Narrative: II. a. 2.

The MPWS is comprised of a network of collaborative partnerships which work effectively to deliver workforce development activities. In addition to the WIOA core and required partners, Missouri has implemented a combined plan, which includes the Temporary Assistance for Needy Families (TANF), Supplemental Nutrition Assistance Program (SNAP), and Community Services Block Grant (CSBG) programs. The decision to include these partners was based on the need to ensure that individuals with barriers, particularly those with low income, youth who are in or have aged out of the foster care system, and those who may be exhausting lifetime eligibility under the TANF program received services through MPWS. Through WIOA implementation, the MPWS now extends to many other stakeholders who provide statewide access to their services, including Centers for Independent Living, professional associations, local chambers of commerce, community-based organizations such as Urban League and United Way, local community action agencies, local school districts and community rehabilitation providers. Through these partnerships, the MPWS is able to provide significant outreach and services to both jobseekers and employers.

As part of a statewide network of job centers and partner organizations, the Missouri Department of Higher Education and Workforce Development’s (DHEWD) Office of Workforce Development (OWD) coordinates and aligns its partnership with the Department of Labor and Industrial Relations’ (DOLIR) Division of Employment Security (DES); Department of Elementary and Secondary Education’s (DESE) Adult Education and Literacy (AEL) and Missouri Vocational Rehabilitation (MVR); Department of Social Services (DSS), including Rehabilitation Services for the Blind (RSB), and the Office of Workforce and Community Initiatives (OWCI). Together, the partners provide a robust menu of vital employment, reemployment, and support services to meet the needs of jobseekers and employers, including individuals with barriers to employment and the underemployed. 

The MPWS has 19 partners that provide statewide services and collaborate to deliver education and training programs. Referrals are made between partners as needs are identified, increasing the overall footprint of services available to customers. Missouri’s employment services include, but are not limited to, short-term training, apprenticeships, employability skills, on-the-job training (OJT), job placement, resume preparation, interviewing skills, networking, occupational exploration, and retention services. 

As part of the MPWS, Missouri Vocational Rehabilitation (MVR) expands its ability to serve its customers. MVR’s workforce development activities assist individuals with disabilities to prepare for, enter into, engage in, advance in or retain competitive integrated employment. These activities include assessments, vocational guidance and counseling, and job preparation activities such as disability awareness, resume writing, and interviewing skills. Additionally, MVR provides eligible individuals with training services such as on-the-job training (OJT), apprenticeships, customized employment, progressive employment, and funding for customers to attend community colleges and universities.

MVR offers a host of employment and training services to students and youth with disabilities from as early as age 14 to 24. These services aim to aid students and youth with disabilities with the transition from high school to the work world or onto higher education and training services. They include pre-employment services to ensure that young individuals with disabilities are better prepared and have more opportunities for competitive integrated employment.

Through Memorandums of Understanding (MOUs) with job centers, MVR is the primary referral source from job center partners for individuals with disabilities. MVR counselors visit various job centers, both full service sites and affiliates, frequently to provide services to consumers in a timely fashion. MVR is available for technical assistance to job center staff regarding rehabilitation technology and accommodations in the workplace.

MVR’s commitment to employer services is evidenced by its investment in its Business Services Program. The team of business services professionals is resources for employers’ needs. The team provides employers with regional and national access to a talent pool of skilled workers. They specialize in helping businesses achieve a diversified workforce.

Rehabilitation Services for the Blind (RSB) works closely with MVR, employers, WIOA and community partners to coordinate and strengthen its network of services. RSB believes that with the right training and resources, each blind or visually impaired person will be able to achieve their goals. To that end, RSB offers a multitude of services to eligible youth and adults such as blindness and daily living skills training, disability/blind awareness, employability skills training, as well as career planning and job readiness training.

RSB works with employers through a variety of activities at the local level to identify competitive integrated employment and career exploration opportunities to facilitate the provision of vocational rehabilitation (VR) and transition services, including transition for youth and pre-employment transition services. RSB staff engage in outreach activities meeting directly with employers to identify employment needs and educate employers about the services RSB can offer for existing and new employees.

Outreach activities are extended to employer health fairs, job fairs, chamber of commerce events, and partnering with local workforce development boards (WDBs). Prevention of Blindness staff may conduct free vision screenings at any of the above events to provide further outreach and information regarding RSB programs and services. RSB has four Job Development Specialists and an Employment Services Coordinator.

RSB has formal contract agreements with community rehabilitation providers to work with employers and assist clients with job search, job placement, and customized employment opportunities. Other services include work-based learning experiences, task analysis, and job coaching when needed. RSB Pre-Employment Transition Services provide high school age youth with a foundation for the school-to-work transition through employment readiness skills instruction, including workplace readiness training, job exploration counseling, and self-advocacy training.

Before COVID-19, the MPWS offered Adult Education and Literacy (AEL) activities in traditional settings, primarily physical class sites at educational institutions, job centers, and community organizations. The agility demonstrated by local AEL service providers to endure academic and workforce upheaval led to innovations in service delivery that bring AEL activities to the citizens who need them most. To address intensified barriers, including childcare, transportation, access to classrooms, reduced study time, and the need for immediate employment, the MPWS expanded AEL service delivery through virtual methods and by utilizing partnerships with employers and other community-based organizations.

AEL service providers across Missouri customized their virtual learning experiences based on the needs of students in their region. At the state level, AEL closely monitors the performance of distance education programming in real-time to ensure equitable service delivery. Missouri also offers a virtual platform, MOLearns, to expedite High School Equivalency attainment for students with higher literacy levels. The statewide AEL distance education standards allow flexibility for adult students with internet access to overcome barriers to attending a physical classroom. The MPWS provides access to these tailored services through co-location and the one-stop delivery system.

The MPWS has strong relationships with employers, which are valuable in providing services to employed adult learners and those seeking employment. Utilizing advancements in service delivery, AEL classrooms are mobile and versatile. This allows employers such as WEG Transformers to invest in their current employees by providing the infrastructure for English acquisition or basic education at the worksite. By providing AEL services free at the workplace, the MPWS supports employers’ recruitment and retention while offering education integrated with workforce readiness to jobseekers facing barriers to sustainable employment. This delivery method provides incentives for employers and employees while opening the door for expansion of AEL’s Integrated Education and Training (IET).

Additionally, through OWD, the MPWS offers an array of employment services to adults, dislocated workers, in-school youth, out-of-school youth, and unemployment insurance (UI) claimants. This includes sharing of labor market information, job matching and referrals to open positions, job preparation workshops, and one-on-one career counseling. Missouri provides co-enrollment services to leverage resources and provides comprehensive service delivery to customers with barriers to employment. If it is determined that customers need individualized career or training services, they are referred to partners to meet their identified needs.

Missouri’s employer services include specialized recruitment and customized job fairs, posting of open positions, provision of Work Opportunity Tax Credit (WOTC) and federal bonding programs, incumbent worker training, qualified applicant referral, customized employment, apprenticeships, and access to justice-involved individuals and other customers with barriers. Core, combined, and required partners’ education and training activities include access and funding for short-term training, high school equivalency, postsecondary education, life skills training, workplace readiness training, and skill-based training. 

The MPWS’s Department of Social Services (DSS), Office of Workforce and Community Initiatives (OWCI) offers employment and training services through SkillUP, the Missouri Work Assistance (MWA) Program,  Jobs for America’s Graduates (JAG), Excel Centers (also known as Adult High Schools), the Futures Program, Jobs League, and Community Service Block Grant (CSBG). OWCI also administers multiple new decision item programs each fiscal year, contingent upon the allocation of TANF and SNAP funding for additional wrap-around services or to address region specific needs. The department continues to work toward identifying clients across programs for efficiencies to ensure the best programs for the individual are recommended and assistance is provided in enrolling in the recommended program.

SkillUP and MWA offer a variety of employment and training activities including short-term training, OJT, job search assistance, resume preparation, direct linkages to employers, work experience, and employability skills. Both SkillUP and MWA require performance outcomes, which include employment. These programs blend resources with other agencies and local nonprofits.

SkillUP provides training, education, and employment preparation for SNAP recipients. SkillUP has currently 227 provider locations throughout the state in locations administered through the Missouri Community College Association, community partnerships, workforce development boards, and the Missouri Community Action Agency Network. In FY 2022, SkillUP providers served over 3,000 clients. Beginning fourth quarter FY 2023, OWCI expects to see a large increase in SkillUP participation as the Public Health Emergency unwind requires Able-Bodied Adults without Dependents (ABAWDS) to meet certain work requirements.

MWA provides training, education, and employment preparation for TA (cash assistance) recipients. MWA has currently 64 physical provider locations, but covers every county. Providers are required to maintain a presence in each county and meet with recipients at alternate locations as needed. The MWA program assists participants in completing an Individual Employment Plan (IEP). Once the IEP is completed, the MWA program assists in overcoming many common barriers to family sustaining employment with support ranging from assisting with childcare fees to providing funds for tools or uniforms. In FY 2022, 8,760 clients were referred to MWA providers.

DSS contracts with JAG Missouri to provide TANF funding for the Jobs for America’s Graduates program. It also contracts directly with the school districts through MOUs. For FY 2024, there are 74 school districts that administer 114 programs throughout the state. DSS communicates with JAG Missouri, which passes information to the specialists at each school to help families. Funding is provided under TANF purpose three to prevent and reduce out of wedlock pregnancies. DSS provides program, invoicing and monitoring support for JAG. It participates in state and national conferences as judges. OWCI’s role with JAG is to create and modify policies, procedures and manuals, conduct research, and review program outcomes to justify TANF funding.

JAG serves students who have potential but who also face significant barriers to success, such as poverty, challenging family situations, and/or a history of personal trauma. Since its founding in 1979, JAG has served more than 1.4 million students nationally.

A JAG Specialist is a teacher that runs the program for each school as an elective course that students are recommended for via school administration, other teachers, and school counselors. Students benefit from the JAG Advantage, a program model that is based upon three strategies of learning: Project Based Learning, Trauma Informed Care, and Employer Engagement. There are three different program types: Middle School, High School (Multi-year), and Alternative School. Each type of program has unique requirements that address the particular needs of each type of student.

JAG Missouri has proven to be an effective and successful program by increasing graduation rates, academic performance, attendance, job placement, and continued education or training year after year. For FY 2023, there were 3,368 enrolled individuals from grades 6-12. There were 913 graduates for FY 2023. DSS also reviews positive outcome rates from the previous year’s graduates. For FY 2023, 89% of graduates from the class of 2022 (715 out of 729) transitioned to postsecondary education, gained employment, and/or entered the military in the year of follow up that specialists completed.

JAG works with strong, but socially unprepared students. It is a successful program because it sees the value of these students and unleashes the potential they have. JAG students have talent, grit, and a hunger to learn. Many times, all these students need to succeed is someone who believes in them and who creates the opportunities for them to show the world what they can do.

Other MPWS partners have developed unique ways to collaborate with this essential program focused on youth. MODOT has established an internal team focused on engaging with JAG students across the state. The team goes to area high schools with JAG programs and provides education about transportation and trades related careers. This includes sharing information about MODOT internships, an education and training program that affords students the opportunity to work while attending college, partnering for Build My Future events, which are hands-on experiences of working in the transportation field, a youth transportation summer camp, and basic information about the state hiring portal to access MODOT positions. OWD also partners with JAG by providing information and resources about job center services. This includes tours of the centers and talking with job center staff about the available services.

Jobs League (formerly Summer Jobs League) offers low-income individuals age 14 to 24 years old who qualify under TANF, by providing opportunities to gain real world skills through paid work-based learning experience. The Jobs League Program measures the percentage of participants returning to education, retaining or gaining employment, or a combination of both. In FY 2023, 58% of participants had a positive outcome either returning to education, retaining or gaining employment, or any combination.

The Futures Program allows the Community Partnerships to serve older youth ages 16 through 21, who are in the foster care system or were in the custody of Children’s Division and are residents of Missouri. The program provides employment services, education and training assistance, and wrap-around services by providing the youth with an array of services tailored to the specific strengths and needs of each youth. The case management and coaching assist the youth in gaining the abilities and skills to overcome challenges and remove barriers through life skills tools, learning assistance, and career planning.

The Excel Center is an accredited tuition-free high school that provides adults over the age of 21 the opportunity to earn a high school diploma. While earning their diploma, students can earn college credits and a variety of industry-recognized certifications in order to increase their earning potential. All four Missouri Excel Centers offer free drop-in childcare centers, transportation assistance, flexible class schedules, extended hours, and year-round operation to support students as they work toward the goal of earning a diploma. While adults are participating in the program, they benefit from supportive relationships with staff and a life coach who works with students to find solutions for life’s challenges that could hinder progress. During the 2022-2023 academic year, 1,247 unique students participated in the Excel Centers programs and a total of 2,812 classes were taken. During this time, 359 TANF clients, 128 SNAP clients, and 467 clients of both programs were served.

The Community Services Block Grant (CSBG) is administered through 19 Community Action Agencies (CAAs) across the state of Missouri to address poverty, its causes, and its effect on the local community. Each CAA determines programming based on an approved community needs assessment, which focuses on providing for specific needs and identifying barriers and/or gaps for supportive services. Through CSBG funding, eligible participants must be at or below 125% of the Federal Poverty Level and participate in various types of programs to improve employment, living conditions, and nutrition. CAAs have developed significant networks and partnerships within their regions that allow for maximizing capacity to assist people. CSBG funding helps to build and engage community resources designed to support families in need. 

DOC is committed to assisting individuals leaving correctional centers prepared to enter the workforce. DOC provides educational services, career and technical education courses, and a Cognitive Behavioral Employment Adult course at 10 facilities with the highest volume of releases. This includes additional employment related supports, such as career coaching, resume building, and interest profilers to prepare individuals with the cognitive aptitude to enter and maintain employment.

DOC also has a strong partnership with the MPWS who deploy team members into the facilities to meet with customers prior to their release back into Missouri communities. This partnership is a tremendous value and helps get customers enrolled in additional services and training allowing for a seamless entry into the Missouri workforce. In addition, this partnership has allowed for the creation and implementation of the 10 reentry centers. Reentry centers serve as a hub for clients/customers to meet with providers and find resources to assist with their transition into the community. These centers are equipped with technological resources as well as hard copy resources allowing clients to address their specific needs.

DOC has also hired 10 Employment Transition Specialists to assist clients in their readiness to enter the workforce upon release. These team members are responsible for hosting job/career fairs within the correctional centers, working with clients individually on a career path, setting up interviews, and providing career counseling/guidance. These positions are located at the facilities with the highest volume of releases. DOC looks to expand these services into the remaining nine facilities and within two transition centers.

In addition to preparing individuals to enter the workforce, DOC has adopted a Fair Chance/Second Chance employer engagement strategy. This strategy includes assigning 11 DOC team members to the 114 counties in Missouri and the City of St. Louis. This strategy will yield employers in each county of the state allowing for employment opportunities for each individual exiting the correctional centers. Currently, DOC has over 800 Fair/Second Chance employers committed to hiring individuals with criminal records and look to see the list continue to grow.

The Missouri Division of Employment Security contributes to the MPWS customer economic self-sufficiency through payment of unemployment insurance (UI) benefits to individuals who are unemployed through no fault of their own. The nature of the program, provision of services, and potential benefit payment places the division at the forefront in identifying workers who have recently become unemployed or underemployed. Unemployment claims are made via DES electronic unemployment compensation claim filing website, UInteract at http://uinteract.labor.mo.gov, or by phone to a DES Regional Claim Center. All individuals who file for UI services are automatically registered and receive information on available jobs that meet their skill set. Claimants are able to view a list of available jobs that match their job skills and geographic preferences each time they file a weekly request for payment of UI benefits.

The MPWS Jobs for Veterans State Grants (JVSG) program under OWD has also evolved and grown partnerships. Veterans have unique skill sets that oftentimes can be difficult to translate to private sector jobs. Veterans are also individuals who often have barriers to employment, which must be addressed. The Local Veterans Employment Representatives (LVERs) have expanded their outreach efforts to partners to ensure veterans and their spouses are provided needed workforce services. The primary objective of the JVSG is to develop and support activities to increase employment and job training opportunities for veterans and eligible persons.

Disabled Veteran Outreach Program (DVOP) Specialists and Consolidated Position Staff (CODL) Specialists conduct outreach to those organizations and entities where there is a potential of veterans and eligible persons with significant barriers to employment (SBE) who would frequent those organizations. One of the purposes of this outreach is to develop a relationship with these organizations so veterans and eligible persons can be connected to the DVOP and CODL even when the DVOP and CODL is not physically at the location. 

During outreach, DVOP and CODL specialists provide itinerant services at homeless shelters and other sites where homeless veterans congregate. DVOP and CODL specialists provide individualized career services to incarcerated veterans by networking with the Missouri Department of Corrections to identify those veterans recently released or are scheduled for release from a correctional facility.

The goal of the DVOP and CODL outreach is to locate veterans and eligible persons with SBE and ensure that they are provided individualized career services through the case management framework and given enhanced opportunities for successful careers. The provision of individualized career services will result in successful transition into civilian employment for separating service members, reintegration into the workforce for the homeless, and reduced recidivism for incarcerated veterans.

Missouri participates in mobilization and demobilization briefings for the National Guard and Army Reserve soldiers and their spouses. Missouri also collaborates with the Employer Support of the Guard and Reserve (ESGR), Veterans Commission, Department of Elementary and Secondary Education (DESE), Department of Corrections, Department of Mental Health, Federal Bureau of Prisons, and other public organizations to identify veterans with SBE and provide them individualized career services with the goal of meaningful employment. 

Missouri provides individualized career services to targeted veterans and eligible persons through a variety of means. DVOP and CODL staff assigned to four VA medical facilities assist veterans with SBE with their efforts to reintegrate into the workforce. DVOP and CODL staff conduct outreach to Missouri probation and parole offices and prisons so they can work with released veterans to assist them with their employment needs. DVOP and CODL staff provide itinerant services at homeless shelters and at other locations frequented by homeless veterans.

DVOP and CODL staff provide outreach services to veterans at service delivery points (SDPs) that have no LVER, DVOP, or CODL assigned. In rural areas, Missouri assigns CODL staff to maximize services, affording regularly scheduled availability at remote job centers or other sites where DOL funded programs operate to maximize opportunities for veterans and minimize travel requirements for unemployed veterans. Outstation and outreach sites may include job centers, military installations, National Guard and Reserve component armories, Department of Veterans Affairs (DVA) facilities, homeless shelters, prisons, and other sites as appropriate and agreed to by impacted parties. CODL staff conducts outreach to employers, community agencies, veterans' organizations to share information gained from these contacts with SDP staff.

While these collaborative partnerships are already occurring, the MPWS realizes that to grow in effectively and efficiently serving its citizens, it needs to not only work within the existing partnerships but also expand its collaboration efforts. Therefore, it has evolved and expanded partnerships with many other entities. These include other state agencies, such as the Department of Transportation; Department of Corrections, including Probation and Parole; Department of Mental Health; Division of Youth Services; and the Department of Health and Human Services. Additionally, MPWS now partners with other community agencies including United Way, area community rehabilitation programs, and the Missouri National Guard.

The MPWS has significant strengths to carry out workforce development activities.

1.  Gubernatorial and Legislative Support 

Under the leadership of Governor Parson, the MPWS has ongoing and significant support in serving Missourians. Governor Parson declared workforce development as one of his priorities at the beginning of his tenure and continues to deliver on this commitment. 

He is committed to developing a skilled workforce for high-demand, high wage jobs and offering educational opportunities through more certificates, apprenticeships, and alternative credentialing programs. To accomplish Missouri’s goals, he has tasked all agencies to work as a team to align the focus of businesses, the education system, and government. The State Fiscal Year 2024 budget included funding to support this effort and continues to support this WIOA planning period.

In 2023, the legislature passed House Bill 971, which makes Missouri an “Employment First” state. This legislation adopts the Employment First policy, which recognizes the underrepresentation of persons with disabilities in the workforce, ensures that high school students have equitable access to all programs, and ensures that all students with disabilities are exposed to careers and career pathways.

Employment First legislation also extended the 2019 Executive Order by Governor Parson to establish Missouri as a Model Employer. This initiative focuses on agencies serving as that model for Missouri business by ensuring people with disabilities are part of the state workforce, providing mandatory disability awareness training for all employees and conducting a yearly survey to assess the state labor participation rate for individuals with disabilities. 

On January 19, 2023, Governor Parson signed Executive Order 23-01 to establish a Master Plan on Aging to help reduce age and disability discrimination, eliminate barriers to safe and healthy aging, and help Missourians age with dignity. This Executive Order created an advisory council and tasked DHSS with the development of a plan by Dec. 31, 2025.

A Master Plan on Aging is a cross-sector, state-led strategic resource that can help transform the infrastructure and coordination of services for Missouri’s rapidly aging population. The plan will build bridges across government agencies, facilitate collaboration with diverse stakeholders, promote equity, raise awareness among policymakers and the public, establish statewide priorities, and incorporate an aging and disability lens across state priorities beyond traditional health care and community.

The Missouri legislature also passed the P20W initiative, which establishes a research and data center within the Department of Higher Education and Workforce Development. P20W data systems securely and privately connect statewide information from early childhood through K–12 education, postsecondary education, the workforce, and social and human services, enabling cross-sector data insights to help users evaluate policies and programs, spot trends, and figure out what works in supporting successful transitions for Missourians along their education and workforce journeys.

Nearly $50 million was invested in education through the Missouri Fast Track, Missouri One Start, and MoExcels programs. Fast Track is a scholarship program which allows Missourians to receive training in high-demand areas largely taught at community colleges, technical schools, colleges, and universities. In 2022, the Missouri legislature renewed the Fast Track program and included funding for Registered Apprenticeships.

Missouri One Start provides a tailored workforce strategy to address the unique needs of a business. Missouri One Start helps businesses of all sizes stay competitive by providing personalized recruitment assistance and resources to train and upskill their new and existing employees. This comprehensive workforce program ensures Missouri businesses have the right workforce, with the right skill set, at the right time.

The MoExcels program is administered through the Missouri DHEWD. MoExcels funding facilitates development and expansion of employer-driven education and training programs and initiatives to substantially increase educational attainment. Funding recommended through MoExcels is available for a single fiscal year. If full funding of a project requires a multi-year phase in, each year's funding should stand on its own in the event that funds are not appropriated in subsequent years. A core funding increase may be requested after the third year in which a funded project achieves its performance goals.

Reentry 2030 is a national initiative that aims to dramatically improve reentry success for people exiting prison and those under supervision. Missouri was the first state to sign on to this initiative which is supported by the governor’s office and other State of Missouri Departments. Through Reentry 2030, these departments have made a commitment to better serve this population of Missourians.

Missouri has set a goal that by 2030, the Missouri Department of Corrections will expand collaborations and partnerships with public and private entities to connect incarcerated Missourians to employment and to prepare them to maintain their employment. With 100% of incarcerated Missourians receiving career services who need them, 85% of incarcerated Missourians are employed within 30 days of release, and 80% of formerly incarcerated Missourians maintain their employment for at least nine months after release.

To support this effort, a Reentry 2030 State Advisory Team was created. Each Department director selected team members to represent their Departments on this team. This allows for Department commitments to be completed and for additional Departmental resources to be afforded to incarcerated Missourians.

With legislative and gubernatorial support, the MPWS, through the Department of Elementary and Secondary Education (DESE), added the Workforce Diploma program in 2023. The chosen vendor, Graduation Alliance, is a high school diploma-granting entity, with accreditation by Cognia, authorized to issue fully accredited high school diplomas recognized as Tier 1 diplomas by postsecondary institutions, employers, and the U.S. military. DESE ensures that Graduation Alliance's Adult Workforce Diploma Program provides a base level of education needed to engage in high-demand jobs in the state, along with an introduction to professional skills required to be successful in the workplace. Adult students with interest and aptitude for specific career technical programs are strongly encouraged to earn one or more Workforce Diplomas, many of which are aligned to the MPWS’s high-demand careers.

2.  Delivery of Services to Individuals with Barriers

Overall, data shows that Missouri is slightly above the national averages in populations for youth, youth with disabilities, adults with disabilities, civilian veterans, and those below federal poverty levels. Missouri demographics also show that a higher than average percentage of residents are white compared to national numbers. This data demonstrates the need to focus on serving other populations, including Blacks, Hispanics, people with disabilities, veterans, people below poverty level, and those with less than a high school diploma. 

Diversity, equity, and inclusion efforts continue to evolve. Each state agency has been encouraged to establish goals that support these efforts. For example, the Department of Higher Education and Workforce Development has established an adult learner goal for 150,000 adults to be credentialed in Missouri by 2028 (an additional 30,000 annually). Diversity outreach efforts within the department would then focus on seeing an increase in attainment for 30,000 Black adults, 15,000 Hispanic adults, and 105,000 adults living in rural communities. The department also holds a yearly diversity and equity summit, which focuses primarily on increasing postsecondary opportunities for underserved groups. 

The Missouri Office of Apprenticeship and Work-Based Learning (OAWBL) has incorporated diversity and equity practices into the recruitment of underserved populations into its programming. In 2023, Missouri apprenticeships ranked 4th in the nation in inclusion of people with disabilities, 6th in serving female apprentices, and 7th in serving veterans. These rankings are a testament to the significant partnerships which have been cultivated.

DSS provides an entry point for individuals who face barriers in poverty. Three different programs, CSBG, SkillUP, and MWA offer opportunities for individuals to enroll in employment and training programs to receive wrap-around services. These programs have a list of supports offered through the programs and share additional resources in the communities. They typically have access to apply for programs with other funding sources to gain the supports to continue an employment and training program until employment and stable income is provided.

In 2023, Missouri was selected to participate in a national initiative aimed at increasing employment opportunities for individuals with disabilities. The National Expansion Employment Opportunities Network (NEON) grant focuses on the provision of technical assistance (TA). Missouri will focus on the development of a career pathway for benefits planning specialists who counsel those receiving Supplemental Security Income (SSI) or Social Security Disability Insurance (SSDI) regarding their ability to go to work. The Department of Mental Health (DMH), RSB, OWD, MVR, and the Missouri Developmental Disabilities Council are the collaborators on this project.

Missouri HB 971, the Employment First legislation, makes Missouri an “Employment First” state. Employment will be a clear option given to people with disabilities who are of working age. It requires that support agencies collaborate and promote opportunities for competitive integrated employment. The Act specifies all state agencies that provide employment-related services or support services to persons with disabilities are required to coordinate with other agencies, promote competitive integrated employment, and implement an Employment First policy when serving persons with disabilities. 

3.  Effective Partnering and Collaboration among WIOA Partners

The strengths of Missouri’s workforce development activities are based on the collaboration, cooperation, and coordination of the workforce system partners. At every cycle of four-year plan and two-year modification, core and combined partners work together to construct the plan. Each partner comes to the table ready to contribute making the MPWS a truly collaborative system. No decision is made on plan development or implementation without involving all partners. MPWS partners as a whole present the plan to the State Workforce Development Board. All partners participate in reviewing each local plan and plan modification to ensure their interests are represented and their participants have a voice.

The WIOA Steering Committee has also evolved during the past several years. First seen as an oversight committee for WIOA activities, the team is now the implementer of the MPWS services. This team assesses and analyzes the effectiveness of service delivery, including performance, and invites additional stakeholders to be part of the implementation.

Partners continue to hone methods for generating appropriate referrals between agencies by engaging in state and local discussions and utilizing an online directory of resources. Each partner offers unique strengths and the collaboration leads to increased customer services through braiding of funding. This braiding allows customers, particularly those individuals with barriers, to receive additional wraparound services that may not be available through another partner and affords the customer more opportunities to achieve self-sufficiency through employment.

4. Delivery of Services to Employers

The MPWS places a high priority on services to employers, as they are included as part of the plan goals and strategies. Collaboration among partners has strengthened this service in Missouri.  While each agency has its own focus on employer engagement, partners have learned that working together can be a great asset for both the partner and the employer. Through this collaboration, the MPWS is able to provide robust and comprehensive services to employers. 

Outreach methods to employers continue to progress collaboratively outside the core and plan partners. The MPWS works closely with the Missouri Chamber and local chambers, the state and local chapters of the Society for Human Resource Managers (SHRM), and employer industry groups such as Missouri Hospital Association, Missouri Association of Manufacturers, and Associated General Contractors. Additionally, partners are using the resources of the business majority members of both the state and local workforce boards not only as a resource to educate on employer needs, but also to act as a representative to other employers and share the benefits of accessing MPWS services.

Listening to employer needs and providing flexible options to Missouri’s talent pipeline has been a key factor in the development of tools such as Missouri Job Ready Day One, which is an online training designed to provide soft skills for potential employees. Missouri also offers virtual job fairs, job fairs behind the walls at correctional facilities, hosts in-person job fairs and hiring events and participates in meetings with the Department of Economic Development to discuss the pipeline of workers available to employers wanting to expand or relocate to Missouri.

Finally, recognizing the need for a single point of contact approach, the MPWS has formed what are known as Nexus groups. These groups are comprised of core partners, additional state agencies, community rehabilitation providers, Centers for Independent Living, employers, and local chambers of commerce. They meet at the local level to share outreach strategies, provide employer education, and share job opportunities. These groups are effective in delivering quality and efficient services to employers. There are six active Nexus groups statewide with three more in the planning phase.

In addition:

OWD’s Community Development Team (CDT) creates specialized recruitment fairs for employers and coordinates all marketing and logistics offering the employer an opportunity to connect with a pool of talented and trained individuals. This team also conducts Rapid Response and layoff aversion activities. The CDT collaborates with the other MPWS partners to ensure the best provision of services.

The Department of Social Services (DSS) Business Engagement Team in the Community Initiatives Unit meets with employers from around the state listening to opportunities and challenges. Depending on the needs of the business, recommendations are made to state and partner employment and training programs. These types of recommendations include recruiting from pools of talent that may have been overlooked in the past, such as clients who are justice involved or clients who have completed SkillUP trainings. Programs like JAG and registered apprenticeships that can help to grow their workforce pipeline are explained and encouraged. Business specialists from core, combined plan, and required partners participate in Business Engagement Team initiatives.

While the MPWS is proud of its strengths, it recognizes that there is always room for improvement and growth. MPWS is committed to addressing the following challenges in the workforce system.

1. Data Integration

Though Missouri has made progress in the sharing of data, true data integration is difficult to accomplish. Each partner operates independent systems that do not have the capability to communicate with each other. Governor Parson has encouraged all departments to explore options to share and integrate data through his workforce development initiatives. This has helped spur more discussion and pilot projects around these issues. With the 2023 passing of the Missouri P20W longitudinal data system initiative, which is a top-down process, it is anticipated that data sharing will improve among partners.

2. Statewide Awareness of Services Available for Jobseekers and Employers

Each MPWS partner could often say they are the “best kept secret” in Missouri. While the partners have developed a collective brand, the MPWS still lacks the ability to drive outreach of services throughout the state and reach all those who could potentially access services. This is addressed by broadening the scope of partnerships and utilizing technology to expand outreach.

3. Alignment of Practices, Policies and Processes

Much focus in past WIOA planning has been on strengthening the partnership among core, combined state plan and required partners. However, it is clear that the MPWS expands well beyond this group into other state agencies and many stakeholders, including institutions of higher education, local extension offices, business associations, community service providers, local and state chambers of commerce, Department of Labor Apprenticeship representatives and local school districts. Additionally, extensive partner collaboration has exposed siloes and service overlap, particularly at the state agency level. In turn, these entities are required to do their own strategic planning and develop individual state plans. Moving forward, the MPWS will utilize the WIOA combined state plan to align practices and processes across agencies and with other partners, such as the State Workforce Development Board. This means having intentional discussions to share workforce activities and identify the commonalities so that the workforce system is broadened and the vision is consistent. 

Missouri’s collaboration among its partners strengthens its capacity to provide the workforce activities previously identified in (A) above. The state has embraced the vision behind WIOA by including the Department of Social Services as a combined partner along with the integration driven by the Office of Workforce Development, Unemployment Insurance, Adult Education, Missouri Vocational Rehabilitation, and Rehabilitation Services for the Blind. While each partner analyzes their own capacity to provide workforce and training services for jobseekers and employers, the MPWS utilizes its capacity as a whole to provide these services.

The COVID 19 pandemic and funding challenges have necessitated new approaches for reaching jobseekers and employers. Missouri now utilizes web platforms such as Zoom and WebEx to connect with customers who do not choose to access a physical location for services. Mobile applications and software with virtual assistance also have improved the efficiency in service access. Virtual job fair software is utilized to connect jobseekers and employers. Greater emphasis is being placed on agency staff traveling out to meet the customers instead of the customers coming to them. This has also increased opportunity for new partnerships and outreach with local libraries, extension offices, colleges and universities, and community action agencies, to name a few. Finally, jobseekers now have access to statewide virtual learning platforms for online classes.

Based on the U.S. Bureau of Labor Statistics, over 320,000 workforce-age Missouri adults (age 18-64) do not have a high school diploma or equivalent. The MPWS supports at least 10,000 students annually through 29 AEL service providers, most of whom have a waiting list. Using innovations in service delivery through the AEL providers, the MPWS has increased adult education enrollment from 2021’s COVID-impacted participation through 2023 by 37% and projects those numbers to continue to grow. Partners work with students to remove barriers by providing accommodations for disabilities, supportive services, and wages to attend adult education classes, contributing to a more than 80% adult student persistence rate.

These adult students need more than primary and secondary education; they need workforce readiness, digital literacy, and occupational training. Using Local Workforce Development Plans and labor market research analysis, local AEL service providers develop adult learning objectives with employers and occupational skills trainers. Local AEL programs embed essential workforce skills (a.k.a. soft skills) in all their curricula and utilize contextualized instruction. Specialized transition staff works with employers to place students in jobs with sustainable wages. The MPWS promotes co-enrollment, giving students additional resources for supportive services, resume polishing, and interview skills.

Throughout its 23 comprehensive job centers, as well as affiliate and specialized centers, OWD provides a robust menu of vital re-employment services, including access to skill-building training, career connections for jobseekers, and human resources assistance for businesses. These services are provided through the statewide network of job centers and the jobs.mo.gov web portal. 

In 2022, OWD provided over 731,000 services to 95,000 distinct individuals in Missouri. This resulted in almost 7,000 individuals receiving additional training and employment services through WIOA service providers. Over 175,000 services were also provided to Missouri employers.

With the assistance of trained professional staff, job centers streamline customer flow to provide an expanded offering of valuable career assistance services, including specialized workshops, skills assessments, and resume writing assistance. These services equip the state’s workforce with the training and skills needed by employers to compete in the 21st century economy. Job centers offer jobseekers the use of supportive equipment such as computers, telephones, fax machines, and copiers. Businesses use job centers to seek or interview potential employees, test applicants’ occupational skills, and gain access to labor market information. 

OWD also provides several innovative, targeted skill-building programs, such as specialized job search assistance for veterans, multiple apprenticeship projects, a nationally recognized On-the-Job Training (OJT) Program, ACT’s National Career Readiness Certificate, as well as the Reemployment Services and Eligibility Assessment (RESEA) program. This program targets claimants who are most likely to exhaust their UI benefits and recipients of unemployment compensation for ex-service members (UCX) and requires them to report to their local job centers to receive specialized reemployment services and a UI eligibility assessment. In SFY 2022, 11,166 jobseekers received services through the RESEA program demonstrating its capacity to serve thousands of Missourians.

The JVSG program has 17 staff statewide, representing the positions of Local Veterans Employment Representative (LVER), The Disabled Veterans Outreach Program (DVOP), and the Consolidated DVOP LVER (CODL) to ensure statewide coverage, including rural areas. These positions are strategically placed in job centers and other places in the community, including Veterans Administration Hospitals and the Fort Leonard Wood Army Base.

The Missouri Department of Corrections (DOC) currently operates 19 correctional centers throughout the state, housing an incarcerated population of over 23,000, with a little over 21,000 being male and a little over 2,000 being female. In addition to the incarcerated population, Missouri Probation and Parole supervises approximately 53,000 Missourians in the more than 50 Probation and Parole Districts. Probation and Parole also operated two transition centers (Kansas City and St. Louis) and six community supervision centers. DOC will be adding an additional Community Supervision Center in the Southwest Missouri region of the state in the coming years.

The Department of Social Services (DSS), Office of Workforce and Community Initiatives (OWCI) administers employment and training programs with the unit’s purpose to focus on clients, programs, outcomes, cross-division/cross-department initiatives, and develop sustainable programs that address the needs of Supplemental Nutrition Assistance Program (SNAP) recipients, Temporary Assistance (TA) recipients, Community Service Block Grant (CSBG) recipients, and other low-income persons. As of June 2023, there are 446,780 SNAP households, 9,988 TA (cash benefit) households, and over 74,000 CSBG households. There are individuals that may choose not to participate due to disability or other circumstances within both of these populations.

OWCI manages a GovDelivery email system with over 162,000 subscribers so Missouri employers, training providers, and community resources can advertise their positions and services at no cost. OWCI shares results of open and click rates with the organization that makes the request. The organization reports attendance, interest, or enrollment numbers shortly after the advertisement. The program has been well-received and appreciated as it has assisted in increasing numbers at hiring events, increasing enrollments, and educating the general public about a local service. From March 2021 to June 2023, OWCI sent 54,722,640 emails for 363 events with an average 18% open rate. Another service OWCI offers is text messages to SNAP households who may qualify for SkillUP. OWCI sent 1,247,763 text messages for 287 events. The text messages are sent to households who have opted in to receive DSS communication and are identified by the information on their active case. The text messages target messaging to specific counties, cities, or zip codes on regional events.

OWCI attempts to reach individuals in the community where they reside to educate them on resources and opportunities. OWCI currently visits and attends resource fairs at about half of the state correctional facilities and the federal medical correctional facility where benefits are discussed and soon-to-be released individuals can apply for SNAP upon their release. OWCI operates a mini call center, where staff handle outbound and inbound calls from active TA and SNAP households and contact older foster youth to discuss barriers, benefits, and provide support/resources to the household. For federal fiscal year (FY) 2022, OWCI conducted the outreach listed below:

• attempted contact with 27,797 SNAP and TA households

• mailed letters with follow-up contact to 2,131 Older Foster Youth Resource Parents

• processed 1,540 SNAP applications as justice-involved individuals were released

Missouri Vocational Rehabilitation’s (MVR) 23 offices provide services in all counties across the state to assist individuals with disabilities achieve successful employment outcomes. With close to 300 vocational rehabilitation counselors, support and administrative staff statewide, MVR maximizes coverage in metropolitan, urban, and rural areas. MVR has the capacity to serve all types of disabilities including specialized populations such as deaf/hard of hearing, individuals with autism spectrum disorders, and traumatic brain injuries. Annually, counselors work with more than 29,000 individuals with an average daily count greater than 15,000. MVR participates in six Nexus groups across the state. Nexus groups are a collaboration of WIOA partners with the goal of expanding employment opportunities for people with barriers to employment through the development of business partnerships. MVR expands its range of services through its work with Centers for Independent Living (CILs). MVR partners with 22 CILs located throughout Missouri sharing referrals and providing services to mutual clientele. 

MVR is contracting with the University of Missouri (MU), College of Education, to assist with the provision of pre-employment transition services. There are 47 transition specialists located across the state, who collaborate with local education agencies and MVR to provide pre-employment transition services to students with disabilities who are potentially eligible for vocational rehabilitation services. With the MU specialists, MVR can reach students in all school districts and charter schools. 

MVR offers a paid six-week summer work experience program for students with disabilities in coordination with community rehabilitation providers (CRPs), local school districts and employers. This has been a successful program growing annually extending its reach across the state. In the past year, 1,415 students with disabilities, 313 employers, and more than 200 schools participated.

MVR has the capacity to provide additional supported employment services through new pilots in several areas such as customized employment, apprenticeships, and peer mentoring for students with disabilities involved in the justice and foster care systems and homeless and housing insecure youth. Through these pilots, MVR is collaborating with numerous partners such as Department of Mental Health, Department of Social Services, Rehabilitation Services for the Blind, CILs, rehabilitation service providers, University of Missouri, Missouri State University, OWD, and employers. Braiding services through these collaborations opens opportunities to reach more Missourians with disabilities desiring to work.

Missouri Rehabilitation Services for the Blind’s (RSB) six district offices include a total of 95 staff comprised of rehabilitation counselors, teachers, mobility specialists, children’s specialists, and support and administrative staff delivering services to individuals who are blind or visually impaired. RSB takes a team approach based on the unique barriers and needs of the individual.  Concentration in the area of serving blind and visually impaired individuals affords RSB the capacity to provide tailored trainings and resources to its statewide customer base. 

RSB’s PY 2021 client census was 1,248 clients. RSB anticipates increasing the client census to 1,500 by the end of PY 2024. In 2022, RSB implemented the Client Recruitment Team. The CRT’s charge is to increase RSB’s overall client census. The CRT systematically develops further opportunities for outreach in a variety of venues, some of which may not have been traditional “case finding” areas. The team is comprised of staff from all across RSB’s geographic locations. It also takes advantage of the knowledge base and perspectives from various position classes.

RSB continues to build up its Job Development Unit. The unit now consists of four dedicated Job Development Specialists (JDS) and an Employment Services Coordinator. This allows RSB to dedicate staff to assist clients in job search and job development activities. JDS staff also work with local employers by connecting them with available jobseekers with disabilities.

In addition, RSB staff have participated in continuing education and leadership development courses. These courses further career pathways of RSB staff by providing for much needed specialization training in hard to find specialty areas such as Orientation and Mobility Certification.