Located in:
- Program-specific Requirements for Adult, Dislocated Worker, and Youth Activities under Title I-B
The Unified or Combined State Plan must include the following with respect to activities carried out under subtitle B--
a. 2. B. Describe How the State Intends to Use Governor’s Set Aside Funding. Describe How the State Will Utilize Rapid Response Funds to Respond to Layoffs and Plant Closings and Coordinate Services to Quickly Aid Companies and Their Affected Workers. States Also Should Describe Any Layoff Aversion Strategies They Have Implemented to Address at Risk Companies and Workers
Current Narrative:
RAPID RESPONSE
Minnesota plans to reserve the maximum allowable 25 percent of the WIOA Dislocated Worker program allocation to provide Rapid Response services throughout the state. These funds serve laid off individuals who will participate in either the WIOA or State Dislocated Worker (DW) programs. Both programs require speed and quality of service from the Rapid Response team and the subsequent DW services to customers. Balance between these two principles is where the State Rapid Response Team does its most important work.
When DEED Rapid Response staff learn about an event that may qualify as a mass layoff, the team begins a Needs Assessment by working with the employer, the local partners, unions, and any other relevant entities to determine the actual size and scope of the layoff. If the event meets the qualifications of a Mass Layoff the State Rapid Response Team (SRRT) sends an Email Broadcast out to every provider in the state (16 WDAs and 10 Independent, State Certified Service Providers) calling for the Rapid Response Competitive Process. The Competitive Process helps to determine who may be interested in competing for mass layoff grant (also called a “project”) if announced. Within 24 hours of the initial Email Broadcast announcing the Competitive Process, the SRRT is informed via email of those providers who are interested in serving the laid off individuals.
If there are no interested providers beyond the WDA in which the layoff is happening, the State determines the size of the layoff and the number of likely DW program participants, conducts an orientation for workers if necessary, surveys the workers to inform the providers’ service provision, and provides a smooth transition to local partners who will provide any DW program services.
If there are interested providers beyond the WDA in which the layoff is happening, the event moves into the competitive process in which the State takes a more substantial role beyond orientations and surveys. In these circumstances, the SRRT performs all orientation and facilitation functions until a volunteer, designated Planning and Selection Committee (PSC) — composed of the workers impacted by the layoff — has chosen a service provider. SRRT members convene the PSC, explain the process, provide impartial and accurate data on the performance of service providers, facilitate the decision—making process, and maintain communication with all competing providers. In addition, after the PSC makes its selection, the SRRT advises other State staff of the formal proposal that comes from the service provider. This formal proposal allows the State to confirm the PSC’s choice. Finally, the SRRT follows—up with PSC members several weeks after their selection and administer a survey to assess the performance of both the SRRT (MSJP) and the early performance of the provider. The entire PSC process puts the power in the hands of the laid off workers, giving them the opportunity to choose their provider after having lost the power they had in their employment.
Typically, competition among service providers increases the quality of customer services, since providers must focus on the unique aspects of a layoff in order to convince the PSC to choose them. Please visit DEED’s website for additional details on Minnesota’s Rapid Response services and the competitive process.
LAY—OFF AVERSION
Lay—off aversion tactics are difficult to deploy. Holistic workforce planning and early communication with employers supports workers during times of transition and layoff. Minnesota also offers a shared work program through the Unemployment Insurance Division, which minimizes layoffs.
Minnesota also offers Incumbent Worker (IW) training, and continues to develop policies to guide such work. As we fully implement WIOA, we plan to use a portion of DW program formula—allocated funding to work with companies to provide IW training, which strengthens the existing labor force and helps to prepare for retirement and other natural attrition. Minnesota also offers other types of IW training, including Job Skills Partnership grants, which bring employers and training institutions together to support the existing labor force. This kind of training, in and of itself, strengthens the workforce, which helps to avert layoffs in an indirect manner.