Workforce Innovation and
Opportunity Act (WIOA) and TANF
David Stillman
Assistant Secretary, Economic Services
Administration
WA State Department of Social and Health Services
1
Range of Opportunities
• TANF-WIOA collaboration
• TANF partnering in one-stop system
– Statewide
– In specific localities
• Combined State Plan including TANF
• TANF-WIOA consolidation
2
What hasn’t changed?
• TANF work participation rate (WPR)
• Challenges of aligning mandatory and
voluntary programs, participation and
outcome measures
• No new money (on either TANF or WIOA
side)
• Cost allocation requirements
– TANF funds still limited to members of
needy families
3
What hasn’t changed?
• Eligibility determination is separate
• Not required to consolidate administration or
staffing with workforce programs
• Does not automatically change either TANF or
WIOA policies that might limit access of
recipients to programs.
4
Funding Agreements
• Does not override rules on use of funds for
individual programs.
• Cost allocation based on “proportional use” of
services
• Local areas set contributions under MOU
• If local area can’t come to agreement, state policy
applies
– State policy can’t require TANF to contribute
more than 1.5% of Federal funds spent on
employment and training services to support
infrastructure.
5
TANF perspective: Why partner?
• Place TANF in the context of workforce
• Enhance TANF recipients’ access to high quality
training opportunities tied to job openings
• Improve continuity for parents who may move on and
off of TANF over time
• Reduce duplication of activities, services (possibility of
freeing up funds for other purposes)
6
Changes require strong state/local
implementation
• By partnering and engaging in the WIOA
planning process, TANF stakeholders may
be able to influence WIOA to ensure it
effectively serves the most disadvantaged
workers
• TANF programs may have more expertise
in serving individuals who have barriers to
employment, including in running
transitional jobs programs
7
Concerns:
Collaboration has not always been
effective
• WIA performance measures, along with
employer focus has sometimes led workforce
programs to focus on people who enter at
higher skill levels, have less “barriers to
employment,” or with more work experience
than TANF recipients.
• Concerns regarding cultural competence, true
accessibility, opportunity, and responsiveness
8
Stakeholder Feedback
• Cross training and professional
development for DSHS and workforce
system partner staff.
• Data and information sharing
• Common intake
• Blended/braided funding
• Coordinated approach to ‘life skills,” “soft
skills,” and “employment etiquette”
education
9
Stakeholder Feedback
• Employer and business engagement and
education that includes investment on the
employer’s end around developing and
retaining an effective and skilled
workforce.
• Access
• Equity
10
Questions?
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