Worksystems, Inc. - Reboot Northwest
Attachment A: Project Abstract
1. Lead Applicant Name: Worksystems, Inc.
2. Lead Applicant City/State: Portland, Oregon
3. Primary Partnership Entities: Workforce Investment System: Worksystems, Inc., Southwest
Washington Workforce Development Council, Workforce Investment Council of Clackamas County;
Consortia of Businesses: Technology Association of Oregon (137 Companies), Oregon Bio (160
Companies); Employers: IBM, Epson, Leatherman; Training Providers: Clackamas Community
College, Clark College, Mt. Hood Community College, Oregon Tech, Portland Community College.
4. Areas Served by Grant: Oregon Counties: Clackamas, Multnomah, Washington; Oregon Cities:
Banks, Barlow, Beaverton, Canby, Cornelius, Damascus, Durham, Estacada, Fairview, Forest Grove,
Gaston, Gladstone, Gresham, Happy Valley, Hillsboro, Johnson City, King City, Lake Oswego,
Maywood Park, Milwaukie, Molalla, North Plains, Oregon City, Portland, Rivergrove, Sandy, Sherwood,
Tigard, Troutdale, Tualatin, West Linn, Wilsonville, Wood Village ; Washington Counties: Clark,
Cowlitz, Wahkiakum; Washington Cities: Battle Ground, Camas, Castle Rock, Cathlamet, Kalama,
Kelso, Longview, Ridgefield, Vancouver, Washougal, Woodland, Yacolt.
5. Total Funding Level Requested: $8,455,004
6. Project Name: Reboot Northwest
7. Summary of Program Activities and List of Credentials to be Awarded:
Reboot Northwest is the Portland-Vancouver Metropolitan Region’s dynamic collaboration that will reboot
the careers of 1,000 long-term unemployed (LTUE) job seekers and veterans. Rooted in tested strategies
that will deliver results, the partnership is supported by a strong, regional, bi-state coalition in Northwest
Oregon and Southwest Washington of three Local Workforce Investment Boards (WIBs), 39 employers, 4
industry associations representing 458 local businesses, and 15 training providers. Along with support from
local CBOs, public agencies, and economic development organizations, Reboot Northwest will infuse our
local high-growth Manufacturing and Tech industries with locally-trained workers while addressing the key
workforce issue that has hampered our states’ and nation’s economy: long-term unemployment.
Reboot Northwest will adapt an innovative and tested career development model created in our region to
take current efforts to scale and meet the needs of local employers. Through purposeful and communitybased outreach, we will identify 850 long-term unemployed residents and 150 career-seeking veterans in
the bi-state Portland Metro area who have an interest or experience in our fast-growing IT and
Manufacturing sectors. Each participant will then be matched with an America’s Job Center-based Career
Coach, who will serve as a single point of contact for participant support, career planning and resource
navigation throughout grant enrollment. Guided by Coaches, participants will undergo a holistic, multi-week
assessment process that will result in structured Career and Resource Plans. This assessment process
includes strategies that have proved highly successful at engaging barriered job seekers in the pursuit of
target-industry employment, including Career Link - a cohort-based, three-week industry boot camp.
Reboot preparatory strategies align with best practices for engaging long-term unemployed job-seekers by
providing immediate, robust engagement in services through a strengths-based approach.
After developing and finalizing Career and Resource Plans that include customized training pathways,
participants will engage in occupational skill trainings that bridge the skill gaps that have prevented them
from finding employment in the H-1B industries. Post-secondary training and industry partners have worked
with the Collaborative to develop a menu of accelerated training pathways that will fast-track participants
through certification and credentialing programs giving them the in-demand skills needed by industry.
Worksystems, Inc. - Reboot Northwest
Attachment A: Project Abstract
With fresh, relevant credentials in hand, partnering employers will help to train Reboot participants through
paid work experiences and on-the-job training, resulting in skilled talent ready for unsubsidized
employment. Employers will also be heavily engaged in highlighting career opportunities to participants via
Career Link, Reboot NetWork events and other forums.
Reboot Northwest will help our target participants reboot their approach, retool with updated credentials,
refine their skills through work-based learning, and become reemployed with partner companies.
List of Credentials to be Awarded: MS Degrees, BS Degrees, AAS Degrees, Short-term College Certificates,
Industry Recognized Certificates, Professional Licenses
8. Populations to be Served: Long-term unemployed (85%) and Veterans (15%).
9. Targeted H-1B Industry(s)/Occupations: Advanced Manufacturing: Engineers, Engineering
Technicians, Machinists, Machine Tool Operators, Industrial Machinery Mechanics, Inspect, Testers,
Sorters, Samplers and Weighers, Managers (Operations, Production, etc.), Supervisors of Production
Workers; IT/Software/Technology (Tech): Computer Programmers, Computer Software Engineers,
Computer Support Specialists, Network and Computer Systems Administrators.
10. Required Employer Partners: Four Industry Consortia Representing 458 Local Target-Industry
Businesses: Manufacturing 21, Oregon Bio, Pacific Northwest Defense Coalition, Technology
Association of Oregon; 39 Individual Employers: American Precision Industries, Cascade Networks,
Cascade Web Services, Catalyst IT Services, CID Bio-Science, Clackamas County DHHHS, Columbia
Machine, Connor Manufacturing, ControlTek, Cranston Machinery, Dectron, EID Passport, Enoch
Precision Machining, EPSON, ESCO, Fabrication Products, IBM, IKM, Kaiser Permanente, KCR
Manufacturing, Leatherman Tool Group, Linear Tech, OCHIN, Orchid Ortho, Oregon Iron Works,
Package Containers, PacifiCorp, PCC Structurals, Pendleton Woolen Mills, Pioneer Pump, Product
Manufacturing, Inc., Employers Overload, Serena Software, Silicon Forest Electronics, Sunset
Manufacturing, Tenn Max, Thompson Metal Fab, Treehouse, Wall to Wall
11. Additional Key Partners: Training Providers: Epicodus, ITT Technical Institute, Lower Columbia
College, New Horizons Career Center, Oregon State University, PDX Code Guild, Portland Code
School, Prosper IT Academy. Community-Based Organizations and Programs: Easter Seals,
Experience Works, Partners in Diversity, Portland VA, Partners In Diversity, Native American Youth
and Family Center, Goodwill, Urban League; Metro-Area Housing Authorities: Home Forward, Housing
Authority of Clackamas County, Housing Authority of Washington County, Vancouver Housing
Authority.
12. Public Contact Information:
John Gardner, Director of Business Services, Worksystems, Inc.
(503) 478-7354, jgardner@worksystems.org
Worksystems, Inc. Reboot Northwest: Project Narrative
Introduction: When a computer stalls or software is added, it’s time to reboot, update the operating system
and clear away processes that were slowing it down. Likewise, the long-term unemployed often need to
reboot - when an old approach has stalled out their careers and the best option is to start fresh.
Reboot Northwest is the Portland-Vancouver Metropolitan Region’s answer to the Obama
Administration’s request for innovative, replicable “Ready to Work” initiatives that are job-driven and will get
the long-term unemployed back to work in high-demand occupations. This dynamic collaboration will reboot
the careers of 1,000 long-term unemployed (LTUE) job seekers and veterans while infusing our local highgrowth Manufacturing and Tech industries with locally-trained workers and addressing the key workforce
issue that has hampered our states’ and nation’s economy: long-term unemployment. The backbone of the
Reboot Northwest partnership is the Columbia-Willamette Workforce Collaborative (the Collaborative) - a
bi-state coalition of three Workforce Investment Boards (WIBs) with a productive history of working together
to address the workforce development needs across the region. The Collaborative is led in this application
by Worksystems, Inc. – the WIB for the City of Portland, Multnomah and Washington Counties in Oregon.
There are five key factors that will make Reboot Northwest a successful Ready to Work model:
1. We are connected to and understand our target population. Over half of the region’s LTUE have
been recently connected to the public workforce system and our local American Job Centers – known in the
metro area as WorkSource. Reboot services will be rooted in these Centers.
2. We will use best-practice re-employment preparatory and support strategies. LTUE and other
barriered job seekers are served in WorkSource using promising-practice preparatory practices developed
in our region. These practices include Career Mapping, individualized Career Coaching and Career Link,
and have been adapted for Reboot to target the needs of the LTUE and veterans.
3. Reboot will be rooted in job-driven solutions that deepen and sustain employer partnerships:
Both target industries are highly engaged with the Collaborative through employer panels tasked with
1
Worksystems, Inc. Reboot Northwest: Project Narrative
drafting and overseeing strategic workforce plans for the region. Tangible employer engagement will infuse
Reboot with industry insight and connections to work-based training and employment.
4. We know how to help job seekers retool, and have exciting new innovations. Our region’s
workforce system has supported 1,384 training scholarships (ITAs) and 618 on-the-job training placements
(OJTs) in the target industries since 2008. We will scale up and innovate on top of existing efforts by
launching accelerated training options perfect for LTUE and veteran job seekers.
5. Reboot is Replicable and Research-Ready. This project is American Job Center-based and so
has inherently broad applicability. Reboot will operate across three workforce areas in two states that have
different service delivery frameworks, putting this engagement and training model to the test.
Reboot Northwest will help our participants reboot their approach, retool with updated credentials,
refine their skills through work-based learning, and become reemployed with partner companies.
SECTION 1: STATEMENT OF NEED - 1.i. Targeted Industries and Occupations: The
IT/Software/Technology (Tech)1 Cluster and Advanced Manufacturing2 were both designated as priority
clusters by the Collaborative in 2012. They account for over 112,000 jobs--representing more than 12% of
private sector employment in our region with a combined annual payroll of just under $9 billion dollars3. The
local Advanced Manufacturing Cluster currently employs 87,760 in the region. This sector grew at a rate
of 4.2% from 2011-2013, outpacing the nation’s rate of 3.9%, and is projected to add nearly 12,000 jobs by
20224. Factoring in replacement openings due to retirements, manufacturers will need to bring in nearly
40,000 new workers5 over the next 10 years. This represents a huge pipeline challenge for the sector as
Baby Boomers retire and fewer young workers pursue Manufacturing careers. Employment in the region’s
1
Cluster includes: Computer System Design, Software Publishing and Data Processing/Hosting (NAICS 54151, 51121, and 51821).
2
Cluster includes: High Tech Manufacturing (NAICS 334, 335, 3391); Food Processing (NAICS 311, 3111, 3121); and Metals, Machinery and
Transportation (NAICS 331, 332, 333, 336, 4235).
3
Source: Oregon Employment Department; Washington State Employment Security Department; Bureau of Labor Statistics - Quarterly Census
of Employment and Wages
4
Source:EMSI
5
Source: Oregon Employment Department; Washington State Employment Security Department
2
Worksystems, Inc. Reboot Northwest: Project Narrative
Tech Cluster is booming, with projected growth at 32% over the next decade, making it one of our fastest
growing industries. Local Tech companies employ over 30,000 people, and anticipated 32% growth will add
over 10,000 new high paying jobs to our region by 20236.
Reboot targeted occupations (shown in detail in TABLE 2 below) account for over 85,000 jobs across
all industries in our local economy, with expected growth to over 103,000 (a 21% increase) by 2023.
Evidence of Industry Utilization of H-1B Visas7: In 2012 alone, local Tech employers brought in 1,600
workers via H1-B visas. In the same year, local Advanced Manufacturing employers brought in 473 H-1B
visa workers to fill positions - especially in Engineering, Finance and Management.
Since 2009, local companies have applied for nearly 10,000 H-1B Visas to fill Reboot-targeted
occupations, including 1,267 Electrical Engineers, 1,314 Industrial Engineers, 1,842 Computer Systems
Analysts, and an astounding 3,527 Computer and Software Programmers. As TABLE 1 indicates, the
importing of talent in computer and engineering occupations is accelerating each year, as growth in these
industries and skill stagnation in the local workforce has necessitated outsourcing. TABLE 1:
Occupations
2103-14 2012
Computer/Software 2,891 1,285
Engineering
1,218
471
2011
1,131
740
2010
809
395
2009 5 Yr Total
383
6,499
154
2,978
Skills & Competencies, Education & Training Required, Average Current Wages for Target Occupations:
TABLE 2 below outlines the Reboot targeted occupations, their projected 10-year regional growth, and
each occupation’s required skills, credentials, and average wages8. This table includes high-demand,
middle-skill manufacturing occupations that are along career pathways toward H-1B jobs.9 TABLE 2:
Targeted Occupations and Skills/Credentials Required
Computer Programmers
6
2013
Jobs
2,395
2023
Jobs
2,858
%
Growth
19.00%
Avg.
Wages
$33.58
Source:EMSI
7
All data in this section are retrieved from http://www.myvisajobs.com/H1B_Visa.aspx
Growth and wage data source: EMSI. Skill and Credential info source: O*Net, Regional Industry Panels. Additional required skills are included
in Section 1.ii.
9
These careers are indicated with a ** in TABLE 2. SOC #s 17-3023, 17-3025, 17-3026, 17-3027, 51-9060, 51-4011.
8
3
Worksystems, Inc. Reboot Northwest: Project Narrative
Skills: Convert project specifications and statements for coding into computer language. Develop and write
computer programs/software or program web sites. Credential: Demonstrated Competency and
Experience; Degree and Certificate
Computer Developers, Systems Software
3,087
4,068 32.00%
$48.17
Skills: Research, design, develop, and test operating systems-level and network distribution software for
computing applications. Set operational specifications; formulate/analyze software requirements. Apply
principles of computer science, engineering, and math analysis. Credential: BS and/or Competency
Computer Developers, Applications
5,650
7,288 29.00%
$44.00
Skills: Develop, create, and modify general computer applications software or specialized utility programs.
Analyze user needs and develop software solutions. May analyze and design databases within an
application area, individually or database development as part of a team. Credential: BS and/or
Competency
Computer Support Specialists
4,960
6,232 26.00%
$26.40
Skills: Provide technical assistance to computer system users concerning the use of computer hardware
and software, including printing, installation, e-mail, and operating systems. Credential: BS, Certificate
and/or Competency
Network and Computer Systems Support Specialists
1,528
1,739 14.00%
$29.15
Skills: Install, configure, and support an organization's local area network (LAN), wide area network
(WAN), and Internet system. Maintain and monitor network hardware, software, and security measures.
Credential: BS; Industry Recognized Certificates, and/or Competency
Managers (Operations, Industrial Production, Analysts)
26,659 32,704 23.00%
$50.86
Skills: Plan, direct, or coordinate the work activities and resources necessary for manufacturing products in
accordance with cost, quality, and quantity specifications. Credential: BS/BA
First-Line Supervisors of Production/Operating Workers
4,023
4,618 15.00%
$27.03
Skills: Supervise and coordinate the activities of production and operating workers, such as inspectors,
precision workers, machine setters and operators, assemblers, fabricators, and plant and system
operators. Credential: Postsecondary certificate
Engineers (electrical, mechanical, industrial, etc.)
10,586 12,507 18.00%
$45.63
Skills: Perform engineering duties in designing mechanically functioning equipment and electrical systems.
Oversee installation, operation. Credential: BS
Engineering Technicians (electrical, mechanical, etc.)
5,957
6,685 12.00%
$27.65
Skills: Apply electrical and electronic theory and related knowledge to design, build, repair, calibrate, and
modify electrical components, circuitry, controls, machinery for use by engineering staff. Credential: AAS
Machinists (Tool and Die Makers, CNC Programmers)
3,128
4,149 33.00%
$23.06
Skills: Set up/operate a variety of machine tools to produce precision parts. Fabricate/modify parts to
make or repair machine tools or maintain industrial machines, applying knowledge of mechanics, shop
mathematics, metal properties, layout, and machining procedures. Operate computer-controlled machines
or robots to perform machine functions on metal or plastic work pieces. Credential: AAS or certificate
Machine Operators (CNC, Lathe, Milling, etc.)
9,566
10,829 13.00% $18.12
Skills: Operate computer-controlled machines or robots to perform machine functions on metal or plastic
work pieces. Credential: Postsecondary certificate
Indust. Machinery Mechanics and Maintenance Workers
3,959
4,910
24.00% $25.98
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Worksystems, Inc. Reboot Northwest: Project Narrative
Skills: Repair, install, adjust, or maintain industrial production and processing machinery or refinery and
pipeline distribution systems. Credential: Postsecondary certificate + experience
Inspectors, Testers, Sorters, Samplers, and Weighers
3,105
3,833
23.00% $19.55
Skills: Inspect, test, sort, sample, or weigh materials, parts or products for deviations from specs. May use
precision measuring instruments and complex test equipment. Credential: Certificate
SECTION 1.ii. – Employer Engagement: Actively engaged local industry skill panels (quarterly
Manufacturing Panel meetings include over 30 companies) provide partner WIBs extensive intelligence
about employer-identified skill gaps in available talent. These gaps are described in detail in TABLE 3:
Occupation
Computer
Programmers
Computer
Software
Engineers
Comp Sppt
Specialists
Network and
Computer Sys
Admin
Managers
(Operations,
Production,
etc.)
Supervisors
Prod. Worker
Engineers
Eng. Techs
Machinists
Machine Tool
Operators
Industrial
Machinery
Mechanics
Inspect/testers
Employer Panel-Identified Skill Gaps
Programming “language” deficit: JAVA, Oracle, VB.Net, Linux, or SQL. PHP, Ruby on
Rails, C++, C#, Python, Mobile App development, and working in an Agile product
development environment. Interpersonal skills necessary to function within a team.
Programming “language” deficit: JAVA, Oracle, VB.Net, Linux, or SQL.
Working in an Agile product development environment.
Interpersonal skills necessary to function within a team.
Programming “language” deficit: JAVA, Oracle, VB.Net, Linux, or SQL. PHP, Ruby
Interpersonal skills necessary to function within a team.
Best practices related to upgrades, changes and fixes that reflect the newest technology
(cloud computing). Interpersonal skills necessary to function within a team.
Proficiency in: CATIA/Solidworks, Geometric Dimensioning & Tolerancing (GD&T),
Fluorescent Penetrant Inspection (FPI), and/or Non-Destructive Testing (NDT);
project/process management; lean manufacturing principles; sector-specific technology
application (e.g. metals, machine, clean tech); Computer Integrated Manufacturing (e.g.
production planning and control, enterprise resource planning); APICS certification.
Leadership and supervisory skills; Problem Solving Skills; Soft Skills; Six Sigma Green
Belt
Proficiency in NDT; Six Sigma Black Belt; sector-specific technology application; lean
manufacturing principles, problem solving; DFM/A; leadership and teamwork skills
Proficiency in CATIA/Solidworks, GD&T; sector-specific technology application, problem
solving
PLC - programmable logic controller skills, CNC horizontal machining skills, CNC
programming skills, 3-D CAD skills, quality awareness, problem solving
Proficiency in CNC/CAD/CAM; sector-specific technology application, quality
awareness, problem solving
Licensed Plant Electrician Certification, problem solving, journey level experience,
lubrication training
Proficiency in GD&T, FPI, NDT; sector-specific technology application
5
Worksystems, Inc. Reboot Northwest: Project Narrative
Gap in Skills of the Workforce and Training Program Availability: In addition to the workforce skill
gaps expressed in TABLE 3, local training programs aren’t keeping up with the strong growth projected for
grant occupations expressed in TABLE 2 in Section 1.i. In 2013, the Tech Sector created 79410 jobs in the
targeted occupations, but the regional training system produced only 200 graduates11, leaving hundreds of
unfilled positions. Employer Panels report that talent-snatching, high recruitment costs and H-1B
applications will only rise unless there is an increase in the region’s talent pool. Demand for manufacturing
workers is also outpacing the supply, especially given looming retirements. For example, there were only
82 Machine Tool Operator and Machinist graduates in 2012 for 225 openings. These gaps necessitate the
creative training solutions defined in Section 2.i.c.
Employer Commitments: The 39 employers committed to Reboot were able to provide 4-year
hiring projections, and anticipate hiring 2,334 job seekers in the Reboot occupations. This only scratches
the surface: our industry association partners have a combined membership of over 450 local companies
that are hungry for talent, and they are eager to connect more companies to the Reboot Partnership. All of
our partnering employers have made firm commitments to the project, which are detailed in a matrix in the
attached Employer Consortium Agreement. TABLE 4 shows a summary of these commitments:
Industry Association Agreements
Type
#
4
Provide ongoing company-specific intelligence about workforce and hiring needs, including target
occupations, certifications, and skills
4
Support the development of the Reboot project model and by providing guidance to program staff and
by participating in Reboot committees
4
Support collection and aggregation of industry information that can help to guide training investments
4
Reach out to constituent members and encourage them to use OJTs and paid work experience
through WorkSource as training and staffing tools, and to hire Reboot participants who qualify for
open positions
Employer Agreements
7
10
11
Work with grant staff to develop registered apprenticeships
Source: EMSI.
Source: IPEDS.
6
Worksystems, Inc. Reboot Northwest: Project Narrative
31
Consider for hire diverse and qualified applicants, including recently returned veterans
34
Commit to hire and train grant participants using On-the-Job Training (OJT)
20
Commit to host subsidized interns (WEX) in grant-targeted positions
30
Provide Career-Related Learning Experiences (via Career Link, Reboot NetWork events, etc.)
Inform where and how Reboot training dollars should be invested, through Regional Industry
Employer Panels and/or through individual conversations with LWIB staff
17 Identify and/or help design rapid, flexible training programs to meet industry demand
Join the Administration's list of companies committed to inclusive hiring practices and pledge to
23
remove barriers that may prevent qualified LTUE job seekers from being fully considered for jobs
21
SECTION 1.iii. Targeted Population: At least 85% of Reboot participants (850 enrollees) will meet the
definition of “long-term unemployed workers” presented by USDOL in the Ready to Work SGA. The
remaining participants - up to 15% of total participants (150 enrollees) - will be unemployed veterans12 who
may not meet this definition of “long-term unemployed workers.” All participants will be legal to work in the
United States, 18 years of age or older, and will have at least a high school diploma at the time of project
enrollment. They will also have sufficient education/work histories that will allow them to become employed
in Reboot’s target occupations within the grant timeframe. The assessment process described in Section
2.i.b. outlines the process for validating eligibility based on these characteristics.
Number, Characteristics of LTUE in Target Area: Long-term unemployment has been a persistent
problem in our region. The Oregon Employment Department (OED) and Washington State Employment
Security Department (ESD) estimate that as of December 2013 there were 22,606 LTUE job seekers in the
target region.13 This represents 2.0% of the total labor force. Over half of the 22,606 LTUE in our region
(13,262) have recently been attached to local American Job Centers.14
Major points from this dataset that impact program design/service delivery: Age: Our area’s LTUE
population leans older: “mature” workers (age 50+) make up 39.2% of the group. Race, Ethnicity: African
12
Defined as any individual who served in the active military, naval, or air service, and who was discharged or released from such service under
conditions other than dishonorable, which may include National Guard or Reserve personnel (From DOL TEGL 22-04).
13
Clackamas, Washington and Multnomah Counties in Oregon and Clark, Cowlitz and Wahkiakum Counties in Washington.
14
Source: OED and ESD.
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Worksystems, Inc. Reboot Northwest: Project Narrative
Americans and Native Americans are slightly overrepresented among the LTUE. Education: 38.1% of
LTUE have some type of postsecondary certification and 22.6% have a BA or above. Occupation and
Industry: 4.8% of LTUE come from computer/mathematical/engineering backgrounds, and 10.5% come
from production backgrounds that could translate well to H-1B career pathway occupations. 4,973 local
LTUE come from manufacturing, information, or professional/scientific industries.
Other Characteristics and Barriers of LTUE: The following insights about the LTUE population have
shaped the Reboot model: Motivation and Engagement15: Job search activity declines steeply over the
spell of unemployment. While morning hours are crucial for a successful job search, LTUE individuals tend
to sleep more and make less effective use of morning hours. Job Seeking Strategy16: Only 9% of LTUE
job-seeking time is spent networking, a proven strategy. LTUE are more likely to accept lower-pay part-time
work if it’s seen as a stepping stone. Employer Bias: Employers are more likely to call back an applicant
with no experience and a recent job separation than a LTUE job seeker with relevant experience.17 To land
an interview, LTUE job seekers must apply to 3.5 times as many jobs as the short-term unemployed.18
Number and Characteristics of Veterans: WA and OR State UI systems showed 6,659 target area
veteran UI claimants in 2013 (OED, ESD) who had recent connectivity to WorkSource. Characteristics of
these claimants include: Demographics: 91.4% white and 91% male. 51.4% are over the age of 50, with
11% under 30. Education: 36.5% have at least a vocational certification; 18.1% have at least a Bachelor’s
degree. Occupation and Industry: 57.1% come from occupations that map to our Reboot target
occupations. 13% (880 claimants) were dislocated from the manufacturing industry, and 7.1% (470) from
Tech. Disability Status19: 14% of local veterans have a service-connected disability.
15
Kruger, A & Mueller, A (January, 2011) Job Search and Job Finding in a Period of Mass Unemployment: Evidence from High-Frequency
Longitudinal Data
16
(Kruger & Miller, 2011)
17
(Kroft, Lange & Notowidigdo, March, 2013 Duration Dependence And Labor Market Conditions: Evidence From A Field Experiment and Rand
Ghayad, “The Jobless Trap” Job Market Paper, Working paper, 2013
18
(Ghayad, 2013)
19
Source: 2008-2012 American Community Survey.
8
Worksystems, Inc. Reboot Northwest: Project Narrative
Our region expects to see an influx of hundreds of recently returned veterans in the coming months as
4,500 active-duty soldiers stationed at Joint Base Lewis McChord in WA are inactivated and will begin
seeking civilian jobs. A 2012 study20 showed that a majority of surveyed veterans – particularly recently
returned veterans – said they need and would use the following preparatory and connective strategies that
are built into the Reboot model: 1) Better access to college education or technical training; 2) A program to
help place veterans into internships; 3) Resume, cover letter, and interviewing skill workshops; 4) 1:1
Career Counseling, and; 5) A program to develop networking skills.
SECTION 2: METHODOLOGY AND WORK PLAN, SECTION 2.i.a. – Outreach and Recruitment: WSI
will oversee a Reboot Outreach Committee21 made up of WorkSource system partners, CBOs, training
providers and employers to identify best-practice outreach strategies that will be overseen by staff at each
WIB. We will recruit on an ongoing basis for 3.25 years, beginning immediately in October 2014. We
anticipate meeting our enrollment goal by November of 2017. Outreach strategies will include:
1) Recruitment through WorkSource (30% of Participants): State Systems: OED and ESD will support
recruitment by using state-funded job seeker and UI databases to identify individuals with past
experience in the target industries and/or relevant transferable skills. Email notifications describing the
Reboot opportunity will be sent. Promotion to Engaged Customers: WorkSource staff and Center
workshop facilitators will promote Reboot services to our annual flow of 100,000+ job seekers.
2) Targeted Community Outreach (35% of Participants): Public Relations & Information Campaign: An
outreach campaign will deploy various media (social media, radio, public transit) to target the broader
community. Aligned Partner Network (APN): Area WIBs during the past five years successfully
developed a robust network of 28 CBOs and public agencies that connect their clients to the resources
and services of WorkSource using a shared service delivery strategy. These include: 1) Public Housing
20
21
Veterans’ Employment Challenges (Prudential, 2012)
See attached Organizational Chart.
9
Worksystems, Inc. Reboot Northwest: Project Narrative
Authorities, who are already working with area WIBs to connect their housing residents to living-wage
careers; 2) Experience Works and Easter Seals, who have deep ties to older workers aged 50 and
above struggling to return to the labor force, and; 3) Culturally-Specific Providers, including the Native
American Youth and Family Center and Urban League. Veteran Agencies and Services: The Portland
VA is eager to refer veterans into the program and receive referrals from Reboot staff, as are local
Vocational Rehabilitation and Disabled Veterans Outreach Program staff. Other Public Services and
Programs: We will leverage local SNAP programs, which have deep ties to the LTUE community, and
our partnership with Goodwill Industries, which has staff in local WorkSource Centers to recruit and coserve jobseekers. We will work with Partners in Diversity (PiD), a program of Portland’s Chamber of
Commerce, which matches professionals of color with jobs in our target industries.
3) Recruitment from Training Programs (15% of Participants): Many people who independently
sought credentials during the Great Recession will still need job placement support. Tech and
Manufacturing training partners are excited to promote the opportunity to qualifying students.
4) Referrals from Employers (20% of Participants): Partner businesses will refer unsuccessful
applicants who need skill training/updated certifications to Reboot. Employers have shown keen
interest in having this type of resource for the veterans who don’t quite have the skills to get hired.
SECTION 2.i.b. - Assessment Strategy: After potential Reboot participants hear about the program, they
will be directed to the project’s online or center-based program orientations, which will both be highly
engaging and professionally designed interactive experiences. Interested parties will download or receive
the Reboot application and set an appointment time for a Readiness Assessment.
During the WorkSource-based 1:1 Readiness Assessment interview, eligibility will be determined.
Applicants will present all necessary eligibility documents22 and complete WorkSource enrollment and
Workforce Investment Act (WIA) Title 1B eligibility. Staff will confirm that projected career goals and prior
22
Interviewers will be WorkSource staff experienced in the WIA eligibility determination/documentation process.
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Worksystems, Inc. Reboot Northwest: Project Narrative
experience align with Reboot target occupations, and will review individuals’ job dislocation dates, veteran
status, age, and educational attainment to ensure eligibility23 for grant services. Job seekers deemed
eligible will be scheduled to attend a half-day Career Mapping workshop. The ensuing Reboot strategies
will assess participants’ personal supports, interpersonal and job-getting skills, and occupational knowledge
to build individualized plans that address their specific needs.
In Career Mapping24, participants will assess their own strengths and capacities and set short- and
long-term career goals in a peer group setting. In the days following the workshop, participants and Career
Coaches will meet25 to further evaluate resources, strengths, and skill gaps to draft Career & Resource
(C&R) Plans – which will serve as living documents that articulate goals for: a) attaining resources that will
positively impact personal stability; b) building soft skills and rebooting job-getting strategies, and; c)
investigating and pursuing accelerated training and employment pathways.
After initial plans are built, participants will attend Career Link, a 3-week industry-based immersion
experience. During Career Link, participants will take Tech and Manufacturing industry-validated skill
assessments to pinpoint participant skill deficiencies. The results of these online, occupation-specific skill
assessments will help participants investigate and identify (with support of Coaches) training tracks that
match precisely to their skill development needs. Other Career Link assessments will include: 1) matching
skills and abilities to potential target careers through real-time labor market information, company tours and
other exploration; 2) pursuing WorkSource’s Talent Link certification, which assesses six key work-ready
skill elements through staff-intensive 1:1 vetting of resumes, interviewing skills and soft skills and through
attainment of a National Career Readiness Certificate (NCRC) in math, reading, and problem solving, and;
3) “Rethinking Job Search”, a promising-practice curriculum that helps to spot and divert “risky” thinking
that negatively impacts self-efficacy in job search.
23
In alignment with all participant eligibility criteria set forth in Section III.E.3 of the Ready to Work SGA.
Career Mapping will be a WIA-funded service, as participants will not yet be enrolled in Reboot.
25
Upon completion of this meeting, participants will be officially enrolled in Reboot services.
24
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Worksystems, Inc. Reboot Northwest: Project Narrative
SECTION 2.i.c. Education & Training Strategies: Reboot participants will engage in individualized
training strategies that follow three tracks of service delivery: 1) Coaching Plus; 2) Skill Upgrades; 3)
Credentialing. All of these skill-building tracks are built on the preparatory and supportive strategies
detailed in section 2.i.d., and will lead to a variety of work-based placement options and unsubsidized jobs.
Wherever possible, Reboot will fund Cohort Trainings for groups of participants who are jointly supported
by a Coach, with facilitated check-ins as a learning community to maximize connectivity/reinforce learning.
1) Coaching Plus (300 Participants): For participants with strong occupational skills, the key programmatic
interventions will be intensive Career Coaching, Career Link and the Reboot NetWork as discussed in
Section 2.i.d., followed by work-based learning and/or job placement. FIGURE 1:
2)
Skill Upgrades (450
Participants): Participants with
experience in the target industry or
occupation may need classroom-based
or online certification to fill a skill gap.
Reboot will fund short- and mediumterm skill upgrade trainings leading to industry-recognized certificates, including the trainings named in
the Innovation and Acceleration section below. The Reboot Training Committee will ensure that
trainings available to participants address employer-identified skill gaps from Section 1.ii.
3) Credentialing (250 Participants): Those participants who want to enter a new occupation or industry
may need longer-term training. The Reboot partnership includes 15 local training providers who
currently operate 140 target-occupation trainings (18 BS or graduate, 48 AAS, 74 Certificates).26 Under
guidance from Career Coaches following Career Link, participants will apply to these and other
26 These partners have committed to train Reboot participants and provide input about development of new accelerated training programs
through committee participation, as described in the Attachment E: Organizational Chart.
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Worksystems, Inc. Reboot Northwest: Project Narrative
programs on Reboot’s eligible training provider list (ETPL) to earn the credentials they need, with
Reboot and WIA/WorkSource system funds providing supplemental support as needed.
Work-Based Training Strategies: Upon completion of classroom-based training programs, and/or after
polishing their job-getting and soft skills through Career Coaching and the services described in Section
2.i.d., participants will be ready for work-based training and/or job placement. Reboot will offer three
vehicles for work-based training: on-the-job training (OJT), paid work experience (WEX)27, and
apprenticeships. Coaches will help identify which vehicle would best support participants’ career goals.
OJT will occur under direct supervision by a company employee and following a training plan designed
by the employer and referring WorkSource staff. Through OJT, the training provided is based on the skill
requirements of the occupation, the academic and occupational skill level of the participant, prior work
experience, and the participant’s individual employment plan. OJTs will often be used in combination with
targeted skill upgrades. Our region has a strong history of successful implementation of target sector OJTs.
Our partner Tech employers are particularly excited to access the Reboot talent pool through paid
WEX. As “fit” has been cited as a key concern for Tech employers, WEX (which places WorkSource in the
role of Employer of Record) carries a lower risk than OJT – a hire-first model. However, Tech employers
with openings are eager to potentially hire successful interns – especially in software development. WEX’s
will range from 150-250 hours, and will include structured skill development plans crafted with supervisors.
WEX is an ideal option for helping LTUE build their resumes after long gaps in employment.
Through Reboot, the Collaborative will work with Enoch Manufacturing, Sunset Manufacturing, KCR
Manufacturing, American Precision Industries, Clark College, Mt. Hood Community College, and Oregon’s
Bureau of Labor and Industries to develop a National Institute for Metalworking Skills (NIMS) based
registered machinist apprenticeship. There is a major shortage of skilled machinists in the region due to
27
Existing Regional OJT and WEX programs already meet the definitions and requirements outlined on pages 6 and 7 of the Ready to Work SGA,
as well as in Section IV.E.6 Funding Restrictions, as will the Reboot model.
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Worksystems, Inc. Reboot Northwest: Project Narrative
an aging workforce and the training system not producing enough to meet demand. Apprentices completing
the program will receive their journey card, several NIMS machining credentials and college credit. Tech
apprenticeship models are in use or to be developed by partners Catalyst IT, EID Passport and OCHIN.
Innovation and Acceleration: This section details specific training interventions that address our
employer-identified skill gaps through accelerated learning experiences.

Hyperspecialization is a growing trend in the Manufacturing and Tech sectors. Increasingly, our
employers are defining work as being much more specialized. Reboot will use employer-endorsed,
online learning systems such as ToolingU, Mori Seiki Academy and Bluedrop to assess occupationspecific skills and package modular learning plans for participants, honing their in-demand
competencies. This strategy offers a rapid yet flexible training approach that ends in certification.
Coaches will work with cohorts progressing through learning modules to help reinforce learning.

The Advanced Inspection and Manufacturing Mobile Training Unit (AIM – MTU). The AIM – MTU
is a 53’ classroom on wheels built by the Aerospace Joint Apprenticeship Committee (AJAC) to provide
just-in-time technical short-term training, using advanced inspection and manufacturing curriculum and
state-of-the-art technology. CAD, CAM, CNC simulators and 3-D Prototype technology are available
for hands-on practice with equipment. GD&T, Solidworks, MasterCAM and QA/LEAN Six Sigma are
course examples that map to employer-identified skill-gaps. The AIM – MTU is an excellent
complement to Reboot’s hyperspecialization strategy and will be parked at employer partner facilities
such as ESCO so that participants can immediately see skill application in a manufacturing facility.

Oregon Bio has developed a series of five certificates for unemployed engineers, technicians and
managers aiming to transition into bioscience. BioCatalyst is a series of 80-hour courses which lead
to industry certification on the topics of Medical Devices, Bioscience Manufacturing, Sales and
Marketing, Medical Software and Circuit Board Foundations. Reboot will support a minimum of 2
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Worksystems, Inc. Reboot Northwest: Project Narrative
cohorts through this training. Oregon Bio will aggregate member company hiring projections and deliver
courses as demand dictates. BioCatalyst will help LTUE to quickly repackage for this niche industry.

Code Schools are an increasingly popular training innovation that offer short-term intensive
opportunities to participate in a tech-like work environment for 10-16 weeks, learn coding languages
and demonstrate competency. Training is accessible to those with previous experience in software as
well as those who are new to the field. The four Code Schools in our target area are Reboot partners.
Strong employer advisory boards drive their curriculum. Code Schools will be a primary intervention for
people with employer-identified coding language skill gaps.

Accelerated Bachelor of Science in Computer Science (BSCS) is a one-year degree offered online
by Oregon State University for people with a Bachelor-level degree in any field. The online BSCS will
be a training option for LTUE who want to re-career. Since attracting candidates with a BSCS degree is
extremely competitive, employers routinely hire program graduates. Reboot will recruit specifically for
Bachelors-prepared LTUE and vets interested in this opportunity.
SECTION 2.i.d.- Supportive Services and Specialized Participant Services Strategies: Table 7 details
the strategies designed to support both LTUE and veteran participants as they develop and implement their
career plans. For context, FIGURE 2 below shows the full Reboot Model and participant flow, including all
of the developmental and supportive strategies discussed in this section. FIGURE 2:
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Worksystems, Inc. Reboot Northwest: Project Narrative
TABLE 7:
Supportive Services
WorkSource
Services
Reboot NetWork
Career Link
Career Coaching
Career Mapping,
C&R Planning
Strat
Description
Coach-led ½-day selfassessment to build
career maps & C&R
Plans.
Embedded Services and Provider Role
Communication
 Goal-setting  Identification of training tracks See Career
Coaching.
and reemployment strategies  Identification
of resources needed for life stability such as
housing, physical and mental health, child
care, and transportation
Industry-focused,
WorkSource-embedded
case managers: primary
source for participant
support and resource
navigation throughout
grant enrollment.
 Case management: continuous client
engagement  C&R Plan development 
Connection to community supports/referral 
Access point for grant- and WIA-funded
support services  Training guidance and
support for participants in postsec programs 
Employer outreach to develop internships and
OJTs  Job readiness training and placement
WIBs to procure for
Career Coaching
services and
oversee contracts
directly. Coaches
involved in
Committees 1,2,3,4
(see Attachment E)
Tech- or Manufacturingfocused 3-week industry
immersion experiences,
structured to address
LTUE characteristics from
national studies (see
Section 1.iii.
 Industry tours and guest speakers  Realtime labor market Info, including projections,
skill req's, in-demand certs and training
options  Work readiness training (resumes,
interviewing, LinkedIn profiles, soft skills) 
Topics on stability: personal caretaking,
resiliency, self-efficacy, financial counseling
WIBs to procure for
Career Link services
and oversee
contracts directly.
Coaches involved in
Committees 1,2,3,4
(see Attachment E)
Biweekly peer- and
employer-driven groups to
engage participants after
Career Link has ended.
 Industry HR speakers re: hiring processes
and job-getting strategies  Participantdesigned career-related activities  Volunteer
coordination opportunities  Two full-day jobseeker symposia conference-style symposia
WorkSource preparatory,
training, and employment
services address different
skill levels, and customer
needs.
WIA, Ready to Work, and
partner-funded services
braided to provide
supports necessary to
succeed in training and
placement. Services
written into C&R Plans,
coordinated through
Career Coaches.
Career Link staff
manage NetWork
groups. WSI
procures contractor
to develop a regional
framework
WIBs oversee
 Workshops and 1:1 services include
delivery of WIA 1B
industry-specific career exploration, social
media job search, advanced resume, veterans services, will
facilitate connections
job club, mock interviewing, and more
with embedded
Coaches
Support services
 Center-based support services (e.g.
managed through
transportation, child care, emergency
Centers to maximize
supports)  Behavioral health & counseling
leverage; PHAs,
services to include personal counseling for
BHCs, Coaches all
participants; training of Career Coaches to
recognize signs of key mental health issues  participate in
Committee 2 (see
Partner public housing authorities (PHAs)
Attachment E)
have committed rolling short-term rent
assistance slots for participants needing
stable housing to participate in training
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Worksystems, Inc. Reboot Northwest: Project Narrative
Evidence of the Effectiveness of the Strategies

In 2010, WSI and Home Forward (the local Housing Authority) piloted a project yielding dramatic
results for a highly barriered population: 66% attained new employment and average household
income increased by 159%. The core preparatory model behind the pilot looked similar to Reboot:
Career Coaching, Career Mapping, C&R Planning, Career Link, and sector-based training. This model
was the foundational strategy behind WSI’s DOL Workforce Innovation Fund award, Housing Works.

This service delivery framework proved highly successful for serving barriered populations, leading to
the alignment of 28 CBOs and Public Agencies into our Aligned Partner Network (referenced in Section
2.i.a.). For seven new APN agencies that started delivering C&R Planning, Career Coaching, and
Career Mapping services in mid-2013, 80 participants have already exited, with a 66% job placement
rate, showing that the model is quickly effective when applied to new populations.

The Career Mapping strategy was developed at WSI, and is used across the region for engaging
barriered populations in skill development. A USDOL-funded report28 asserts that barriered individuals
who undergo the Career Mapping process “have better insight and awareness about their strengths,
gifts, and capabilities and are better prepared to identify initial job goals meeting their profile.”

Career Link’s “Rethinking Job Search” curriculum was developed in Oregon through funds from the
Northwest Health Foundation to specifically address the needs of LTUE. Early pilots show 77%
employment within 3 months of completion of the curriculum.

Career Link and Career Mapping incorporate many of the best practice elements identified in a case
study29 by Mathematica Policy Research including career planning based on the customer’s vision that
articulates goals, services, next steps and milestones; linking customers to supportive services; job
matching, placement and follow-up.
28 Career Mapping for Disadvantaged Job Seekers (2006)
29 “Effective Case Management: Key Elements and Practices from the Field”, June 2011, Mathematica Policy Research.
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Worksystems, Inc. Reboot Northwest: Project Narrative

Cohort learning communities like Career Link, BioCatalyst and online/training cohorts have been shown
to increase motivation and success with adult learners of different learning and knowing styles.30

There were 134 job placements in 2013 tied to the WorkSource High Tech Networking Group; Reboot
NetWork will be based on this successful local model.
SECTION 2.i.e. – Job Placement: Reboot’s primary employment placement strategy will rely on an
integrated placement team consisting of Career Coaches, teams of State Employment Services staff who
specialize in the targeted sectors, employer partners, WIB staff, area Veteran Services staff, Career Link
staff, and leveraged WorkSource staff from our region’s eight American Job centers.
Over the course of the project, placement team members will meet bi-weekly and work to staff the
employment needs of placement-ready active program participants. The team members will bring their
industry expertise, employer connections, real time labor market information, targeted job leads, and
available OJT, WEX and apprenticeship opportunities to ensure participants have flexible and
individualized opportunities to return to work in support of their career goals. Career coaches will work with
members of the integrated placement team to match the targeted employment opportunities with the
available pool of qualified and ready Reboot participants. Integrated placement team members will also
connect participants to employment through the use of industry specific networking opportunities, targeted
job fairs, and reverse recruitment events. Reboot will also benefit greatly from the leveraged relationships
within the Manufacturing and Tech Industry Panels and the partnering employers who will serve as a
continual source for internships, expertise, and employment for participants as they near placement.
SECTION 2.ii. – Work Plan: Capacity of Lead Applicant to Manage: See Section 3. Work Plan:
The Power of Cohorts and of Collaborative Groups (2001); See (insert studies) “Learning Communities and Student Success in PostSecondary
Education,” Price (December, 2005).
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Worksystems, Inc. Reboot Northwest: Project Narrative
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Worksystems, Inc. Reboot Northwest: Project Narrative
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Worksystems, Inc. Reboot Northwest: Project Narrative
SECTION 3 – Organizational Capacity and Project Management: WSI will immediately institute a
comprehensive and efficient communication strategy for Reboot. Formal communication of policies and
operating procedures will outline the purpose, goals, and outcomes of the project so that key stakeholders
are well informed. Monthly and quarterly reports will communicate outcomes and activities, and grant
committees described in Attachment E will meet throughout the project to adapt the model as needed.
Staffing Plan: The Project Manager (PM) for Reboot Northwest will lead the implementation of the
grant, ensure partners fulfill responsibilities and performance goals, facilitate communication among key
employment, training, and service partners, gather data from stakeholders to prepare quarterly and other
reports, market the grant to new employer and community partners, and manage the grant budget and
contracts. Required PM qualifications include: excellent, demonstrated project management experience;
excellent interpersonal skills and ability to communicate effectively orally and in writing; strong skills in
using technology to communicate with others and to track data; budget and performance management
experience; and familiarity with the target industries. Nick Knudsen, a current Senior Project Manager at
WSI, exceeds these qualifications and will lead the Reboot Northwest project. In support of the fiscal and
administrative needs of the project, WSI’s CFO Marcia Norrgard will: ensure that WSI’s fiscal and
administrative staff direct the maintenance and operation of the general accounting system; oversee all
functions and duties related to accounts payable, accounts receivable, payroll, cash management, and
fixed assets for the project; prepare and present special cost studies, financial analysis and customized
reports as necessary; maintain fiscal, administrative, and related records, and; oversee fiscal and budget
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Worksystems, Inc. Reboot Northwest: Project Narrative
integrity, procurement, compliance, and transparency to the project funder, Board and community. Marcia
is a certified public accountant, and holds primary fiscal and contracting authority in the organization.
Similar Experience and Capacity: WSI is very experienced in grant administration, having successfully
managed more than $300 million in WIA formula, discretionary, and local grant resources since 1998. Two
WSI-led DOL/ETA funded projects serve as examples of similar large-scale, multi-year, multi-partner
grants. 1) Metro STEP (4.5 million, 4 years) is currently finishing its second year of implementation. Like
Reboot, STEP is targeting middle-skill manufacturing and software occupations, has a focus on the longterm unemployed, and bridges employer-identified skill gaps by connecting jobseekers to employer-vetted
short-term skill interventions that lead to industry-recognized credentials. As participants complete their
training and acquire the necessary skills for employment, OJT is used to place participants into
employment. As we near the halfway point of STEP we are already at 96% of full project enrollment. Over
93% of our project enrollees have begun receiving education or occupational training, with 43% completing
training. Of those completing training, we have a 96% employment placement rate. In all cases, we are
ahead of the goals outlined in the project work plan. 2) Green Careers Training Project (funded through
the DOL/ETA Pathways out of Poverty SGA (4 million dollars, 4 years) The Green Careers Training
Project brought together 17 CBOs, training providers, WorkSource, and jobseekers facing multiple barriers
to employment, and achieved employment outcomes for program participants through the use of industryrecognized credentials, case management and placement services. Over the course of the initiative, the
project provided workforce development services to 403 participants from targeted low-income
neighborhoods. Over 78% of the participants completed one or more occupational training program, with
more than 400 industry recognized credentials earned by all training completers. By the end of the project
75% of the participants were employed and earning wages averaging just under $15/hr.
For these grants, WSI used the Blackbaud Financial Edge accounting system to produce regular and
timely financial reports leading to consistently on-time payments to and from contractors and partners.
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Worksystems, Inc. Reboot Northwest: Project Narrative
Budget monitoring processes described below have ensured accuracy of budgeted to actual expenditures.
Grant-funded project staffing for Metro STEP and the Green Careers Training Project relies on a similar
staffing model to that proposed in Reboot. Each grant has a dedicated project manager, who works with
grant steering committees comprised of partner WIB staff, public system partners, training institutions, and
key employers. With the support of the grant project manager, committees oversee and support the work of
each grant, including specific participant service areas such as outreach, training, and placement. Project
managers for each grant are supported by their unit Director, who reports back to WSI’s Executive Director,
who shares grant successes, challenges and progress with the LWIB Board during quarterly meetings.
Systems and Processes: Fiscal reporting: WSI has established fiscal policies, procedures, and
systems to ensure accurate financial reporting, and uses Financial Edge from Blackbaud, a robust
accounting software system designed for nonprofit organizations. Cost centers, grants, and project
information are tracked and reported using the system. At each month end, budget variance financial
reports are generated using the accounting system. Each month, project reports from the accounting
system provide information to bill project expenses. The system also provides the information needed to
submit the quarterly financial status report (FSR) including accruals and leveraged resources.
Performance reporting: Performance information on the project is provided through quarterly narrative
reports, supplemented by WSI’s Information Management System (I-Trac), which captures participant data
elements. Sub-contractors must ensure all I-Trac data is current and processed in a timely manner (within
5 business days) to avoid disallowed costs, service delays and ensure accurate and timely data
transmissions and reports. Procurement: WSI has established procurement policies and procedures to
ensure expeditious procurement. The policies and procedures have been developed in accordance with
guidelines and requirements in the Code of Federal Regulations (CFR). Subcontractors shall comply with
CFR requirements for procurement, or with its own procurement procedures, whichever is more restrictive.
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Worksystems, Inc. Reboot Northwest: Project Narrative
WSI consistently submits both financial and program reports for its current federally-funded grants in an
accurate and timely manner. WSI manages its grants through its real-time online performance
management system, monthly partner and contracted service provider meetings and monthly review of the
budget spend out and resource draw down, among other strategies. WSI receives monthly program
progress reports from grant-contracted service providers, which are reviewed along with monthly billing
statements by the grant project manager and unit director. This oversight and analysis allow project
managers to intervene, provide technical assistance, update program design, implement new strategies or
share best practices across individual projects. It also supports continuous and collaborative engagement
of our grant partners and historically has supported the successful management and completion of previous
WSI federal grant awards, such as WIRED.
SECTION 4 – OUTCOMES AND OUTPUTS: 4.i. – Projected Performance Outcomes:
Numerical Outcome Projections: See attached Performance Outcomes Table.
Explanation of Outcome Projections: Outcome targets were derived after our coalition of WIBs,
WorkSource staff, employers, training providers and other partners reviewed data and research about
LTUE and veterans, developed a preparatory and supportive model to support them, analyzed skill gap
intel, and designed training interventions. Partner WIBs factored in WorkSource’s previous success placing
LTUE and veterans into jobs using Reboot training and placement vehicles, past and current large-scale
regional training grant outcomes, and required projected ramp-up time as seen in the Work Plan. With all of
these factors in consideration and knowledge of the barriers that are participants may face, we are
confident that 1,000 participants will reach the outcomes described in Attachment C in the grant timeframe
through use of the requested and leveraged resources described in the Budget Narrative.
SECTION 4.ii. – Ability to Report Outcomes: Reboot will use I-Trac to track participant-level data. I-Trac
is a web based data management system developed by WSI for the purpose of collecting, reporting and
managing customer-level information for multiple funding sources. Program policies and grant rules define
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Worksystems, Inc. Reboot Northwest: Project Narrative
the system. I-Trac is currently used by all Workforce Investment boards in Oregon for tracking and
reporting on all of the State’s WIA funds, as well as State and Federal discretionary grants. I-Trac is secure
and in compliance with all DOL regulations for data tracking and reporting. This system has been
successfully used for all participant data tracking for DOL grants in our region over the past decade. WSI’s
I-Trac team will develop customized reports that will provide real-time performance data for staff. These
reports will be reviewed monthly, followed by communication with partner WIBs and service providers about
grant performance and, if necessary, troubleshooting. Employment outcomes will be collected in real time
by Coaches through regular participant outreach. When employment information is shared by a participant,
the Coach will enter this information into I-Trac within five business days. Retention information will also be
collected by Coaches for twelve months, for as long as grant funds support the outreach activity.
SECTION 4.iii. – Cost Per Participant: Reboot will intentionally allow participants and Coaches to access
preparatory, skill development, work-based learning, and placement vehicles in a customized sequence
through a menu of training options. As the same menu is available for LTUE and veterans, the most
straight-forward way to calculate the cost per participant is to divide the total grant request by the projected
number of participants who will gain employment – the most critical outcome, resulting in a grant-funded
cost per participant of $11,125. When factoring in $1,885,000 of WIB leverage, the total cost per participant
rises to $13,605. Because of the high skill requirements for the middle- and upper-skill target occupations,
the most direct comparison is with our region’s USDOL-funded Metro STEP grant. The grant-funded cost
per for that program as described in the proposal was $8,093. However, participants in the STEP grant do
not have access to the array of preparatory and connective strategies that are embedded in Reboot and
are necessary for success of the model for the more highly barriered target population. These embedded
strategies, such as Coaching and Career Link, increase the cost per successful placement.
25