Narrative: III. b. 4. B.

At a minimum, workforce delivery system partner program services, and the partner programs included in this Combined State Plan, will be assessed using performance measures they have in common, in addition to other performance accountability measures required by each program’s funding source(s) and grants. Performance will be reviewed at both the state and the local workforce area level.

SCSEP

SCSEP has operational reporting requirements set by the US Department of Labor (DOL). The SPARQ (SCSEP Performance and Results Quarterly Progress Report) system is used for data collection and data reporting. The SPARQ system includes the Web Data Collection System (WDCS), which is an application that allows users to enter, store and manage SCSEP participant data.

The data is stored directly into the DOL SCSEP National Database via the Web. This Web-based system provides access to participants’ information. The data entered into SPARQ is used to monitor enrollments, placements, follow-ups, data quality and other key data. SPARQ performs the calculation of the SCSEP performance measures and generates the Quarterly Progress Report (QPR) and Data Quality Report (DQR). The DOL analyzes data performance to determine if SCSEP is meeting annual performance goals each program year (July 1^st through June 30^th).

Colorado Works

Through the Federal TANF program, the state is held accountable to the Federal Work Participation Rate (FWPR). This rate is calculated by the Federal Administration of Children and Families within US Health and Human Services, and states are expected to meet or exceed performance targets set on an annual basis. The performance rate is established through the analysis of CBMS data for countable participants, and their ability to meet the federally required hours of participation in countable activities. This information is reviewed and managed by county and state human service staff, and may also be a performance indicator for workforce development sub-contractors who have a formal agreement for service provision through the local human service department in their area.

Colorado has further promoted employment entry as a meaningful outcome for program participants, and implemented system changes to enable the tracking of employment nearly three years ago. A target rate for employment entry has been established in the Colorado Department of Human Services’ 5-Year Strategic Plan, and is expected to be 35% or better for the current performance year. The rate is calculated through the attainment of certain outcomes identified in CBMS. This goal is tracked monthly through the Department’s performance management system, known as C-Stat, and progress has been ahead of schedule toward the goal. County human service departments and their workforce development partners or sub-contractors are held accountable to this rate.

TAA

With the passage of the Trade Adjustment Assistance Reauthorization Act of 2015, the TAA program will report performance under the WIOA measures used by core and partner programs. The TAA program currently reports all performance measures via the USDOL mandated quarterly Trade Act Participant Report (TAPR). As implemented by USDOL, the TAA program will utilize the new reporting PIRL report mechanism that is replacing TAPR to report data and evaluate the program.

In addition to the TAPR report, USDOL has implemented the TAA Data Integrity (TAA DI) report card that compares the financial and performance measures reported on the TAPR and the ETA 9130. If a state has any discrepancies between the two reports or any objectives that are not met, then the state must respond in writing on why the objective was not met and how it will be improved or fixed. The TAADI report card has provided areas of opportunity for improvement with the TAA program and will guide continued efforts in the future.

All case files at the local workforce center are monitored on an annual basis by CDLE’s Workforce Development Programs Regional Services Team. The TAA program utilizes the monitoring reviews to discover trends within the program and provide additional training to the regional case managers. In addition to annual monitoring, TAA files are verified by USDOL’s annual Data Integrity review.

Jobs for Veterans State Grant

The demonstration of Priority of Service is the responsibility of American Job Center (AJC) staff. It is also the responsibility of the state and county leadership to ensure that Priority of Service is being successfully demonstrated by providing training, technical assistance and monitoring accomplished by the Local Veteran Employment Representative (LVER), CDLE Monitors, State Veterans Program Coordinator and Assistant Coordinator, CDLE Regional Directors, and Veteran Program Managers. Methods and means used to verify whether or not Priority of Service is being provided will be the following but are not limited to:

• Vets 9002 and 200 Report

• Interviewing of AJC staff

• State monitoring tool

• Review of program files and documentation

• Customer surveys

• Site visits

• Accompanying DVET during federal audits

• Quarterly Managers Report

CDLE and USDOL/VETS monitor and review the provision of services to veterans at the state and local levels at least annually, and provide the Executive Director, local directors, and the local workforce center manager with the findings, recommendations and/or corrective actions. LVERs will be brought together once a quarter for Priority of Service overview and training. An invitation to AJC staff in need of Priority of Service training will be extended but will not be paid out of JVSG funds. A Priority of Service Power Point will become an attachment and sent out to the each AJC region. This Power Point, in the absence of a LVER, can be used for training purposes of AJC new hires. As a condition of receiving any USDOL funds for programs, local areas will provide Priority of Service to veterans and covered persons. This annual agreement is a contract between the State of Colorado and the local areas. The contract must be signed by both the state and local areas as a condition to receive all US Department of Labor funds.

MSFW

The MSFW programs, as required by US Department of Labor (DOL) regulations, work closely with partner agencies to provide information and referrals to our shared customer base. Each significant office hands out MSFW packets to migrants during outreach activities. These informational packets include resources for English as a Second Language (ESL), Migrant Education Program (MEP) and training opportunities available through the WIOA 167 provider. The agency Memorandas of Understanding (MOUs) have provided a way to track some of our referrals between agencies. MOUs have been in place with three of our close partners. The Connecting Colorado (CC) data base is used in part to collect data from referrals that have been made by Workforce agencies and outreach workers. The data entered in CC is used for monitoring purposes to ensure qualitative and quantitative proportionate referrals provided to the MSFW population

The overall program performance measures include: Entered Employment; Employment Retention; Average Earnings; Community Service referrals; and referrals to educational services and organizations. These performance measures are reviewed quarterly and targets are adjusted based on the economic conditions of Colorado. MOU referrals are also reviewed on a quarterly basis and discussed in meetings with our partners for reporting and evaluation purposes.

Additionally, CDLE will work with partner programs to develop additional forms of evaluation for joint initiatives, such as the CDLE-CDOC Road to Work pilot project targeting high-risk parolees. In addition to looking at the percentage of participants who obtain and maintain employment, and their average wage at placement, the pilot will also identify and evaluate which service strategies are the most effective at helping participants meet their goals at each stage of the process (e.g. assessment, training, credentialing, parole, etc.)