Narrative: d. 4.

Wagner-Peyser will staff promote awareness and encourage participation in education, and workforce programs to individuals through outreach services such as:

• Job and resource fairs
• Community events
• Partner programs
• Onsite recruitment events
• Rapid Response events

Outreach will also be provided to individuals using the HiRE platform self-service only features. These individuals may be unemployed or underemployed, receiving public assistance, a Veteran, or transitioning service member.

Provision of referrals to and application assistance for training and education programs and resources are provided through the HiRE platform. Individuals can find information on training resources, eligible training providers, local workforce services-funded training programs, TAA  training, and alternative scholarships and financial aid funding. Individuals can complete a pre-WIOA application for training services online or apply in person at an American Job Center. They may be referred to training programs during the course of staff-assisted Wagner-Peyser services or a RESEA appointment. Provide career-counseling services to assist individuals in identifying career pathways and transition into the labor force.

The State requires AJCs and LWDBs to provide services to participants with the specific intent of developing quality outcomes and promotes full integration of its workforce system across all programs, which benefits unemployment claimants by making education, employment, and training programs readily available and easily accessible.

For this reason, the State bases its performance accountability system on the quality of services and not the number of services provided.

The initial and comprehensive assessment process is continuous and ongoing in the context of referrals and assistance in acquiring training, education, access to resources, and employment.

Assessments shall include the use of assessment tools and processes modified by local leadership to be most effective based on the demographics of their local area, customer base, staffing levels, program (and Program Partner) availability, and supportive services access. To provide a foundation for all services, as a minimum, job seeker services shall include: initial registration, WP and (when applicable) WIOA Enrollment, with the appropriate staff assisted first service.

One-Stop operators shall ensure that appropriate services as appropriate are provided based on job seeker and employer needs, and the most recently directed criteria associated with compliance and performance under any applicable USDOL grant. These services may include, but are not limited to: assisted job search activities, evaluation of skills, interests, preferences, career counseling training options, matching skills to current job openings, intensive services, case management and follow up.

Comprehensive assessment is an intense interviewing process and vital to collecting information on job seeker barriers to employment, employment goals, knowledge, skills and abilities, and proficiency in occupational knowledge. This assessment shall be done as a client centered approach to evaluating the needs of a participant without regard to services or training program availability. The purpose of the assessment will be to determine the job seeker’s needs and not simply to match the job seeker to what is available. That includes referrals to appropriate programs and resources as well as application assistance for entry into these programs. Other information gathered may include detailed work history, family support available, social services affiliations, offender status, and a detailed education history.

Comprehensive assessments must be documented via case notes, with regard to privacy and Health Insurance Portability and Accountability Act of 1996 (“HIPAA”) rules.

The comprehensive assessment is the foundation for development of an Individual Employment Plan (IEP) and must be completed prior to creating an IEP with the job seeker. In many cases, the comprehensive assessment will be an ongoing process that may result in changes to the goals and objectives of the IEP.

The IEP is developed with a job seeker to identify or create employment goals, appropriate achievement objectives, and the right combination of services to assist in achieving goals and objectives. In short — “where am I now,” “where do I want to go,” “how will I get there?” It is a plan for the future and must include goals and objectives using the SMART goal structure. (Specific, Measureable, Attainable, Realistic, and Time-Bound)

Case Management requires a regular follow-up and review or revision of the IEP, until the job seeker becomes workforce ready or enters a training program. In either case follow-up is critical, using the 30, 60, and 90-day cycle until employed or training is complete is appropriate — except for long-term training. For long-term training, Career Specialists should follow the most current guidance.