, 2
011
Th
is s
yste
m tr
acks
gen
eral
ser
vice
s w
hen
Job
seek
ers
ente
r the
Car
eer
Cen
ter u
sing
a s
wip
e ca
rd is
sued
to th
e Jo
b se
eker
.
Syst
em u
ses
Empl
oy F
lorid
a M
arke
tpla
ce (E
FM)
as th
e M
anag
emen
t Inf
orm
atio
n Sy
stem
(MIS
) fo
r dat
a co
llect
ion
and
repo
rts
Im
plem
enta
tion
of a
sec
ond
com
pone
nt
“Tra
x-G
” tra
cks
indi
vidu
al s
peci
aliz
ed
serv
ices
. Thi
s sy
stem
allo
ws
a st
aff
mem
ber t
o id
entif
y ea
ch jo
b se
eker
who
at
tend
s an
eve
nt s
uch
as P
REP
with
out
usin
g a
sign
in s
heet
. It
docu
men
ts in
th
e EF
M M
IS e
ach
job
seek
er w
ho
swip
es th
eir c
ard
at th
e m
eetin
g en
try
9 of 29
poin
t.
Trax
G R
eade
rs h
ave
been
inst
alle
d an
d ar
e re
ady
to b
e ut
ilize
d;
how
ever
, an
issu
e ha
s be
en
enco
unte
red
in th
e Em
ploy
Flo
rida
Syst
em th
at c
ause
s th
e da
ta n
ot to
up
load
. Je
ff W
itt &
Jam
es W
atso
n ar
e cu
rren
tly w
orki
ng w
ith
Geo
grap
hic
Solu
tions
to re
solv
e th
is
issu
e.
In
crea
se tr
affic
cou
nts
and
avai
labi
lity o
f ser
vice
s at
new
Ti
tusv
ille C
aree
r Cen
ters
N
ovem
ber 2
011
TB
D
See
Traf
fic C
ount
s B
rief
M
easu
re 3
C: P
erfo
rman
ce S
tand
ards
Activ
ities
Dat
e Bo
ard
Parti
cipa
tion
Budg
et Im
pact
St
atus
Es
tabl
ish
Com
mun
ity a
nd
Indi
vidu
al m
easu
res
and
begi
n co
llect
ing
base
line
data
to b
e us
ed
for P
rogr
am Y
ear 2
012-
2013
pe
rform
ance
mea
sure
s.
July
1, 2
011
Boar
d st
aff
Non
e C
ompl
eted
Mon
itorin
g, T
rack
ing
and
Ana
lyzi
ng G
over
nor’s
Dai
ly
Jobs
Rep
ort -
Sta
tus
On
Goi
ng
See
Dai
ly J
obs
Rep
ort B
rief
Stra
tegy
4:
Prov
ide
over
all s
uppo
rt fo
r the
atta
inm
ent o
f Goa
l 2 s
trate
gies
and
act
ions
.
Mea
sure
4A:
Sup
porti
ng S
trate
gy 3
of G
oal 2
“Inc
reas
e aw
aren
ess
of a
nd u
se o
f Bre
vard
Wor
kfor
ce b
usin
ess
serv
ices
”
Activ
ities
Dat
e Bo
ard
Parti
cipa
tion
Budg
et Im
pact
St
atus
Su
ppor
ting
Stra
tegy
3 o
f Goa
l 2
“to in
crea
se th
e aw
aren
ess
and
use
of B
reva
rd W
orkf
orce
bu
sine
ss s
ervi
ces”
by
gath
erin
g an
d an
alyz
ing
the
data
rega
rdin
g
Nov
embe
r 201
1
Nov
embe
r 201
2
Boar
d st
aff
Non
e C
ompl
ete
for N
ovem
ber 2
011
10 of 29
over
all b
usin
ess
use
of th
e Br
evar
d W
orkf
orce
Car
eer C
ente
r.
Stra
tegy
5:
Incr
ease
bra
nd a
war
enes
s of
Bre
vard
Wor
kfor
ce s
ervi
ces
to b
usin
esse
s
Mea
sure
5A:
Inc
reas
e Bu
sine
ss A
war
enes
s of
Bre
vard
Wor
kfor
ce s
ervi
ces
to b
usin
esse
s Ac
tivitie
s D
ate
Boar
d Pa
rtici
patio
n Bu
dget
Impa
ct
Stat
us
The
Boar
d w
ill as
sess
whe
ther
bu
sine
ss s
ervi
ces
awar
enes
s sh
ould
rem
ain
a go
al fo
r the
co
min
g fiv
e ye
ars
& de
term
ine
a go
al fo
r the
per
cent
age
of
incr
ease
ove
r pre
viou
s su
rvey
s.
Fund
ing
for s
urve
ys w
ill ha
ve to
be
bud
gete
d.
D
ate
TBD
D
ate
TBD
Yes
Surv
eys
cost
ab
out $
12,0
00
The
last
sur
vey
was
com
plet
ed in
200
6 an
d in
dica
ted
a 39
% le
vel a
war
enes
s. T
he g
oal f
or
2008
was
est
ablis
hed
at 4
5% b
ut a
sur
vey
was
no
t tak
en b
ecau
se o
f lac
k of
fund
ing.
Th
e ne
xt s
urve
y w
ill be
con
duct
ed a
fter t
he n
ew
nam
e ch
ange
and
a s
uffic
ient
am
ount
of t
ime
has
pass
ed to
allo
w b
asel
ine
bran
d aw
aren
ess
data
to b
e ca
ptur
ed.
The
next
sur
vey
is p
lann
ed fo
r the
Spr
ing
of
2012
and
falls
to th
e C
omm
unity
Invo
lvem
ent
Com
mitt
ee.
Mea
sure
5B:
AW
T/N
EG O
utre
ach
– M
easu
re b
usin
ess
enga
gem
ent w
ith a
eros
pace
bot
h in
-sta
te a
nd o
ut-o
f-sta
te
AWT/
NEG
Out
reac
h –
Esta
blish
Reg
iona
l Pe
rform
ance
Mea
sure
s fo
r NEG
/OJT
co
ntra
cts
Janu
ary
1, 2
011
Boar
d st
aff
Staf
f Tim
e C
urre
nt N
EG O
JT o
blig
atio
ns re
pres
ent:
62
com
pani
es a
ppro
ved
A
vera
ge W
age:
$27
per
hou
r, as
ap
prov
ed
11
9 N
EG O
JTs
are
unde
r con
tract
(c
andi
date
s id
entif
ied
and
plac
ed),
for
$741
,283
as
of 1
2/31
/201
1.
11 of 29
February 14, 2012
Discussion Brief
Measure 1B - Employed Worker Training (EWT)/On-the-Job Training (OJT) Agreements
Review the data related to increasing the number of Employed Worker Training Agreements resulting in increased wages/benefits/hours and/or upgraded positions (i.e. retention strategies) as part of Goal 4: Strategy 2: Measure 2B: Task 2.
Request
Staff reviewed tracked and reported data for Employed Worker Training (EWT) Agreements for 3 years and reported those results in February 2010. Due to the economic downturn, the focus has necessarily shifted from training employed workers to a need to get the unemployed retrained where needed and back to work through On-the-Job Training programs.
Background
PY 07-08 PY 08-09 PY 09-10 PY 10-11 PY 11-12 Total EWT Agreements
# of Agreements for Upgrade Training # of Agreements for Retention Training
5
3
2
6
0
6
3
0
3
2
2
3
1
2
Total Trainees 50 52 8 3 23
Total Trainees met 6 Month timeframe
Total Trainees still employed at 6 Months % of Trainees still employed at 6 Months
50
42
84%
41
39
95.1%
7
7
87.5%
2
2
100%
N/A
N/A
N/A
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Total Trainees met 1 Year timeframe
Total Trainees still employed at 1 Year % of Trainees 1 Year
50
39
78%
7
7
100%
7
7
100%
N/A
N/A
N/A
N/A
N/A
N/A Total Trainees receiving wage increase
2 2 N/A N/A N/A
PY 07-08 PY 08-09 PY 09-10 PY 10-11 PY 11-12 Total OJT Agreements N/A N/A 65 26 22
Total Trainees Number Trainees still in training
N/A N/A 65 0
30 5
22 14
Total Trainees Completed OJT and still employed
N/A N/A 43 (66.2%)
23 (92%)
3 (37.5%)
Of those Employed - # eligible for 6 month Follow-up
Number of those eligible that were still employed at 6 months
N/A N/A 24
14 (58.3%)
14
7 (50%)
N/A
Although it will take several years to get enough data to draw solid conclusions, you can infer several things:
Analysis
1. Retention of employees in EWTs is higher than OJTs which would make sense as the employer is taking a chance with OJTs on someone that needs further training to just be able to get their foot in the door versus someone already working looking to retain or move up in the company (EWTs).
2. For EWTs, if they made it to 6 months their chances of staying for a year is better.
3. Wage increases were the exception not the norm for EWT participants. This could be in large part due to the economy.
Staff recommends continued data gathering and analysis. Depending on the data, a new goal may be recommended to establish process improvements that improve OJT retention outcomes.
Discussion
13 of 29
February 14, 2012
Measure 2A (1) Return on Investment – BW Express
Discussion Brief
The Brevard Workforce Express began operation in November 2007 and since that time has been seen throughout Brevard County in a variety of venues, from local community centers and job fairs to mass layoff sites such as Kennedy Space Center. Customers have visited the Express to search for jobs, complete applications, attend workshops, and utilize resource room services.
Background
With the decline of the need to be present at Kennedy Space Center and in support of Measure 2A which seeks to increase the numbers of non-traditional workforce customers served, several venues have been added to the Brevard Workforce Express schedule. In addition to continued visits to One Senior Place, both Brevard County Correctional Institute/Work Release Center (Offenders) and House of Hope (Homeless and Veterans) have been added to the regular schedule. The following table shows a traffic count of those sites.
Site Actual Customer Count since July 1, 2010
Average Customers per
Visit
Actual Service Count since July 1, 2010
Average # of Service per
Visit One Senior Place 79 6.6 141 11.7 Brevard Corrections 314 35.5 609 46.8 House of Hope 190 38 332 66.4
Currently we do not have outcome information/success rates for those customers served by the Express, however, we are planning to add Scan Card Tracking in order to capture results of those served. The intent of measure 2A is to increase the services to non-traditional customers and does not include reference to lowering the costs per customer served; however, Attachment A shows the costs of operating the Express for additional Committee information.
In an effort to meet Measure 2A: Increase the number of non-traditional workforce customers served, staff is seeking input from the Committee on what should be considered in determining a good Return on Investment?
Discussion
Should an adequate Return be determined on Visits/Services or should it be outcome based?
14 of 29
Atta
chm
ent A
PY
Expe
nse
EF
M C
lient
s Se
rvic
ed
Cos
t Per
Per
son
EFM
To
tal B
W E
xpre
ss V
isito
rs
Cos
t Per
Per
son
Tota
l Vis
tors
20
08-2
009
$47,
356.
50
82
$577
.52
2094
$2
2.62
20
09-2
010
$47,
504.
31
364
$130
.51
1707
$2
7.83
20
10-2
011
$42,
446.
41
314
$135
.18
1342
$3
1.63
20
11-2
012
$22,
028.
55
280
$78.
67
731
$30.
13
$0.0
0
$100
.00
$200
.00
$300
.00
$400
.00
$500
.00
$600
.00
Cost
Per
Per
son
EFM
Cost
Per
Per
son
Tota
l Vist
ors
2008
-200
9 $4
7,35
6.50
2009
-201
0 $4
7,50
4.31
2010
-201
1 $4
2,44
6.41
2011
-201
2 $2
2,02
8.55
0
500
1000
1500
2000
2500
EFM
Clie
nts S
ervi
ced
Tota
l BW
Exp
ress
Visi
tors
2008
-200
9 $4
7,35
6.50
2009
-201
0 $4
7,50
4.31
2010
-201
1 $4
2,44
6.41
2011
-201
2 $2
2,02
8.55
15 o
f 29
February 14, 2012
Measure 2A (2) Employment Network
Information Brief
In an ongoing effort to streamline the Ticket to Work program and make it easier for Employment Networks (EN) to realize the income that is available through the program, technical assistance is being made available specifically for workforce ENs. The Department of Labor has contracted with the Institute for Community Inclusion (ICI), UMass Boston, to provide technical assistance for the Ticket to Work program to workforce boards. The goal is to assist workforce boards in building capacity to serve individuals with disabilities and generate revenue from the Ticket to Work program.
Background
The following technical assistance is available at no charge: - An individualized and comprehensive review of current capacity to serve as an
EN; - Development of a business plan that incorporates specific tools and resources to
function as an EN; - Development of mechanisms for identification and outreach to Ticket Holders,
and streamlined EN payment processes, incorporating newly available Workforce EN eProcesses;
- Ongoing on-site and virtual assistance (phone, webinar, email) through September 30, 2012; and
- Access to a peer support network, allowing leadership and staff to discuss challenges and solutions with other ENs across the United States.
Florida has five regional workforce boards that are in the top 10 in the nation in Ticket to Work program earnings. Brevard is not one of them. In an effort to increase our performance we plan to use this opportunity and request technical assistance for our region. Jim Watson will attend a preliminary meeting in Orlando February 7, 2012. During this meeting the onsite assistance date should be scheduled. We anticipate with this information / assistance we will be able to evaluate what it takes to increase our capacity to serve Ticket holders and therefore be able to decide if it is a viable option for our Career Centers as far as program earnings.
16 of 29
February 14, 2012
Measure 3A - Supplemental Nutrition Assistance Program (SNAP) a.k.a. FSET Training
Information Brief
One component of Contractor Staff training this quarter revolved around the SNAP program previously call the Food Stamp Employment and Training (FSET) program. This program became a voluntary program on July 1, 2009. When this transition happened, participation dwindled in every region of Florida because caseload size changed from referrals of mandatory participants to depending on recruitment of participants. Incentives to participate in the program are minimal. In 2011, the United States Department of Agriculture (USDA), who owns this program, wanted the State Agency to define a caseload standard in which to justify continued funding. The State of Florida set a caseload of 50 per funding position. In order for Brevard Workforce to retain our three people employed from these funds, new processes had to be put into place and staff trained on increasing our caseloads for SNAP to approximately 150 cases.
Background
A staff training plan was put into place so that all staff was trained in program requirements, data entry and recruitment of customers as of 2/9/12. Measures were also put into place for staff to recruit 3-4 cases each. The contractor is projecting to be at the 150 caseload by the end of March. The State was unable to give the local regions additional time to ramp up for this new requirement, so the committee should be aware that if training and increased caseloads should not occur, Brevard Workforce would have to return the funds at the end of the year. Worse case, if nothing changes $100,000, with the amount decreasing as caseloads increase respectively.
17 of 29
February 14, 2012
Measure 3B – Traffic Counts for Career Centers
Information Brief
During the past two years Brevard Workforce has changed the look and feel of our Career Centers with the implementation of the new “Business to Jobs” model, new locations and changes in staff that more aligned them with their strengths. This change has led to increased services to Job Seekers and to businesses. The typical measure is of traffic count which is misleading because it doesn’t differentiate between multiple visits or singular visits even so the overall traffic count has increased by 2% over the same time period last year (July 1 - December 31).
Background
Implementation of the scan card system and refined processes is now allowing us to track services at all three career centers to provide a much better look at what is really happening. The following table uses the same timeframe as listed above and provides a count of unique individuals who received staff assisted services in a Career Center: Career Center 07/01/2010 –
12/31/2010 07/01/2011 – 12/31/2011
% Change
Unique Job Seekers Served Titusville 2159 3220 +49% Rockledge 6399 9738 +52% Palm Bay 8369 9252 +11%
Unique Employers Served Titusville 246 427 +74% Rockledge 773 895 +16% Palm Bay 912 1016 +11% Career Centers are also making available many community resources and partnerships to customers that have not been available in the past, including:
• Faith in the Future which involves churches and other ministries in providing job search/job club opportunities, as well as opportunities to reach youth and others in the Brevard Community.
18 of 29
• BizLaunch which continues to engage customers in Entrepreneurship
opportunities • AARP • Family Counseling Services • Hosting a variety of Community Information/Learning Sessions
Tracking will continue to improve as the TraxG becomes fully operational and staff are continuing to develop partnerships and community involvement opportunities.
19 of 29
February 14, 2012
Discussion Brief
Measure 3C – Daily Jobs Report
In July 2011 Governor Rick Scott requested the Department of Economic Opportunity (DEO) staff begin generating a Daily Job Placement Report. The report measures the placement rate of each region using a calculation that applies a heavier weight to an Unemployment Compensation (UC) claimant placement. Regions are ranked and the top 3 are listed as top performers for that day.
Background
There are several issues that have been identified with the report and those include:
• Duplicates and Triplicates of jobs listed on the jobs available list • Federal, State and Local Government and contracted jobs that are required to be
posted but do not always have placements reported back. • Third Party contractors that handle posting job orders and coordinating hiring but
are not the employer of record and so do not have placements to report.
The Jobs Available list for Brevard shows 5,059 jobs available, with 553 of those being from Job Orders entered directly in the Employ Florida Marketplace System (EFM). The remaining jobs are spidered (imported using an automated program) in from Private Job Boards ( 1,797 ), Corporate Job Boards (980), Career Builder.com (798), Education Agencies (58), Government Sites (33), Hospitals (369), and Confidential (466), After polling regions around the state and multiple days ranked in the mid to lower range, Brevard decided to run an experiment to see how the rankings and numbers could be played. Data entry for all placements was withheld for one week and then everything was entered on one day. As expected this put Brevard at number 24 in the rankings for a couple of days but on the day of the data entry Brevard ranked number 2 in the state. Staff has begun looking at ways to manage the inaccuracies in the list of available jobs as a more appropriate way to manage the report believing that continuing the process of building relationships with Brevard County businesses will lead to receiving more placement information while eliminating duplicates and triplicates of jobs available.
20 of 29
February 14, 2012
Local Performance Report for July 1, 2011 – December 31, 2011
Information Brief
Background
In conjunction with the Business to Jobs (B2J) formerly known as Business Process Reengineering (BPR) design, new performance measures were developed that would more closely align with and measure the progress of the new design and focus. These measures were approved by the committee in February 2010 and replaced existing contract performance measures. The measures were evaluated and adjusted and new goals negotiated prior to the start the current Program Year (2011-2012). The attached chart reflects 2nd Quarter Performance based on updated minimum and accelerated goals. The chart shows the measures with the Minimum and Accelerated Goals for Contractor payments. The Performance Rate is shown with a red background if the minimum measure was missed and with a green background if the accelerated rate was met or exceeded. Performance that met the minimum but not accelerated is shown with a normal background. Because these measures are unique to Brevard there is no longer a comparison to performance ranking in other regions. Brevard Workforce Career Centers continue to perform well as evidenced by the fact that they have met and/or exceeded performance for 9 of their 10 measures. One measure (Measure 6 – Market Retention) was evaluated for the calculation time-frames and was modified for this program year. At 57%, performance on this measure is still above the 45% rate of last year but is continuing to drop from 64.2% last quarter. Staff will continue to analyze this measure in an attempt to identify cause and effect of the declining performance. Board staff has continued to track the original Federal and State measures. Those results are shown in the package as the ‘MMR Watch Measures’ brief. While performance on the MMR measures are below average, all of them continue to trend upward showing increases over September’s report. These measures continue to be monitored closely.
21 of 29
Minimum Goal
Accelerated Goal
Actual Performance
1% of all business accounts that received an Engagement Service.
30.0% 35.0% 45%
2The total business customer rating of one question regarding overall satisfaction and reported on a 1-5 scale.
85.0% 90.0% 90%
3% of Brevard Businesses in the construction/ manufacturing/ transportation industry with 5 or more employees receiving at least 1 Market Penetration Service.
26.0% 30.0% 34%
4% of Brevard Businesses in the healthcare/professional industry with 5 or more employees receiving at least 1 Market Penetration Service.
9.0% 13.0% 18%
5% of Brevard Businesses in the General/Other industries with 5 or more employees receiving at least 1 Market Penetration Service.
7.0% 9.0% 13%
6% of employers who have received an Engagement service in the past 24 months and have returned for an Engagement in the past 180 days.
74.0% 77.0% 57%
7% of staff referrals given within a business cluster in which the job seeker became employed.
20.0% 25.0% 21%
8
% of job openings posted in EFM, by employers who have received an identified Job Order Service(s) from the attached list of services, during the report period that are filled.
35.0% 41.0% 39%
9
% of WIA Youth who enter unsubsidized employment, military, a qualified apprenticeship program(s), post-secondary education, advanced training, or receives a HS diploma or equivalent, or obtains a post-secondary credential or industry-recognized certification by closure
80.0% 90.0% 89%
10
% of WIA Youth who are assessed as basic skills deficient at registration who achieve at least one educational functioning grade level gain in math and/or reading and/or language on or before the anniversary of the program participation date and/or closure date.
65.0% 70.0% 67%
Performance Year-to-Date through 12/31/2011Local Performance Measures
Program Year 2011 -2012
22 of 29
Region# Name 13 Rank Average Low % High %1 Welfare Transition Entered Employment Rate 36.7% 2 31.0% 16.2-29.6 35.4-39.5
2 Welfare Transition Entered Employment Wage Rate 69.2% 8 68.3% 65.6-67.0 69.9-72.6
3 Welfare Transition Federal All Family Participation Rate 48.4% 11 46.8% 18.1-35.1 55.2-64.6
4 Welfare Transition Federal Two Parent Participation Rate 44.1% 16 52.4% 17.6-38.9 65.3-72.4
5 WIA Adult Employed Worker Outcome Rate 85.7% 14 89.3% 50.0-76.2 100 (6)
6 WIA Adult Employed Worker Outcome Rate - Those Who Received Training Services 90.3% 17 91.6% 53.0-85.7 100 (8)
7 WIA Adult Entered Employment Rate 88.2% 21 96.3% 60.5-91.8 100 (10)
8 WIA Adult Entered Employment Wage Rate 121.5% 11 119.4% 95.9-105.2 141.3-181.3
9 WIA Dislocated Worker Entered Employment Rate 98.1% 14 98.5% 80.0-95.6 100 (11)
10 WIA Dislocated Worker Entered Employment Wage Rate 117.9% 9 118.2% 95.3-103.5 119.5-151.9
11 WIA Adult and Dislocated Worker Entered Employment Rate 94.9% 19 97.7% 71.4-94.9 100 (5)
12 WIA In-School Youth Outcome Rate 83.3% 21 95.7% 66.7-90.0 100 (13)
13 WIA Out-Of-School Youth Outcome Rate 90.0% 19 93.3% 55.6-90.0 100 (13)
14 WIA Younger Youth Skill Attainment Rate 100.0% 1 96.8% 66.7-93.4 100 (10)
15 WIA Younger Youth Positive Outcome Rate 83.3% 19 94.8% 60.0-83.3 100 (11)
16 Timeliness of Data Input For WIA Participations 3.8 9 8.7 7.6-37.8 0-1.9
17 Timeliness of Data Input For WIA Closures 2.2 15 4.1 0 402-22.618 Wagner-Peyser Entered Employment Rate 22.5% 18 28.8% 19.0-22.2 32.6-72.8
19 Wagner-Peyser Entered Employment Rate for those Employed at Participation 24.7% 11 28.7% 19.4-20.8 37.3-75.0
20 Wagner-Peyser Job Placement Wage Rate 121.3% 1 77.5% 64.3-73.1 95.6-121.3
21 Short-Term Veterans Entered Employment Rate 21.5% 20 31.5% 19.7-24.3 50.5-84.3
22 Short-Term Veterans Entered Employment Rate for those Employed at Participation 26.3% 18 33.7% 19.1-25.5 56.8-85.7
23 REA Entered Employment Rate 26.1% 17 35.1% 16.1-24.7 34.7-76.624 REA Job Placement Wage Rate 105.2% 4 87.7% 66.5-82.2 95.8-156.9
25 Wagner-Peyser Percent Of Job Openings Filled 42.7% 10 32.5% 4.1-21.0 61.8-177.1
26 Wagner-Peyser Closed Positions Filled Rate 33.6% 11 27.8% 1.0-23.2 53.8-73.2
NOTE: The small number in parentheses is the number of regions with 100%
Performance Measure Performance Range
Watch Measures - Monthly Management Report
StatewideData through 12/31/2011
23 of 29
February 14, 2012
Information Brief
Local Customer Satisfaction Survey Results - (July – December 2011)
The state of Florida no longer contracts with Brandt Information Services to provide Job Seeker and Employer Customer Satisfaction Surveys and is in the process of forming a workgroup(s) to review the survey process and to establish new surveys and methods for completing them.
Background
In conjunction with the “Business to Jobs” new design, one of the new measures established was a Business Satisfaction Survey conducted locally and the results of that survey are contained in this brief. The survey was kept simple in hopes of soliciting more responses with fewer interruptions to the businesses. Any business receiving an Engagement Service, receives an e-mail with a link to a Survey Monkey survey. The survey asks them to rate their satisfaction with the service(s) they have received from Brevard Workforce. As of January 23, 2012, approximately 1,475 e-mails had been sent out and 279 surveys had been completed (19% Return Rate). The overall Customer Satisfaction Performance Rate was 89.6%. There is an overall upward trend in the Employers Satisfaction ratings. This trend can be seen in the comments and based on the comments is directly attributable the relationship building that is an integral part of the new model. The following chart shows the results:
0% 10% 20% 30% 40% 50% 60% 70%
5 - Excellent
4 - O.K.
3 - Neutral
2 - Needs Improvement
1 - Dissatisfied
% of Respondents
24 of 29
Employer Satisfaction Survey
Response
% Response
Count 5 - Very Good 68.5% 191 4 - O.K. 17.9% 50 3 - Neutral 9.0% 25 2 - Needs Improvement 2.5% 7 1 - Dissatisfied 2.2% 6
A comment box was also included in case employers wanted to expand upon their rating. Forty-Two (42) employers took advantage of that opportunity and their comments are included below:
1. Working with Deborah Ballard was an extreme pleasure. Her eagerness to support my needs was incredible and her knowledge of additional programs to help find the right candidate and possibly secure some State/Government funds was of great interest to me. The whole process was enjoyable and professional.
2. Lots of resumes! 3. Dealing with the Brevard Workforce has been a pleasure and has helped me to continue
to hire and grow my business in a very difficult economy... 4. Good personal one on one customer service. Good responses to ad. 5. The customer service provided was not up to par. Also the candidates that were sent to
us did not have the job skills we had listed. Even after speaking to a representative they still referred candidates who did not qualify. We had better luck through Craig's List.
6. Sheryl Cost is an excellent resource that offers priceless support to us as a small business in Brevard. We utilize your services for all positions first! Excellent service, as always!
7. I have not used your services. 8. Michelle McAlpin has been great to work with. She has great suggestions and always
follows up. I really appreciate her. 9. Brevard Workforce is quick, and proficient. Keep up the good work, and Merry
Christmas !! 10. We work closely with Kathy Parrot, who does a great job of staying on top of our job
openings posted and doing what she can to assist us in keeping our openings current and up-to-date. (Thank you, Kathy!) Aside from Kathy's efforts, we have had some instances in the past where candidates have been submitted/recommended for positions by a Brevard Workforce member where the candidate was completely outside the scope of the job description posted. If there could be a more thorough screening of candidates submitted/recommended for positions that would be a great help. Overall the ability to post jobs and search resumes in the database is great -- we love having that resource to tap into for local candidates. If we could provide a "wish list" it would be to tweak a few aspects of the website regarding resume review and searching capabilities. For example, strengthen the resume search features to allow us to perform better Boolean searches and locate strong candidates more quickly.
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11. I have not received any qualified applicants for job opening 12. Valerie was very helpful!! 13. they were very helpful in posting our Ad 14. Your organization and everyone involved is amazing. You provide an invaluable
service to potential employees and employers as well. 15. We have a wonderful and helpful relationship. 16. My question was answered promptly. 17. Brevard Workforce continues to be our primary source for posting job openings and
other hiring related issues. Keep up the good work. 18. I thought the service was great and I found the Brevard Workforce staff to be helpful.
The only constuctive feedback I have is that my job posting was changed slightly by a Brevard Workforce employee and I was not contacted about the change. The change they made was helpful but it would be nice to be notified. Thank you.
19. Michele McAlpin is extremely professional and very helpful. She is quick to help. I would not hesitate to give her an excellent review.
20. Brevard Workforce did a great job of putting us in contact with a number of qualified applicants. Valerie Carothers could not have been more helpful.
21. Lori Goodwin is great! Love Michele McAlpin!!!! They are always available if I have any questions. They are consistent with their follow up on job orders.
22. Had never placed a job posting before and found the personnel to be helpful and courteous when I had questions. Also received many more inquiries in response to the posting than I had anticipated.
23. The staff was very efficient and helpful. 24. My only suggestion would be that when I post a job ALL interested candidates send
their resumes to my email address for consideration. What is happening now is that I do receive resumes from those who read my directions to send me their resume, but there are those who do not and I have to go into the system to look at them and sometimes their resume isn't visible. It is difficult to remember who sent me their resumes via email address when I am in the system. Therefore, having one place to review the resumes is the best method.
25. From my perception, there's a wide gap between Excellent and Okay. The service that I receive is always very good.
26. I am not the most computer literate person and am already short on time since I am short on people. Michelle McAlpin was great about helping me set up an account and password, to screen candidates for me and create the job description. I have contacted her via email for something since then (related to my search) and she responded promptly, I was impressed and would call her again. 10 years ago I tried placing an ad thru Brevard Job Link. The service I received was poor in terms of screening, initial help and follow up was so poor that I was reluctant to ever try them again. I found the person I hope to hire thru Craigslist but would use your services again in a heartbeat! Please tell Michelle thanks from me! Thanks for your help.
27. I have found that even though people don't meet the requirement stated in the job description, they are applying anyways. I assume they are doing this because they need
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to apply for a certain amount of jobs per week to keep collecting their unemployment or government help. There should be a way to prevent this.
28. We have always received excellent service in a very timely manner. Colleen Straney is stellar!!
29. I created a list of five interview questions for the applicant to answer. Your rep told me they MUST answer those questions before being able to proceed to the actual application process. Not one person has answered the question set. All 21 have been able to bypass it. I considered the questions to be integral to the interview process and could serve as a preliminary "weeding" tool. I am disappointed that this does not work the way I was told it would.
30. I am disappointed that I had driven to Rockledge expecting a job fair to be on the 30th as discussed earlier this month with a rep but finding that there was no job fair, only some training on resume and cover letter writing for candidates. I'm hoping that you will be able to organize some recruiting event(s) that will assist us in meeting face-to-face with potential candidates for positions in the painting contracting industry.
31. We received an ample supply of applicants. 32. Great service. My only comment was that the application process online was
cumbersome. And not geared toward a manufacturing or fabrication shop. 33. After spending twenty minutes trying to sign up and place an advertisement for a part-
time cook, the finished product was listed as full time even though I specified it was part time. I tried to go back and see if I could make changes and lost the whole thing. A complete waste of my time.
34. Cynde Goodwin was very professional in her presentation. We are just now going to try the employment services so we have no experience yet with the actual services offered.
35. Always very helpful when putting together job listing and managing them. Thank you. 36. Very responsive and quick to get my employment opportunities posted on Employ
Florida. Extremely helpful with screening and providing resumes to me. 37. A great number of applicants that did not match criteria 38. Deborah Ballard always does an outstanding job marketing your services to our
displaced workers 39. Not sure what services I just received. 40. Lori Goodwin was very helpful in coordinating information from the Job Fair on Sept
15th for us. We were able to hire 2 candidates so far from that fair. She is a pleasure to work with. Michele McAlpin is also great! She follows up promptly with my job orders on Employ Florida. She is pleasant and very helpful. I also went to a SHRM workshop with Brevard Workforce recently. Sheryl Cost was amazing, provided me with tools for successful job posting.
41. Pushy employees who feel that everyone is doing things behind their back. As an employer I do not want someone babysitting me about my jobs in your system. I am well aware that there are applicants and majority are not qualified. There should be a better system for keeping jobs posted rather than having someone email you 3 times per month breathing down your back.
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42. You don't sent qualified candidates' resumes. Read the job description before sending someone who does not have the minimum qualifications. STOP sending former Space Center employees. They have an unrealistic salary expectation. I would suggest training them that this is the "real world" and the government gravy train has derailed.
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BREVARD WORKFORCE OPERATIONS COMMITTEE (BWOC)
ATTENDANCE RECORD
PY 2011-2012 Aug Nov Feb May
Anania, Tracy P P
Ascanio, Pam P P
Bartok, Marj A A
Bean, Michael P
switched committees per BW
request
Brown, Carolyn A A
Chivers, William P P
Coyne, Mildred P P
Olson, Dayle P A
Olson, Wayne A A
Rendon, Fernando A A
Stratton, Patricia A A
Whitten, Stockton P P
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