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MINUTES - 05051998 - C68
FHS#19 •1+ 4 1f TO: BOARD OF SUPERVISORS •,r"""`�/ .}• CONTRA FROM: FAMILY&HUMAN SERVICES COMMITTEE t � COSTA COUNTr DATE: May 6, 1998 SUBJECT: CaIWORKS Implementation SPECIFIC REQUEST(S) OR RECOMMENDATION(S)& BACKGROUND ANDJUSTIFICATION RECOMMENDATION(S. 1. ACCEPT the attached status report on CaIWORKS implementation from the Social Service Director which includes updates on: • federal and state budget/legislation • regional and statewide work groups • CalWorks and Welfare-to-Work services • supportive services for clients • staff development services • outcome measures, data collection and tracking • public input/community presentations • countywide workforce development, job creation, employment and training initiatives 2. REQUEST the Social Service Director to provide a further status report on CaIWORKS at the June 22, 1998 Family and Human Services Committee meeting. CONTINUED ON ATTACHMENT: —YES SIGNATURE: RECOMMENDATION OF COUNTY ADMINISTRATOR—RECOMMENDATION OF BOARD COMMITTEE —APPROVE —OTHER SIGNATURE(S): Donna er Mark De$eufnler ACTION OF BOARD ON .. May 5 s 1 ()qA APPROVED As RECOMMENDED Z_OTHER VOTE OF SUPERVISORS I HEREBY CERTIFY THAT THIS IS A X UNANIMOUS(ABSENT – – – – ) TRUE AND CORRECT COPY OF AN AYES: NOES: ACTION TAKEN AND ENTERED ABSENT: ABSTAIN: ON MINUTES OF THE BOARD OF SUPERVISORS ON THE DATE SHOWN. Contact:Sara Hofftwtn,335-'IM ATTESTED _ _M a Y 5 , 19 9 8 PHIL BATCHELOR,CLERK OF THE BOARD OF SUPERVISORS cc: S.Hoffman,CAO AND COUNTY ADMINISTRATOR J.Cullen,Social Service C.Linville,Social Service Local 535(via Social Service) Ila JUL , PUTY .................................................................................................................................................... ..........— ............................................................................ ................................. U- o 8 Lf) Ln 0) co C\j X ; I co In W fV C: cc 0. o o if% Itt V)Lo 7 C4 1 ISR, I M:� 00 0) IN M) to V T) C,4 T T C\j (3) in f I N IN co C9 Page 21 Printed: April 8, 1998 . ...................................................................................................................................................................................... _... ......... ......... ......... ......... ..._..... ..._...._.. ......... ............. ........... .._...._.... ............ .......... ...... _ __.... 1 { E j m ■rrr�r � ! ItJ ' 00 iV Ch N m j M . 4N i I � y Fl A ►- I , w 04 In cz 1 '. l7 111 O V 1 i I i * N N } f Page 23 Printed: April 8, 1998 ......... ......... ......... ......... ......... ......... ......... ._...... .......... .._................................. ......... ......... ......... ......... ........ ._ ..... . ._ ...._... ......... ......... ......... ......... 1 I � o Os c E � ki 8� � (� Ba °' � a � E m ' J W •CXD S t¢¢�XFi� ap� REM m Al � n E J E ` m U c E E i i I �--- E SSE E c rX�F` tt (h Nu N 4 V vt .... . ....................................................................................................................................................... ......... ......... ......... ._....... ......... ............ ............................. ....._...... ........_................. ........ t' N M i 00 .tea o LL -- °' "°f----- - — - �'' `� rad (v\✓,�� Epp , m E �� � M N � N I I U` `am I ago CQ Ro g°a L �03 O ^ N m i C14 m 09 ' � _ N rte. LL 75 E i i f °° ,a U � 0 C U � EE E N N a) 7:3 o a � z � i EU j E <0r cli civ U E IN O LOrn W I .6 1 < > EE� o i Y 4 f 1 I h ii N � w ! ci g i i UO ? °' C14 cz tr •�- m m e ;►writ a� I tV ' ~ c `_ jcq J� , ca Ist cz wa t I �- r s r, w cm r� �" d► r 7rl'r- Page 22 Printed: April 8, 1998 _.._. .. __._... ......... ....................................... . .. .. . ................................................................................................................................................................................................................. ._.... ...._........ . ......... ......... ... _..._. Contra Costa County Social Service Department Ca1Wt3RKs COMMUNITY SERVICE Participant needs work experience/ Participant completed 16-24 months increase in worts activity hours. of W'rW Plan and is not employed'' See Assessment Specialist Review job goals Reassessment, if appropriate Review available slots appropriate to job goals and selection Call Employer to set up interview Make sure participant has correct ; date,time and place NXIWINAWIs Follow-up after interview(repeat above steps as necessary) Complete W WCC2 a ;un Sign Activity Agreement �l Refer case back to Employment ;3 Specialist °* Monitor monthly P"S "t l ComServ.vsd Od/22J98 Contra Costa County Social Service Department CaiWORKs NON-COMPLIANCE Non-Cooperation an 30 day NOA be Schedule appointment seat between CME and No and sent!partial NA840 last day of month? (no budget) k� CDS or GIS# Yes Schedule Appointmentanti Set control to send 10- send NA840(CDS#056) day notice if no contact from participant S''k Response from No Proceed with sanction with k participant? 10 day notice. Yes Meet with participant Discuss possible barriers Reasonable cause (e.g. substance abuse)with determined? No 0, participant and refer as appropriate. v Yes-, Continue with current plan/ Continue with current plan/ agreement or amend agreement or amend xr. Cooperation in Send 10-day NOA for activity? r ... No sanction(CDS#055) Yes' Continue with plan! * agreement Response? y .No Proceed with sanction Yes NonCompl.vsd °4121198 ,,N ..,,,k...N ....._.._._. ......................_._......................................................................................................... .................................................................................................................................................................................................................................... ... .. .._.. _ Contra Costa County. Social Service department CaIWORKs WELFARE TO WORK PLANS J Assessment Working Self-Initiated Program ,. WUFN 'r- See Assessment Specialist x .. gg WE . yikr:#*E'te. 7-7; ps�`sY`.�.. : t.". '"�". ;wr v Add other WTW 26 hours/week Add other WTW SIP 32 hours/ activities/ Review Job Goals 14 minimum? ° activities. week? ° Community R Service M1. �E"ItTE Yes Yes Discuss Work r Experience/ Offer Job Education/ Retention Services Complete WTW2 Training or /Education/ with all activities 10 combination. Training. �Y. Participant, Worker f and Supervisor ji sign WTW2. � .nRY Refer back to Employment Specialist. Monitor attendance monthly VVTtNPians.vsd 04/21/98 Contra Costa County SociaF Services department CalWORKS ASSESSMENT FLOW -- Job Club r Testing Assessment Scheduled Interview with Assessment Specialist r Review test results -Review other documentationlforms(GN107, WTWCC3, GN20) Discuss participant objectives -Complete GN6 using California Occupational Guide or EDS data base -Discuss time frames to meet goals(do reality check) Ensure GN100 is complete -Agree on participant goals and complete GN 109 -Agree on Training 1 Education I Work Experience Plan §.` 77 mom# Assessment Specialist completes WTW2 with assignments a Assessment Specialist, Participant, and Unit Supervisor sign WW2 Participant has 30 days to alter Plan. Return Assessment Packet to Employment Specialist to file in case. Participant begins 18-24 month plan. Employment Specialist monitors for progress Assessmt.vsd Q4 22V98� Contra Costa.County., Social Services Department CaIWORKS SELF INITIATED PROGRAMS FLOW Appraisal Interview DRAF SIP? No Process for Job Club, etc. Yes Compare to list of Acceptable Programs Give applicant opportunity I On list? No o to prove SIP will lead to employment. Yes Approve SIP Proven? No Deny SIP good cause until end of term Yes Refer to Assessment Specialist Approve SIP Moni#or Progress t Process for Job Club, etc. N W VV Plan signed for SIP followed by Job Services Return Assessment packet to Employment Specialist to file. `g ,"x Y Regular monitoring for progress Progress Okay? No— Process Non-compliance Ys Continue to end of Plan Good cause? No-*r— Compliance Plan Y Yes - .. Re-evaluate and amend Better Job Club Job Education Plan progress Search E:] P vsd 04/21198 Camra Cast County Social Service DeKT partment Jab Club t Day 1 Value of getting a job ` Supervised Job Search _. 7 Day 2 Work skills and job goals Full Time.lob? No Continue Job Search Day 3 (26+ hrs./wk.) Uncoveringthe hidden job market l ; Telemarketing, Networking,Job resources i Yes Day 4 — Completing Applications Refer to WTW Plan References Day 5 Resumes, Letters,Attire Day 6 Interview preparation Day 7 Review application and Interview MKIIIINn Day 8 Job Retention Full time supervised Job Search Conflict resolution (2 weeks) Ful!Time Job? No Refer to Assessment " Yes W- Refer to WT Plan -41 Jobclub.vsd 04121198 iX l ._..._............................................................................................._.......................... _.__.. ......... ......... ......... ............_._...._.. .._...._. . _...._... ......... .......... _..................... ...... Contra costa County Social Services Department CaIWORKS vWTW OVERVIEW Sy Supportive Services Interview Apparent€y Eligible to No Refer for other Programs Cash Aid? Yes Diversion? No �Proceedth Application Yes Process Diversion Appraisal Job Search Assessmen ' Plan Exempt Good Cause Job Club (won't benefit (won't benefit i from JC) from JC/JS) k (SIP) Review at Set end date , # least every 3 Job Search WTVV Plan months a Y Review 1 mo. before end r r; At end, End? Appraisal Yes No:. Appraisal , Set new date .< W€W Plan 1i3-24 months w"* Community Service Job? No _� Job Search Yes Reassessment Job Retention Services WTWovrvw.vsd 04!21198 ......................................................................................................11.....11.1....I'll,....I . ... ................ ...............................................-......... Contra Costa County Social Services Department SUPPt7RTIVE SERVICE INTERVIEW &APPRAISAL Supportive Service Interview -All forms are signed(SAWS-2A,VVTW-1... - Review of SAWS-2 Process IN/ES/Diversion -Make collateral contacts/referrals -Refer to Family Support -Refer to HCO/CHDP - Refer for Child Care -Obtain necessary verifications -Determine VVTW exemptions WTW Appraisal - Review Self-Appraisal Form -Discuss Employment Goals -Strength/Problem identification -Determine Good Cause Child care needed? -Approve/deny SlPs - Refer to JC or JS or Assessment Yes -Determine appropriate Supportive Services M No -Complete Activity Agreement ;P1 Give child care application packet to participant ........... Job Search Assessmen Exempt Good Cause Job Club (won't benefit (won't benefit VVTW Plan (SIP) from JC from icii -W� Review at Set end date least every 3 Job Search W'TW Plan months. Review I mo. before end At end, Appraisal End? A�Yes No--,, Appraisal -'t]Setnew date l - SupSerAp.vsd 04/21198 Contra Costa County Social Service Department : CatWt�RKs SUPPC1R71VE SERVICES Y �:t r Appraisal Interview {' r: ._/::•: } Y tk?•$:•:r:}:•'i.•...... �j Lia Employment Specialist asks if applicant has Child Care, Transportation, or other needs. Y. Transportation Child care needs` Other needs Monitor for 4 needsidentified? identified :r:>.>?; identified '—�° further needs {,,{ 1:�• , ` l process later in {{' p Yes Yes Yes Give participant Child Determine mode of I Offer resources Care Packet with transportationrC return envelope. available ,,•�•� a, s •h _ • 22..,,22 a kkti}:E3.Ak'+.�•::Yd S :......:a{:,,a•: >.:av: \:..::::.Y{;k:3k \.....}i +. } ...t..: Advance bus pass or -h : Send REE t to Child If payment is explain reimbursement UCare Unit appropriate, participant ¢ process , - ;,M }, { brings to estimate 'v k .S:w•:.{ k}`� d:•+•:•{.::-..atir,� Yt +.:.: �_-��^'{''+"', z 4e Y. ,ynf{ ---- - -- -- Applicant returns Child Give supply of monthly '° Care Forms to Child ! 2nd party check is a Y y done in GTS. Care Unit. �. forms —-Child Care Unit Participant brings in receipt for actual costs . processes eligibility and payments .... :2k:.;..{...... tr Review for overpayment J underpayment :Ff% suppsrv2.vsa ourtrss Contra Costa County Social Services Cepartrnent CaIWORKS R j ORIENTATION FLt}W ._. ill , If no show and no rescedule then denial , Orientation processed by Attended? NO Reception Staff according to district standards. Yes W -Rights and Responsibilities i -review guidebook -VVTW-1 (basic agreement) -Emphasis on Employment(include work pays) -Exemption Request Form Refer to Orientation -Self-Appraisal Form -domestic Violence Protocol -Mental Health/Substance Abuse Protocol -WTW activities and participation requirements -Job Retention activities `> Programs and Services offered by SSD Child Care(presented by Child Care worker) -Transportation -Ancillary expenses -Other programs(Medical, Food Stamps...) f'777-: ;.s.' u.7 .r-. 'z`. Has Participant attended Orienta no ? No Yes Supportive Service (Previously AFDC) (video) - Right and Responsibilities(SAWS-2 and SAWS-2A) - Budgeting - Life time limits -Diversion - Fraud Penalties orientat.vsd 04/21198 .....::::::::::::::::::::.. : :::::::::: ::: : .:.,.:::..:.:.:.,.::•:N wN. :N ::. ... _ ...... ..._.. _._.. . ... _. ... _ _ ......... _ ......... ......... ......... .................................................................................................................... Contra Costa County Social Services C)epatlment CalWORKS REFERRALS FOR MENTAL HEALTH AND SUBSTANCE ABUSE Self-identification or Behavior noted r• Discuss behavior and DRA. 4.1, evaluation with client ..?Y.G <:tY:.,':},`.`�':•:}?}}it�s:2}}:s,•.fs.'stet ctive CWS ,ado clearance :, ,: — ° Complete WTWCC 10 kx: - _-�__.___ Schedule appointment , Refer for Intensive with Health Services < Services Get release o Response in 3 days to information Division Manager i Discuss evat�cation with CWS Treatmento� Refer back to t. - 4 ,• ` recommended Employment Specialist $# r mss- 1'freatment Plan`-, rvo Complete .f Yes ailed with Court? � WTWCC90 ------ _.r____..----- _.. Employment Specialist >4 Division Manager review <> z ;rt `t}� ? •: �,_ discusses expectations .> NM3f.... Send copy to Program Analyst .� with participant jr Yes ` Schedule Send Copy to Sr. Employment - appointment ;: x incorporate _s ppo Specialist }<+ treatment in WTW _} Plan f' Response in --- s � days to Div. Sr. Employment Specialist }n Manager `A meets with participant Monitor .. a WTW Plan done Y<L` Refer back to - ecommen -No Discuss Employment :{ `Treatment? with CWS _. .. _ Specialist when ,r' Sr. Employment stable " Yes - �. 'Partici ant Specialist discusses Refer back expectations with to Emp !g k.....: :.. Discuss with �' ?„ `::` .. $: . ;. participants t CWS Seiv. "< Yes'> .._ •Y, °P's. xh K.?.' .:2ti4Yw•.-.` ,.}i}`,i, •f,}•w•• Y . r < i — ': _ Em S Send copy of »_ p` Ems• " WTWCC10 back to ntensive Do WTW Plan discusseso-- _ Health Services Services? _, •;,$��y,,, -. expectationss<, } sem•: with J within 1 week of Yee Refer back participant. # _ — recommendation Sr. Employment . to Special!stee ps Employment :•>:::fin•:>:rc:•::•`?..}r}.:::}Y . . }� Case <4: Specialist when stable > MHSAretr.vs2 04/2t/9$ ......... ......... ......... ......... ......... ......... ......... ......... ......... ......... ......... 1.11.1 .... ................ _ _.._. ._._..__....1.11_..1. ........ ......... ......... ......... ......... ......... ......... ......... Contra Costa County Social Service Departmenf CaIWORKs - DOMESTIC VIOLENCE!SEXUAL ASSAULT Symptoms noted FJ 7'z Employment Specialist ' iiiis Interviews participant :y Discuss possibility and Self-I.D.? No offer phone numbers o€ . ,, s. BWA f Rape Crisis Yes' Approve good cause { Advise participant to ., �" `'` inform worker if good Give participant BWA f Rape cause is needed for Crisis phone numbers. ` this reason omestic Violence No* Monitor frequently in home's �, Set 1 month control Yes ' . Consider referral to CWS ji ,, ,. Situation change If no change, refer to _ or lvedO Intensive Services reso Refer to Intensive Services, Worker +r. :,::W `. Monitor frequently Yes <`+r7..' Evaluate Situation for continued waiver of program ° requirements. Situation Chang �o Continue waiver of or resolved? program regirements Yes --- • Make frequent contacts Evaluate situation for until situation is resolved °{ continued waiver of program requirements. When situation is stabilized and/or participant is able to continue with program, amend activity contract and continue. Terminate Intensive Services oVSA.vsd 04129/98 Contra Cash.County` Social Services Department Ca1WORKS APPLICATION PROCESS it Applicant enters office Greeted by Resource Desk Staff Refer to other Applying for CaIV110RKs? No io programs or assisted ' W' 3h ` by Resource Desk Yes Referred to Reception to apply 7,7777R et-!.M%t:.,u '1A%ki• i$a u...... Referred to other Application signed? No 0, programs or assisted "rye by Reception Yes Reception gives applicant the forms packet schedules Orientation and Supportive Services Interview 04129198 App�sroc.vsd� Contra Costa County CaIW4RKs SERVICE DELIVERY MODEL ; f.. k Work Activities ., and Supportive Services (SSD staff or Other Providers) . Unemployed ar Retention Services No underemployed? offered (SSD staff or Other Providers) Yes REAPPRAISAL WiW tune limits ended? COMMUNITY SERVICES Job available? No (32 hours 1 week) (SSD staff or Other Providers) Yes Referparticipant to jab 60 months of cash aid received? Yes SAFETY NET SERVICES WTWsf2.vsd 04/21198 Contra Costa County CsIWORKs SERVICE DELIVERY MODEL 44M m SUPPORTIVE SE RV#CES INTERVIEW {.k�T.;.>, �s� �.• �.:� APPRAISAL L ' { CalWORKs Eligible? No denial 2nd Contact 2-3 hours Diversion 1D Family Support Granted Health Coverage Captions ITT7 50NEWWWO -11 Supportive Services Granted Yes Job Club 1 Job Search 4 weeks (SSD Staff or other Providers) (Exit due to employment) i Eligible for CALWORKs Retention Services (12 Unemployed! (employed required hours} iii underemployed N° 12 months} �� . Retention Services ? . : (12 months) YesU., •.4 YeS x�` �°`. wOiz Assign to ASSESSMENT case manager J WTW Plan signed INTENSIVE STANDARD Case Management Case Management Assign to Case Manager Assign to Case Manager (SSD Staff or other Providers) Yes VYi1Nsf2.v`_�p4t2'l t98 0 Con#ra Costa County Ca1Wt3RKs SERVICE DELIVERY>MODEL 11t Information/Help Desk First Contact f 21/2to3 hours SSD Services Referral to Community/ ' requested? .. ° Employment Resources yes --�' Reception CalWORKs? No (application for other benefits) Yes (Screening) o Reception (Ca1WORKs traditional WrW eligibility process) Yes .., r Complete SAWS-1 for Ca(W{7RKs i WTW AM ZQ Ca1WORKs 1 WTW a Orientation ' " .. Yeses,. �u. Assign to Employment Specialist IN/ES processed timely Schedule for: Support Service Interview .x Yes W'1Wsf2.vsd 04121/9$ Cl . ... � tt....:.:.::.......: »»»»»> Attachment C CONTRA COSTA COUNTY CalWORKs Instructional and Job Training Plan March 1998 Created by Contra Costa.County Educational Jab Training Consortium: City of Richmond Private Industry Council Contra Costa Community College District) Contra Costa County Adult Education Centers Centra Costa County Office of Education RCDP Contra Costa County private Industry Council Contra Costa County Social Service Department Employment Development Department, State of California This plan is submitted pursuant to Section 1053 of the Welfare and institutions Cade required by The Welfare to Work Act of 1997, AB 1542 ......................................................................................................... ` ' ' . TABLE OF CONTENTS � ' Program Goals_,~^,..,^^_,,,,,^,^`~_ ..............................................................................3 Section / ...................................................................................3 � Section ~ 7 � Section 3 R Section4 .,^^.,_,,.,^~..,,,^^,~^_.,~,,,__,,^^.^^,~.____._,_,,^.,,.,._.___._.'.,8 Section 5 ._.,,^._^_.,^,..^._^,,,^,_.,^,,_,_',_.___._`_._.__^__.__.____}A ' � � � � ~�C[D]D ~ ..--..^^..—,^—,^—,...^^.`.,.`-^...-^^^.-.~^.---.--,.—.--..__,,__.l2 ' Annual Review .......................................................................................................14 Appendix A_ Map nf Contra CnoDl County ^ Appendix B - 1998 Contra Costa County Educational Job Training Matrix . . Appendix C _ Contra Costa County Occupations Ranked by Number of Total � Job Openings in Employment 1994-2001 Appendix Tl _ Contra Costa Times Sunday Job Network, November 1097 � T� --Contra _ '-rr_-_~- ^~ �~^.�� �~.~~ ���..� ,. ~..~~._~ ~ ^ . Matrix JobPlacement � (1998) � � � 2 Contra Costa County Instructional and Job Training Plan 3198 . ... .................................................................................................................................................................................... ................................................................................................................................................................................................................................... ..__ ......... . . __. _.. _. _ _ _ __ _ CONTRA COSTA COUNTY CalWORKs Instructional and .lob Training Plan PROGRAM GOALS The Contra Costa County Educational Job Training Consortium will provide training programs which meet labor market demand in Contra Costa County. These programs will be strategically located across the County to enable CalWORKs participants to develop the skills required for gainful employment. SECTION 1 An estimate of the number of Ca1WORKs participants in the County that are expected to require education and job training services and a description of the types of services necessary to meet their needs, pursuant to the County Plan required by Section 10530 of the Welfare and Institutions code. Current Participants There will be approximately 8,000 welfare-to-work participants (March to December . 1998) in Contra Costa County. Approximately 50 percent may go to non-compliance. Of the remaining 4,000 participants, nearly 50 percent may find jabs. .The remaining 2,000 participants include about 1,000 who may want or need training. New ParticiRants The County Social Service Department expects approximately 9,000 new applicants between March and december 1998.• Approximately 50 percent may be denied or not willing to cooperate. Of the remaining 4,500, nearly 50 percent may find jobs. This leaves close to 2,250, including about 50 percent (1,125) new participants who may want or need training. Total Number of Participants. Current and new participants in 1998 --2,125 Current and new participants in 1999'-- 1,500 3 Contra Costa county Instructional and Job Training Plan 3198 ............................................................................................................................I...... ......................................................................... .............................................. Participants By Region The 2,1.25 participants requiring job training in 1998 are located in the fo owing reg on of the County: (See Appendix A.) Region Percent Number Cities West 50% 1,063 Richmond north to Hercules Central 17% 361 San Ramon north to Martinez East 33% 701 Pittsburg east to Byron Many who fail to cooperate will enter the system at a later date. The Contra Costa County Social Service Department will provide annual updates regarding the number of participants expected to need education and job training services. These revisions will be included in the Contra,Costa County CaIWORKs Instructional and Job Training Plan amendments. Particip gnt�Qata Estimates of education and skill level among potential CalWORKs participants vary. The Contra Costa County Social Service Department summary of the 1997 Kearney Report (a 5-year aid and unemployment trend analysis) indicates: over 66 percent of all aid participants have obtained at least a high school level of education; and a common reason for not being in the workforce is not having enough job skills/experience. Types of Services Provided The Contra Costa County CalWORKs Plan states, "Training and employment-related activities include job readiness services Oob club/job search programs), job *development and participant job-networking, ESL, ABE and GED courses, short-term vocational educational training and community college programs."I (See 1998 Contra Costa County Educational Job Training Programs Matrix in Appendix B.) All Contra Costa County educational providers, namely the Adult Education Centers, the Community Colleges and the County Regional Occupational Program (ROP), are prepared to train CalWORKs participants for current and emerging career fields which have high employability potential in Contra Costa County. The training provided covers Contra Costa County CaIWORKs Plan, November 11, 1997,page 6. 4 Contra Costa County Instructional and Job Training Plan 3/98 ................................... ............ ...................................................................... .................................................................................................................................................. ................................................................................................................................. .......... Types of Services Provided (Continued) the academic, technical, and personal skills needed to be successful in the workplace. These workforce development programs often provide job shadowing and/or internship opportunities for students which are particularly helpful in moving welfare participants to the world of work. Educational agencies are implementing programs which support the leamer in a comprehensive manner. Removing barriers and improving access is paramount in providing a successful setting for clients. Therefore, basic skills training, ESL, child care, tutoring, financial assistance, study skills, GED testing, high school diploma classes, and mentoring are support services which are available at various levels at all educational institutions. • The County Social Service Department offers assessment, on-going case management, cash supportive services, job readiness, job search assistance, and job development. • The Community Colleges have submitted approved funding applications to provide education, short-term job training, and the following related services: • Assessment • Child Care • Job Club • Work Study • ESL • EOPS/6ARE • Disabled Students Programs and Services • Counseling • Financial Aid • Other Services as Needed • The Adult Education Centers and the County ROP are submitting (with this Instructional and Job Training Plan) a funding application to provide education, short-term job training and the following related services: • Assessment • Job Club (including job readiness and job search support) • Adult Basic Education (ABE) • High School Diploma • General Equivalency Degree (GED) • English as a Second Language (ESL) 5 Contra Costa County Instructional and Job Training Plan 3/98 .............................................................................................................................. Types of Services Provided (Continued) • Refugee Employment Services • Parent Education • Citizenship Preparation • Other Services as Needed • As part of this Plan the County Educational Job Training Consortium has created the 1998 Contra Costa County Educational Jab Training Programs Matrix which matches the Consortium's current jab training programs with the County's top 100 occupations ranked by number of total openings identified by the Employment Development Department's Labor Market Information Division. (See Appendix B.) The job titles are clustered by their Occupational Employment Statistics (UES) code, which groups job families for ease of use by Contra Costa County Social Service Department CalWURKs case managers. Emerging occupations for which no UES code has been established are listed with related job family clusters or at the bottom of the matrix. The training matrix will be updated at least annually by the Consortium. • All of the training provided by the Contra Costa County Educational Job Training Consortium is labor market driven. Individual training programs will remain in effect only so long as a sufficient number of corresponding employment opportunities are available and student demand is sufficient. Training programs for new and emerging careers are also developed in order to meet their small but growing job markets. A key aspect of support and service for participants can be found at the career centers which are located on the educational provider's campuses. Career center personnel provide students with a myriad of resources and services including, but not limited to: • Job listings • Vocational assessment • Computerized employer connection • Presentations by potential employers • Assistance in preparing resumes • Mock interviews (videotaping is available) • Advising sessions • Job preparation workshops • Labor market trends • Community agency contacts Many employability needs are met through the services provided by personnel in these well-equipped career centers. 6 Contra Costa County Instructional and Job Training Plan 3198 Rtttttt ,............ ......... ::: ,,,,,....... . N w.N.N. N.. ...NNN M,.�.N.N _...._. ......... ......... ......... ......... ...._._.. .__ ........... ......... ......... ......... ......... ......... ......... ......... ......... ....._._. ......... ......... ......... ......... ......... ......... ................ Tunes of Services Provided (continued) The Centra Costa educational providers have experience and expertise regarding support services needed for students to be successful in training programs and on the jab. These services, as outlined above, are available on educational campuses and are being strengthened in order to meet the challenges of the CalWORKs participants. The providers feel confident that a wide variety of services are accessible to meet the individual needs of customers. SECTION 2 An estimate of the number of spaces available in short-term classes that are offered as part of the regular course schedule at educational institutions that may be used by CaIWORKs participants in the County. Short-Term Glasses The 1998 Contra Costa County Educational Job Training Programs Matrix (see Appendix A) illustrates the current short-term classes which are offered by the County EducationalTraining Program Consortium. Spaces Available " Based upon the numbers of CalWORKs participants projected to need education and job training services (See Section 1), the Adult Education Centers, Community Colleges and County ROP have sufficient funding and facility capacity to meet these participants' training needs. The funding that exists to serve CalWORKs participants includes existing instructional allocations from the state and additional funds identified for CalWORKs education and job training. Available funding capacity is predicated on class sizes which meet the budgetary requirements of each educational;agency. These educational agencies have already established flexible, short-term schedules to meet the needs of education and job training participants. 7 Contra Costa County instructional and Job Training Plan 3/98 ............11.1.1................................................................................................................................................ ........ ............................................................... SECTION 3 An estimate of the number of full-time equivalent students and average daily attendance rates that will be generated by CaIWORKs participants at each institution in excess of the number of participants attending these institutions in the 1996-97 fiscal year. CalWORKs FTE/ADA In years prior to 1996, a significant number of Contra Costa County Social Service Department participants were referred and served by Contra Costa County educational agencies. However, beginning in the fall of 1996 through spring of 1998, these educational providers experienced decreases in the number of GAIN/AFDC participants referred for education and training. The Contra Costa educational agencies expect a gradual increase in enrollment as CaIWORKs is implemented and are hopeful excess enrollment will occur during the 1998-1999 academic year. SECTION 4 Proposals for expansion of services and course offerings that are particularly suited for the needs of CaIWORKs participants. Pathway Services The Consortium considers a high priority the development of Articulation Agreements which provide pathways from Adult Education and ROP programs through the Community College system so CaIWORKs participants experience smooth transition from beginning-to-advanced levels of course work. Articulation Agreements are written documents which state the conditions under which transfer credit and/or advanced placement is granted for course work completed at another educational institution. Priority for Articulation Agreement development should be given to career pathways which. * are in high demand job areas; 0 are already taught at different levels by the Adult Education Centers, Community Colleges, and County ROP; are in emerging occupations; and represent occupational areas with Career Ladders (entry level employment with opportunities for upward mobility through additional education). 8 Contra Costa County Instructional and Job Training Plan 3/96 ............. ................ ....... ... ......... .................................. ...........................................................- Pathway Services (Continued) Local examples of priority career pathways include: • Early Childhood Education • Business & Administrative Support Health Careers Initial efforts will include development of a listing of current Articulation agreements and identification of obstacles which delay implementation of new or renewal Articulation Agreements. Scheduling Services Time and convenience must be considered when designing schedules for CalWORKs participant training, particularly for this population who may have child care and transportation issues. Educational agencies are cognizant of this and have the flexibility to offer multiple activities (See Types of Services Provided, Page 5) at the educational institution which benefit students. This scheduling insures that the student maximizes his or her time in school and addresses several needs simultaneously. For example, a client needing basic academic skills and job training could participate in activities concurrently. Most Adult Education and ROP classes are open-entry, which also allows the student to enter class when referred without a waiting period. Community colleges offer tutoring or learning centers where students can attend class and then receive academic support while on campus. . Evening Classes Educational,agencies offer classes at flexible hours in the evening or through an independent study mode for Cal WORKs participants who are working but need a high school diploma or additional fob training in order to obtain a higher wage job. Learning Styles The educational agencies understand adult learning styles and utilize a broad range of instructional training activities which effectively enhance adult learning. The educational agencies will highlight these models of success and promote expansion of such models throughout the County. 9 Contra Costa County Instructional and Job Training Plan 3/98 SECTION 5 An analysis of job demand and employment opportunities within the County using currently available, up-to-date information, and an analysis of how the courses and job training programs will assist CalWORKs participants in securing employment. Job Demand/Job Training Analysis The educational and training providers of Contra Costa County with the Contra Costa County Social Service Department jointly created the 1998 Contra Costa County Educational Job Training Programs Matrix(See Appendix B). This matrix matches the job training programs in Contra Costa with the top 100 occupations ranked by number of total openings in Contra Costa County. The 1998 Contra Costa County Educational Job Training Programs Matrix includes programs designed to educate or train participants for the top 100 growth occupations in Contra Costa County as defined by Employment Development Department reports provided by the Department's Labor Market information staff. County Social Service, Adult Education, ROP, Community College and PIC staffs have agreed to match Centra Costa County job training programs with the 1997 list of the top 100 growth positions in Contra Costa County for certification purposes.The Social Service Department has given tentative approval for the training programs included in the Consortium's matrix. (See Appendices C and D) Included in the bottom section of the 1998 Educational Job Training Programs Matrix are the educational agencies'job training programs which prepare students for work in occupations not included in the list of top 100 positions. These educational agencies have provided a unique rationale for the importance of including the non-matched job training programs on the 1998 Job Training Programs Matrix. Each educational agency provides justification as to the effectiveness of their training in preparing CaIWQRKs participants for employment. That rationale includes but is not limited to the following: Pertinent labor market information Special relationships with employers Economic development trends and strategies Industry advisory recommendations • Identification of niche business needs 10 Contra Costa County Instructional and Job Training Plan 3/38 ::::::::.............. ............ ................ .. :::. ::...: :..: ::::::N...N ::N:::N::::::::::::.:.:::::::N:::::.,::::,.:,......,,:::„:,:„::,:f„::::. ............ ............................................................................................................................................................................................... .......... ...................................... Job Demand/..lob Training Analysis (Continued} Additional information on job availability that can be used to assist in assessing the viability of training programs can be found through: • Internet Access Job Data Bases (CaIJobs, EASTBAY Works, etc.) • One Stop Centers • Adult Education, Community College, and ROP Placement and Career Center Personnel Labor Market Resources The following sources will provide continuous and current information with respect to regional employment opportunities, including: • Classified Ads (See Appendix D.) • Occupational Advisory Boards • Contra Costa Employer Advisory Council • City and County Economic Development Departments • Contra Costa Economic Partnership • Workforce Development Advisory Panel i, Chambers of Commerce • Contra Costa County Employment Development Department Labor Market Information Division • Coritra Costa Building-and Constructi6n Trades Council • Central Labor Council of Contra Costa County • Contra Costa Council • Private Industry Councils Tracking System As CalWORKs. implementation continues, the Contra Costa County educational institutions will have to develop a tracking system for placements and an evaluation system for performance in the workplace (employer satisfaction with graduates). Recommendations for partnerships and funding sources for this tracking system will be developed. Contra Costa County Instructional and Job Training Plan 3198 .................................................................................... 111.111,11.1...I......................................................................................................................................................... .......................................................................................... Job DeveloRment & Job Placement Services The Contra Costa County Workforce Development Advisory Panel conducted an extensive review of local educational training agencies who provide job.development and job placement services. Their review was reported in early 1998 in the Contra Costa County Workforce Preparation Matrix—Job DevelopmentlJob Placement(See Appendix E). This Job Development/Job Placement Matrix provides detailed information about the Consortium members' services and outreach efforts. AB 67 Outreach Assembly Bill 672, which was signed by the Governor on October 1, 1997, requires the Employment Development Department to work with local entities on the development of: a local plan for coordinating employer outreach activities and the solicitation of entry-level and other job listings, in order to reduce duplication of effort and to enhance the overall job development activities in each county. The Employment Development Department's Consortium member chairs the meeting in this county. The Employment Development Department is responsible for: 0 tracking the plans, 4 submitting a report to the legislature, and 0 reviewing the plans annually. The representatives of the CalWORKs Job Training and Placement Community Plan for Contra Costa County, in compliance with AB67, do agree to coordinate employer outreach activities through EASTBAY Works System, to include the use of the internet systems such as CalJobs and the EASTBAY Works (formerly Workweb), to solicit entry- level and other job openings. 2 AB 67. Ch. 606, approved by the Governor October 1, 1997. Filed with the Secretary of State Oct. 3, 1997,pg 35. SEC. 15 adds Section 9616.1 to the Ul Code. 13 Contra Costa County Instructional and Job Training Plan 3/98 ...............................I...I....1.11.1........................ ....I................ ................................................I.................................................................................... .........................................................................................111.1.111.11.1., ..................................................... .......... ...................................... AB 67 Outreach (Continued) The guiding principles for coordination of outreach include: • a single point of contact for the employer community; • a coordinated marketing and outreach system; • a compatible and integrated tracking system; • provisions for employers to access regional and/or a comprehensive labor pool and business resource information; • uniformity in sharing and filling job openings; • an employer-focused, user friendly quality service; and • provisions for an on-going dialogue and training among the partners to ensure quality customer service and quality control. ANNUAL REVIEW The Consortium recognizes the need for ongoing review and validation. Each year in January the Contra Costa County Superintendent of Schools will call a meeting of the Contra Costa County Educational Job Training Consortium to: discuss current labor market projections; • assess recipient needs and achievements; • determine necessary Consortium training changes; 0 update the Contra Costa County Educational Job Training Programs Matrix, and * amend the Contra Costa County CalWORKs Instructional and Job training Plan. Contra Costa County Instructional and Job Training Plan 3/98 14 ............................................................. ........... ........ .... ......... ......... ......... ......... ..................................................... .. APPENDICES 15 Contra Costa County Instructional and Job Training Plan 3/98 .................................. ........ ........ ......... ......... ......... ......... ......... ......... ......... _........... . . .... ... ...... ......... ......... ......... .._...... APPENDIX A 1 -.5, Jf� 'a r `_�� A 1 {cy;� Cy b C •�•; t6 �• ' • � fJ7 N • p r N V ' s� • 9�j 21 k9 • h`�` ts7• ca y ? i]. 'tv b ✓ 0 +V i V i . ..... ...................................................................................................................................................................... .................................................................................................................................................................................................................................................... APPENDIX P ® ar '° m m � u m m w m ti CO r ti a r., to a m ao::yr tv .p in gn r r x L CY a. to IJ)!! IM v, r 818 ...................................................................................................................................... .... ............................................................................. APPENDIX cc to r IR fr co w » w- N m 'D to of $ Od n r. a N 'E Ch y.. : spy . �: � � � � : IMH I 0 co Q) a 0 C- > > > M I till -,if I I I J I 11 J I I I I I I ................................. ............................................................................................................................................................................................................................................ .. ..... ....... _.... APPENDIX E m W Wco ars v rt v • 'r .t a 'eC st v-v cli .r a cc , P1 V 9 cc � � M m c� c tvH a u�i iri St St er a O O COLW r 0 ES APPENDIX Y M. M h- tt d' t7 i^w f�-1'4 h: h :tD CS GJ a m `* r• c� m m �' � ca �" cn � �r '°' v 1° iv iO rt7 ec ro co � �' rs co m c7 eNi � � M rrv-� c� cNi � .'r`t•, r � s � 191V pp L7yl 1 N ls�kolva � pry in 1D N :W 9U N N w co-- N W Z A w O_ 111 a !Y t� 40 RE N C T1% +t 1V I S b T Ot K � Ua 0 L two M . I M I I J. LU � � ' oil G � , ? L c^ _ ou U oa 0, � . 72 _ � 00 m ''I'll-,.......................................................................................................................................... ............................................................................................... ................................... APPENDIX B m A M I I .E r: G r= A ISO I 1L fa ad .9 lift g Eli, m- VD a a a 6 m m 9 u 9 t ur -fell I I 111 11 J,11111.11, 111 .......... ........................... .............................................................................-....... ............. APPENDIX C Contra Costa County Occupations Ranked by Number of Total Openings in Employment 1994-2001 Code Absolute. Sep• Total CA flES Occupation 1994 2001 Chats a %Chane arations Openings 130020 FINANCIAL MANAGERS 2,860 2,990 130 4.5 370 500 573050 POSTAL MAIL CARRIERS 1,260 1,290 30 2.4 230 260 580230 STOCK CLERKS--STOCKROOM,WAREHOU 1,610 1,930 120 6.6 260 880 580280 TRAFFIC,SHIPPING,RECEIVING CLKS 2,100 2,230 130 6.2 230 360 630080 FIRE FIGHTERS 630 750 120 19.0 200 320 634140 POLICE PATROL OFFICERS 730 900 170 23.3 230 400 630320 SHERIFFS AND DEPUTY SHERIFFS 550 690 140 25.5 90 230 630470 GUARDS AND WATCH GUARDS 1,944 2,600 660 34.0 310 970 650020 HOSTS,HOSTESSES-RESTAURANTS 450 510 60 13.3 114 170 650050 BARTENDERS 750 S4fl 50 6.7 180 230 650080 WAITERS AND WAITRESSES 3,480 4,170 690 19.8 1,320 2,010 650140 DINING RM ATTENDANTS,BAR HELPERS 1,280 1,350 70 5.5 500 570 650170 COUNTER ATTENDANTS-FOOD 1,960 1,870 -90 -4.6 1,230 1,140 650210 BAKERS-BREAD AND PASTRY 470 550 80 17.0 110 190 650260 COOKS--RESTAURANT 1,350 1,550 200 14.8 310 510 650320 COOKS-SPECIALTY FASTFOOD 1,520 1,650 130 8.6 340 470 650380 FOOD PREPARATION WORKERS 2,350 2.580 230 9.8 250 480 650410 COMBINED F(?OD PREP AND SERVICE 2,600 2.970 170 6.1 290 460 660020 DENTAL ASSISTANTS 930 1,080 1S0 16.1 214 360 660050 MEDICAL ASSISTANTS 710 854 140 19.7 140 240 660080 NURSE AIDES.ORDERLIES,ATTENDANTS 2,010 2.230 220 10.9 210 434 660110 HOME HEALTH CARE WORKERS 490 720230 46.9 60 290 670020 MAIDS AND HOUSEKEEPING CLEANERS 1,740 2,040 300 17.2 200 504 670050 JANITORS,CLEANERS--EXCEPT MAIDS 4,110 4.990 880 21.4 630 1,510 680050 HAIRDRESSERS,HAIRSTYLISTS 770 910 140 18.2 140 280 680140 AMUSEMENT,RECREATION ATTENDANTS 810 1,240 430 53.1 290 720 790300 GARDENERS,GROUNDSKEEPERS-EX FARI 1,740 2.130 390 22A 210 600 810020 FIRST-LINE SUP/MGR-MECH,REPAIRERS 940 980 40 4.3 130 170 830020 INSPECTORS.TESTERS,&GRADERS,PRECI 470 570 100 21.3 80 180 851320 MAINT REPAIRERS,GENL UTILITY 2,870 3,320 450 15.7 440 890 853024 AUTOMOTIVE MECHANICS 1,620 1,830 214 13.0 320 530 871020 CARPENTERS 1,970 2,020 50 2.5 250 300 872020 ELECTRICIANS - 1,550, 1,580 30 1.9 240 270 874020 PAINTERS,PAPERHANGERS-•CONST 810 880 70 8.6 120 190 891080 MACHINISTS 550 630 60 14.5 80 160 929740 PACKAGING,FILLING MACH OPS,TNORS 480 570 90 18.8 90 180 939560 ASSEMB,FABRICATORS--EX MACH,ELECT 880 1,000 120 13.5 150 270 971020 TRUCK DRIVERS,HEAVY 2,280 2,500 220 9.6 260 480 971050 TRUCK DRIVERS,LIGHT 2,340 2,690 350 15.0 270 620 971170 DRIVER/SALES WORKERS 920 1.040 120 13.0 160 280 979470 INDUSTRIAL TRUCK,TRACT'OR OPERATOR 690 760 70 10.1 110 180 979560 OPERATING ENGINEERS 730 810 80 11.0 110 190 989020 HAND PACKERS AND PACKAGERS 1,370 1,730 360 26.3 280 640 989050 VEHICLE WASHERS,EQUIP CLEANERS 470 520 50 10.6 120 170 EDD/Labor Market Information Division 3126198 APPENDIX C Contra Costa County Occupations Ranked by Number of Total Openings In Employment 1994 -2001 Code Absolute Sep- Total CA DES Occupation 1994 2001 Change %change arati ns Openings 130020 FINANCIAL MANAGERS 2.860 2,990 130 4.5 370 Soo 130050 PERS,TRAINING,LABOR-REL MGRS 600 720 120 20:0 110 230 130110 MKTING,ADV,PUB-REL MANAGERS 1,090 1,320 230 21.1 170 400 130140 ADMINISTRATIVE SERVICES MANAGERS 950 11060 110 11.8 140 250 130170 ENGINEER,MATH,AND NAT SCI MGRS 990 1,240 250 25.3 160 410 150050 EDUCATION ADMINISTRATORS 840 870 30 3.6 160 190 160110 PROPERTY AND REAL ESTATE MANAGERS 870 930 60 6.9 110 170 150170 CONSTRUCTION MANAGERS 840 990 150 17.9 130 280 150261 FOOD SERVICE MANAGERS 660 860 200 30.3 110 310 190050 GENERAL MANAGERS,TOP EXECUTIVES 8,900 10,080 1,180 13.3 1,330 2,510 211140 ACCOUNTANTS AND AUDITORS 2,140 2,410 270 12.6 310 580 221140 CHEMICAL ENGINEERS 850 890 40 4.7 170 210 221210 CIVIL ENGINEERS--INCLUDING TRAFFIC 710 800 90 12.7 140 230 221260 ELECT AND ELECTRONIC ENGINEERS 1,970 2,320 350 17.8 330 680_ 224270 COMPUTER ENGINEERS 550 910 360 65.5 40 400 221350 MECHANICAL ENGINEERS 440 530 90 20.5 80 170 225050 ELECT,ELECTRONIC ENGINEERING TECH 650 740 90 13.8 100 190 225140 DRAFTERS 880 990 110 12.5 120 230 251020 SYSTEMS ANALYSTS-.ELEC DATA PROC 1,210 1,920 710 58.7 90 600 251051 COMPUTER PROGRAMMERS,INCL AIDES 1.720 2,060 340 19.8 370 710 273020 SOCIAL WORKERS-MED,PSYCHIATRIC 910 1,040 130 14.3 120 250 273110 RECREATION WORKERS 880 990 110 12.5 130 2••.40 281080 LAWYERS 1,040 1,230 190 18.3 100 290 313020 TEACHERS,PRESCHOOL&KINDERGARTE 1,660 1,890 230 13.9 210 440 313050 TEACHERS--ELEMENTARY SCHOOL 4,430 4,770 340 7.7 610 950 313080 TEACHERS--SECONDARY SCHOOL 4,260 4,670 410 9.6 800 1,210 313110 TEACHERS--SPECIAL EDUCATION 1,370 1,470 100 7.3 140 240 313210 INSTRUCTORS AND COACHES--SPORTS 1,160 1,690 530 45.7 80 610 315211 INSTRUCTIONAL AIDES, 4,740 5,370 630 13.3 470 1,100 321020 PHYSICIANS AND SURGEONS 1,130 1,260 130 11.5 130 260 325020 REGISTERED NURSES 4,440 4,920 480 10.8 440 920 325050 LICENSED VOCATIONAL NURSES 1,220 1,330 110 9.0 160 270 3290$0 DENTAL HYGIENISTS 600 700 100 16.7 80 180 430020 SALES AGENTS,PLACERS-INSURANCE 880 1,000 120 13.6 100 220 430170 SALES AGENTS--SEL BUS SERVICES 840 940 100 11.9 170 2'10 490050 SALES REPS,SCIENTIFIC--EX RETAIL 820 900 8Q, 9.8 150 230 490080 SALES REPS,NON-SCIENTIFIC EX RET 2,850 3,220 370 13.0 530 900 490111 VEHICLE SALESPERSONS.RETAIL 490 530 40 8.2 120 160 490112 SALESPERSONS-RETAIL(NON-VEHICLE) 11,400 12,480 1,080 9.5 2,834 3,910 490140 SALESPERSONS.-PARTS 670 720 50 7.5 150 200 490170 COUNTER AND RENTAL CLERKS 980 1,500 520 53.1 270 790 490210 STOCK CLERKS--SALES FLOOR 2,540 2,590 50 2.0 350 400 490230 CASHIERS 7,940 8,960 1.020 12.8 2.940 3.960 490260 TELEMARKETERS,SOLICITORS&RELATE 700 860 180 22.9 150 310 531020 TELLERS 3,390 2,740 -650 -19.2 890 240 531230 ADJUSTMENT CLERKS 1,300 1.580 280 21.5 90 370 533020 INS ADJUST,EXAMIN,INVESTIGATORS 460 590 130 28.3 40 170 535080 BILL AND ACCOUNT COLLECTORS 650 800 150 23.1 50 200 551020 SECRETARIES,LEGAL 640 720 80 12.5 80 160 551080 SECRETARIES,GENERAL 5,860 6,480 620 10.6 740 1.360 553050 RECEPTIONISTS,INFORMATION CLERKS 3,430 4.160 730 21.3 570 1,300 553210 FILE CLERKS 990 1,060 70 7.1 270 340 553230 ORDER CLERKS--MATERIALS,SERVICE 660 750 90 13.6 100 190 553380 BOOKKEEPING,ACCOUNTING CLERKS 5,620 5,590 -30 -0.5 590 550 553440 BILLING,COST,AND RATE CLERKS 950 1,020 70 7.4 210 280 553470 GENERAL OFFICE CLERKS 8,700 9,240 540 6.2 1,480 2,020 571020 SWITCHBOARD OPERATORS 660 750 90 13.6 100 190 EDD/Labor Market Information Division 3/26/98 __ I APPENDIX D Contra Costa Times -_Sunday Job Network November 1997 fio =title 11I2 .1'1f9 11I16 ,..{7123; 11!30 1obTiile 11f�:11l9r 11/16 11/23 11/30 CO q- (degreed) 51 I;9:: I 3 7 12 bpywriter 1 0 0 0 0 ccts.l'i ,Clerks 31 5 0 4 4 3,0 10 (ottnselor 4 b � 9 7 Pi;c}xvtt�y aClgector I a .:1 4 2-; 2 �3utter War cer 5 3;: 1 1 3 °+ rEurt..Asst 4 8 4 2. 4 8 31. 2 S ,Courier 0 1 1 0 0 �rs1t 26 2 0 3 f 1 nds 1 I 0 t3 0 Cus t mer Sexvicc 44` 38 26 11 14 tm,I.nstailer/1e 4 3 4 1 Data Eniry 12 ?' 9 6 7 userrlenttPark 0 1 20 1 0 werigervzce. 0 2 0 —V 0 fair 0 Iia�ces 0 0 0 0ei. cxk �� 2 1 0 2 2 trxtenanager. 11 0 13 $' 6 bctvery 7 ixf 13 10 7 `r stat e3tt-setter . 0 2 3 0 0 � lenta2l}flice/Asst 30 24 23 25 13. }pra"ser 4 :3{` 1 0 0lemtan�trator t1 1 1 0 1 const'. 1 00' 01�gter("lochnFcal Ila 2 1 1 hitect° 0 1,.« 4 1 0 ', 3clailer 8 0 1 0 sseinbler. 4 6 3, 4 1 17iet ry Aide 2 4. 1 1 2 ittocney 10 . 0 0 0 Director 0 3 0 2 1 P:utiitor 5 0 0 0 0 Dispatcher 4 4 1 1 0 €ci(rep ,sales, 2 8 19 16 2 7 1 1 Dog Washer 0 2. 2 0 2 ttarttc)° Door Installer 1 1 0 1 1 ��atzott< F . 3 = 2003 / iA er �kng14 14=.; I0 .I"2 9 1lne � 25 2�3. 21 6 17 octads 2 t 1 ,e 1 � ners I 1 2 0 r 0 ;1 0y 0 �n'7rtstructor 1 0 0 0 0 x see<Bar :, 1 �a 0 +Ofd 0 �t `: a s 1 0 2 0 eautyykdtiuc�n 5 5 5 2 .. , t {1?i©lLgy,. 3 4} 2 3 1? ElcGtriat3 12 ? I2.: 9 L r 0 .. 0 1,.;. 0 1*1eGtrt}�cs 10 4 per.,, 12 $ ' 10 7 : 4 En&eering 3 5 " 3' 4 21 31 12' dle sP titter, 1 1,. 0 0 0 Environmental Tech 0 0. 5 2: 0 i»g{ispcctcar 1 0 4 1 1 1~sensW 2 0 0 0 1. 0 Etitriator 1 1' 1 0 3 strt`t Iyl ker 0 �# 4 5 2 'Faoilstaes 2. 0 0 0 0 1Crts+ller 0 I= 2 �7,r °:. 0 fence Installer, 1 b 0 0 1 crta l xtrEtcr 1 I 1 0 0 F4 clerk 2 3 4 2 1 z" }°i x erg` fl11' 1 E tr►arictal 0w1g, 11 2 4 wStl,., 1 X 4 „4 , 4ttCSS r Q �,I. $ 3 1 t# 3�orer 10 " :;fit 5 p6 . 0 TF166r:covering . 0 aa,. 1 0 0 a to/Gle ner 3 0Ora 0 0 2 1 7 .1 14 ,.>: 5 atcr Parents 3e, 1 4 4 1~tr?itatsing 1 2., `' 2 0 1 7 care*" 1 2 5 3 2 Furniture 1 I 1 0 0 +l� ttt }�Surecp 3 1 0 0 0 Gardener i 2 0 0 1 A ki,At�}aster 4 2 - 0 I 0 illt?ffice 17 '..16 12 14 10 hC- $ est 10 17-_ 16 1:1 9 islss:l etcher I 1: 0 1 0 `oc `` 0 2 . 0 .1 2 Graphic Artist 6 5 5 1 2 lt to tiflns . u>, 4 0 3Greeter: 1 :V 0 i 0 m. w Gbnmp�gnt�erY 32 �3y 81 2�7 3'$ 13 yG+faCcay 1 1 0 0 1 2 ""lay# 6 -.. h9;1 9 '�4�rbn M18 A sCook 1 2 4 3 3 Gtatter Instxiler 1 2 1 1 1 G ierTech, 0 2 0 01 Hair Stylist 9 13; 11 11 6 ......... rNmN t APPENDIX D 11116 11,1 3' 11130 Job Title 1112 1:119 11/16 11/23 11/30 l ob:Title. f Teal#h related 2 ::: 11 5 G ice. 1 2 1 0 ' aG(: r Not yr 7 1r :. 7 2 Pflt Tech V 1 1 ttseelcanu$ 11 1�6 a 21 10 Prep Cook 1 0 0 1 ztmnriResources - 6 ° : 7 :8 :: 2 0 3Prtnung 2 2... 2 7 1 C 3 8s 7 '1 8 Production 3 2' 4 2 ? s� mattan Systems: 3 2 U 0 Program Coord. 0 i 0 3 0 1 0 ..' 3 1?rgrammcr 7 2 5, 4 tCsssi3 2 # '' 2 1 Praperty Mngmt 5 2 5 2 1 ce 25 V& 22 1"!1J. 10 1?s chWrist 1 2 1 0 0 f rUecsrTsign 0IY0 , 0bIrc<Relatians 0 1y 0 2 1 tory 0 � 0 : 1 i,urchasmg 2 2 4 2 1 tpr, 5 9 2 al}y�.�'�ControI .: 4 1 4 0 0 Yi 2 Q } t u 4 Y /\ � i fl .t {/ 01,:1., 1 li tri' ' flr 2 � j1* $ 4 . �� `` e Esiate 8 4 3 3 3 R&'6' on 31 $ 3 7 2 7 14 Pe, ti 2 3 `;. 2l# w.: 1 �Rtcreation 0 2 "+tea]Secet&ty. 7 7'. 10 9' 1 Recruitment 0 t? 3 1 2 rb an ., 0 2 0, 0 0 Recycling 1 1 0 0 1 ins 30 3;7 . 21 1-9,1, 8 Refrigeration 1 1 fl fl 1 t�clzxnasts 4 4 71 2 Research 2 3 4 3 1 � 1:clerk . 20 0 1':. 1 Restaurant 3$ 5'4. 44 30 24 1414 '7' 3. R.tttil 36 Z 37 33 12 r agement: 1515 .:: 5 Roofer 0 3: 2 fl 1 arts : 1 2t0 y 1 Saes- 94 x,04. 96 67 46 # // .. 3 'S'@e gnsurance 2 3,: 0 0 1 stir{ 12 9� " 2 , f; 4c rr ols - 0 3'•. 1 2 1 tt c 0 fl Secretary: 17 11 9 6 10 '�� 5 „ 2 actir`tty}: it= :a 11 g 1# 7 y tr, z 32 31 :' 39 4°3" 11 Service Station 1 fl 1 fl r� can 1 2 0 ,3:t 1 Service-Tech 4 2 1 1 3 epi I [lth 2 2 i 0.., fl Sewing 1 0 �r at 4 4 1 3'`'t:'' fl Sfieet:Metat 3 ''Sy 2 5 5 0 '� 1 0' fl Stirpprng 4 ,2: 3 8 2 4 •�"'`i ": 0 §`"f'} s"r p ";0' �y p.::'• 1 i y+w y �•,} t SraLServrces 8 J 14 7'` 6 p e>r 15 . fi r 17 21 S"frftWare.Eng,-, . 1 1 0 1 1 rg �4 2 7 v {" 3 0 13 may, Spetcsttierapy 0 �= 0 1 1 2 _� fl ' � 1 SpbltS a " 1 fey e 1 1 1 ece1 2�'; 0 `I'' 0 Stock Braker :: 2 ', 1 0 . 1 7 13 1 fl � ,. Siorif;Minager., 1 1, 0 1 0 .9? 1e 3 4 1 t0 1 Supervisor 1 1:' 2 1 fl 0 0 1 $" 2 Swim Coach 0 10 1 2 ` ter b a 7 0 :4; 2 25.. :; 1 System Admin. 0- ' 2 0 1 0 x 0 U Teacher(preschool) 32 3,4 33 2.8 14 1 rrtl ,. 6 2 3 2 2 Technitrian 10 1.. ; 24 10 7 t ozrssc � 0 2 3 fl 0 Telecommunication 2 .3. 2 3 7 Pmt C�onsl_'. 1 1 0 3." fl Telesales 12 23 23 13 5 Ptt1Care 2 0 0 10 Teller..: 0 10 fl 1 iBharmacy << 6 x .} ',, 1 Trter 4 I 1s 1 1 1 � j 3 '� � 2 4; 2 �sitter 2 �0 0 1 1 P11 ps r ropy 2 6 r 3 1 0 Tester 1 fl . 0 1 1 ]�rrxurC ter 0 1 f ;i 0 1 I T6;!Installer 0 `•, 1 2 2 1f4fiter� 0 2 . 0 1:F'' 0 Title Examiner` 1 1 0 0 1 Plattt:Mairifanance 1 3 1 1 1 Tow Truck Driver 3 4 2 2 1 Plastics 1 1 1 0 0 Traffic Surveyor 1 0 i 0 fl :Plumber : 3 3 4 4 3 Trainer 1 1 1 3 0 __... _. _...:.. _.... _........_. ._.._.... ....._.... ......... ......... .......... ......... ......... .................__.... ............................ APPENDIX D Job Title 11/2 .1 1/9 11/16 ,11123 11/39 Kfiravei Agent 3 4 Free Climber 4 p p vick Driver 7 ; . 12 1,2. 7 or T i1x 1 �`. 0 Underwriter. p iet Eafking 4 1 + = U ;`Veiidizrg:;lviachine 1 0 Q 1: p '��terinxry:Office 8 3 2 3: 4 s ocational Couns: 1 1 1 i3 U RM61unrezr:Coord: 4 3 22 2 1 - f!arehouse 14 221, 8 1`;€: 9 +!elder; 2 4 : 2 . ' 3 w6m' 'Proeessor 5 2 3 2 APPENDIX � Iz coaw"a't a p z z+ azzzaz � zz .Z :2 :2 2 :2 ztoz z 2 zo z �1 z a CL Lo r , #z w w0 fi fi C3 df N NW 4J t C CNI y yNj! N z r • r - >- >- r r - r l m a } Ki a W m 9J m 0t tU 61 ik7 4"f �'j N N N z } I m a j ci � � f m i .. N -°� 61:216 ' arZ >- }� - >- r- r >- >- ) r; m ci I L< _ Lo CC I O ! ol> lt.21fh ctc D a 0 E mCL � C3 w �, .: , yCL IUzl� � o � 4 � f Vi 8- C mI rr r r r � r -r r y. 10 " a ash _$ 511 0 .0 .8 1 # m m $ m CL yr as m , w;32 C c? s is #11 G7 ' to + C tt +� is ttt ur Lrt W m u ca E c Ej o 1 � ti f I FHS#19 BACKER©lfN'MEASON(SS,) FOR RECOMNIFENM11ON101- On April 27, 1998, John Cullen, Social Service Director, and Christina Linville, CalWORKS Policy Development Division Manager, met with the Family and Human Services Committee to review the attached status report on CalWORKS and Welfare-to-Work activities, including: • federal and state budget/legislation • regional and statewide work groups • CalWORKS and Welfare-to-Work services • supportive services for clients • staff';development services • outcome measures, data collection and tracking • public inputicommunity presentations • countywide workforce development, job creation, employment and training initiatives As part of the discussion regarding supportive services for clients, Mr. Cullen noted that Medi-Cal eligibility is no longer an automatic consequence of welfare eligibility. Section 1931(B) requires that zero share of cost benefits be provided to low income families who meet the former Aid to Families with Dependent Children (AFDC') rules, whether or not they receive CalWORKS benefits. This will necessitate development of a new eligibility determination system by the department. Bath Supervisors DeSaulnier and Gerber focused their questions on whether or not CalWORKS recipients are getting jobs. Supervisor DeSaulnier asked about the impact of the Social Service Department's Chamber Corps which has resulted in Social Service Department members joining the various chambers of commerce. Mr. Cullen stated that his staff has joined on a voluntary basis and have been participants in subcommittees and trade shows, emphasizing the availability of CalWORKS job seekers as potential employees. In terms of ongoing relationships with businesses, he stated that business leads received through the chambers of commerce are followed up by the department. Supervisor DeSaulnier suggested that the department develop a tracking system to identify the number of businesses involved and the number of CalWORKS job seekers hired. Mr. Cullen stated that although the department does not yet have a way of tracking which businesses come up with which jobs, there is evidence that CalWORKS job seekers are being hired. Last fiscal year, about 1800 CalWORKS job seekers became employed, with the numbers even higher this fiscal year. Mr. Cullen emphasized the need to market CalWORKS job seekers as trained workers, not"welfare person(s)." In response to a question by Supervisor Gerber, Mr. Cullen said that the key to ensuring that CalWORKS job seekers get jobs is the link between the Social Service Department, the Private Industry Councils(PTCs), the One-Stop Career Centers and the job creation investment projects. Chris Linville noted that the City of Richmond PIC has received specific commitments from companies for job placement and that their joint formula grant application with the PICs would use that approach throughout the County. She also said that the state needed to allocate more resources to job creation. Supervisor Gerberquestioned'what were the economic incentives to hire a CalWORKS job seeker. Mr. Cullen noted that businesses receive supportive services benefits for their workers, such as case management, screening and ongoing training. The agreement with UPS in Richmond provided that the PIC would do screening, pre-training, ongoing training and case management. In Alameda, the Numi Corporation was interested in assurances that night child care was available. Mr. Cullen also noted that employment for CalWORKS job seekers needs to be looked at as a career continuum, that Social Service's resources could be used to support workers for the first 18 -24 months, but that other kinds of supportive services would need to be utilized the following two to three years (through PTCs or jab creation investment projects). Bruce Peaslee, Local 535, advised the committee about the side letter recently concluded which establishes a labor management committee that will look at all forms, with the objective of increasing efficiency and reducing paper work. The labor management team is also looking at long term efficiency strategies, for example, putting all policy manuals on-line. From a worker per he also noted that it was very helpful to have a family support worker from the District Attorney's Office as part of the 2 FHS#1s Social Service office, which has resulted in increased communication and better client services. Mr. Peaslee echoed Mr. Cullen's concerns about the impact of Section 1931;(B) regarding Medi-Cal eligibility. He noted the program is not automated and could be overt' labor intensive. Mr. Cullen concurred that this could be a workload issue. Both Supervisors Gerber and DeSaulnier expressed their appreciation of the complexity of the CalWORKS challenge and acknowledged the good work of the department and staff in developing the new CalWORKS systems and in engaging other agencies as partners in the process. 3 Rx CONTRA COSTA COUNTY Social Service Department TO. Donna Gerber DATE: April 22, 1998 Mark De Saulnier Family and Human Services Committee FROM: John Cullen cc: SUBJECT: CalWORKs Implementation--April, 1998 Update This update presented to the Family and Human Services Committee and the Board of Supervisors offers a summary of activities being conducted in support of our local CalWORKs program. As the report demonstrates, major changes are occurring as we move towards achieving our earlier plan goals to convert an eligibility-focused system to employment and supportive services, and promote a countywide workforce development system which will better enable many needy individuals to move towards self-sufficiency. In presenting this,report,I want to acknowledge the efforts of the many Social Service Department staff and community service delivery partners who have diligently worked, and continue to do so, to start these necessary system changes. April, 1998 aIWORI Implementation Update "'able of Contents I. State and Federal Budget/Legislation . . . . . . . . . . . . . . . . . . . . . . 2 II. Regional and Statewide 'Work Groups . . . . . . . . . . . . . . . . . . . . . 3 III. Cal'WORKs and Welfare-to-Work Services— Program Implementation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 IV. Supportive Services: +Child. Care, Mental Health/ Substance Abuse, Domestic Violence, Transportation, Housing, Food Stamps and Medi-Cal Initiatives . . . . . . . . . . . . 6 V. Staff Development Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 VI. Outcome Measures, Data. Collection and Tracking . . . . . . . . . . 10 VII. Public Input/Commumty Presentations . . . . . . . . . . . . . . . . . . . 12 VIII. Countywide 'Workforce Development, Job Creation, Employment and Training Initiatives . . . . . . . . . . . . . . . . . . . . 13 IX. Attachments A. Staff Development Employment Services Overview and Training Calendars B. New Service Delivery Model--Flowcharts C. Instructional and Job Training Plan/List of urograms that Lead to Employment 1. State and Federal Budget/Legislation SUO Bu geffL.e slatlon. The Governor's annual budget proposals in January, 1938, were reported in the last update. The four legislature budget subcommittees are meeting to debate various budget initiatives. Bills being tracked which relate to welfare reform include. ♦ AB 2634(Aroner)--Eligibility simplification, categorical eligibility between CalWORKs Welfare-to- Work Services (WTWS) and Job Training Partnership Act(DTPA) programs. ♦ AB 382(Ducheny)--implements the federal Welfare to Work formula grant program into state law. # SB 487(Lee)-Sets parameters for congregate housing and job training/child care at housing sites. ♦ AB 2454 (Murray)—Establishes,a Welfare-to-Work account in the State Transportation Fund and establishes rules to plan for transportation for CalWORKs jobseekers and those with employment. SSD supports the CSAC 1998 legislative priorities, which include additional child care funding, additional Job creation funding and CalWORKs technical amendments and program simplification. Feral Legis tion: Through CWDA, the Social Service department participated in formulating the"Comments on Proposed Rule Making: Temporary Assistance for Needy Families", the response to the first proposed rules on the federal welfare reform act of 1998. Also through CWDA, the SSD is following the advancement of HR 3130, the Child Support Performance and Incentive Act of 1998, which strengthens child support enforcement and mitigates penalties for failing to meet automated system deadlines. Through NACo, the SSD participated in the development of legislative priorities that were ratified at the recent NACo legislative conference. Other federal legislative priorities being tracked include increases in child care funding, transportation and proposed cuts in food stamps and social service block grant funds. Il. Regional and Statewide Work Groups Social Service Department staff continue to attend bimonthly Regional Welfare Reform Coordinators meetings, Bay Area Social Service Consortium (BASSC) meetings and quarterly Bay Area Partnership meetings. SSD is scheduled to report on the Service Integration Employment Collaborative, the Non- Custodial Parent Employment and Training Demonstration Project and transportation initiatives at the next Bay Area Partnership meeting on 4/30/98. The Bay Area Social Service Consortium has prepared a comparison of key points of County CalWORKs Plans Social Service Department staff also continue to participate in ongoing committees and work groups through County Welfare Directors Association of California (CWDA), including the Self-Sufficiency Committee, legislative Committee, Child Care Technical Review Team and the CalWORKs Technical Review Team. County staff continue to participate on ad hoc CWDA and other regional work groups: ♦ Recommendations for calculating CalWORKs incentives and CalWORKs work participation rates have been submitted; ♦ The state-county budget allocation methodology for TANF and state MOE (Maintenance of Effort) funds work group continues to meet; ♦ A new group to explore the optimum program structure for TANF, state and MOE dollars will meet soon. ♦ SSD and Community Development staff participated in a forum sponsored by CaITRANs to bring state agencies, counties,and local and regional transit providers together to determine and prioritize vwIfare reform transit roles, responsibilities and strategies. Work groups will be developed from the outcomes of this forum. ::::: ... :.:. :.:. :::. ................. o Ill. CaIWQRKs and Welfare toWork,Services–Program Implementation C IMIQRK- Immunization–Verification requirements were implemented 1/1198. There is some variation among physicians as to the age at which children are given particular immunizations. Parents/caretakers are referred to their doctors or one of the county's free clinics to bring immunizations up to date. SSD staff compliment Department of Health Services Immunization Coordinator Dottie Langthom for her cooperative efforts in establishing protocols for immunization verification. Staff are exploring, as a long-term goal,the development of a computer match of county health records. ♦ School Attendance--SSD staff were invited to attend the regular meeting of the County Office of Education's Joint Coordinating Council, A vmrking definition of regular attendance was agreed upon, and school district input for the determination of good cause criteria will be sought. The County will be using report cards, which show attendance data, from all 18 school districts. ♦ Diversion--Eight payments have been issued since January, 1998, ranging from $300 to $2,000. These payments covered expenses such as. license, fingerprinting and living expenses for a participant to become certified as a cardiac nurse; transportation and living expenses for a participant to obtain employment as a construction worker; and recertification costs for a participant's Certified Nursing Assistant (CNA) license. A successful diversion is defined as avoiding aid for at least the number of months equivalent to the amount of the diversion payment, plus six months. eIf mAg- Services vices Staffing-128 Employment Specialists have been selected from eligible lists for Social Service Program Assistant. ES staff will manage eligibility and employment services activities for CalWORKs participants with Welfare-to-Work Services requirements, serve as Job ClublJob Search Leaders or work as Child Care Specialists. Current GAIN staff will be assigned as Senior Employment Specialists, with duties including services to Welfare-to-Work participants with severe barriers to employment, Welfare-to-Work Assessment and development of Welfare-to-Work Plans, and Job Club Leaders. + Training--The Employment Services Welfare-to-Work training' begins in early May, 1998. All Employment Specialists and Senior Employment Specialists will attend. ♦ New service delivery model--- I New applicants are enrolled into CalW RKs Welfare-to-Work Services as of March 19, 1998. Target start date for implementation of the new service delivery model and enrollment of current participants in ,lune, 1998. ,f An interagency group consisting of representatives from SSD, the Richmond and Contra Costa Private Industry Councils (PICS), Los Medanos, Contra Costa and Diablo Valley Colleges, the 'See"Staff Development Services"Section and Attachment A 2See Attachment B ......... ......... ......... ......... ......... ......... ......... ......... ......... ......._...._._. _ _ ....... _......... ....... ......... ......... ......... ......._. __ _.. _.. .. ._..... ......... Ca1WORKs and Welfare-to-Work Services--Program Implementation (Cont`d) Community College Chancellor's Office, County Adult Education and Regional Occupational Programs and State Employment Development Department met in March, 1998, to begin working on CalWORKs operationalization among the various agencies. �( A group consisting of representatives from SSD, Contra Costa PIC and Richmond PIC is meeting to develop the Local Plan to integrate federal WtW (Welfare-to-Work) fund programs with CalWORKs services. * Wehfare•to-Work Services(WTWS)Handbook--The Handbook, which details internal procedures for offering services to participants, has been drafted and will be ready for the start of WTWS training in May, 1998. ♦ information Technology—Automation support for CalWORKs and WTWS is provided through older "legacy"(mainframe)systems that are currently undergoing extensive modification to meet reporting and operational requirements. Contra Costa is the first of the 18 Case Data System counties to implement a new method of issuing child care payments. SSD, in cooperation with state and other county agencies, is active in the process to procure a new automated system. ♦ Facliities/Capacity Additional space is being located through Lease Management in East County for CalWORKs Welfare-to-Work Services activities. In other parts of the county, remodeling is being done or is planned to accommodate the needs of WTWS participants. We are also working with other service partners to identify and use existing space. A longer-term capital improvement plan has been developed for East, West and Central County Employment and Supportive Service Centers. ♦ fiscal initiatives—A Request for Proposals (RFP) is being developed to make available funds for programs that assist CalWORKs participants to find and keep employment, and to move toward self- sufficiency. The RFP should be available in May, 1998. IV. Supportive Services: Child Care, Mental Health/Substance Abuse, Domestic Violence, Transportation, Housing, Food Stamps and Medl-Cal Initiatives Cash aid, child care, domestic violence services, mental health and substance abuse treatment, housing and transportation are the major supports families need to become work-ready, obtain and maintain employment, and successfully access education and training which lead to self-sufficiency. Updates on the status of implementation of support services are as follows: +F Cash Akf-Cash aid is considered a supportive service to employment and self-sufficiency activities for nonexempt Ca1WORKs participants in the new service delivery model. Budgeting computation and grant-level changes were implemented in January, 1998. ♦ Child Care-- I The Local Child Care and Development Planning Council has been'formed by the Board of Supervisors and Office of Education, as required by last year's state welfare reform legislation. The LPC has 30 members, including parents, child care providers and child care agencies. Their first meeting is in April, 1998. I Specialized Child Care Units are now operational in the four Employment and Supportive Services offices in Antioch, Richmond, Hercules and Martinez. Approximately 1,700 cases are being converted to the new market rate, pay-ff"rovider system. Stage 1 and Stage 2 child care payments are being made as of the January, 1998 reimbursement period. I "Smart Child Care Choices" parent education workshop will begin as part of Job Clubs in May, 1998. These three-hour workshops were developed as a partnership between the Child Care Council and the SSD to assist Ca1WORKs parents and caretakers in making the best choices for child care. The funding for the workshops is a PGE grant won by the Child care Council. A Fact Sheet for ChildCare Block Grant programs has been developed to inform and educate child care consumers and providers,other agencies and the public. 1 $96,417 from the California Department of Social Services has been allocated to SSD for child care capacity-building. The funds are earmarked for activities to increase licensed family day care slots in areas with the highest number of CalWORKs participants/low child care availability; and to provide quality improvement training for license-exempt providers. Board approval is being sought to contract with 3 agencies for these funds as the result of an RFI process: English Action Center (train 20 Family Day Care Home providers for the Laotian community in West County); Child Care Council (recruit 30-35 new Family Day Care Home providers countywide, including 10 Spanish-speaking providers; and to present quality improvement training for 140 license-exempt providers); and Regional Occupational Program (recruit 10 Vietnamese-spearing Family Day'Care Home providers in East County). These programs run through 12/31/98. I The SSD Child Care Training Program celebrated one year since implementation this month. 64 AFDC/Cal ORKs participants have graduated from the program. Many agencies participated in this cooperative venture. ^--------------___ ^^—.~—~—~^----______^ ' Supportive Services: Child Care, Mental Health/Substance Abuse, Domestic Violence, Transportation, Housing, Food Stamps and Medl-Ca'l Initiatives Community Colleges and SSD are working to maximize child care funding across agencies. The Stage 2 Alternative Payment Providers(SSD, PACE and the Child Care Council) are meeting monthly as the APP Coordinating Team to discuss such issues as: better methods of transferring and tracking participants!records; improving communication among the agencies; cross-training. * Mental Health and Substance Abuse Services—A memorandum of understanding, service model and staffing have been developed by a joint SSD/Community Substance Abuse Services/Mental Health Services Department work group. Start date for collocated staffing in CalWORKs offices is scheduled for May 1, 1998. + Domestic Violence Services—Staff guidance and training have been developed. Initial training for current WTWS staff was conducted, and a more comprehensive curriculum is included in the upcoming training for all Employment Specialists and Senior Employment Specialists. The Transportation Alliance, a group formed from the Family Support Task Force of the Children and Families Policy Forum, is working with a consultant to develop a work plan for immediate, short-and long-term strategies to address the transportation needs of CalWORKs participants. This plan will include an assessment of mobility issues, an inventory of transportation resources, identification of options for filling gaps and development of recommended actions to create a A'mobility suppoW system. In addition, this consultant will work with the Alliance on a transportation segment for Round 2 of the federal WtW competitive grant solicitations. On April 20, 1998 a representative of Gordon Linton, Administrator of the Federal Transit Authority, visited the North Richmond Family Service Center to meet with sery ce i providers, community members and elected officials regarding welfare-to-work transportation needs. This agency controls $350 million in transit funds and is interested in the community effort that restored night bus service to the North Richmond community. Housing SSD staff are working with the Contra Costa Housing Authority and several other partners to coordinate services for a HUD grant for"Project Employ". Partners such as St. Vincent de Paul to provide computer training and other work activities to move housing residents to self Approximately 30 agencies, including SSD, are collaborating on a"Community Changes"program for North Richmond and Rodeo. These areas have received federal 'Weed and Seed" sector designation, qualifying them to apply for grant funds to do"weeding" (crime reduction/prevention) and "seeding" (community enhancement) activities. � � s � � Supportive Services-, Child Cars, Mental Health/Substance!Abuse, Domestic Violence, Transportation, Housing, Food Stamps and Medi-Cal Initiatives (Cont'd) Food,Stan= ♦ Retroactive benefits to eligible Food Stamp participants who participated in a General Assistance Workfare assignment are being issued. As of 1198, GA Workfare hours are being used to meet the ABAWD3 work requirement for Nonassistance Food Stamp participants. t An ABAWD Workfare program is in development. Its primary goal will be to improve employability and enable individuals to move into regular employment. This program will meet the "Workfare" requirement for such individuals to continue to receive Food Stamps beyond the three months-Wthin- threeryears period. mecdi-Cal # Outreach continues via the "Start Healthy-Stay Healthy" project, to reach low-income families with eligible children who are not enrolled in Medi-Cal. Activities include placement of posters and brochures at community sites and participation in Health Fairs. ♦ In February, 1998, SSD a team of Medi-Cal staff began work at the East Bay Rescue Mission on Saturday afternoons, taking applications from walk-ins. ! SSD staff are participating, along with staff from the Health Services Department, Housing Authority, Probation Department, Office of Education, Head Start and the Child Care Council on the newly- formed Children's Health Coalition. Plans for the Coalition include projects to take the application process to more nontraditional sites, extend hours and expand community education. ♦ Section 1931(b) is a new mandatory coverage group created by the 1996 federal welfare reform act. This program requires that zero-share-ref-cast benefits be provided to low-income families who meet former AFDC rules, whether they receive Ca1WCRKs benefits or not. 3Able-Beed and Without Dependents,the federal term for persons who, in federal welfare reform lave,were limited to three months'FS eligibility in any three year period unless working 20 hours per week or participating in an approved work program. �___-_--___________--- -^-_. ~~^~~~~~~^ � . . V. Staff Development Services CalWORKs implementation has resulted in a variety of training needs for new Employment Specialists, for Senior Employment Specialists, for Benefit Specialists changing programs and r au m ed fo to at systems training. SSD Staff Development Division is offering a comprehensive set of services to meet these critical training needs, both internally and for our partner and community agencies. Welfare reform-related classes conducted from January, 1998-present include: Overview of CalWORKs Transition from GAIN to Welfare-to-Work Services Managing change workshop for Supervisors CalWORKs overview—preparing to be an Employment Specialist Changes to the Case Data System Food Stamp resources changes Food Stamp Able-Bodied Without Dependents regulation changes Welfare-to-Work information sessions + In March, 1998, Staff Development offered"CalWORKs Overview for Community Partners", a session designed for representatives from other agencies. About 40 staff from partner agencies, community- and faith-based organizations attended. * Staff Development will offer comprehensive Welfare-to-Work Services trainine beginning in May, 1998. There are four"training tracks"to maximize office/case coverage as well as offer a compact class schedule. About 200 staff will to participate in these offerings. * 40 experienced Benefit Specialists will be offered CalWORKs training as they move from other programs to CaIWORKs. Staff moving from other programs to Medi-Cal will also receive training. + Benefit Specialist Induction Training will be offered in a streamlined, eleven-week format beginning in June, 1998. The curriculum combines classroom and"hands-on" casework under the guidance of an experienced Supervisor and Benefit Specialist Lead Workers. * Presentations that review the CalWORKs program and its interface with the community, other categorical aid programs and child welfare programs are being offered. * Systems training sessions being offered include GAIN Information System courses on tracking employment-related data, Internet classes to access job and community resources and Food Stamp calculation and tracking See Attachment B Vl. Outcome Measures, Data Collection and Tracking f Master File Extract(MFE) Project—Earlier this year a table showing the federal, state and local outcomes that will require data collection and tracking was created. The MFE databases now has data available for the baseline period of 10/97 through 12/97 as well as the first quarter period of 1/98 through 3/98, from which some reports which provide a series of snapshots of the various outcomes have been created. CalWORKs outcomes reports that have been/are being developed include: ,C Exits due to employment Increased earnings (grant savings) Number of CaIWORKs participants d Number of WTW participants d Number of cases utilizing Transitional Medi-Cal ,i Diversions Number of cases utilizing child cage benefits d Work participation rates Other reports and data systems are being explored as data sources. CalWORKs outcomes reports that cannot currently be produced via the MFE include: Savings due to fraud detection d Recidivism Child support orders ,T Child support collections Movement toward self-sufficiency Cost per placement d Job retention ,1- Job seeker satisfaction Employer satisfaction ,( Staff satisfaction CalWORKs demographic reports that have beerdere being developed include: I Legal immigrant families I "Child-only" cases (no aided adult) -f Ethnicity -1 Age categorization .0 Adults aided for past 12 months I CAIN(CalWORKs)education level ,f Number of CaIWORKs participants employed -1 Type of employment secured by CAIN(CaIWORKs) participants d Potential child care need (infants/toddlers) among CalWORKs families -1 CAIN(Ce1WORKs)placements with eamings I Primary language ,C Single adult cases J" Two-parent cases d CalWORKs adults with work participation requirements ♦ Regional Data-,and Information-Sharing Initiatives— Currently, federal welfare reform data is collected through random sampling, using the state Quality Control/County Performance Sample process. I The SAWSInformation System (SIS) is in development. SIS is a statewide database project which will summarize each participant's welfare program involvement and any other information ---___------_-__---------------'_- ^^__ ............ � Outcome Measures, Data Collection and Tracking required to administer welfare laws, rules and regulation. Counties will be able to access SIS using the existing Medi-Cal Eligibility Data System (MEDS) to provide data which fulfills the welfare reform tracking requirements. The CalWIN (CaIWORKs Information Network) will not be operational in Contra Costa for 4-5 years. The system plan is to support eligibility determinations, CalWORKs case management and supportive services. UC DATA proposed developing a longitudinal data base and linking statewide and local systems for several Bay Area counties, including Contra Costa. Under this proposal data Would be linked from CalWORKs, EDD, Vital Statistics and Child Welfare systems. This project is large and should produce very meaningful data but, again, will take 3 years to get county-specific data.. r Electronic Data Systems(EDS)continues to work with counties to improve the Case Data System (CDS) and the GAIN Information System (GIS). Recent enhancements enable us to co I ct statistics on diversion and child care. Welfare reform data needs have been assessed and numerous systems enhancements are in various stages of development SSD staff are participants in the Northern California Council for the Community's (NCCC) Community Assessment Study for the United Way of the Bay Area (UBWA). The purposes of this study are to develop a comprehensive report on the status of resident needs in the county, engage current holders of county social service information with the UWBA, elevate the detail and quality of information from which UWBA creates its funding priorities and develop a report for other funders to consider when setting their funding priorities or leveraging funding opportunities. The assessment will focus on impoverished neighborhoods. Data-Sharing Needs Among County Partner Agencies—The Private lndustr� 'Councils have adopted "SMARTware" software(developed by Shasta county) to track One-Stop customers. The primary purpose of this system is to store data on PIC clients for tracking and reporting purposes. Contra Costa PIC has taken the lead in bringing together a cross agency group called Technology The purpose of this group is to get partners to share data across agencies. Sharing data make accessing services easier for the consumer and to provide accurate and timely information to each agency. However, confidentiality continues to be a barrier to sharing data across agencies. Many partner agencies areconcerned about the legal considerations of sharing data on our mutual clients, Currently this group is in the process of identifying: I Data each agency has to share Data each agency needs from other agencies Data needed by all CAIWORKs Participant Survey—The survey has been tabulated and is being analyzed. Comments are beina recorded. Results are expected to be available in May, 1998. VII. Public Input/Community Presentations ♦ 'Tr c@x ks"Smart Traveler kiosks have arrivedl The first of these touch-screen kiosks was installed in the Antioch reception area on April 7, 1998, with the Martinez, Richmond and Hercules offices scheduled for installation by May, 1998. These kiosks make it possible for!CalWGRKs clients, and the general public, to access key transportation information, including printed maps to destinations requested in the system. The kiosks also allow access to two local Internet>sites: the Contra Costa Private Industry Council's "Work Web" and the Health Services Department's "Help Desk". These sites contain extensive information about available jobs, housing food, clothing and other services. ♦ The Welfare-to-Work Participant Handbook has been written to reflect CalWORKs requirements. A Spanish version is also being developed. Both should be available in May, 1998 and will explain program requirements, answer most frequently-asked questions, etc. + There are now 34 members of the SSD Speaker's Bureau. 85% of the presentations are about CaIWORKs,with the remainder dealing with issues such as child abuse and adult services. In the last quarter,they made presentations in the community an average of twice,per week, to audiences numbering over 800. Speaker's Bureau representatives have given presentations to the City of Pittsburg Community Advisory Commission, Diablo Valley College, Bast Bay Rescue Mission, Greater Richmond Interfaith Program (GRIP)and grandparent support groups, to name just a few. * The SSD Chamber Corps has 15 members who spend up to 14 hours each month interacting with Chamber of Commerce representatives from Antioch, Pittsburg, Walnut Creek, Hercules, San Pablo, El Cerrito and Richmond. Through these affiliations, Department staff have participated in several trade shows, publicizing the availability of Cal ORKs job-seekers as potential employees. County wide Workforce Development, Job Creation, Employment and Training Initiatives (Cont'd) distributed to BSD) is $4-500,000. A second round of formula grant allocations is expected late in 1998. The funds must be expended within three years of the date the state accesses the funds. The state requires that each SDA(PIC Service Delivery Area)complete a local plan for formula grant services. These plans have a target due date of April 30, 1998. Earlier this month the SSD Director and PIC Executive Directors (Isiah Turner--City of Richmond PIC and Art Miner-Contra Costa County PIC)met to discuss an integrated service model approach for this funding. Staff from these agencies are working together to create a single local Plan that coordinates formula grant services countywide. Governors 15°!o Funds: The Governor has exercised his option to withhold 150 of the state's formula grant allocation (approximately $28.5 million) for administration and special projects which assist long-term welfare participants to obtain unsubsidized employment. A solicitation for proposals for special projects is forthcoming; county staff attended informational workshops on this funding earlier this month. t Regional Workforce Development and Development Act--grant applications are due May, 1898. County staff are participating in the development of the application through EASTBAY Works, with technical support from the Bay Area Partnership. The major objective of this Act is to make funding available to support the integration of existing local and regional partnerships that support initiatives in education reform, work force preparation, and economic development. i State Employment Training Panel--$20 million is being offered through this group for skills enhancement training for CalWORKs participants and former participants. SSD staff attended the ETP Orientation earlier this month to learn more about accessing these funds. Eligible applicants are private/for-profit employers, training providers or PICS. SSD is working through the Workforce Development Advisory Panel'to explore an ETP application. ♦ County Community Service Plan-the Task Force, chaired by SSD and comprised of representatives from county departments, the faith community, employers, organized labor, community-based organizations and CalWORKs participants,has been meeting for three months. Subgroups are working on task sets, including: unmet community need; support efforts for CS participants; needs and expectations of service providers; target population; and job skills development to lead to unsubsidrrzed'employment. The target for completion of the draft CS Plan is July, 1598. -___-__........... � County-wide Workforce Development, Job Creation, Employment and Training Initiatives One Stop Career Centers_ I The Richmond Works One Stop Career Center, located at the Richmond PIC office, held its grand opening in March, 1998. A second Richmond PIC One Stop site is planned for Hilltop Mail. EASTBAY Works has applied for a One Stop Implementation Grant of$1 million to enhance and strengthen ongoing One Stop initiatives. Or 4 SSD Employment Specialists will be selected to staff One Stops in Richmond, West County, East County and Central County sites. I NCP Employment Specialists are proposed to be outstationed at 4 One Stop sites. AB 67 Employer Outreach Coordination—The Employer Outreach group, headed by EDD, is working to develop a local plan for coordinating employer outreach activities and the solicitation of entry-level and other job listings, in order to reduce duplication of effort and enhance overall j development activities in the county. EDD is responsible for tracking the o ob report to the Legislature and reviewing the local plan annual y. Contra I cal plan submitting a coordinated through EASTBAY Works. Costa s effo. s I b Childrew's Policy Forum— The meeting on July 8, 1998 Will focus on "Economic Self-Sufficiency and Coordination Among Agencies", including workforce development, CalWORKs and the Transportation Alliance. Each Policy Forum meeting Wil have a focus area, as well as sub committee reports on various initiatives. 06e of these is the update of the annual Children's Report Card, which includes SSD participation. Communit College CalWORKs Coordinator, Linda Crippin, is an SSD Supervisor contracted to LMC for this position. Shidey Kalinowski, SSD Division Manager, is working with Lost Medanos staff on the idea of outstationing CalWORKs Employment Specialists at LMC to serve CalWORKs students. Other initiatives are underway at Diablo Valley and Contra Costa Colleges. College staff have been active participants in many of the 00untywide initiatives, notably the Instructional and Job Training Plan and an ad hoc group working to operationalize CalWORKs services across partner agencies. Ba Point Wo4slNorth Richmond Employment Collaborative-4he unt s Se ice Integration(SIT)sites at Bay Point and North Richmond continue to e cO Y' two ry xpand their employment-related activities. Bay Point Works has established a Community Career Center.at the Ambrose Family Service Center. The Center was designed by a committee of Service Integration Team members and community residents. The North Richmond Employment Collaborative members was successful, 044d _Js County wide Workforce Development, Job Creation, Employment and Training Initiatives (Cont'd) through a strategy of community and agency collaboration, in restoring night bus service to the North Richmond community, and is working to find permanent funding for this service. Both sites offer expanded job readiness and training, and are conducting job creation activities. Region IX Federal Interagency Welfare Reform Task Force--The Social Service Director will represent CWDA on a rotating basis at these meetings of representatives from the Departments of Health and Human Services, Labor, Agriculture, Housing and Urban Development, Education, Justice, Transportation, the Social Security Administration and the Small Business Administration, to discuss Federal policy initiatives and coordination that would facilitate local welfare reform implementation. ♦ Demonstration Projects I NCP--Contra Costa was selected as one of seven counties to conduct a Noncustodial Parent Employment and Training Demonstration Project. The "CO-OP" (County Opportunities and Obligations Program)target start date is 7/1/98 and it will run for three years. This project brings together the SSD, District Attorney Family Support Division, Richmond and Contra Costa Private Industry Councils and other partners to provide services designed to increase the skills and earnings of noncustodial, nonresident parents of CalWORKs children, increase child support collections and improve the quality of the relationship between noncustodial parents and their children. I CSA--SSI?and DAFSD staff attended a two-day symposium on Child Support Assurance, hosted by CDS and the Public Policy Institute of California, earlier this month. Proposals for this Demonstration Project will be solicited by the state in June,with projects starting approximately January, 1999 and running for four years. The purpose of this project is to create an alternative to welfare for working CalWORKs participants who have the potential to leave the welfare system, and sustain their families, through a combination of earnings and child support. t Workforce Development Advisory Panel(Wt?AP)The Panel's meeting in February, 1998 focused on determining the major activities of this group for 1998. It was agreed that the Panel should be committed to; Coordination of employment-related initiatives, including tracking of initiatives and subgroup action, and other support/endorsement efforts Community education and information Legislative advocacy The WRAP has appointed workgroups to begin development of a work plan and operating protocols. Staff support to WDAP continues to be provided by the Contra Costa County PIC and member agencies. ............................................................................................................................ ... Contra Costa County Social Service Department Core Knowledge and Sill -Building Welfare-to-Work Training Plan. Prepared by the Staff Development Division: — Lynne Hofnwm-W7V Staff Development Specialist Kerry L. Welch-Stam'Development Manager .............................................................................................''I'll,.... ........... ...................................... Welfare-to-Work Training Plan Table of Contents Introduction 2 Core Knowledge and Skill Building Training Welfare-to-Work Policies and Procedures: I. Overview of CalWORKs and Contra Costa's Service Delivery Plan 6 11. Introduction to Welfare-to-Work and Employment Services 6 III. Introduction to GIS 7 IV. Welfare-to-Work Participation Requirements and Exemptions 7 V. Identifying Domestic Violence and Referrals for Substance Abuse And Mental Health 8 VL Supportive Services Payments 9 VII. Identifying WTW Participant Strengths and Challenges 9 VIII. GIS Lab 10 IX Employment Interviewing 11 X. Service Provider Overview for Domestic Violence, Substance Abuse and Mental Health 11 )a. Job Seeking and Job Finding Skills 12 )(Il. Effective Job Club Presentations 12 )(Ill. Building Life Skills 13 XIV.Client Motivation 14 XV. Supporting and Evaluating Progress with the WTW Plan 14 Training and Content to be scheduled 15 Overview of Senior Employment Specialist Training: I. Transitioning from GAIN to Welfare-to-Work 16 M Initial Planning—Welfare-to-Work Plans, Self-Initiated Programs and Mental Health, Substance Abuse and Domestic Violence Referrals 16 111. Intensive Case Management Skills 17 Overview of Employment Specialist Supervisor Training: I. Role of the Employment Specialist Supervisor 18 Overview of WTW Training and Dates by Track 19 Calendars of WTW Training 21' .......................... .................................. _.. ......... ......... ......... ......... ......... ......... _.. ......... ......... ......... ......... .....__......_..._..... _......._.......__.._. _........... .._......_................__....._... Contra Costa County Social Service Department WTW Staff Training Plan Introduction This document describes the basic Welfare to Work (WTW) skill and knowledge building training being offered to the one hundred twenty five new Employment Specialists and their supervisors to support the successful delivery of Welfare to Work services. Most of the new Employment Specialists and supervisors are former eligibility staff, many with extensive background in the AFDC/CalWORKs program. Employment Specialist staff with experience in other aid programs will receive CalWORKs program training prior to their WTW training program. Our goal is to provide the Employment and Supportive Services Bureau with high quality information,training materials and learning activities. We will provide opportunities for the Employment Specialist staff to learn their new work skills and move toward the high level of performance required to meet the Department's CaiWORKs goals and objectives. The intention of this core program is to ensure that the Welfare to Work staff are provided with a solid foundation of information from which to develop new skills for successfully integrating the employment service function with the temporary assistance eligibility component. Additional skill building and reinforcement workshops will be identified and offered over the next year. The core WTW training is scheduled to begin on Monday,May 4, 1998. By that time,we expect that the approximately one hundred twenty five WTW Employment Specialists and supervisors will have been selected and relocated to their new work locations. Senior Employment Specialist staff and General Assistance staff are also invited to attend the WTW core program workshops. This plan also describes the workshops currently scheduled for the Senior Employment Specialists and the Employment Specialist Supervisors. Page 2 Printed: April 8, 1998 ............................................................................................................1.111,111,........11, ................................................................................................ ...........- WTW Training Needs Assessment The initial WTW training needs assessment centered on the Department's Service Delivery Plan. We met with the Kareen Morgan, WTW Policy Division Mgr.; Elaine Grothmann, WTW Program Analyst; and Pat Nash, former GAIN Supr. and current Child Care Program Analyst. Together we generated a list of the knowledge and skills required of the Employment Specialists to ensure our WTW participants receive the highest quality service. Additional valuable information on content areas and skills required to be successful was gathered from the Eligibility and GAIN staff who participated in the four Pilot Project units during the last six months of 1997. Responses to needs assessment surveys completed by GAIN and Eligibility staff and comments from staffat a series of"town meetings"to preview the draft training plan were also incorporated. Evaluation As part of the training and evaluation process, Staff Development will continue to elicit information about Welfare to Work related knowledge or skills that can be appropriately addressed through a Staff Development forum. We will also work closely with the Employment and Supportive Services managers to ensure the participants are successfully transferring the learning from the classroom to the work environment. Enrollment To accommodate the large number of staff needing training in WTW and employment service skills,each workshop will be repeated four times. To facilitate an effective and stable learning environment in these workshops, we are establishing tracks or groups who will attend each workshop together. The participants in each track will be from each office and, ideally, include staff with prior employment service experience so we benefit from the SSPA's and pilot project staff's experience. Page 3 Printed: April 8, 1998 .............................. ....................... ......... ......... ......... ......... ......... ......... _ ......... ......... ......... ......... ......._. ._....._. ......... ...._...... .............._..._.........................__... . __ ...... ... _. ENROLLMENT INSTRUCTIONS As managers and supervisors are enrolling staff in tracks, please consider the following: ♦ The WTW training components build on information covered and practiced in prior sessions. It is important that, to the extent possible, Employment Specialists attend the training workshops in the order they are offered in the schedule. a Most tracks will have about forty people assigned to them by the time the GA and Senior Employment Specialists are included in many of the sessions. If an Employment Specialist cannot attend a session, it is important that an attempt be made to trade with someone from another track. If this is not possible, the participant can make arrangements directly with Staff Development. This is especially important for the GIS training groups because of the limited number ofP.C.s;in the computer labs. ♦ Staff Development will assign the participants in each track to the"a" or"b" GIS truck. Participants are welcome to find a person in the opposite"a" or"b"track with whom to trade. For example, Sally Smith assigned to Track 3b for GIS is welcome to trade with Joe Jones from Track 3a. We realize this limits the Employment Specialist's flexibility, however, the space issues dictate that we control the GIS sessions to ensure an effective learning environment. ♦ Employment Specialists attending the CalWORKs program training sessions in either April or May should be enrolled in the WTW Training for Track 4 This allows for the effective integration and on-the-job application of the CalWORKs program training prior to beginning the WTW learning process. The EXCEPTION to this may be Pre-Assessment Employment Specialists who will be assuming the application processing role or assigned to Job Club. Page 4 Printed: April 8, 1998 ..........................................................................................................................I........1''..'' - 11.11 ............................................................................................. ...................... Job Retention Specialists in the Medi-Cal units and their supervisors are encouraged to attend all the sessions with the possible exception of IV. WTW Participation Requirements and Exemptions. * Sr. Employment Specialist Supervisors are asked to equally divide their staff between the two Intensive Case Management workshops on June 91h and 16'h. A reminder will be sent approximately four weeks prior to the June 9h session. * Sr. Employment Specialists with a desire to attend the core WTW sessions should notify their supervisor as soon as possible. The Division Managers have space in each track for Sr. Employment Specialist staff who want to participate. The following outlines a proposal for the assignment of staff to the four tracks— u Track I —WTW Division Managers and Employment Specialist Supervisors a Track 2—Employment Specialists with CalWORKs program experience plus those assigned to Pre-Assessment or G.A. u Track 3 -Employment Specialists with CaIWORKs program experience plus those assigned to Pre-Assessment or G.A. a Track 4—Employment Specialists who completed the CalWORKs program training in April and May.. We are asking that the Division Managers equally divide and assign their WTW staff who are appropriate to attend Tracks 2 and 3. Please divide the prior GAIN SSPAs and pilot project staff between the two tracks so we can benefit from their experience. If you have questions or concerns about the training schedule or content, please contact Lynne Hofmann at 313-1965. Page 5 Printed: April 8, 1998 ........................................................ .................................................................................................................................................................................................... .. ......... ......... ......... ...__._.. .......... .............. ._.......................... ..................................... Core Knowledge and Skill Building Training: Welfare-to-Work Policies and Procedures. I. Overview of CaIWORKs and Contra Costa's Service Delivery Pian (6 hours) This workshop is a culmination of the work done over the past two years in preparation for TANF and Ca1WORKs. Staff will have the opportunity to see the changing roles and processes of the department as we implement CalWORKs. Objectives: ■ Explore the changing roles and values as the IM/GAIN Bureau transitions to the Employment and Supportive Services Bureau. • Discuss how this transition impacts staff roles from eligibility determination to supporting clients in moving toward better utilization of tools and resources to become self-sufficient. i Identify the steps and process involved in the new Service Delivery Plan and become familiar with the supportive services available to our clients. • Compare aspects of eligibility, budgeting and Welfare-to-Work criteria and discuss what is changing and what will remain the same. Presenters: Lynne Hofmann 1 Pat Herrera Dates: February 3, 4, 5, 6, 9, 10, 11 and March 4 U. Introduction to Welfare-to-Work and Employment Services(3.5 hours) This session introduces the Employment Specialist to their new role as motivator, coach and evaluator of progress for participants in the Welfare-to-Work program. Objectives: a Orient the Employment Specialists to the learning process occurring over the next few months to help them acquire and integrate new knowledge and skills related to the successful transition to Welfare-to-Work. • Discuss specific behaviors that support the Department's CalWORKs goals and values as well as the supervisor's goals and expectations for Employment Specialists. Page 6 Printed: April 8, 1998 ......................................................................................................... ......................................... S Review the TANF participation requirements in relation to the role of the Employment Specialist. a Introduce the Welfare-to-Work Handbook, Welfare-to-Work Forms Handbook and training resources. Presenter: Lynne Hofmann Dates: Track I - May 40'— 8:30 to noon Track 3 —May 5h— 1:00 to 4:30 h Track 2—May 51 — 8:30 to noon Track 4—June 18t-h—8:30 to noon III. Introduction to GIS(1/2 Day) This session introduces the Employment Specialist to the GAIN Information System and related resource tools. Objectives: • Identify the role of the GAIN Information System in relation to the Case Data System. • Introduce the GIS Handbook and other resources as learning and reference tools • Review the purpose and role of each screen in the GIS. Presenter: Rob Barnard Dates: Track I a—May 4th— 1:00 to 4:30 Track 3 a—May 7h—8:30 to noon Track I b—May 7h— 1:00 to 4:30 Track 3b—May W"—8:30 to noon Track 2a—May 5th--1:00 to 4:30 Track 4a—June 23d—8:30 to noon Track 2b—May 6h—8:30 to noon Track 4b—June 23"d- 1:00 to 4:30 IV. Welfare-to-Work Participation Requirements and Exemptions (3.5 hours) This session explores Department Manual section 42-705, WTW Participation Requirements and Exemptions. Page 7 Printed: April 8, 1998 a: .......... ....................................................................... ......... ......... ......... ......_._ ......... ..................... _...... ._....... ......... ......... .......... ..._..... ... ........... ........... _.._..__. ..__._.... ..........__.......... Objectives: • Review the content of the Ca1WORKs and Welfare-to-Work orientation. ■ Explore the work related activities that qualify under Contra Costa's Ca1WORKs Plan. ■ Identify the criteria and verification required to apply an exemption from participation in WTW activities. ■ Differentiate between applying an exemption and establishing good cause for non-participation. Presenter: Lynne Hofmann Dates: Track I — May 7`h—8:30 to noon Track 3 —May 12`h— 1:00 to 4:30 Track 2—May 12`h—8:30- noon Track 4—June 18`h— 1:00 to 4:30 V. Identifying Domestic Violence and Referrals for Substance Abuse and Mental Health (3.5 hours) This workshop will teach the Employment Specialist how to identify victims of domestic violence, substance abusers, or people with mental health issues. The Employment Specialist will know how to apply the WTW requirements and department procedure to each situation. Objectives: • Recognize the symptoms of domestic violence victims,substance abusers and people with mental health issues. • Apply the good cause criteria to the victim of domestic violence. ■ Evaluate the need for mandatory reporting referrals to Children's Protective Services in cases with domestic violence,substance abuse or mental health issues and the process for making those referrals. • Identify which cases need to be carried by a Senior Employment Specialist and how to make the referral to the Senior Employment Specialist. • Make a referral to the substance abuse and mental health assessment counselor. • Incorporate the treatment programs for substance abuse or mental health into the WTW participant requirements. Page 8 Printed: April 8, 1998 ............................................................................................................................................................11.11,111 11 1.11, ........ ..... ..... I................................................................................. Presenter: Patricia Herrera Dates: Track I —May 13'h— 8:30 to 4:00 Track 3 —May 15'h— 8:30 to 4:00 Track 2 —May 10— 8:30 to 4:00 Track 4—To be determined VI. Supportive Services Payments (3 hours) This session covers the expenses that can be paid through supportive services payments to enable the WTW participant to participate in the required WTW activity, Objective: 0 Refer the participant to the Child Care Unit for child care plans and expenses, 0 Calculate and issue a transportation payment. 0 Identify what expenses are allowable under the umbrella of ancillary expenses. Calculate and issue ancillary expenses. Presenter: Patricia Herrera Dates: Track I —May 13th Track 3 —May 15th Track 2—May 14th Track 4—To be determined VU. Identifying WTW Participant Strengths and Challenges(6.5 hours) This workshop helps the Employment Specialist develop skills necessary to identify WTW participant strengths as well as barriers that need to be addressed to ensure success as the participant moves into the WTW process. Objectives: a Explore the purpose and components of the Appraisal and Reappraisal interview. 0 Practice identifying participant employment related strengths and challenges as well as identifying potential resources for removing barriers to employment. Page 9 Printed: April 8, 1998 ....................... .......... ....... ........................................... .............. _.. _....... ......... ......... _-..... ......_........._.. _. . ..._..... ......... ......... ......... ......... .__...... ......... ......... .......... ........... ..._._.._.__...... _ . ....... ...... • identify the eligibility criteria and participation requirements for a Self-Initiated Program. • Understand the GIS screen entries related to the appraisal interview. Presenters: Lynne Hofmann and content expert Dates Track 1 —May 18u'— 8:30 to 4:00 Track 3 —May 21"-8:30 to 4:00 Track 2 --May 19''— 8:30 to 4:00 Track 4—July 7`h - 8:30 to 4:00 IAL VIII. GIS Lab (3.5 hours) This session will cover hove information is entered onto the GTS screens and how the flow of information tracks participants through the system. Objectives: • Review the VSD codes and CDS entries necessary to create GIS records. • Enter information onto the GIS screens. • Identify the importance and use of GIS "ticklers". • Practice tracking a typical participant record in GIS through the use of a case example. Presenter: Rob.Barnard Dates: Track I —May 19—8:30 to noon Track 3a—May 20—8:30 to noon Track Ib—May 21 —8:30 to noon Track 3b—May 20-- 1:00 to 4.30 Track 2a—May 18 —8:30 to noon Track 4a—July 8',— 8:30 to noon Track 2b—May 21 -- 1:00 to 4:30 Track 4b—July 9— 1:00 to 4:30 Page 10 Printed: April 8, 1998 IX. Employment Interviewing(6 hours) This workshop introduces an interviewing model to support the transition from "investigative"to"motivational and explorative" interviewing. Participants evaluate their own listening skills, enhance their motivational techniques and learn skills for conducting interviews that facilitate participant development Objectives: • Introduction to the Intentional Interviewing approach to planning,conducting and assessing effectiveness in participant interactions. Differentiate between the goals of the traditional eligibility interview and those of the employment-focused interview. ■ Practice identifying participant strengths and barriers using the key concepts of Intentional Interviewing. Presenter: Cliva Mee, Center for Human Services Training Dates: Track I-May 27h—9:00—4:00 Track 3 —June 9`h - 9:00 to 4:00 Track 2—May 28`"—9:00—4:00 Track 4—July 15th—9:00 to 4:00 X. Service Provider Overview for Domestic Violence, Substance Abuse & Mental Health Representatives from the Health Services Department, Battered Woman's Alternatives and Rape Crisis Center will provide an overview of the services available to the WTW participants we refer to them. Objectives: ■ Offer an overview of the services provided by Health Services, Battered Woman's Alternatives and the Rape Crisis Center. ■ Identify behavior associated with mental health problems, substance abuse, victims of sexual assault or domestic violence. ■ Discuss the cycle of abuse(background). Page I I Printed: April 8, 1998 ....::.:..:....:.S..S:A.:t::::::::::::::::::::.:::::::::::::::::::::::::::::::::::::::::::::::::: .. .. .................................................................................................................................................. _. .. ......... ......... ......... ......... ........... ..............._....._. .......... ...._...._. .........._............... ....... Coordinator: Pat Herrera Dates: Track 1- June 2„d—8:304:00 Track 3 —June 4`"---8:30-4:04 Track 2—June 3`d—8:30-4:00 Track 4—to be determined low X.I. Job Seeking and Job Finding Skills (7 hours) This workshop introduces the Employment Specialist to the job seeking and finding skills covered in the four week Job Club attended by most of our WTW participants. Employment Specialists will be reinforcing and supporting these skills during Pre and Post Assessment activities. Objectives: ■ Review job finding skills including dress,hygiene,resume writing,the job market and job interviewing. • Exploration of employer requirements and expectations. ■ Reinforcement in skills that enhance participant self-esteem,self-image and confidence. Facilitator: Lynne Hofmann with support from internal subject matter experts Dates: Track 1 —June 10th—8:30 to 4:00 Track 3—June 1'It'—8:30 to 4:00 Track 2—June 12th-8:30 to 4:00 Track 4—July 23rd—8:30 to 4:00 XII. Effective Job Club Presentations(12 hours) Effective job club presentations hold the attention of participants, build motivation,teach skills and are fun. This workshop covers principals and proven techniques for successful job club presentations. Page 12 Printed: April 8, 1998 ..............................................................................11.11,111,.............. ............................................................................... ........................... Prerequisites: New Job Club Leaders with no experience will attend a Job Club prior to attending Effective Job Club Presentations. All participants will be asked to complete a survey prior to the workshop, Participants: All Job Club Leaders Objectives: a Explore principles of effective job clubs. a Practice dynamic communication and presentation techniques. 2 Build skiffs for keeping participants involved by maintaining enthusiasm and motivation. a Review skills for teaching self-appraisal,self-marketing and decision-making skills. • Identify required GIS entries. Presenter. Nora Gerber, The Center for Human Service Training Dates: June 15'h and 22nd 9:00 to 4:00 XM.Building Life Skills (6 hours) This workshop focuses on how to help participants address personal challenges and build skills for successful participation in Welfare-to-Work. Objectives: • Identify techniques for supporting,participants in abroad range of life changes necessary for moving from welfare to work. • Reinforce interviewing and communication skills for working with participant strengths while building self-esteem and confidence. • Develop skills for helping participants improve money and time management issues. • Acquire techniques for minimizing sabotage by family or friends. Presenter: Jaime Jones, The Center for Human Services Training Dates: Track I-June 23d—9:00 to 4:00 Track 3 —June 25'h—9:00 to 4:00 Track 2—June 24h—9:00 to 4:00 Track 4—July 29a —9:00 to 4:00 Page 13 Printed: April 8, 1998 XV. Supporting and Evaluating Progress with the WTW Plan (6 hours) ' This workshop focuses on methods of monitoring participant progress in activities designed to support their transition to self-sufficiency. Objectives: a Explore techniques and skills for addressing participant resistance and other obstacles to task completion. ■ Develop and practice the use of checklists and goal sheets to track progress. • Define the Employment Specialist's role in follow-up and monitoring. ■ Identify non-compliance situations and the process for applying sanctions as described in WTW Handbook section 42-745. Presenter: To Be Determined Dates: Track I -Iuly 9th— 8:30 to 4:00 Track 3 —July 2I — 8:30 to 4:00 Track 2—July 13t— 8:30—4:00 Track 4 - August XIV. Client Motivation (3,5 hours) This workshop explores the basics of motivating and how we can best assist our participants in overcoming fears. The Employment Specialist will better understand and build skills for their role as catalyst for positive change in participant's lives. Objectives: r Identify factors that motivate participants to make life changes for themselves and their families. ■ Build skills to help participants overcome fears. • Model successful workplace behavior. • Encouraging participant self-esteem through coaching,praising and celebrating successes. Page 14 Printed: April 8, 1998 ................................................................................... ............... .................................................................. .......................................... Presenter: Bridget Skillman, Center for Human Services Training Dates: Track I-June 29h— 8:30 to noon Track 3 —June 300'— 8:30 to noon Track 2 —June 29th— 1:00 to 4:30 Track 4 —June 300'— 1:00 to 430 Training and Content To Be Scheduled: How to Use the Wellness Guide as a Resource Additional Client Motivation Workshop Caseload Efficiency and Effective Case Management Supporting Participant Job Retention Presentation Skills for Orientation Leaders Workshops III through XIV in the Employment Specialists series will be presented (to the extent possible)for the ESS and Division Managers prior to the training for the new Employment Specialists. Page 15 Printed: April 8, 1998 wN.............................. . . .... .. .............................................................................................................................................................................. _...__. ......... ......... ......... ......... ......... ..__..._. ........................... ...._....... ........ ....... .. ....... ......... ....... Overview of Senior Employment Specialist Twining The Senior Employment Specialists are also welcome to attend the workshops presented for the new Employment Specialists. 1. Transitioning from GAIN to Welfare-to-Work(6 hours) This workshop will provide an overview of work done over the past two years in preparation for Ca1WORKs and Welfare-to-Work. Participants will have the opportunity to explore the changing roles and processes of the department as we implement Welfare-to- Work. Objectives: • Explore the changing roles and values as the IM/GAIN Bureau transitions to the Employment and Supportive Services Bureau. ■ Discuss how the transition impacts Welfare-to-Work staff roles in supporting Ca1WORKs clients in moving toward self-sufficiency. • Identify the steps and processes involved in the new Service Delivery Plan and review the supportive services available to our clients. • Compare aspects of the Welfare-to-Work criteria and discuss what will remain the same. Facilitator: Lynne Hofmann Date: February 15'h 11. Initial Planning-Welfare-to-Work Plans,Self-Initiated Programsand Mental Health,Substance Abuse and Domestic violence Referrals (2 hours) Presented as a brief overview for Senior Employment Specialists who are an intregal part of the March I&implementation of WTW components in Contra Costa County. This information session provides a overview of what is changing under WTW. Objectives: • Introduction to the Welfare-to-Work Plan and what it includes. • What we know about the Self-Initiated Plan process at this point. Page 16 Printed: April 8, 1998 ..........................................................................................1.111, 1.........1.11 .. ....................................................................... .......................................... ■ Overview of roles and responsibilities around substance abuse, mental health and domestic violence issues. Presenters: Lynne Hofmann, Pat Herrera and Elaine Grothmann Dates: March 16"& 170' 111. Intensive Case Management Skills (6 hours) In this workshop, Senior Employment Specialists will learn how to engage WTW participants in a problem-solving approach that uses a series of actions and tasks to help participants change their situations. Objectives: ■ Define the Senior Employment Specialist's role with the WTW participants who have been identified as needing "intensive case management". ■ Learn and apply the Intentional Interviewing model to situations that may arise in an "intensive"case. ■ Practice assessing the needs of the hard to serve participant and setting achievable goals. Presenter: Diane Harkins, The Center for Human Services Training Dates: June Vh or June 16'h(the workshop is being offered two times for unit coverage) 9:00 to 4:00 each day. A formal needs assessment will be conducted in the near future to identify additional training needs for the Senior Employment Specialist. Page 17 Printed: April 8, 1998 ................................................. ............. ............................................................................... . ..................................................................................................................................................................... _.... ._....... ......... ....._. .......__.. ......... ......_... ......... ....... _ _. Overview of Employment Specialist SupervisorTraining The Employment Specialist Supervisors are also attending the core knowledge and skill building sessions offered for the Employment Specialists as described in the first segment of this brochure. I. Role of the Employment Specialist Supervisor(6.5 hours)— This workshop will help prepare the Eligibility Supervisors for their new role in supervising, coaching and mentoring the new Employment Specialists. The Senior Employment Specialist Supervisors will have the opportunity to explore their changing role under Welfare-to-Work and to provide support and consultation to the Employment Specialist Supervisors in this workshop. Objectives: • Through conversation and exploration,dune the role of the Employment Specialist and Senior Employment Specialist Supervisor including identifying behaviors that will support employment staff to motivate and empower WTW participants. • Using a list of TANF worker competencies, develop a draft list of goals and expectations for Employment Specialists and Senior Employment Specialists. ■ In partnership with Staff Development,create a plan for developing the Employment Specialist's knowledge and skills to ensure successful attainment of the department's CaIWORKs goals. Facilitators: Shirley Kalinowski and Lynne Hofmann Date: To be determined A formal'needs assessment will be conducted in the near future to identify additional training needs for the Employment Specialist Supervisor. Page 18 Printed: April 8, 1998 Overview of WTW Training and Dates By Track Track 1 Class Date & Time ❖ Introduction to WTW and Employment Services May 4 8:30 to 12:00 ❖ Intro to GIS (Track 1A) May 4 1:00 to 4:30 ❖ WTW Participation Requirements and Exemptions May 7 8:30 to 12:00 ❖ Intro to GIS (Track I B) May 7 1:00 to 4:30 ❖ ID DV/SA/MH Referrals& Supportive Services Payments May 13 8:30 to 4:00 ❖ ID WTW Participant Strengths and Challenges May 18 8:30 to 4:00 •;• GIS Lab(Track l A) May 19 8:30 to 12:00 4• GIS Lab(Track 1B) May 21 8:30 to 12:00 ❖ Employment Interviewing May 27 9:00 to 4:00 ❖ Service Provider ON for Domestic Violence& Substance Abuse Services June 2 8:30 to 4:00 4• Job Seeking/Job Finding Skills June 10 8;30 to 4:00 4• Building Life Skills. June 23 9:00 to 4:00 ❖ Client Motivation June 29 8:30 to 12:00 ❖ Supporting&Evaluating Progress with WTW Plan July 9 8:30 to 4:00 « „ _ . Track`2 k s Class Date & Time m Introduction to WTW and Employment Services May 5 8:30 to 12:00 • Intro to GIS(Track 2A) May 5 1:00 to 4:30 ❖ Intro to GIS(Track 2B) May 6 8:30 to 12:00 •:• WTW Participation Requirements and Exemptions May 12 8:30 to 12:00 4• ID DV/SA/MH Referrals& Supportive Services Payments May 14 8:30 to 4:00 GIS Lab(Track 2A) May 18 8:30 to 12:00 ❖ ID WTW Participant Strengths and Challenges May 19 8:30 to 4:00 100 GIS Lab(Track 2B) May 21 1:00 to 4:30 ❖ Employment Interviewing May 28 9:00 to 4:00 ❖ Service Provider ON for Domestic Violence& Substance Abuse Services June 3 8:30 to 4:00 ❖ Job Seeking/Job Finding Skills June 12 8:30 to 4:00 'e Building Life Skills June 24 9:00 to 4:00 4• Client Motivation June 29 1:00 to 4:30 4• Supporting&Evaluating Progress with WTW Plan July 13 8:30 to 4:00 Page 19 Printed: April 8, 1998 _........ ......... ......... ......... ......... .......................... _..... ......... ......... ......... ......... ..............__...... .......__............... .._......... .._._.._._....__._............... ...... ........................ Track 3 . . Class Date & Time ❖ Introduction to WTW and Employment Services May 5 1:00 to 4:30 ❖ Intro to GIS (Track 3A) May 7 8:30 to 12:00 ❖ Intro to CIS (Track 3B) May 8 8:30 to 12:00 ❖ WTW Participation Requirements and Exemptions May 12 1:00';to 4:30 ❖ ID DV/SA/MH Referrals& Supportive Services Payments May 15 8:30 to 4:00 ❖ GIS Lab(Track 3A) May 20 8:30 to 12:00 e GIS Lab(Track 3B) May 20 1:00 to 4:30 ❖ ID WTW Participant Strengths and Challenges May 21 8:30 to 4:00 ❖ Service Provider ON for Domestic Violence& Substance Abuse Services June 4 8:30 to 4:00 •b Employment Interviewing June 9 9:00 to 4:00 ❖ JobSeeking/Job Finding Skills June 11 8:30 to 4:00 ❖ Building Life Skills June'25 9:00 to 4:00 ❖ Client Motivation June 30 8:30 to 12:00 *e .Supporting& Evaluating Progress with WTW Plan July 21 8:30 to 4:00 Track 4 r Class Date &Time :• Introduction to WTW and Employment Services June 18 8:30 to 12:00 •�• WTW Participation Requirements and Exemptions June 18 1:04 to 4:30 4:• Intro to CIS(Track 4A) June 23 8:30 to 12:00 4:• Intro to CIS (Track 4B) June 23 1:00 to 4:30 •:• ID DV/SA/MH Referrals& Supportive Services Payments To Be Determined ❖ Client Motivation June 30 1:00 to 4:30 .• ID WTW Participant Strengths and Challenges July 7 8:30 to 12:00 ❖ GIS Lab(Track 4A) July 8 8:30 to 12:00 ❖ GIS Lab(Track 4B) July 8 1:00 to 4:30 4:• Service Provider ON for Domestic Violence& Substance Abuse Services To Be Determined ❖ Employment Interviewing July 15 9:00 to 4:00 ❖ Job Seeking/Job Finding Skills July 23 8:30 to 4:00 ev Building Life Skills July 29 9:00 to 4:00 �• Supporting and Evaluating Progress with WTW Plan To Be Determined Page 20 Printed: April 8, 1998