for Minnesota's
INTEGRATED
WORKFORCE INVESTMENT SYSTEM
Program Year 2012
– Submitted by –
Workforce Investment Board
Name:
WSA #7 South Central WorkForce Council
Department of Employment and Economic Development
1st National Bank Building  332 Minnesota Street  Suite E200  Saint Paul, MN 55101-1351
Phone: 651-259-7580  800-657-3858  Fax: 651-215-3842  TTY/TDD: 651-296-3900
1-888-GET JOBS (1-888-438-5627)  www.positivelyminnesota.com
An Equal Opportunity Employer and Service Provider
Page 2
Instructions
In accordance with Workforce Investment Act (WIA) Law §118, this document provides directions to
Minnesota's local Workforce Investment Boards (WIBs) for preparing the Program Year 2012
(PY12) Local Unified Plan (LUP) UPDATE for an Integrated Workforce Investment System. The
PY12 LUP UPDATE covers the time period of July 1, 2012 to June 30, 2013. WIBs are required to
submit an annual LUP to the Minnesota Department of Employment and Economic Development
(DEED) in order for their Workforce Service Area (WSA) to receive funding under WIA and the
State Dislocated Worker (DW) program.
The PY12 LUP UPDATE guidance is composed of three sections:

Section A: Integration and Strategies. DEED will use this section to benchmark the
WIB's engagement in regional economic development strategies, as well as how the WIB
conducts business beyond the narrow focus of WIA programs.

Section B: Program Operations. This section collects information required by law in order
for WIBs to receive their base funding.

Section C: System Operations and Attachments. This section includes information
needed to ensure that the local workforce delivery systems meets certain legal requirements
as well as complies with agreements between DEED and WSAs. This section also asks for
information needed to respond to requests from legislative leaders, local leaders, DEED's
executive management, and other interested parties.
NOTE: While a provision for 'no change from last year' was not provided as an option for responses, if
there are truly no changes from last year for a particular response, feel free to 'cut and paste' your
response from the PY11 LUP. Sections of your PY12 response may be used for other purposes and your
local plans will be posted on the web as is, so any responses with 'no change from last year' may not
provide appropriate information or confuse readers.
2012 LUP UPDATE Requirements
 LUP UPDATE Due Date: May 25, 2012(1)
 Deliverables:
1. Electronically submit, via e-mail, LUP UPDATE Sections A, B, and C, including all
attachments to deanne.white@state.mn.us and;
2. Mail one (1) hard copy of the Certification and Assurances which includes a signature
page with original signatures to:
Deanne White
Minnesota Department of Employment and Economic Development
Workforce Development Division – Location #038
1st National Bank Building
332 Minnesota Street – Suite E200
St. Paul, MN 55101-1351
1
If you cannot make the May 25, 2012 deadline, provide information on why an extension is needed and the
duration of the requested extension to Maria Cantu at Maria.Cantu@state.mn.us. PY12 LUP UPDATE
extension requests must be received by May 18, 2012 to be considered for approval.
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
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Planning Timetable Estimates
February 29, 2012
Draft LUP UPDATE sent to WSAs for review and comment
March 5, 2012
Deadline for receipt of comments
March 13, 2012
Issuance of final LUP UPDATE
April/May 2012
WIA and Wagner-Peyser Allocations issued to States. WSA WIA
Allocations issued (including forms for Budget, Participant
Information, and Activity Summaries)
May 2012
Local Public Comment Period*
May 25, 2012
PY12 LUP UPDATEs due at DEED, along with submittal of
original signature page. Beginning of DEED review comment and
clarification period.
Week of June 18, 2012
Approval of LUP UPDATEs begins
July 1, 2012
Beginning of PY 2012
*The 30-day comment period and timeline is flexible depending on your own local approval
process. If after your submission, your plan has changes due to the 30-day comment period, it
is your responsibility to notify DEED.
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
Page 4
Section A: Integration and Strategies
One of the state's goals is to encourage WIBs to perform at a strategic level and to participate in a
wide range of regional challenges and opportunities. This section will be used to describe the
WIB's engagement in regional development strategies, as well as how the WIB conducts business
beyond the narrow focus of employment programs.
1. A. How does the WIB identify and analyze regional economies?
The South Central WorkForce Council identifies and analyzes our regional economy by
engaging the board, partners and community in a dialogue about workforce and
economic development needs, including a thorough review of labor market information
and input from employers. This approach gives the Council a good understanding of the
region by combining what statistics reveal with the knowledge of local employers and
community partners.
Labor Market Review
Background
Like the nation, South Central Minnesota has weathered the worst recession since the
Great Depression. Recovery from that recession will depend upon the health of the
existing industry mix of the region and the capacity of the region to grow new industries
and attract new firms. The quality of economic recovery will depend in part upon a labor
force that can supply the skills needed by regional employers while regional quality of life
will depend upon growing industries that pay high wages. As with any recession, the
current labor market is characterized by industries with emerging workforce needs and
subsets of the labor force who do not possess the skills that are in demand and are thus at
risk of becoming structurally unemployed. This review will characterize the supply and
demand sides of the South Central Minnesota labor market with an eye towards present
and future conditions.
Recession and Recovery
South Central Minnesota lost about 5,800 jobs between 2007 and 2010- a 5.4% drop.
This was an “equal opportunity” recession with losses spread across almost every major
industry group in the region. The economy is now in recovery with a gain of about 1,100
jobs between 2010 and 2011. The recovery is producing jobs in a wide variety of sectors.
However, many of these sectors may not see a full recovery for several years. Indeed,
some sectors may never truly recover all of the jobs lost since 2007. While employment
growth at the state and regional levels now seem to be sustainable in the short term, the
region still needs to gain 4,700 jobs to achieve pre-recession levels. If the region grows at
the rate of the state, it may not achieve this level until late 2013.
As jobs are shed, the unemployment rate obviously increases. In the months leading up to
the recession, South Central Minnesota had typical unemployment rates between 3.3 to
5.8 percent- rates that were usually equal to or less than the state as a whole. By 2008-09,
unemployment rates were trending between 7.0 to 9.0 percent and represented 9,00012,000 individuals. Major improvements in the unemployment rate were witnessed in
2011 with rates ranging from 4.8 to 7.3 percent or 6,300 to 9,600 individuals. However,
there are concerns that lower rates might be due in part to a large part of the labor force
dropping out of the labor market all together.
While a more detailed analysis will be provided below, all indicators point to a labor
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
Page 5
market that is producing jobs and putting unemployed individuals back to work. As noted
previously, the biggest challenge moving forward may revolve around solving skills
mismatches between employers and the available workforce.
Labor Market Supply: Current Conditions
Unemployment rates represent one (somewhat crude) measure of labor availability in the
economy. Unemployment statistics are released through a federal-state cooperative
program between the U.S. Bureau of Labor Statistics and state agencies. Models use both
current and historical data from the Current Population Survey, the Current Employment
Statistics program and the Unemployment Insurance statistics program to provide
estimates of employment and unemployment. The Unemployment Rate is the product of
the number of unemployed persons divided by the labor force as a whole (employed and
unemployed persons). Unemployment in southern Minnesota is slightly below state, and
well below national averages. South Central Minnesota’s unemployment rate in January,
2012 reflects the diversity of the labor market across the 9-county region. Le Sueur
County, due primarily to a relatively high concentration of employment in construction
(an industry that has been hit particularly hard by the recent recession), typically has the
highest in unemployment rate in south central Minnesota. The high unemployment rate
has seasonal ebbs and flows (typically peaking in December or January and dropping in
May). During this seasonal spike, unemployment rates often exceed regional, state, and
even national rates. The rate typically drops near state and regional averages during the
summer months. Unemployment in Blue Earth and Nicollet Counties is well below state
and regional rates, fueled by lower than average unemployment in the Mankato-North
Mankato Metropolitan Statistical Area (MSA) -- see the map below for non-seasonally
adjusted unemployment rates by Workforce Service Area (WSA), and County. See
Figure 1 and Figure 1A.
Figure 1: Unemployment Rates by County and Region: January, 2012
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
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Figure 1A: County Workforce Information
County
Blue Earth
Brown
Faribault
Le Sueur
Martin
Nicollet
Sibley
Waseca
Watonwan
SC Region
Unemployment
Jan. 2012
Labor
Force
Jan.
2012
5.1%
7.0%
6.9%
9.4%
6.1%
4.9%
6.7%
6.4%
7.2%
6.3%
39,310
15,366
7,588
14,321
11,336
20,066
9,040
10,509
5,494
133,030
Employment
Q3, 2011
Employment
Change Q3,
2010-11
Employment
Change Q3,
2007-11
36,427
13,624
5,121
7,550
8,910
13,227
4,328
7,893
3,804
100,886
+1,065
-119
-6
+36
-268
+289
+78
+148
-6
+1,217
-35
-686
-486
-638
-672
-1,388
+8
-147
-397
-4,442
Source: MN Dept. of Employment & Economic Development Local Area Unemployment Statistics and Quarterly
Census of Employment and Wages.
Unemployment rates steadily increased with the onset of recession. Rates peaked in 2009
and are now in recovery. Rates in South Central Minnesota are in line with those in
Minnesota. However, the 6.0 unemployment rate in 2011 still corresponds to 8,200
individuals without work. See Figure 2.
Figure 2: Unemployment Rates by Year: South Central, MN and US.
Source: MN Dept. of Employment and Economic Development Local Area Unemployment Statistics
Regional Industry Makeup: Current Conditions
After surviving the 2001 recession with relatively small losses, the region was hit hard by
the most recent recession. Job losses in 2006 through 2010 brought employment down to
levels not seen since the late 1990’s. See Figure 3. Employment has rebounded in 2011.
However, the region must add back 4,700 jobs to achieve the employment level of 2007.
Some counties have recovered faster than others. Sibley and Blue Earth Counties have
added back all or close to all of the jobs lost with the recession. Others still have hundreds
of jobs to add before getting back to 2007 levels. Nicollet County has the most ground to
recover being down 1,388 jobs since 2007. See Figure 1A.
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
Page 7
Figure 3: Annual Employment Change in South Central Minnesota, 2000-2011
Source: MN Dept. of Employment & Economic Development Quarterly Census of Employment & Wages
The intensity of recession and recovery is determined by the industrial make up of the
region. South Central Minnesota has a high concentration of employment in agriculture,
manufacturing, healthcare and social assistance and retail in particular. See Figure 4.
Manufacturing is of particular importance in that it employs large numbers of people but
also pays higher than average wages.
Figure 4: Employment Summary for Major Industries in South Central Minnesota (Q2, 2011)
Industry
Total, All Industries
Agriculture, Forestry, Fishing
& Hunting
Mining
Construction
Manufacturing
Utilities
Wholesale Trade
Retail Trade
Transportation and
Warehousing
Finance and Insurance
Real Estate and Rental and
Leasing
Professional, Scientific &
Technical Services
Management of Companies
& Enterprises
Administrative and Support
& Waste Management and
Remediation Services
Educational Services
Avg.
Weekly
Payroll
% Total
Employment Wage
Total
Employment
84,821
$627
$691,933,777
2,434
255
3,844
18,839
369
3,933
12,161
$536
$1,132
$724
$793
$1,424
$1,215
$379
$16,966,151
$3,754,190
$36,183,340
$194,354,406
$6,833,937
$62,155,463
$59,985,216
2.9%
0.3%
4.5%
22.2%
0.4%
4.6%
14.3%
2,591
2,925
$591
$834
$19,918,455
$31,736,457
3.1%
3.4%
788
$420
$4,310,012
0.9%
2,281
$770
$22,846,149
2.7%
1,051
$1,212
$16,563,281
1.2%
2,579
1,664
$412
$679
$13,826,685
$14,707,712
3.0%
2.0%
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
Page 8
Health Care and Social
Assistance
Arts, Entertainment, and
Recreation
Accommodation and Food
Services
Other Services
15,730
$631
$129,093,870
18.5%
952
$213
$2,642,752
1.1%
7,348
2,988
$192
$407
$18,423,342
$15,825,769
8.7%
3.5%
Source: MN Dept. of Employment & Economic Development Quarterly Census of Employment & Wages
While the regional economy has added 1,100 jobs over the last two years, not all
industries are recovering equally. Figure 5 shows employment change by industry over
the last two years. Industries dependent upon local consumption such as retail are adding
jobs while others such as accommodation and food services, other services and arts,
entertainment and recreation are still in negative territory. Growth of 101 jobs in
administrative services is likely due to temp agency growth. This is a good indicator that
regional employers are likely to continue to add permanent employment.
Expansion in management of companies, finance and insurance and transportation and
warehousing shows strength in the regional mix of industries. Employment growth in
these areas is likely to produce growth in other industries as well. The small growth noted
in manufacturing, professional and technical services and healthcare and social assistance
is good in that losses have subsided. However, slow growth in these areas, in addition to
losses in construction and wholesale trade show a labor market that is in the early phases
of recovery.
Figure 5: Employment Change by Industry- South Central Minnesota, Q2 2009-11
Source: MN Dept. of Employment & Economic Development Quarterly Census of Employment & Wages
Regional Employment is distributed across employers of various sizes, although a
relatively high percentage (26 percent) of employment is in small firms with less than 20
employees. See Figure 6.
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
Page 9
Figure 6: Distribution of Jobs by Employer Size Class, South Central Minnesota 2010
Source: MN Dept. of Employment & Economic Development Quarterly Census of Employment & Wages
Some of the industries that have been hit hardest by this recession are often those that pay
the highest wages. Construction, with an average hourly wage in the region of $20.23 is
not yet in recovery while manufacturing is still sluggish. Public Administration has lost
employment and is not expected to gain in the short term. See Figure 7.
Figure 7: Average Hourly Wages by Industry and Region, Q2 2011
Source: MN Dept. of Employment & Economic Development, Quarterly Census of Employment & Wages
The strength of the regional recovery and the makeup of the future economy will depend
upon conditions in the industries that distinguish the region- those industries that have a
higher concentration of employment than the rest of the nation. Attachment F lists these
industries and Figure 8 shows the size and employment change for those industries.
Distinguishing industries are those industries with a location quotient above 1.2. These
industries have a relatively higher concentration of employment than the rest of the nation.
Iron mining in Northeast Minnesota or medical device manufacturing in the Twin Cities is
examples of distinguishing industries. Printing and food manufacturing are examples that
might come to mind in South Central Minnesota. Figure 8 indicates that many of the
region’s distinguishing industries have seen two years of sliding employment. Printing
and computer and electronics manufacturing have lost over 20 percent of their
employment. Other industries like food manufacturing, agriculture and nursing and
residential care are expanding. It should be noted that industries losing jobs may actually
be more competitive in that they are increasing productivity levels.
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
Page 10
Figure 8: Employment Size (Bubble Size), Employment Change and Location
Quotient for Distinguishing Industries in South Central Minnesota
Source: MN Dept. of Employment & Economic Development Quarterly Census of Employment & Wages
Opportunities for Job Seekers
Just as employment has increased in recent years, job vacancies have expanded. As of 4th
Quarter, 2011 there were 1,982 job vacancies in the region. This represents a 22 percent
improvement from 2010 and a 61 percent improvement since 2009. At its worst, there
were 10 job seekers in the region for every one job in second quarter 2009 compared to
3.4 job seekers per opening today. See Figure 9.
Figure 9: Job Vacancies and Unemployment in the South Central Region
Source: MN Dept. of Employment and Economic Development, Job Vacancy Survey
The recovery in job openings is spread across a spectrum of occupations with some of the
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
Page 11
strongest performance being seen in office and administrative support, production
(manufacturing), healthcare and transportation. Those occupations showing the highest
need in terms of vacancy rates include healthcare support, transportation and material
moving, office and administrative support, production and management. Conditions are
somewhat weak in construction and computer occupations though there may be skill areas
of high need in these and other occupational categories. See Figure 10. Attachment G
also shows those occupations in South Central Minnesota with the highest levels of
demand.
Figure 10: Job Vacancies by Occupation, South Central MN Q4, 2011
Vacancies Vacancy 1 Year
Occupation
Q4, 2011
Rate
Change
Total, All Occupations
1,982
2.0
22.0%
Office and Administrative Support
376
2.7
637.3%
Production
260
2.4
50.3%
Healthcare Support
210
4.7
2000.0%
Transportation and Material Moving
205
2.9
-6.8%
Sales and Related
188
2.1
22.9%
Food Preparation and Serving Related
136
1.6
91.5%
Healthcare Practitioners and Technical
100
1.9
-81.7%
Management
94
2.4
168.6%
Education, Training, and Library
72
1.0
157.1%
Building and Grounds Cleaning and
Maintenance
56
2.0
211.1%
Installation, Maintenance, and Repair
54
1.4
500.0%
Business and Financial Operations
37
1.0
-56.0%
Architecture and Engineering
32
2.3
10.3%
Personal Care and Service
29
0.8
NA
Community and Social Service
24
1.4
NA
Computer and Mathematical
17
1.6
-46.9%
Construction and Extraction
12
0.4
-64.7%
Life, Physical, and Social Science
6
1.0
NA
Arts, Design, Entertainment, Sports, and
Media
5
0.5
-92.4%
2 Year
Change
60.6%
157.5%
642.9%
NA
138.4%
40.3%
-23.2%
-23.7%
308.7%
1.4%
-45.1%
260.0%
516.7%
NA
383.3%
NA
-34.6%
NA
-87.5%
-96.6%
Source: MN Dept. of Employment and Economic Development, Job Vacancy Survey
DEED projects the creation of 10,409 new jobs in Southwest Minnesota between 2009
and 2019. An additional 44,770 jobs will open due to replacement. For the purposes of
this analysis, Southwest Minnesota includes the South Central region but also those
counties in the Southwestern Economic Development Region. It should be noted that the
South Central Region accounts for about two-thirds of the total employment in this larger
region. A large portion of projected growth is likely to take place in the South Central
Region. Job growth will take place across most occupational categories with the
exception of production and building and grounds maintenance. Personal care, healthcare
support and healthcare practitioners are expected to have some of the highest levels of
new job growth. Even where jobs are not expected to grow or even shrink, replacement
will drive need. Moreover, it is likely that there will continue to be high need occupations
within occupational categories with modest projected growth. See Figure 11.
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
Page 12
Filling a newly available 10,400 jobs will require increased participation from a
workforce that will likely grow more slowly in coming years. Figure 12 shows labor force
participation rates for various age groups in South Central Minnesota. Labor force
participation rates for younger and older workers are lower than a decade ago- presumably
because of a lack of opportunities due to the recession. Participation rates for the 16 to 19
and 20 to 24 age groups stand at 61.5 and 81.9 percent respectively. This is compared to
67.0 and 91.1 percent in 2000. In the best case scenario, members of this population are
investing in their education. However, persons entering the labor force in recessionary
years often have lower levels of productivity and lower wages than those entering the
labor force before or after them. Lower productivity levels can have long-term
ramifications as larger portions of our population leave the labor force. Persons in the 25
to 64 age groups have fairly high levels of labor force participation even in comparison to
2000.
Figure 11: 2009-19 Employment Projections, Southwest Minnesota
Source: MN Dept. of Employment & Economic Development, 2009-19 Employment Projections
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
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Figure 12: Labor Force Participation by Age Group, South Central Region
2010
Source: US Census 2010 American Community Survey
Like much of Minnesota, the regional labor force is expected to age in coming years.
Figure 13 shows projected trends in the regional labor force by age group. Workers aged
45 to 64 have reached their peak percent of the labor force. Meanwhile, those aged 25 to
44 are expected to reach their peak in 2020 before declining. This might not be of such
great concern if it were not for the fact that those aged 16 to 24 are expected to make up
for less of the labor market. Part of the short fall will be met by persons over 65 who will
double their share of the labor force from 5 to 10 percent over 20 years.
Figure 13: Projected Change in Labor Force by Age, South Central Minnesota
2000-2035
Source: Labor Force Projections 2000-2035, Office of the State Demographer
Labor Force trends are a direct result of an aging population and this aging will directly
impact the growth rate of the entire labor force. Between 2010 and 2020, the labor force
is projected to grow by about 2,700 jobs. However, the growth will be largely negated by
losses and slow growth between 2020 and 2035. See Figure 14.
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
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Figure 14: Projected Change in Labor Force, South Central Minnesota 2000-2035
Source: Labor Force Projections 2000-2035, Office of the State Demographer
As the size of the labor force shrinks, employers will look to productivity to make up for
potential workforce shortages. An educated workforce is key to a productive workforce.
About 47 percent of the regional population over age 25 has some level of education
beyond high school. While this is a higher attainment than many regions, it may not be
sufficient to fill future needs. While general workforce shortages are not necessarily
likely, skills shortages are an important consideration and employers rely upon more
innovative and productive workers. Conditions will vary by county. See Figure 15.
Workforce shortages will be met in part through immigration. If the region grows more
rapidly (economically) than the rest of the state or nation, it may see an influx of workers
that will mitigate possible shortages. In some cases, migrants may come with skills that
can be applied directly to their places of work. Others may need training in English or
other areas. Figure 16 shows the primary language spoken in the labor force. Only 5.3%
of the labor force listed some other language than English as their primary language and
many of those may have very high English proficiency. However, the percentage of those
lacking these skills is likely to grow.
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
Page 15
Figure 15: Educational Attainment: South Central Minnesota, 2010
Source: US Census 2010 American Community Survey
Figure 16: Primary Language of Labor Force, South Central Minnesota
Primary Language
Percent of Labor
Force
Speak only English
94.7%
Speak Spanish
3.3%
Speak other Indo-European languages
1.1%
Speak Asian and Pacific Island
0.7%
languages
Speak other languages
0.2%
Source: US Census 2010 American Community Survey
Employers & Community Partners
Equally important as the statistical review, is information we receive directly from
employers and community partners in the region. Although statistics give us valuable
information in understanding our regional economy, it must be coupled with what we are
hearing from our local employers. Business representatives on the Council, Business
Service Specialists, employer surveys, industry summits/forums, cluster studies and
industry initiatives provide invaluable information in understanding and analyzing our
regional economy. Our connection with local employers (WorkForce Council,
Manufacturing Alliance, post-secondary advisory committees, Manpower, chamber of
commerce, etc.) gives us access to real-time labor supply and skill needs.
Construction and Trades
Construction and trades was hit hard by the recession. Unemployment in the industry hit
21.8%. The industry accounted for $36 million in wages in second quarter 2011, with a
median wage over $20 per hour. During the recession and its aftermath, most
construction has been “horizontal” (i.e. highways), versus “vertical” construction (i.e.
buildings). Vertical construction creates more jobs. Employers indicate a good supply of
labor at this time. Employment needs include: laborers, individuals with
construction/trade skills, mechanical aptitude and technical skills. Employment issues:
aging workforce at a time when not hiring many new workers, which creates difficulty in
succession planning.
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
Page 16
Health Care
Ten of the top 30 demand occupations are in health care. One in every six jobs in South
Central MN is in health care, or 18% of employment. The Health Care industry was
minimally affected by the recession and the industry experienced increases in
employment in 2010. A 25% increase in hiring is expected in the coming year. Health
Providers indicate occupations in greatest demand are: Nursing Aides/Orderlies,
Registered Nurses, Licensed Practical Nurses, Home Health Aides, Dental Assistants
and EMTs/Paramedics. There is also a demand for physicians in the areas of:
Family/General Practitioners, Internists, Surgeons, Pediatricians and Physical Therapists,
Occupational Therapists and Speech Pathologists. Employment issues include: high
turnover of CNAs in first year of employment, the difficulty long-term care facilities have in
recruiting RNs as they cannot compete with wages paid by hospitals, and rural health
care facilities competing for employees with the Mankato area. Training needs include
technical medical skills, plus customer service skills. Maintenance workers in health care
are aging; there is a need for maintenance workers with boiler operator licensure.
Manufacturing
Manufacturing provides the most employment opportunities in the region, with 20% of
South Central employment in manufacturing, or one in every five jobs. The industry
accounted for more than $194 million in wages in second quarter 2011, with a median
wage over $17 per hour. Almost 70% of the jobs in manufacturing require postsecondary education or related work experience. Manufacturing is an example of an
industry that restructured as a result of the recession. Manufacturers are increasing
automation in order to maintain productivity with fewer employees. Employment issues
faced by manufacturers include: lack of public awareness of well-paying careers available
in manufacturing (especially important that parents of emerging workforce understand the
opportunities for careers in manufacturing), the decline of the family farm and the cutting
of industrial technology programs in area high schools, which had been pipelines for
workers. Occupations that manufacturers struggle to fill include: engineers,
maintenance workers with boiler license, high-skilled CNC operators and welders. The
region is experiencing an increase of job orders for manufacturing positions. Employers
are seeking skilled workers with experience.
Social Assistance and Education
Education and social assistance employers report good applicant pools of well-qualified
candidates for open positions. However, they do report larger applicant pools for
positions in the Mankato area versus other more rural areas of the region. Employment
issues identified are budget cuts, wage freezes make it difficult to provide competitive
wages and limited opportunities to move up the career ladder once individuals begin
working in the industry.
Technology
Employers indicate difficulty in finding highly skilled individuals for technology positions
such as computer programmers, analysts and network administrators. Employers are
seeking individuals with these technical skills in addition to experience in applying the
skills. Limited career laddering opportunities, employers identifying other incentives for
job retention.
Transportation
Truck drivers have moved into second place as a demand occupation. Employers
indicate that insurance mandates that truck drivers have two years of experience.
There is a shortage of experienced truck drivers. In addition, when the Wal Mart
distribution center is built it will great an even greater demand for truck drivers.
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
Page 17
Overall the biggest workforce development issue identified is the growing skills gap. This
is especially prevalent in the manufacturing and technology industries where rapidly
evolving technologies and automation leave employers struggling to find the highly-skilled
workers they need. Other regional issues identified:
 6.7% increase in poverty (based on census statistics),
 Livable wage employment opportunities (60% of the jobs in SC pay less than
$16.00 per hour)
 Youth entering the workforce are facing a “perfect storm” of employment issues
including: a decrease in labor force participation due to fierce competition for
available jobs (at a time when employers are seeking candidates with
experience), high level of student debt, and limited productivity based on limited
work experience. Graduates are starting lower on the career ladder than their
education would merit or they are unable to find jobs in their career area and take
any kind of job to make ends meet. It may take many years for this generation of
youth to “catch up” (wage scarring).
Finally, working closely with WorkForce Center and community partners provides us
another piece of the puzzle in understanding our regional economy and labor supply
issues. Regional and local economic development professionals and Business Service
Specialists help us keep a pulse on new industry occupational developments on the
horizon. Our connection with education helps us to identify training issues and where
recruitment strategies need to be developed. We have also found that our WorkForce
Center partners through their job placement activities provide some of the first indications
of hiring demand for certain occupations and occupations in decline.
B. How is this information used to identify the key industries and demand occupations within
this economy?
From our analysis of the regional economy the South Central WorkForce Council
utilizes the following factors to identify key industries within our region.
 High demand distinguishing industries with a greater than average employment
concentration, including regional industry clusters.
 High growth industries that are adding more jobs or improving their competitive
position.
 High wage industries –average weekly wages higher than average for all
industries.
 Exporting industries that have a greater impact on the regional economy by
bringing dollars into the region.
 Supporting and supply industries that impact the competitiveness of regional
industry clusters.
 Emerging industries including renewable energy and bioscience.
Demand occupations are identified using a rich set of labor market information,
including statistics on both current demand and future outlook, coupled with real-time
input from local employers and job counselors. Information utilized includes:
 Jobs with large numbers of vacancies or indication of labor shortages.
 Jobs projected to grow along with regional industries, providing good future
employment opportunities.
 Jobs that support key regional industries or industry clusters.
 Jobs paying higher than average wages or jobs that are part of career ladders
that lead to higher wages.
 Education and training requirements of the job.
Minnesota Department of Employment and Economic Development
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Because of the diverse populations that we serve, from low/unskilled populations
(FastTRAC, MFIP, FSET) to the highly skilled (dislocated workers), our demand
occupation list includes entry level opportunities as well as highly skilled employment
opportunities within key industries. See Attachment G for Demand Occupation list.
C. How is this information incorporated into your service delivery strategies including how
your career counselors use this information to train customers in occupations in demand (OID)
in your labor market area.?
The identification of key industries and demand occupations is significant in meeting
the needs of business and job seekers and is reflected in the following workforce
development strategies:
 The demand occupation list is utilized by employment counselors of the core
partners to assist program participants in identifying high growth/high demand
occupations in the region. Based on the interests and aptitudes of job seekers
they are assisted in exploring careers that are in demand and pay a livable wage.
The provision of demand occupations and labor market information will be
incorporated into core services to ensure the universal customer is also receiving
this information as well as program participants.
 Job seekers that require training prior to entering the workforce will explore
training opportunities that will prepare them for career opportunities within the key
industries and demand occupations identified by the WorkForce Council.
 Our WorkForce Council has set and will continue to track an annual goal to place
75% of WIA Adult and Dislocated Workers in demand occupations. Last year,
82% of WIA Adults, 84% of State
Dislocated Workers and 74% of WIA
Dislocated Workers were placed in
demand occupations.
 We will continue to build our pipeline of workers for the health care industry
through FastTRAC training programs for CNA/Health Care. This initiative provides
low-skilled job seekers an opportunity to explore career opportunities in the Health
Care Industry while working on the basic skills necessary to succeed in entry-level
positions or entry into post-secondary training opportunities. FastTRAC initiatives
align local recourses and are provided in partnership with Adult Basic Education
(ABE) providers and South Central College. This past year we provided bridge
programming in Health Care in partnership with all four Adult Basic Education
providers in our region and expanded integrated instruction for both CNA
certification and Medical Terminology. In 2012 we will work to “institutionalize”
FastTRAC programming in Health Care to ensure its sustainability.
 In Program 2012, we will begin developing a FastTRAC career ladder for the
Minnesota Department of Employment and Economic Development
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manufacturing industry. We will work with local ABE providers and South Central
College to develop a manufacturing career pathway in machining/industrial
maintenance that will include bridge programming, integrated instruction, and
stackable credits/credentials. We will build our efforts off of the Rights Skills Now
program and Mechatronics curriculum already developed at South Central
College. We will work towards incorporating internships/work experience in our
FastTRAC programming during Program Year 2012.
 In partnership with employers and MN West Technical and Community College
we will develop customized welding training utilizing the mobile lab to address the
demand for trained welders in the region.
 Employers indicate that many job applicants for entry level positions lack work
readiness and basic skills. We will continue to utilize the National Career
Readiness Credential to identify workers with the basic skills necessary to
succeed in employment and to implement strategies for those that need to
increase their basic skills. Job seekers lacking these basic skills will be referred to
Adult Basic Education for basic skill instruction. Through this partnership we will
utilize Work Keys training curriculum and the Learner Web to prepare individuals
to take the Career Readiness credential or the Accuplacer for those continuing
their education. Work readiness skills are best evaluated on the job,
consequently, when appropriate, we will increase work experience and internship
opportunities.
 Our local Business Service Representatives will focus on working with the key
industries identified by the WorkForce Council. Through their contact with these
employers, we will keep our WorkForce Center partners informed on current
workforce needs and issues.
 Through the Economic Growth Collaborative (regional collaboration), we have
implemented a strategy to create more awareness of the careers available in
manufacturing through a “Tour of Manufacturing” conducted in conjunction with
manufacturing week. This event provides an opportunity to inform the public and
break myths about the manufacturing environment and to provide youth and adults
an opportunity to see the high skilled, high wage career opportunities available
within the manufacturing industry.
In addition, we will be implementing three initiatives targeted to at-risk youth
populations:
 MFIP Teen Parent Innovation Grant: This is a collaboration of the ninecounty Human Service agencies in SC Minnesota. The intent of the
program is to improve teen parent outcomes through the delivery of
comprehensive services that promotes high school completion, connects
teens to community resources, improves personal development and
supports healthy lifestyle decisions through a single point of contact model
and stronger collaborations with education, public health, MN Extension,
human services, and workforce/employment services.

Youth Workforce Development Grant: South Central received a MN
Youth Workforce Development Competitive Grant to target services to
youth from communities of color including work readiness and career
exploration curriculum to assist youth to explore, identify and attain positive
educational and career goals. Youth will participate in a work experience
Minnesota Department of Employment and Economic Development
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
and project based activities throughout the year including workshops on job
search techniques, career exploration, labor market information including
demand occupations, value of post-secondary education, entrepreneurial
opportunities, goal setting, connections to community resources, life skills
training and financial fitness training. In addition to work readiness
activities, this program will engage youth and their families and provide
cultural awareness to the community. Because we recognize the strong
family connection in communities of color, parents will be invited to
participate in the initial meetings for program enrollment as well as the
group activities. To increase cultural awareness in the community,
worksite supervisors will participate in cultural awareness training. We will
also invite youth participants to share their story which will allow them to
connect with other youth that have had similar experiences and will help
youth understand each others differences.
Youth Intervention Program grant: This grant is targeted to youth in foster
care. Services provided under the grant include career exploration, career
counseling, life skills workshops and work experience.
2. Based on your most recent analysis of regional economies, provide a list of the key industries
in your regional economy. (If more space is needed, use Attachment F.)
See Attachment F for Key Industry list.
3. Provide the following information for current and upcoming regional development initiatives
that the WIB is involved in.
A. Identify and define the mission or objective of the initiative, including the timeframe for
implementing the initiative.
The South Central WorkForce Council is involved in a number of regional initiatives.
We have identified four regional development initiatives below: FastTRAC initiatives,
the Economic Growth Collaboration of South Central Minnesota, Right Skills Now and
“Building Health Care Education Pathways for Regional Employment Needs” initiative.
FastTRAC Initiatives: The goal of our FastTRAC initiatives is to address the workforce
shortages of our demand industries and the skill shortages of low skilled/low wage
adults by the development and delivery of bridge and integrated instruction through a
partnership between Adult Basic Education, WorkForce Partners and South Central
College. Grant timeframes are one year to 18 months; however, this is a long-term
initiative that aligns systems and resources and will be embedded into how we do
business in the future.
Economic Growth Collaborative of SC Minnesota: The mission of the Economic
Growth Collaborative of SC Minnesota is to “develop and implement market-driven
strategies that align resources and increases the economic competitiveness of the
region”. The collaborative has two main objectives: 1) Bridging Education and
Employment and 2) Increasing Awareness & Involvement in Manufacturing & Skilled
Trades. This collaborative began through the FIRST grants; however, all grants
supporting this collaboration have concluded. This collaboration continues through
the support of the partners.
Building Health Care Education Pathways for Regional Employment Needs:
South Central College received a $4.5 million grant from the Department of Labor.
Minnesota Department of Employment and Economic Development
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The mission of the initiative is to support the development of educational pathways to
meet regional employment needs in the health care sector. Objectives include: 1)
establish four health care degree and certificate programs in Health Unit Coordinator,
Medical Assistant, Radiography and Pharmacy Technician; 2) deliver customized CNA
training; 3) implement the Health Support Specialist Apprenticeship Program; and 4)
implement a “FastTRAC” Health Care Careers programs. It is a three year initiative
that ends in 2013.
Right Skills Now: The intent of the Right Skills Now training program is to develop a
“fast track” precision manufacturing training program designed to enable job seekers
and employers to meet the current demand for skilled workers. The training program,
delivered by South Central College, is designed to give students the necessary entry
level skills to safely and accurately operate CNC machine tools. The training includes
a 16 week classroom component and an internship.
In addition to these initiatives, we are partners in the Southern MN Professional
Development Network, the Southern MN Partnership for Regional Competitiveness
and will be participating in the Mankato Area Talent Symposium, MNSCU’s
assessment of regional industries and the Governor’s Workforce Development
Council’s Skills at Work initiative.
B. Identify key players/partners and define their roles, including the role of the WIB.
FastTRAC Initiatives: Key partners are: Area Adult Learning Cooperative (ABE),
Faribault County Adult Basic Education, Mankato Area Adult Basic Education, SW
Adult Basic Education, South Central College, MN West Community & Technical
College, SC WorkForce Council and WorkForce Center partners, including MN DEED
–Job Service, Vocational Rehabilitation Services and MN Valley Action Council. The
role of ABE is outreach and referral, eligibility determination, data collection,
assessment, bridge curriculum/instruction, integrated curriculum/instruction, transition
and MABE tracking. The role of South Central College and MN West is outreach and
referral, integrated curriculum/instruction, transition, and MNSCU tracking. The role of
the WorkForce partners is: outreach and referral, screening, National Career
Readiness Credential assessment, career counseling, job search/placement,
transition assistance, access to WIA tuition assistance and support, and Workforce
One tracking. The South Central WorkForce Council convenes partners, provides
administrative planning, reporting and oversight.
Economic Growth Collaborative: Partners include representatives from business,
community, economic development, education and workforce development.
Organizations represented include: Brown County Economic Development Initiative,
Diversity Council, Enterprise Minnesota, Greater Mankato Growth, MN DEED, MSU –
Mankato, Region 9 Development Commission, SC College, SC Service Cooperative,
SC WorkForce Council, Southern MN Initiative Foundation, and V-Tek. The partners
are currently working on two initiatives: 1) partnering with ISEEK to develop a workbased learning site that connects employers with learners for work-based learning
opportunities (i.e. work experience, job shadowing, etc.); and 2) increase the
awareness of job opportunities in manufacturing through a Tour of Manufacturing held
annually in the region. All partners are involved in the planning and implementation.
The WorkForce Council convenes the partners and provides staff support.
Building Health Care Education Pathways for Regional Employment Needs: Partners
include: SC College, Faribault Adult Basic Education, Healthcare Education Industry
Partnership, Immanuel St. Joseph’s Mayo Health System, Mankato Area Adult Basic
Minnesota Department of Employment and Economic Development
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Education, Mankato Clinic, MN Valley Action Council, Northfield Community Action
Center, Riverland Community College, River’s Edge Hospital and Clinic, SC
WorkForce Council, Three Links Care Center, and Workforce Development Inc.
The role of the business partners is recruitment, apprenticeship/clinicals programming,
guest speakers, training sites, resources and employment opportunities. The role of
education partners is recruitment, credentialed/degree training programs,
placement/retention and resources. Role of WorkForce partners is recruitment, career
counseling, training resources, placement/retention, and support services. The
WorkForce Council has an additional role of data collection, tracking and reporting.
C. Summarize the status of the initiative, including the WIB's level of involvement to date.
FastTRAC Initiatives: We currently are implementing a CNA FastTRAC Initiative, a
Health Care Careers FastTRAC initiative, and a MIRC Digital Literacy Initiative.
During Program Year 2012, we will be developing grants to implement FastTRAC
programming for the manufacturing industry in machining and industrial maintenance.
The WIB serves as a convener and provides administrative planning, reporting and
oversight.
Economic Growth Collaborative: The regional collaborative continues to meet to
bridge education and employment through work-based learning activities and to
increase the awareness of opportunities available in the manufacturing industry. The
WorkForce Council convenes the partners, partners in implementing our objectives
and provides staff support.
Building Health Care Education Pathways: We are beginning the final year of grant
implementation. “FastTRAC” programming and training programs in Health Unit
Coordinator, Medical Assistant, and Pharmacy Tech are being implemented. The SC
WorkForce Council has a lead role in data management for the grant and our service
providers in referral to FastTRAC and health careers training.
Right Skills Now: Numerous meetings and kick-off events were held during program
year 2011. The Right Skills Now training in machining began in January of 2012 on
the Faribault campus and March of 2012 on the Mankato campus. A second round of
training is scheduled for Fall of 2012 at both campuses. WorkForce Council
involvement includes participation in meetings and outreach; workforce partners role is
outreach and referral, NCRC testing, career counseling, case management, access to
WIA/State DW tuition and support dollars, job search/placement for program
participants.
Background
By PY11, 79,551 employers were registered in MnnesotaWorks.net. Minnesota employers posted
450,420 job openings, a 9.3% increase from PY10.
4. What is your strategy to ensure that job-ready job seekers enrolled in your programs
(including non-program Universal Customers) are registering in Minnesotaworks.net and are
making their resumes viewable to employers?
As job seekers utilize the resource room to look for work, staff interacts with them
checking to see if any help is needed. During this interaction, staff encourages
MinnesotaWorks registration and stresses the importance of posting their resume so it is
viewable to employers. For individuals enrolled in programs, the importance of a viewable
resume is emphasized from the initial meeting. After the job seeker is enrolled, the job
Minnesota Department of Employment and Economic Development
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counselor can check MinnesotaWorks resume status by using the MAD system. If an
enrolled job seeker is not in Minnesota Works (viewable) the job counselor contacts the
individual to discuss and offer their assistance in getting a quality resume in the system.
Reports on the percentage of individuals in our programs that are registered on
MinnesotaWorks and have a resume posted are distributed at Operation meetings of the
managers of our WorkForce Center partners to identify where the percentages are low
and to discuss strategies for increasing the percentages. All core workforce center
partners are committed to registering and posting resumes of program participants on MN
Works and provide encouragement and assistance when needed.
Background
The Governor's Workforce Development Council has published their blueprint for strengthening
Minnesota's workforce and closing the state's skills gap. The following questions will be based on All
Hands on Deck
Recommendation 1: Expanding the Minnesota FastTRAC Initiative...These programs should be required
to offer a stackable credential or an industry-recognized credential to successful participants. To support
ongoing coordination and the sustainability of the FastTRAC Initiative, funding sources should be
identified and formalized. State funds, along with focused professional development, should be used to
incent coordination and to leverage and align the financial resources of local partners.
5. A. What is the local partners’ capacity for providing career pathway services (connecting
individuals to education, providing support services for those in education, providing career
navigation, providing employment placement and retention after credential attainment, etc.)?
The South Central Workforce Service Area is committed to implementing MN FastTRAC
Initiatives and has been doing so for many years. The goal of our FastTRAC programs in
health care is to address the skilled workforce shortages of the health care industry and
skill shortages of underprepared adults by the development and delivery of bridge
curriculum and integrated instruction that results in post-secondary credits, stackable
credential and skilled workers for the health care industry. We accomplish this goal by
aligning the resources and expertise of Adult Basic Education, MNSCU, and workforce
partners. Key components include:
 Bridge Course: Pathway to Health Care Careers is approximately a 6 week
course designed to provide learners an opportunity to explore careers in the health
care industry while increasing their basic skills. Curriculum includes
contextualized basic skills training, basic workplace skills for health care, Learner
Web instruction, NCRC assessment, KeyTrain (if appropriate), industry site visits
and computer literacy.
 Integrated Instruction: Two integrated courses are provided at South Central
College –Basic Nursing 101 (4 credits) and Medical Terminology (3 credits).
Integrated instruction is provided by SC College and Mankato Area ABE.
 Students completing bridge and integrated instruction will have an opportunity to
test for Certified Nursing Assistant certification, will earn 7 post-secondary credits
which are stackable and apply directly to health care diploma and degree
programs in: Practical Nursing, Registered Nursing, Medical Coder, Medical
Assistant, Community Social Services and Health Support Specialist.
 Central Point of Contact/Navigator: MN DEED Job Service provides a central
point of contact for students participating in FastTRAC. The role of the Central
Point of Contact includes: conducting outreach/screening, NCRC assessment,
career counseling, labor market information, exit interviews/screening for
integrated instruction, job search/job placement assistance, access to WIA tuition
and support dollars, and Workforce One tracking.
Minnesota Department of Employment and Economic Development
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Partnerships between the central point of contact and other human service/community
based programs provides the wrap-around supports necessary to assist learners in
working through their barriers to success.
B. What is the local partners’ capacity for convening or administering for career pathways
(convening education providers and employers to design career pathways, supervising staff in
navigator roles, providing fiscal agency duties)?
The South Central WorkForce Council plays a lead role in convening partners, planning,
fiscal and administrative oversight, articulating roles of the partners, and identifying
demand industries and occupations for career pathway design.
Recommendation 2: Setting goals and developing plans for increasing adult credential attainment.
Minnesota State Colleges and Universities (MnSCU), in partnership with the Department of Employment
and Economic Development (DEED) and Minnesota’s Adult Basic Education (ABE) system, should set a
broad strategic goal for increasing the number of low-skill adults that earn credentials leading to highdemand occupations that provide family-sustaining wages, and should develop a plan to reach that goal...
Note: TEGL 15-10 calls for a nationwide 10 percent increase in credential attainment across workforce
investment programs (WIA Adult, WIA DW, TAA, NEG, Career Pathways, and Community-Based Job
Training Grants) by June 30, 2012.
6. What is the strategy for the local partners to continue to increase credential attainment across
WIA programs?
Workforce, MNSCU and Adult Basic Education partners have made a commitment
to increase credential attainment. Local career counselors and educators have a
shared commitment to provide the supports necessary to assist learners in
completing their training programs. Strategies include aligning resources, career
planning, identifying navigators and wrap-around services to address barriers to
credential attainment.
At this time we do not have benchmark data on credential attainment;
consequently, during program year 2012 the South Central WorkForce Council will
begin tracking and reporting credential attainment rates of service providers with
plans to set goals for Program Year 2013.
Recommendation 8: The state Legislature should ensure the coordination of current federal, state, and
local business development resources that help all individuals, aging individuals in particular, become
successful entrepreneurs. The result of this coordination should be a more comprehensive set of
assistance programs for entrepreneurs that builds on best practice efforts — including Project GATE II,
the Department of Employment and Economic Development (DEED) Urban Initiative Loan Program, and
the work of the Minnesota Initiative Foundations — and responds to the unique skills and needs of aging
entrepreneurs. Programs should also establish partnerships (service, financial, or other) with local area
foundations, education institutions, aging network organizations, and other aging advocacy or leadership
groups. Services to be coordinated are currently provided by the Small Business Development Centers,
ISEEK, other DEED programs, regional economic development leaders, and the U.S. Small Business
Administration.
7. As Project GATE II just closed on December 31, 2011, we are absorbing some important
lessons learned when it comes to supporting individuals as they launch or grow businesses,
such as the importance of reaching out to a wider network of expertise.
Minnesota Department of Employment and Economic Development
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A. How is the local area partnering with local area foundations, educational institutions,
small business development boards, aging network organizations, and other aging
advocacy or leadership groups to encourage entrepreneurship? Include those
partnerships that your organization developed through Project GATE II and comment on
what worked and what didn’t.
Due to its success and in order to sustain the services provided through Project
Gate II, we will continue to hold monthly Entrepreneurial Essentials information
workshops at the WorkForce Centers and in Waseca. The classes will continue
to be open to all age groups. We will continue the partnerships developed with
SBDC, MSU-Mankato, SC College, Riverbend Center for Entrepreneurial
Facilitation/Ignite, Greater Mankato Growth, Southern MN Initiative Foundation,
Region 9 Development Commission and local financial institutions. SBDC will
continue to provide the instruction for our local workshops and make referrals to
the other partners as appropriate. Workforce partners will continue to provide
the full-compliment of program services as appropriate. Project Gate II provided
us the opportunity to identify and align local entrepreneurial resources and to
ensure we are building on the expertise of each of the partners for the success
of new entrepreneurs.
B. Through Project GATE II, we were able to exclude participants from local program
performance. In addition to working to do this in the future, what additional strategies
would your organization recommend and employ to encourage self-employment as a
viable re-employment tool?
When discussing programs and services to assist new entrepreneurs one of
the first barriers identified is the availability of capital funds. Partners will
continue to identify and refer entrepreneurs to opportunities available including
the Southern MN Initiative Foundation who has identified entrepreneurship as
one of the two strategic focuses for the coming year, angel investors, state and
federal programs, and local financial institutions. Our primary strategy is to
continue to recognize and support self-employment as a viable re-employment
tool and to sustain/build upon the partnerships and services that were
developed under Project Gate II.
Minnesota Department of Employment and Economic Development
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Section B: Program Operations
This section collects information required by Workforce Investment Act (WIA) Law §118 in order
for WIBs to receive their base funding.
References:
WIA Law: (Section §118)
(a) IN GENERAL. – Each local board shall develop and submit to the Governor a comprehensive 5-year
local plan (referred to this title as the "local plan"), in partnership with the appropriate chief elected
official. The plan shall be consistent with the State plan.
(b) CONTENTS. – The local plan shall include –
(b)(1) an identification of –
(A) the workforce investment needs of businesses, job-seekers, and workers in the local area;
(B) the current and projected employment opportunities in the local area; and
(C) the job skills necessary to obtain such employment opportunities;
All Hands on Deck:
Recommendation 5: …In preparation for the demographic shifts now underway, the Department of
Employment and Economic Development (DEED) should examine the state’s workforce development
system and recommend ways to ensure that the system has the capacity to meet the needs of an
aging workforce in the coming decade. In particular, DEED should examine the capacity of the
state’s WorkForce Centers to provide services to customers who need help re-entering the
workforce or transitioning into new careers.
1. Keeping the changing economy in mind, describe the workforce investment needs of your
local:
A. Businesses
Employers indicate that a skilled workforce is the number one factor that predicates
business success and competitive advantage. Skills needed that are consistent
across industries include:
 Basic work readiness skills (including attendance, timeliness, work ethic, etc.)
 Teamwork and interpersonal skills
 Problem-solving/critical thinking skills
 Basic math and reading skills
 Communication skills (oral and written)
 Computer skills
 Technical/occupational skills
It is important to note that employers across all industries indicate that computer skills
are a basic skill, like reading and math, required for all positions from entry-level to
highly skilled job opportunities. We are also hearing across industries how important
communication and teamwork skills are. Employers indicate they rarely fire someone
due to their technical skills; it is usually due to interpersonal skills/work readiness
skills.
Other entry-level skills identified by manufacturers included: shop skills such as safety
and tool handling, mechanical skills, blue print reading and an understanding of LEAN
principles.
Other entry-level skills identified by the health care industry included: customer
Minnesota Department of Employment and Economic Development
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service, good oral communication skills, documentation/charting, data analysis,
emergency procedures, clinical/hands-on training.
Although there are currently over three job seekers for every job opening, business
indicates applicants do not always possess the skills they are looking for. Skill
shortages exist in highly skilled, technical positions including engineers, CNC
machinists, computer programmers/analysts, internists, physician assistants, nurse
practitioners, and pharmacists.
Many employers within key industries indicate there needs to be greater awareness of
career opportunities within their industry. This is especially prevalent within
manufacturing and trade occupations. With the decline of the family farm and
industrial arts/technology programs at local school districts, youth are not exposed to
these career opportunities as they once were. Marketing and career exploration
programs (i.e. Project Lead the Way, Partners In Career Exploration, Tour of
Manufacturing) are needed that expose job seekers to career opportunities within
these industries and that combat old stereo-types, especially in the manufacturing
industry.
Manufacturers tell us they are looking at robotics and mechanization to increase
competitiveness and as a strategy to deal with the serious workforce shortages
anticipated with an aging population. Consequently, workers will need to be highly
skilled in electronics and mechanics to maintain this equipment. Training programs in
Mechatronics developed by South Central College is a key strategy in meeting this
need as well as the Right Skills Now program to provide an entry into highly skilled
machining occupations.
As businesses look ahead to the aging of our workforce and the retirements of baby
boomers, employers need succession planning strategies and knowledge transfer
plans. Employers are looking at mentorship programs where older, long-term
employees mentor younger workers. They also indicate that knowledge can transfer
both ways, as younger employees often have better computer/technology skills and
can assist older workers with technology changes. A related issue for employers is
dealing for the first time with four generations in the workforce. Each generation is
motivated differently and responds to differing styles of supervision and incentives.
The recession has compounded the problem of an aging workforce. We have
industries such as education and the trades who indicate a substantial percent of their
employees are over age 50, at the same time that they are experiencing significant
lay-offs. As a result, they are unable to hire and began training a younger pipeline of
future workers.
Employers tell us there are fewer career laddering opportunities within their
companies and that they need to find additional ways to challenge and motivate
employees other than through promotions to higher level positions.
Employers indicate that due to increased diversity in the workforce, international trade
and the global economy, an increased understanding of languages and cultures is
necessary. Manufacturers further indicate they need employees who understand the
metric system and the logistics of shipping and transportation in a global economy.
Finally, in order to address many of these workforce investment issues, businesses
need to develop closer relationships with local education institutions. This includes
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not only post-secondary institutions to provide specific skill training, but also with K-12
education to implement recruitment and career exploration strategies.
B. Job seekers
The workforce investment needs of job seekers mirrors many of the needs identified
by businesses.
There are a variety of individuals looking for work. Whether it is a youth entering the
workforce for the first time, a low skilled unemployed individual, a highly skilled
dislocated worker or someone currently employed looking for better employment
opportunities, they have similar yet specialized needs.
Job seekers need work readiness and basic skills to succeed in the workplace. All
occupations, across all industries require basic skills including work readiness skills,
basic math and reading, computer, communication, interpersonal, and critical thinking
skills. MNSCU campuses report that an increasing percentage of students are
requiring remediation in basic skills prior to enrolling in specific occupational training
programs. Partnerships with Adult Basic Education through FastTRAC programs and
Career Readiness Credential initiatives will be a key strategy to ensure job seekers
have the basic skills necessary to succeed in training and employment opportunities.
As the labor market continues to change, job seekers need access to good labor
market information to make informed career choices. They need to be aware of
demand occupations, future employment trends, career pathway and laddering
opportunities. Job seekers need access to interest and aptitude assessments to help
them identify their strengths and how skill sets transfer across job opportunities.
Job seekers also need basic job search assistance. They need to know how to find
the jobs that are available and tap the hidden job market. Employer recruitment
methods continue to change. Some employers do not list their job openings. Some
require online applications and situational assessments to screen their applicants.
Almost all job openings require either an application or resume. Frequently we work
with dislocated workers who have not job searched in years and require assistance in
conducting a successful job search. WorkForce Centers offer Creative Job Search
and Resume classes to provide information on job openings, applications, resumes
and interviewing.
Job seekers need employment opportunities that pay a livable wage. They need jobs
that will provide income sufficient to meet their basic needs. The Jobs Now Coalition
Cost of Living In Minnesota Wage Calculator indicates that a family of four with one
adult worker needs to earn a minimum of $16.00 per hour working 40 hours per week
in order to meet basic expenses. Approximately, 60% of jobs in the region pay less
than $16 per hour.
Currently there are over three unemployed workers for every job opening.
Consequently, job seekers will need computer and occupational skill training that is
affordable, flexible and provides the skills necessary to compete for higher wage job
opportunities. Training institutions/programs need to provide a wide range of training
opportunities in a variety of formats. This would include short-term customized
training, on-the-job training, as well as one, two and four year certification/degree
programs. They need to provide more evening, week-end and on-line instructional
formats to meet the varying needs of individuals.
Minnesota Department of Employment and Economic Development
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The Georgetown study reveals that 70% of Minnesota jobs will require education
beyond high school by the year 2018. Currently 47% of the SC workforce 25 years of
age and older have some level of post-secondary education. Job seekers accessing
services who lack a post-secondary credential need career counseling that stresses
the importance of post-secondary training in preparing them for high skilled job
opportunities in demand occupations.
C. Workers
Trends all indicate that our incumbent workforce will need to be life-long learners.
Studies reveal that our workforce will not only change jobs at least eleven times in
their life-time, but they will also need to change careers. It is estimated that many of
the jobs of tomorrow have not yet been created. As technology, mechanization, and
information continually changes, our workforce will continue to need training and
upgrading of skills. We are experiencing a “churning” of the workforce where we see
loss of jobs due to downsizing at that same time where high skilled jobs go unfilled.
Many of the jobs lost are the entry-level, lower skilled jobs. All of these trends point to
a need for access to training opportunities that provide the skills workers will need to
compete and succeed in today’s and tomorrow’s workforce.
Manufacturing employers have indicated that incumbent workers need training in:
mentoring, LEAN/Six Sigma, computer skills/technology, supervisory skills, fiscal
management (understanding profit) and employee personal development plans.
Heath care employers indicated many of the same training needs: computers/
technology, mentoring, data analysis, leadership/supervisory skills and the sciences.
Training for workers needs to be flexible such as on-line, nights and week-ends. They
also need company-specific training through incumbent and on-the-job training.
Workers need career advancement/career laddering opportunities. They need
opportunities to increase their skills so they can move up the career ladder and obtain
higher skilled/higher wage jobs. As the aging population leaves the workforce, there
will be a need for employees to fill higher level positions. Employers prefer to recruit
within for qualified employees that already know the business. As a result, this will
provide openings for new entry level workers. Workers need training opportunities
that will prepare them for these advancement opportunities.
D. Aging Workers (from Recommendation 5 above): What is your partnership’s capacity to
provide services to those aging adults who need help re-entering the workforce or
transitioning into careers?
The mix of partners within our WorkForce Centers provides us a unique capacity to
serve aging adults. MN DEED –Job Service assists older workers with job search
skills. Aging adults frequently have never conducted job search on-line. Through the
MIRC program we have established partnerships with Adult Basic Education to
provide basic computer literacy training. The BTOP program provides volunteers who
work in our resource rooms to provide one-on-one assist in conducting on-line job
search and posting resumes. Services provided through the Senior Community
Service Employment Program (SCSEP) are available in all three of our WorkForce
Centers through our partnership with MN Valley Action Council. The SCSEP provides
work experience opportunities for aging adults who are having difficulty re-entering the
workforce, with a goal of permanent placement in unsubsidized employment. Aging
adults with disabilities are referred to MN DEED –Vocational Rehabilitation Services
Minnesota Department of Employment and Economic Development
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for specialized services. Aging adults who require training to re-enter the workforce or
transition into careers are served through WIA Adult and Dislocated Worker programs.
Short-term, credentialed training programs developed in partnership with South
Central College are a good training resource for this population.
During Program Year 2012 we will continue to increase our capacity to provide
specialized services for the aging adult population. MN DEED –Job Service will
continue to develop workshops and networking opportunities that are geared towards
the unique needs of this population.
2. Describe the current and projected employment opportunities in your local area.
As you will note on Attachment F, South Central has a very diverse industry mix.
Some of the most prominent “distinguishing industries” in the region (defined as those
having a much higher than average employment concentration) include:
agriculture/animal production, printing and publishing, telecommunications, and
transportation/warehousing. In addition we are home to a burgeoning chemical
manufacturing industry (e.g. ethanol production). Consequently, we have a diverse
mix of current and projected employment opportunities in our local area that includes
jobs in mature industries like animal production, rapidly changing industries like
telecommunications and printing, and new jobs in emerging industries like renewable
energy.
Attachment G delineates demand occupations for the South Central region. This list
was developed based on labor market information identifying current demand,
projected growth, education requirements and wages.
Examples of projected employment opportunities by industry include:
Health Care: Certified Nursing Assistants; Home Health Aides; Dental Assistants;
EMTs/Paramedics; Family & General Practitioners, Heath Care Support Workers,
Internists, Licensed Practical Nurses, Medical & Health Services Managers, Nursing
Instructors, Occupational Therapy Assistants, Pediatricians, Physical Therapists,
Radiologic Technologists, Registered Nurses, Surgeons
Business/Finance: Accountants and Auditors; Administrative Assistants;
Bookkeeping/Accounting Clerks, Business Operations Specialists; Financial
Managers; Human Resources Specialists; Human Resource Managers; Market
Research Analysts; Office Clerks, Sales Managers; Sales Representatives.
Manufacturing: Computer Controlled Machine Tool Operators; Cost Estimators;
HVAC Mechanics; Industrial & Mechanical Engineers; Industrial Machinery
Mechanics; Laborers and Freight, Machinist, Stock & Material Movers; Logisticians;
Machinists; Production Workers; Purchasing Agents; Welders
Technology: Computer Programmers, Computer Software Engineers, Computer
Support Specialists, Computer Systems Analysts, Database Administrators,
Information Security Analysts, Network & Systems Administrators, Web Development.
Social Assistance/Education: Civil Engineering Technician; Compliance Officers;
Correctional Officers and Jailers; Dispatchers; Mental Health Counselors; Police &
Patrol Officers; Social/Human Service Assistants; Social Workers; Training &
Development; Vocational Education Teacher.
Minnesota Department of Employment and Economic Development
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Agriculture/Natural Resources: Ag & Food Science Technician; Environmental
Scientists; Farm Products Buyers & Purchasing; Farm, Ranch, Ag Managers; Food
Scientists & Technologists, Securities & Commodities.
Transportation: Truck Drivers Heavy and Tractor-Trailer, Bus & Truck Mechanics
Retail: Cashiers, Retail Salespersons, Stock Clerks
Service: Food Prep and Serving Workers; Janitors and Cleaners
Our current and projected employment opportunities is a diverse list, reflective of the
industries in our area and includes lower skilled entry level employment opportunities
to highly skilled positions.
3. Describe the job skills necessary to obtain such employment opportunities.
As indicated earlier, there are certain basic skills that are required across almost all
industries and employment opportunities. They include:
 Basic work readiness skills
 Basic math and reading skills
 Communication skills (oral and written)
 Computer skills
 Teamwork and interpersonal skills
 Problem solving/critical thinking skills
 Technical/occupational specific skills
In addition to these basic skills, 57% of our demand occupations require work
experience related to the job (short-, moderate-, or long-term on-the-job training).
However, post-secondary vocation training will benefit job seekers to compete for
occupations requiring on-the-job training (for example, Home Health Aides, Truck
Drivers, Office Clerks, Accounting Clerk, etc). Another 19% require an associate
degree or post-secondary vocational training. The remaining jobs require a Bachelor’s
degree and some require additional work-related experience.
Labor market information (and O*Net data) help us to identify core knowledge areas
for our demand occupations. The table below identifies some of the top knowledge
and skill sets needed for employment opportunities available in South Central, based
on an analysis of jobs on our demand occupations list. Some skill areas, like medicine
and dentistry, overlap only a few of the key occupations. Others span the list.
Customer and personal service ranks as very important for 38 percent of jobs on our
demand occupations list, covering a variety of occupations at varying educational
levels. Computers and electronics ranks second among those things listed in the
table, being very important for nearly one in six jobs on our list. Mechanical,
mathematics, and engineering/technology round out the top five. You will note that
Science, Technology, Engineering, & Mathematics (STEM) skills rank highly.
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Administration and mgmt
Biology
Building and construction
Chemistry
Clerical
Production and processing
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Computers and electronics
Customer and personal svc
Design
Education and training
Engineering and technology
Psychology
Minnesota Department of Employment and Economic Development
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English language
Law and government
Mathematics
Mechanical
Medicine and dentistry
Public safety and security
PY12 LUP UPDATE
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 Sales and marketing
 Therapy and counseling
 Transportation
Law reference:
(b)(2) a description of the one-stop delivery system to be established or designated in the local area,
including –
(A) a description of how the local board will ensure the continuous improvement of eligible providers of
services through the system and ensure that such providers meet the employment needs of local employers
and participants;
(B) a copy of each memorandum of understanding described in section 121(c) (between the local
board and each of the one-stop partners) concerning the operation of the one-stop delivery system in the
local area;
4. How does the WIB ensure the continuous improvement of its providers?
The South Central WorkForce Council has established two partnership teams that
address continuous improvement/training needs of our service providers. They
include the South Central Training Team and Continuous Improvement Team.
The South Central Training Team is made up of staff from the South Central
WorkForce Council, and all partnership agencies including: Job Service, Life-Work
Planning Center, Minnesota Valley Action Council, MRCI, Rehabilitation Services, and
Services for the Blind. The team assesses the training needs of our WorkForce
Center partners and provides training that addresses the needs that are common
across the partnership. Training days are held twice a year for all partnership staff.
These training days are noteworthy in that the agendas are driven by the staff of our
WorkForce Center partnership and also address partnership development.
The Continuous Improvement Team deals with quality issues. The team conducts
assessments of the system, obtains feedback from our customers and develops
continuous improvement plans that address quality issues.
In addition to these activities, the SC WorkForce Council also participates in “Mystery
Shoppers” where unidentified staff from other Workforce Service Areas visits our
resource rooms and rate the level of services. The Continuous Improvement Team
and Operations Committee review the results of these visits and identifies
improvement areas.
We conducted the National Workforce Institute assessment to identify the training
needs of staff. This assessment was also completed by SE and SW MN. As a result
of this work, the Southern MN Professional Development Network was established to
address training needs we have in common with the rest of Southern Minnesota.
The SC WorkForce Council conducts an annual review of program results. The
Council not only reviews results of WIA programs, but also the results of the partners
of the WorkForce Center. Finally, State and SC WorkForce Council staff conduct onsite monitoring of WIA and MFIP service providers on an annual basis and the results
are included in the Council’s review.
5. Describe recent continuous improvement activities in which your local providers and partners
participated.
Minnesota Department of Employment and Economic Development
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Continuous improvement activities this past year include:
SC WorkForce Partners Training Days
During the past year WorkForce Center partner staff attended two training days. In
September, the training featured motivational speaker, Roger Revak who spoke about
“Conquering the Challenges of Change”. Having walked in the shoes of many of the
clients we serve, Roger emphasized the profound impact that staff have on the people
they serve and provided a unique perspective on how to help clients succeed. Job
Service and Mankato Area Adult Basic Education also presented on new initiatives
and services, including FastTRAC, Minnesota Intelligent Rural America (MIRC), and
Broadband Technology Opportunity Program (BTOP).
In February, the training featured Mike Kutzke of Professional Training Services who
spoke about “Organization and Prioritization: Day-to-Day Life Management
Strategies”. Through humor and storytelling, Mike provided strategies to simplify all
areas of your life. Staff also participated in the Futures Game presented by Rick Roy
from MN DEED to explore how regional economic decision making shapes the
economic, environmental, and community well-being of the Western Australian
Wheatbelt. Working in teams, staff were challenged to think about the approaches and
priorities that regional economies must consider when looking at their future success.
Staff also completed a training needs assessment to identify future training day
topics. As a result of the survey, we are planning training on working with clients with
criminal records, clients with mental health issues and inviting employer panels to
share current workforce demands and hiring trends.
Other Continuous Improvement activities include:
 Global Career Development Facilitator Training
 Governor’s Job Summit
 NAWB Forum 2012: Dialogue for Workforce Excellence
 Elizabeth Kearney Women’s Leadership Development Program
 Greater Mankato Growth Inter-City Leadership Visit
 MFIP Conference
 MN WorkForce Council Association Conference
 Adult/Dislocated Worker Job Counselor Conference
 National Association of Workforce Development Professionals National Youth
Conference
 SWIFT Training
 LEAN Managers Training
 State Vocational Rehabilitation Services Meeting
 FastTRAC Professional Development
 Rural WSA Mentoring Meetings
 Rights Skills Now
 Joint WorkForce Council Directors and Job Service Manager Meeting
 Bridges to Poverty Seminar
 Motivational Interviewing
 Social Networking/Media Seminars
 Placement Advisory
 Next Generation Placement
 DHS Deaf and Hard of Hearing Training
Minnesota Department of Employment and Economic Development
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Children’s Mental Health Conference
MN Social Services Association regional training and annual conference
MRA Conference
ADA Training
Preventing Sexual Harassment Training
MN Works Training
MCIS Training
Veterans Services
Autism Training
Criminal Backgrounds Training
Ethics
New Counselor Training
Assistive Technology Training
Placement 101
Client CFP & Post-Secondary Training
VR Assessment of Needs
Social Security Work Incentives Training
Federal and State VR Collaboration Meetings
Get Into Energy Career Pathways (GIECP) Career Coach Training
National Work Readiness Credential Proctor Training & Webinars
Migrant Seasonal Farm Worker Conference
Business Services Webinars
DEED Labor Market Information Training
Mystery Shopper
6. Describe your planned continuous improvement activities in which your local providers and
partners will participate.
Planned continuous improvement activities for Program Year 2012:
 Two South Central WorkForce Partners training days
 Southern MN Professional Development Network Training Day
 MN Workforce Council Association Conference
 National Alliance of WorkForce Boards Conference
 Heartland Conference
 New Leaf Training
 Social Media Training & Webinars
 Migrant Seasonal Farm Worker Conference & Training
 MFIP Conference
 MN Social Services Association Conference
 National Association of Workforce Development Professionals
Conference
 Youth Practitioner Network
 Adult/DW Job Counselor Conference
 FastTRAC Professional Development Days
 Minnesota Annual Workforce Development Conference
 Mystery Shopper
Minnesota Department of Employment and Economic Development
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7. What is the WIB's role to ensure that the local workforce system meets the needs of
employers and participants?
The South Central WorkForce Council has developed its Framework for Workforce
Development (see Attachment H). This framework identifies the Council’s
Foundational Values:
 Mission: Develop and maintain a quality workforce in SC Minnesota
 Founding Principles: maintain objective administration & oversight by
contracting service delivery
 Legislation: Workforce Investment Act, TANF, State DW Statutes
 Demand Industries: Agriculture, Health Care, Manufacturing, Bio-Science,
Technology, Renewable Energy, Transportation, Social Assistance/Education,
Construction/Mining, Retail/Wholesale Trade, and Finance & Business
Operational Principles:
 Skilled Workforce: Basic, Work Readiness, and Occupational Skills
 Industry-Driven Strategies: LMI, Industry Connections, Economic Drivers
 Strong Collaborations & Resource Alignment: Business, Community, Economic
Development, Education, and Workforce Development
 Continuous Improvement: Measurable Outcomes, Evaluation, and Improvement
Strategies
 Responsive to Labor Market Changes
 Ethical Management of Public Resources
and Operational Focus for Worker Pipelines:
 Youth
 MFIP/DWP
 Individuals with Disabilities
 Adults
 Dislocated Workers
 Veterans
The SC WorkForce Council’s meeting structure is based on a continuous
improvement model. The Council identifies the needs of employers and job seekers,
establishes goals to meet those needs, sets measurable objectives, implements the
plan and then evaluates the effectiveness of the system.
Through the evaluation process the Council reviews how effective we are in meeting
the needs of employers and job seekers. Our annual review includes:
 WIA Youth, Adult and Dislocated Worker Services
 MFIP, DWP and FSET
 Outreach to Schools Program
 Senior Community Employment Service Program
 Resource Room activity (i.e. job orders, registered customers)
 Rehabilitation Services
 Services for the Blind
 Business Service Specialists
 Results of State and local on-site monitoring visits
 Customer Feedback
Minnesota Department of Employment and Economic Development
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 Provider Feedback
Each time the Council conducts a Request for Proposal (RFP) process to identify
service deliverers it steps back and re-evaluates our delivery system. Throughout the
years, we have utilized the RFP process as a time to streamline our delivery system
and institute changes in our services to most efficiently and effectively meet the needs
of our customers.
NOTE: Agreements such as Memorandum of Understanding, joint powers agreements, etc. were
requested last program year. Further information/action will be requested at a later date. In previous
years, questions regarding MOUs and joint powers agreements were included. These questions have
now become a part of the separate process for compliance documents with DEED, and will be addressed
in that submittal.
Law reference:
(b)(3) a description of the local levels of performance negotiated with the Governor and chief elected official
pursuant to section 136(c), to be used to measure the performance of the local area and to be used by the
local board for measuring the performance of the local fiscal agent (where appropriate), eligible providers,
and the one-stop delivery system, in the local area;
Reference:
Budget, Participant Information and Activity Summaries
NOTE: Forms required for Budget, Participant Information, and Activity Summaries for WIA Title I-B Adult
and Dislocated Worker, and State Dislocated Worker programs will be forwarded when the final
allocations are released. The applicable approved grant application and budgets will be attached to the
Notice of Grant Action (NGA) which then becomes part of the separate process for Master Agreements
with DEED.
NOTE: Updates to Attachment A: Performance Standards for Title I-B, Title III, and SCSEP will be
completed at a later date and sent under separate cover. Title IV has been updated.
Law reference:
(b)(4) a description and assessment of the type and availability of adult and dislocated worker employment
and training activities in the local area;
8. Identify the percentage of the participants who will be in training (not pre-vocational services)
programs that lead to targeted high-growth and high-wage industries, demand driven
occupations, and/or career laddering occupations as identified in Section A, Question 2?
Seventy-five (75%) of WIA Adults and Dislocated Workers will be trained in programs
that lead to targeted high-growth and high-wage industries, demand driven
occupations, and/or career laddering occupations.
In addition, the SC WorkForce Council has set a goal of 75% of placements will be in
demand occupations as identified on our demand occupation list (Attachment G)
Law reference:
(b)(5) a description of how the local board will coordinate workforce investment activities carried out in the
local area with statewide rapid response activities, as appropriate;
9. A. How does the local WSA ensure staff comply with the policies and procedures for Rapid
Response (specifically 13.9 and 13.10) as communicated in DEED's website
www.positivelyminnesota.com/ddp/PolicySearch.aspx?kw=dislocated%20worker?
The South Central WorkForce Council supports and complies with the policies developed
by the MN Department of Employment & Economic Development. To ensure our
Minnesota Department of Employment and Economic Development
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providers comply with MN DEED policy all subcontracts with local service providers state:
SUBGRANTEE agrees to administer the program in accordance with the Act, as
amended, State and Federal laws, regulations and guidelines promulgated thereunder,
including the MN Department of Employment and Economic Development’s WIA Title 1B
and Related Activities Manual.
In practice, the WSA Rapid Response Liaison and service provider staff (MN DEED –Job
Service) have years of experience in partnering with MN DEED to respond to dislocation
events. The WSA recognizes that the primary responsibility for initial Rapid Response
lies with the MN Dept. of Employment & Economic Development. Good communication
between Rapid Response and local partners is key to responding to the needs of area
businesses and laid off workers.
B. How does the local service area inform the State Rapid Response team within 24 hours
about an actual or potential dislocation event when there is possibility of a mass layoff (50 or
more dislocations)?
The South Central WorkForce Council and its provider, MN DEED –Job Service, have
built excellent relationships with the State Rapid Response team. The recent
recession has afforded us many opportunities to work with Rapid Response partners
in responding to local dislocation events. Our local WSA contacts the State Rapid
Response Team within 24 hours, either by telephone or email, whenever we are
aware of an actual or potential mass lay-off of 50 or more. As a local provider, MN
DEED –Job Service works closely with their colleagues in Rapid Response to respond
to actual and potential lay-offs. In addition, our local job service manager has been
trained to provide Rapid Response services.
C. How does the local service area cooperate with the State Rapid Response team in
securing information when there is a possibility of a mass layoff?
The local WSA provides any information they have received to the State Rapid
Response Team regarding a mass lay-off. This could be in the form of media
announcements or relaying information received from the company itself or from
affected workers who come to the WorkForce Center for assistance with
Unemployment. Through a conversation with State Rapid Response, a determination
is made whether State Rapid Response or our locally trained Rapid Response team
member (BSS Manager) will make the official contact with the company to confirm the
lay-off information, identify if they might qualify for TAA, obtain a lay-off list and
determine if they will cooperate in setting up outreach/informational meetings with
affected workers. If there is no competition for a project (which is usually the case)
local staff works closely with Rapid Response to set up the meetings and obtain
information (surveys) from the affected workers. On occasion we have had poor turnouts at the informational meetings, in which case local staff provides outreach to
affected workers to obtain survey information. In either case, surveys are sent to
State Rapid Response to tabulate and generate a report. Based on survey results,
occupations of affected workers, local economy, type of lay-off, etc. a determination is
made whether a special project will be sought or referral to formula programs. As
history has shown us, every mass lay-off is different with differing circumstances. It is
through good communication and working relationships between the local WSA and
the State Rapid Response Team that results in the most effective coordination of
processes, procedures and roles to meet the needs of workers affected by their
unique lay-off event.
D. Who is the WIB's rapid response liaison for mass layoffs?
Minnesota Department of Employment and Economic Development
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Name
Title
Phone
TTY
E-mail
Diane Halvorson
Executive Director
(507) 345-2408
(507) 389-6512
diane@mnvac.org
10. A. How does the local service area inform the State Trade Act staff of companies that are
potentially TAA certifiable?
Local businesses and workers often contact the WorkForce Center when they
know a potential or actual lay-off may occur. As staff talk with the business or
laid off workers, they are trained to inquire as to the reason for the lay-off and
whether foreign trade competition may have had an impact. If there is the
slightest connection to foreign trade competition, WorkForce Center staff
informs State Trade Act staff either by phone or email of a potential TAA
affected lay-off.
B. How does the local WSA cooperate with the State Trade Act staff where the layoff involves
a company that the DOL Trade-certified?
Once the Department of Labor TAA certifies a company, State Trade Act staff
sets up a meeting with all the workers affected (if the lay-off is large enough).
It is at this time that the local WSA is contacted and provides assistance in
setting up a site for the meeting and provides contact information of affected
workers if necessary. The State Trade Act staff sends a mailing to all affected
workers that invites them to an informational meeting and includes the Trade
Act application. As staff meet with the workers they encourage them to attend
the TAA orientation. Individuals are referred to their local WorkForce Center to
be enrolled in a Dislocated Worker Program (if they are not already enrolled) to
establish an Employment Plan with their counselor. The Counselor then
assists with the completion of the TAA application and it is submitted to State
Trade Act staff for approval. Once the training plan/application is approved by
Trade Act staff, the individual, the post-secondary institution and the WF
Center are notified. Trade Act staff are responsible for entering Trade Act
activities into Workforce One. Local staff continues to provide case
management and support services if necessary. The process is much the
same for OJTs, with the exception that Trade Act staff work closely with local
staff to provide good customer service to employers in the completion of the
paperwork. Local and State Trade Act staff continue to communicate as
necessary throughout program delivery.
Law reference:
(b)(6) a description and assessment of the type and availability of youth activities in the local area, including
an identification of successful providers of such activities;
NOTE: Youth planning is a separate process and is not required with this submittal process.
Law reference:
(b)(7) a description of the process used by the local board, consistent with subsection (c), to provide an
opportunity for public comment, including comment by representatives of businesses and comment by
representatives of labor organizations, and input into the development of the local plan, prior to
submission of the plan;
Minnesota Department of Employment and Economic Development
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11. Provide a description of the process used by the local board to provide an opportunity for
public comment, including comment/input by representatives of business and labor
organizations, prior to submission of the plan.
Through their representation on the Council, representatives of business and
organized labor participate in the development of our local unified plan. The SC
WorkForce Council includes representatives of the following industries:
manufacturing, health care, business and financial services, transportation, social
assistance and telecommunications. In addition we have two active labor
representatives from Operating Engineers Local 49 and Plumbers and Pipefitters who
also represent the construction and trades industries, and are involved in the review
process.
A public notice of the Local Unified Plan is published in all nine-county legal
newspapers of our workforce service area, giving all employers, labor organizations
and other interested parties an opportunity to review and comment. The notice
indicates that the plan is available for review and comment on our website and
provides information on how to provide input or comment.
Law reference:
(b)(8) an identification of the entity responsible for the disbursal of grant funds described in section
117(d)(3)(B)(i)(III), as determined by the chief elected official or the Governor under section
117(d)(3)(B)(9);
NOTE: In previous years, questions regarding responsibility for the disbursal of grant funds, and signature
authority for local plans and WIA Master Agreements were included. These questions have now
become a part of the separate process for compliance documents with DEED, and will be addressed in
that submittal.
Law reference:
(b)(9) a description of the competitive process to be used to award the grants and contracts in the local area
for activities carried out under this subtitle;
12. Describe the competitive process to be used for awarding subgrants grants and contracts in
your local area for all WIA activities.
The South Central WorkForce Council conducts a formal Request for Proposal (RFP)
process to identify the service deliverers of WIA Youth, WIA Adult, WIA Dislocated
Worker and State Dislocated Worker programs. The process begins by the
development of an RFP Task Force. The Task Force includes SC WorkForce Council
members and staff and a Joint Powers Board representative. All Task Force
members are required to sign a Conflict of Interest/Nondisclosure Statement prior to
their participation. The RFP Task Force evaluates current service delivery and
identifies changes to be made to the system and/or services to efficiently and
effectively deliver services to our customers.
A Request for Proposal package is developed and published requesting potential
providers to detail how they will fulfill the requirements for services and expected
outcomes. Publishing of the RFP includes a notice in all nine-county legal
newspapers and letters sent to area organizations/agencies, other identified providers
of workforce development programs, and those that request to be on our RFP list.
The Task Force reviews and evaluates the responses. Evaluation criteria includes:
 Identification of Need
 Services (including: intake, eligibility, assessment, referrals, Individual
Minnesota Department of Employment and Economic Development
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Service Strategies, career exploration including high growth
industries/demand occupations, case management methods,
program/service design)
Commitment to Partnership/WorkForce Center System
Performance Outcomes
Budget/Costs –including cost/price analysis
Operational Capability
Based on evaluation results the RFP Task Force develops a recommendation that is
submitted to the South Central WorkForce Council and Joint Powers Board for
approval.
Minnesota Department of Employment and Economic Development
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Section C: System Operations and Attachments
Law Reference
29 CFR 37.25 – Responsibility of Equal Opportunity Officer: Responsibilities are identified in subgrantee
policies, DEED policies and 29 CFR 37.25
Law Reference
29 CFR 37.23 – Designation of Equal Opportunity Officer.
1. List contact information for the local Equal Opportunity Officer (whose duties include
resolving local-level discrimination complaints).
Name
Title
Phone
TTY
E-mail
Reports To
Diane Halvorson
Executive Director
(507) 345-2408
(507) 389-6512
diane@mnvac.org
South Central WorkForce Council
Law reference:
29 CFR Part 37.77 ‘Who is responsible for developing and publishing complaint processing procedures
for service providers?’
Answer: The Governor or the LWIA grant recipient, as provided in the State’s Methods of Administration,
must develop and publish, on behalf of its service providers, the complaint processing procedures
required in 37.76. The service providers must then follow those procedures.
WIA service providers must have an agreed upon WIA Discrimination complaint procedure in place for the
WIA Programs including Dislocated Workers (state and/or federally funded); WIA Adult and Youth WIA
Programs; and for the SCSEP. A template for use at the local level is located as an attachment on the
Discrimination Complaint policy. Go to the end of the policy and click on the link Template of this policy
for use by Local Level WIA Title I-B Providers/Independent Providers. You will be able to drop in the
information for your use at the local level.
Reference: All Hands on Deck
Recommendation 10.2: Customer Feedback. DEED should require that all WorkForce Centers
publicize multiple avenues for submitting complaints (phone, email, web, etc.), along with information that
clearly explains the complaint resolution process and identifies the on-site manager or designee in charge
of handling complaints. This information should be easy to find, both on-line and at the WorkForce
Center. In appropriate instances when confidentiality is not a concern, each WorkForce Center’s on-site
manager or designee should also be responsible for notifying complainants when their issue has been
resolved…
2. Does the local area have in place an agreed upon WIA Discrimination complaint process per
the regulations stated above? (This is different than posting the required complaint
procedure for the customer - is there an agreed upon policy stating the process to be
followed by a local service area in order to serve the complainant, which may include
notifying the EO officer, completing the complaint log, etc.)
___X______ Yes
Law Reference:
Section 667.600
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
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What local area, State and direct recipient grievance procedures must be established?
Section 667.610
What processes does the Secretary use to review State and local grievances and complaints?
(a) The Secretary investigates the allegations arising through the grievance procedures described in
667.600 when:...
A template of this policy for use by local level WIA Title I-B Providers/Independent Providers can be found
in the Program Complaint policy. Go to the end of the document and click on the link Template of the
Policy for Use by Local WIA Title I-B Providers/Independent Providers.
20 CFR., Subpart F
Grievance Procedures, Complaints, and State Appeals Processes Section 667.600, What local area,
State and direct recipient grievance procedures must be established? Section 667.610
A template of this policy for use by local level WIA Title I-B Providers/Independent Providers can be found
in the Program Complaint policy. Go to the end of the document and click on the link Template of the
Policy for Use by Local WIA Title I-B Providers/Independent Providers.
Field Monitoring staff will be monitoring this element to ensure compliance.
Reference: All Hands on Deck
Recommendation 10.2: Customer Feedback. DEED should require that all WorkForce Centers
publicize multiple avenues for submitting complaints (phone, email, web, etc.), along with information that
clearly explains the complaint resolution process and identifies the on-site manager or designee in charge
of handling complaints. This information should be easy to find, both on-line and at the WorkForce
Center. In appropriate instances when confidentiality is not a concern, each WorkForce Center’s on-site
manager or designee should also be responsible for notifying complainants when their issue has been
resolved…
3. Does the local area have in place an agreed upon WIA Program Complaint Policy per the 20
CFR and WIA regulations listed above? (This is different than posting the required
complaint procedure for the customer - is there an agreed upon policy stating the process to
be followed by a local service area in order to serve the complainant, which may include
completing the complaint log, notifying complainants when their issue has been resolved.
etc.)
____X_______Yes
4. List contact information for the local program complaint officer.
Name
Title
Phone
TTY
E-mail
Reports To
Diane Halvorson
Executive Director
(507) 345-2408
(507) 389-6512
diane@mnvac.org
South Central WorkForce Council
List the programs this individual is responsible for taking complaints:
WIA Youth, WIA Adult, WIA Dislocated Worker, State Dislocated Worker,
Dislocated Worker Special Projects, and NEG Grants
5. For any other core programs not identified above, name the program complaint officer and
contact information. (Highlight, copy and paste additional contact information fields as needed.)
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
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Program(s)
Name
Title
Phone
TTY
E-mail
Reports To
Job Service (Wagner Peyser, Veterans)
Karen Wagner
Area Manager
(507) 389-6725
(507) 389-6512
Karen.wagner@state.mn.us
David Niermann
Program(s)
Name
Title
Phone
TTY
E-mail
Reports To
Vocational Rehabilitation Services
Jay Hancock
Area Manager
(507) 332-5471
(877) 360-1919
Jay.hancock@state.mn.us
Jan Thompson
Program(s)
Name
Title
Phone
TTY
E-mail
Reports To
Services for the Blind
Mary Kolles
Area Supervisor
(612) 642-0515
(507) 389-6512
Mary.kolles@state.mn.us
Jon Benson
Program(s)
Senior Community Employment Services, MN
Youth
Nancy Haag
Director
(507) 345-2405
(507) 354-3139
nancyh@mnvac.org
John Woodwick
Name
Title
Phone
TTY
E-mail
Reports To
Law reference:
(b)(10) such other information as the Governor may require.
In this section, WIBs must provide information needed to ensure that the local workforce
delivery system meets certain legal requirements (including all equal opportunity requirements
for employment, programs and services). WIBs must also comply with agreements between
DEED and WSAs. This section also asks for information needed to respond to requests from
legislative leaders, local leaders, DEED's executive management, and other interested parties.
6. List contact information for the designated WorkForce Center Site Representative(s) in each
of your WFC locations. (Highlight, copy and paste additional contact information fields as needed
for each WFC.) See WorkForce Center Site Representative policy.
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
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Official Name of WFC
Name
Title
Phone
TTY
E-mail
Reports To
Fairmont WorkForce Center
Connie Hines
Workforce Center Site Manager
(507) 235-5518
(507) 235-5518
Connie.hines@state.mn.us
Karen Wagner
Official Name of WFC
Name
Title
Phone
TTY
E-mail
Reports To
Mankato WorkForce Center
Karen Wagner
Area Manager
(507) 389-6725
(507) 389-6512
Karen.wagener@state.mn.us
David Niermann
Official Name of WFC
Name
Title
Phone
TTY
E-mail
Reports To
New Ulm WorkForce Center
Nancy Haag
Director
(507) 345-2405
(507) 354-3138
nancyh@mnvac.org
John Woodwick
7. List contact information for one Americans with Disabilities Act (ADA) coordinator for all
partner programs in your local area.
Name
Title
Phone
TTY
E-mail
Reports To
Jay Hancock
Area Manager
(507) 332-5471
(877) 360-1919
Jay.hancock@state.mn.us
Jan Thompson
8. List contact information for the local WFC data practices coordinator.
Name
Title
Phone
TTY
E-mail
Reports To
Lynn Ruiz
Director
(507) 345-2413
(507) 354-3138
lynnr@mnvac.org
John Woodwick
9. List contact information for one English as a Second Language (ESL) coordinator for all
partner programs in the local area.
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
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Name
Title
Phone
TTY
E-mail
Reports To
Beverlee Mountain
ABE Program Coordinator
(507) 345-5222
(800) 627-3529
Bmount1@isd77.k12.mn.us
Audra Boyer
Reference
10.4 Staff Training. Non-DEED staff should receive training on physical and programmatic accessibility
and on serving people with all types of disabilities. DEED should develop policy guidelines for training all
WorkForce Center staff during their orientation, and require WorkForce Center managers to report on which
staff have and have not received training. The GWDC supports DEED’s current inclusion of people with
disabilities as facilitators of staff training programs and encourages the expansion of these practices. In
particular, DEED should continue to include people with disabilities in staff training modules to demonstrate
the use of assistive technology and to provide insights on accessibility and usability. Additionally, training
curricula should be reviewed and updated regularly, with the input of relevant stakeholder groups…
10. As part of the recommendation above, DEED will be developing guidelines for training ALL
WorkForce Center staff. Besides any DEED-offered training in the past in the equal
opportunity area, what other training has non-DEED local staff participated in or do local
partners offer on physical or programmatic accessibility?
The South Central Training Team facilitates through our Services for the Blind
partners accessibility training every two-three years (depending on the number of
new staff) to ensure staff in the WorkForce Centers are knowledgeable about
equipment and software available in the Resource Room for individuals with
disabilities.
According to DOL Training and Employment Guidance Letter (TEGL) 10-09 program operators/service
providers are required to provide Veterans Priority of Service in twenty (20) DOL-funded programs. These
programs include WIA Adult and Dislocated Worker formula funded programs, Wagner-Peyser Employment
services, Trade Act programs, National Emergency Grants, Senior Community Service Employment
Programs (SCSEP), Migrant/Seasonal Farmworker Programs, H-1B Technical Skills Training Grants, Job
Corps, WIA Demonstration Projects, Youth Opportunity Grants, WIA Youth Formula Grants, pilots, and
Research and Development.
Final rules (dated December 19, 2008) for Veterans Priority of Service as it relates to DOL programs
Veterans' Program Letter (VPL) 07-09 (dated November 10, 2009) Implementing Priority of Service for
Veterans and Eligible Spouses in all Qualified Job Training Programs Funded in Whole or in Part by the
U.S. DOL
11. Considering the Public Law and Executive Order cited here, answer the following questions
pertaining to your local process and procedures that ensure that Veterans receive priority for
service.
12. What is the process you use to identify Veterans coming into your WorkForce Center?
In accordance with DOL Training and Employment Guidance Letters and Governor
Pawlenty’s Executive Order, WorkForce Center staff and management support and
actively work toward providing priority of service to all veterans seeking employment
and training services or information at the local WorkForce Center. Upon their initial
visit to the WorkForce Center, customers are asked whether or not they served in the
United States Armed Forces, either active duty, National Guard or as a Reservist. If a
WorkForce Center customer identifies themselves as a veteran they are given a selfMinnesota Department of Employment and Economic Development
PY12 LUP UPDATE
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assessment to determine if they have any identified barriers to employment. Veterans
with barriers to employment are referred to the local Veteran’s Employment
representative. In addition, they are provided information on universal services and
other services available to customers of the WorkForce Center.
13. What is the process you use to assess the needs of Veterans seeking service in your WFC,
and how do you identify Veterans with a barrier to employment?
Upon their initial visit to the Workforce Center, customers are asked if they served on
active duty in the United State Armed Forces, National Guard or a Reserve
Component. If a Workforce Center customer identifies themselves as a veteran, they
are given the Veteran Self-Assessment available at the reception desk. This form asks
them to self identify any employment barriers. After completing the self assessment
questionnaire, the veteran is referred to the Veterans Employment Representative if
they have identified barriers to employment. During the in-person assessment
interview with the Veterans Employment Representative, additional barriers may be
identified.
If the veteran does not have an employment barrier, the veteran is referred to
universal services available at the WorkForce Center and any other services they may
be eligible for (i.e. Dislocated Worker services, Rehabilitation Services, etc.).
The Veterans self-assessment questionnaire is also used to identify those veterans
eligible for Gold Card services. The Gold Card provides unemployed post 9/11 era
veterans with the intensive and follow-up services they need to succeed in today’s job
market. The Gold Card initiative is a joint effort of the Department of Labor’s
Employment & Training Administration (ETA) and the Veterans’ Employment &
Training Service (VETS).
14. What is your process for referral to appropriate program staff, or in the case of a Veteran
with an employment barrier, to the local Veterans Employment Representative?
All WorkForce Center customers that identify themselves as a veteran are referred to
universal services. If they have an identified employment barrier, they are referred to the
Veteran’s Employment Representative, in addition to universal services or other programs
for which they may be eligible.
Local Veterans Representatives are aware of the programs and service available in the
Workforce Center and make the appropriate referrals to these services. They are also
aware of the community resources available to the veterans and make referrals as
needed. Veteran’s representatives also maintain close working relationships with military
staff that can help them identify veterans returning from Iraq or those who participated in
prior theaters to ensure that information about our programs and services are available.
Veterans’ representatives are present at the debriefing when veterans return to the area
and participate in the Yellow Ribbon Campaign. Veterans Representatives work closely
with the Department of Veterans Affairs counselors assisting veterans who are enrolled in
the VA’s Vocational Rehabilitation program. VA Counselors are provided space at the
WorkForce Center. In addition, DVOP and LVER staff are sited on the DEED website as
the primary contact for veterans’ services (www.deed.state.mn.us/veterans/).
All WorkForce Center programs give priority access to veterans (if eligibility requirements
are met) and have taken steps to eliminate barriers that might prevent veterans from
accessing services. WorkForce Center partners have participated in re-integration training
for veterans returning home from deployment. All WorkForce Center websites are linked
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
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with the Veterans website. WorkForce Center staff will continue to explore ways to
increase priority of services to Veterans and will continue to promote the hiring of veterans
to area businesses.
Reference:
DOL Training and Employment Guidance Letters (TEGL) 11-11 (and Change 1) provides information
on the Selective Service registration requirements for Workforce Investment Act-funded services
established by the Workforce Investment Act.
15. Are all WIA-funded partners complying with the guidance provided in TEGL 11-11 and 1111, Change 1? There should be in place a Selective Service registration procedure.
____X_______Yes
__________ No
If No, when will you have this registration process in place?
Reference:
DOL Training and Employment Guidance Letters (TEGL) 35-10 provides information established by the
Workforce Investment Act regarding integrity and transparency in the decisions made by local WIBs and
officials.
16. Local WIBs must make decisions in keeping with several laws and regulations. Indicate
below that your local WIB is aware of DOL Training and Employment Guidance Letter 35-10
and its relevant federal laws and regulations.
_____X______Yes
17. Complete Attachment D - Workforce Service Area Sub-Grantee List and provide a current
listing for each of the WSA Sub-Grantee names, services provided, funding source, city and
state of Sub-Grantee, and whether the Sub-Grantee/Provider is located in a WorkForce
Center.
18. Complete Attachment E - Workforce Service Area Non-WFC Program Service Delivery
Location List. Provide a current listing of each non-WFC location where DEED-funded
programs and services are delivered by WSAs.
19. Complete Attachment B - Workforce Investment Board/Council Membership List and
provide current contact information for the members of the local workforce investment
board, including any vacancies, and the organizations that are represented on the board.
Indicate whether the business representatives come from "targeted high-growth/high wage"
industries, and/or provide demand driven occupations. This list must be current and up-todate. Vacancies expiring as of 6/30/12 need to be addressed with the submission of your
plan. (See either Minnesota Statute. §116L.666, Subdivision 3 or the Workforce Investment
Act, Section §117 for required composition.)
A. Briefly describe the WIB's policy and timetable for filling vacancies,
replacing/reappointing individuals whose terms have come to an end. Include in your
description any plans to fill the terms that will be expiring as of June 30, 2012.
The South Central WorkForce Council policy for filling vacancies is as follows:
(a) Council members vacating their position notify the Council Chair or
WorkForce Council Executive Director by letter.
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
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(b) The full WorkForce Council and Joint Powers Board are notified by
(c)
(d)
(e)
(f)
(g)
(h)
the WorkForce Council Executive Director at the WFC/Joint Powers
Board meeting(s).
When the vacated position is from the private sector, business
organizations are contacted and asked to nominate a business
owner, executive or manager for the vacant position. Priority will be
given to nominees from Counties who are not currently represented
on the Council. Nominations are submitted to the WorkForce Council
Executive Director, who in turn submits them to the Joint Powers
Board.
Nominees are solicited who have optimum local policy making
authority, policy and decision making responsibilities.
The Joint Powers Board reviews the nominees and appoints one for
each vacant position.
The WorkForce Council Executive Director presents the name of the
person(s) appointed, to the WorkForce Council for confirmation.
Members are officially appointed when all parties approve.
Selecting public sector members is handled in the same fashion,
except that letters are sent requesting nominations from
organizations appropriate to the position. For education, contact is
made to Adult Basic Education and post-secondary schools. For
labor, contact is made with State and local labor unions. For
economic development, contact is made with economic development
organizations such as Region 9. For Rehabilitation, contact is made
with agencies serving individuals with disabilities, such as the
Vocational Rehabilitation Services. For Job Service, the Field
Operations Area Manager is contacted. For community based
organizations, we contact local community based organizations. For
Human Services, the regional human services directors are asked to
nominate.
The South Central WorkForce Council timetable for replacing or reappointing Council
members is as follows:
1. In May, Council members whose terms are expiring on June 30th are contacted
to inquire whether they are willing to serve an additional 3-year term.
2. For Council members who are seeking reappointment, the Joint Powers Board
reappoints and the SC WorkForce Council confirms the re-appointment at their
respective meetings in June.
3. When vacancies occur, WorkForce Council staff in June and July make contact
with chambers and Business Services Representatives (or appropriate
organization for non-private sector representatives) to let them know the Joint
Powers Board is seeking nominations to serve on the South Central WorkForce
Council. Staff meet with nominees in August and individuals are appointed and
confirmed during the Joint Powers Board and SC WorkForce Council meetings
in September.
B. If applicable, complete Attachment C - Workforce Investment Board Subcommittee
List.
See Attachment C.
20. DEED must adhere to 2010 Minnesota Statutes 138.17 Government Records;
Administration and are currently working toward that end. This statute includes those
entities that receive funding from DEED.
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
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A. Indicate below that the WSA provider is aware of the above statute.
__X__Yes, we are aware of the statute above.
B. Indicate the WSA Records Management/Retention Coordinator.
Name
Title
Phone
TTY
E-mail
Reports To
Lynn Ruiz
Director
(507) 345-2413
(507) 354-3138
lynnr@mnvac.org
John Woodwick
C. Does the WSA have a policy or protocol or schedule in place regarding the retention and
management of your records? See DEED policy.
__X_ Yes
D. Are the records kept for an appropriate amount of time, as stated in the above DEED
policy?
_X__ Yes
___ No
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
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Certifications and Assurances
By signing and submitting this plan, the local workforce investment board is certifying on
behalf of itself and the grant recipient, where applicable:
A. That this Program Year 2012 Local Unified Plan (LUP) UPDATE for an Integrated Workforce
Investment System was prepared and is in accordance with all applicable titles of the
Workforce Investment Act of 1998 (WIA), Title V of the Older Americans Act, applicable
Minnesota state statutes and that it is consistent with the Minnesota Unified State Plan;(2)
B. that members of the local board and the public including representatives of business and
labor organizations have been allowed at least a thirty day period for comment and that any
comments representing disagreement with the plan are included with the local plan
forwarded to DEED (as the Governor's representative) by the local board and that available
copies of a proposed local plan are made available to the public through such means as
public hearings and local news media; (WIA, Section §118 (c))
C. that the public (including individuals with disabilities) have access to all of the workforce
investment board's and its components' meetings and information regarding the board's and
its components' activities;
D. that fiscal control and fund accounting procedures necessary to ensure the proper
disbursement of, and accounting for, funds paid through the allotments funded through the
master agreement issued by DEED have been established;
E. that veterans will be afforded employment and training activities authorized in WIA, Section
§134, and the activities authorized in Chapters 41 and 42 of Title 38 US code, and in
compliance with the veterans' priority established in the Jobs for Veterans Act. (38 USC
4215.), U.S. Department of Labor, Training and Employment Guidance Letter 5-03, and
Minnesota's Executive Order 06-02;
F. that it is, and will maintain a certifiable local Workforce Investment Board (WIB) and it will
maintain a certifiable local Youth Council;
G. that it will comply with the confidentiality requirements of WIA, Section §136 (f)(3);
H. that the master agreement and all assurances will be followed;
I. that it will ensure that no funds covered under the master agreement are used to assist,
promote, or deter union organizing;
J. that collection and maintenance of data necessary to show compliance with the
nondiscrimination provisions of WIA, Section §188, as provided in the regulations
implementing that section, will be completed;
K. that this plan was developed in consultation with local elected officials, the local business
community, labor organizations and appropriate other agencies;
L. that it acknowledges the specific performance standards for each of its programs and will
strive to meet them;
(2) Minnesota's Unified Plan is available on the DEED website
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
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Certifications and Assurances
M. that there will be compliance with the Architectural Barriers Act of 1968, Sections §503 and
§504 of the Rehabilitation Act of 1973, as amended, and the Americans with Disabilities Act
of 1990;(3)
N. that WIB members will not act in a manner that would create a conflict of interest as
identified in Regulations 20 CFR, Section §667.200(a)(4), including voting on any matter
regarding the provision of service by that member or the entity that s/he represents and any
matter that would provide a financial benefit to that member or to his or her immediate
family;
O. that Memoranda of Understanding that is endorsed and signed by the current WIB Chair
and current WorkForce Center partner managers and Cost Allocation Plans are in place and
available upon request for each WorkForce Center within the WIB's local workforce service
area;
P. that the required voter registration procedures described in Minnesota Statutes §201.162
are enacted without the use of federal funds;
Q. that insurance coverage be provided for injuries suffered by participants in work-related
activities where Minnesota's workers' compensation law is not applicable as required under
Regulations 20 CFR, Section §667.274;
R. that the local policies on fraud and abuse adheres to DEED's Chapter 2.9 of WIA Title I-B
and Related Activities Manual as required under Regulations 20 CFR, Section §667.630
(The local policy is to be in accordance with State requirements;(4))
S. that it has provided an opportunity for public comment and input into the development of
plan by persons with disabilities and has provided information regarding the plan and the
planning process, including the plan and supporting documentation, in alternative formats
when requested;
T. that core services are integrated such that all WorkForce Center partners, as part of the
MOU, provide the same high level and quality of core services to job seeking customers;
U. that all staff are provided the opportunity to participate in appropriate staff training;
V. that an acceptable WIA program complaint procedure will be established and will be
maintained;
W. that an acceptable WIA discrimination complaint procedure will be established and will be
maintained;
X. that there is an agreement between the WIB and the ‘unit of local government' (that
represents the local elected official/s) that outlines what powers the unit of local government
agrees to give the WIB on their behalf and how they are going to work together;
(3) See Discrimination Complaint Handling Procedures
(4) See Chapter 2.9 of WIA Title I-B Related Activities Manual
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
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Certifications and Assurances
Y. that (if applicable) if there is a joint powers board, that there is a joint powers agreement
which outlines who is on the joint powers board and how the local units represented on it are
going to work together;
Z. that it will comply with the nondiscrimination provisions of WIA, Section §188 and it's
implementing Regulations at 29 CFR, Part 37. Each grant applicant for financial assistance
as defined in Regulations 29 CFR, Part 37.4 must include in the grant application the exact
language as is in the following (29 CFR, Part 37.20):
ASSURANCES
As a condition to the award of financial assistance from the Department of Labor under
Title I of the Workforce Investment Act of 1998 (WIA), the grant applicant assures that it
will comply fully with the nondiscrimination and equal opportunity provisions of the
following laws:
 WIA, Section §188, which prohibits discrimination against all individuals in the United
States on the basis of race, color, religion, sex, national origin, age, disability,
political affiliation or belief, and against beneficiaries on the basis of either
citizenship/status as a lawfully admitted immigrant authorized to work in the United
States or participation in any WIA Title I financially assisted program or activity;
 Title VI of the Civil Rights Act of 1964, as amended, which prohibits discrimination on
the bases of race, color, and national origin;
 Section §504 of the Rehabilitation Act of 1973, as amended, which prohibits
discrimination against qualified individuals with disabilities;
 The Age Discrimination Act of 1975, as amended, which prohibits discrimination on
the basis of age; and
 Title IX of the Education Amendments of 1972, as amended, which prohibits
discrimination on the basis of sex in educational programs;
 The Minnesota Human Rights Act of 1973, Minnesota Statutes, Chapter 363A, which
prohibits discrimination on the bases of race, color, creed, religion, natural origin,
sex, marital status, disability, status with regard to public assistance, sexual
orientation, citizenship, or age;
 The Americans with Disabilities Act of 1990 (42 USC 12101), as amended, which
prohibits discrimination on the basis of physical sensory, or mental disability or
impairment, and the ADA Amendments Act of 2008 effective January 1, 2009;
 Each grant applicant and each training provider seeking eligibility must also ensure
that they will provide programmatic and architectural accessibility for individuals with
disabilities.
 Title II of the Genetic Information Nondiscrimination Act of 2008 which prohibits
discrimination in employment on the basis of genetic information.
The grant applicant also assures that it will comply with Regulations 29 CFR, Part 37
and all other regulations implementing the laws listed above. This assurance applies to
the grant applicant's operation of the WIA Title I-financially assisted program or activity,
and to all agreements the grant applicant makes to carry out the WIA Title I-financially
assisted program or activity. The grant applicant understands that the United States has
the right to seek judicial enforcement of this assurance.
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
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Certifications and Assurances
Signature Page
Program Year 2012
Local Unified Plan UPDATE for an Integrated Local Workforce Investment System
Workforce Service Area Name:
WSA #7 South Central
Workforce Investment Board Name:
South Central WorkForce Council
Name and Contact Information for the WIB:
Diane Halvorson
Executive Director
SC WorkForce Council
464 Raintree Road
Mankato, MN 56001
(507) 345-2408
diane@mnvac.org
Mary Jacobs
Chair
Hickory Tech
221 E. Hickory
Mankato, MN 56001
(507) 387-1872
mjacobs@hickorytech.com
Name and Contact Information for the Local Elected Official(s):
Commissioner Steve Pierce
Martin County Board of Commissioners
51 Downtown Plaza
Fairmont, MN 56031
(507) 238-4304
pierce@bevcomm.net
We, the undersigned, attest that this submittal is the Program Year 2012 Local Unified
Plan UPDATE for our WIB/WSA and hereby certify that this LUP UPDATE has been
prepared as required, and is in accordance with all applicable state and federal laws,
rules, and regulations.
For the Workforce Investment Board
For the Local Elected Officials
Name:
Mary Jacobs
Name:
Commissioner Steven Pierce
Title:
Chair
Title:
Chair
Signature: __________________________
Date:
May 9, 2012
Signature: ___________________________
Date:
Minnesota Department of Employment and Economic Development
May 21, 2012
PY12 LUP UPDATE
Page 54
Attachment A
Performance Standards
Entered Employment Rate:
Of those not employed at registration:
Number of adults who have entered employment
by the end of the first quarter after the exit quarter
divided by
Number of adults who exit during the quarter.
TBD
TBD
Minnesota Department of Employment and Economic Development
TBD
Dislocated Worker
(WIA Title I-B and
State)
State
TBD
WSA 1 to 18
TBD
WSA 1 to 18;
ISPs
TBD
State
TBD
State
TBD
WSA 1 to 18
TBD
WSA 1 to 18;
ISPs
TBD
State
TBD
State
TBD
TBD
Average Earnings:
Of those employed in the first, second, and third
quarter after the exit quarter:
Total post-program earnings (earnings in quarter 2
plus (+) quarter 3 after exit quarter)
divided by
Number of adults who exit during the quarter.
State
TBD
TBD
Employment Retention Rate:
Of those employed in the first quarter after the exit
quarter:
Number of adults who are employed in the second
and third quarter following the exit quarter
divided by
Number of adults who exit during the quarter.
Adult
(WIA Title I-B)
Program Year 2012
July 1, 2012 to June 30, 2013
Wagner-Peyser
Statewide Performance Measures
Senior Community
Service Employment
Program (SCSEP)
The tables below indicate the local area's target level of performance for the common measures for the core partner
programs. These are the minimum standards for which each locality will be held responsible. Upon notification to
DEED, local areas can set higher standards for which they will be held responsible. Additional information regarding
performance standards will be forwarded by the end of April 2012.
TBD
WSA 1
TBD
WSA 1
TBD
WSA 2
TBD
WSA 2
TBD
WSA 3
TBD
WSA 3
TBD
WSA 4
TBD
WSA 4
TBD
WSA 5
TBD
WSA 5
TBD
WSA 6
TBD
WSA 6
TBD
WSA 7
TBD
WSA 7
TBD
WSA 8
TBD
WSA 8
TBD
WSA 9
TBD
WSA 9
TBD
WSA 10
TBD
WSA 10
TBD
WSA 12
TBD
WSA 12
TBD
WSA 14
TBD
WSA 14
TBD
WSA 15
TBD
WSA 15
TBD
WSA 16
TBD
WSA 16
TBD
WSA 17
TBD
WSA 17
TBD
WSA 18
TBD
WSA 18
TBD
PY12 LUP UPDATE
Page 55
Attachment A
ISPs
Employment and Credential Rate:
Of adults who received training services:
Number of adults who were employed in the first
quarter after the exit quarter and received a
credential by the end of the third quarter after the
exit quarter
divided by
Number of adults who exit during the quarter.
N/A
Dislocated Worker
(WIA Title I-B and State)
Senior Community
Service Employment
Program (SCSEP)
Wagner-Peyser
Statewide Performance Measures
Adult
(WIA Title I-B)
(continued)
Performance Standards
- continued -
TBD
State
TBD
State
TBD
WSA 1 to 18
TBD
WSA 1 to 18;
ISPs
TBD
N/A
Hours of Community Service Employment:
Total number of hours of community serviced
provided by SCSEP participants
divided by
Number of hours of community serviced funded by
the grant, after adjusting for differences in minimum
wage.
Paid training hours are excluded from this measure.
N/A
TBD
N/A
N/A
N/A
TBD
N/A
N/A
N/A
TBD
N/A
N/A
Number of Eligible Individuals Served:
Total number of adults served
divided by
Grantee's authorized number of positions, after
adjusting for differences in minimum wage.
Number of Most-in-Need Individuals Served:
Of those adult participants described in OAA-2006,
Subsection §(a)(3)(B)(ii) or (b)(2) of Section §518.
Counting the total number of the described
characteristics for all adult participants
divided by
Number of career participants served.
Customer Satisfaction Standards Program Year 2012
WIA Title I-B
SCSEP
Participant:
TBD
TBD
Employer:
TBD
TBD
Host Agency
N/A
TBD
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
page56
Attachment A
PY12 LUP UPDATE
Performance Standards
(continued)
RS & SSB Statewide Performance Measures – Federal Fiscal Year 2012
October 1, 2011 to September 30, 2012
Rehabilitation
Services
Employment Outcomes:
Performance Indicator 1.1 – Comparison of Employment Outcomes
The number of individuals exiting the VR program with an employment outcome during the current program year
compared to the number of individuals exiting the VR program with an employment outcome during the preceding
program year.
State
Services
for the Blind
2,478
80
58.8%
>=68.9%
72.6%
>=35.4%
72.6%
>=89%
.52
>=.59
(Ratio)
(Ratio)
Performance Indicator 1.2 – Entered Employment Rate
Of all of the individuals who exited the VR program after receiving services, the percentage of those who achieved an
employment outcome.
Performance Indicator 1.3 – Wage at Placement
Of all the individuals determined to have achieved an employment outcome, the percentage who exit the VR program
in competitive, self-, or business enterprise program (BEP) employment with earnings equivalent to at least the
minimum wage.
Performance Indicator 1.4 – Wages at Placement for Those with Significant Disabilities
Of all individuals who exit the VR program in competitive, self-, or business enterprise program (BEP) employment
with earnings equivalent to at least the minimum wage, the percentage who are individuals with significant disabilities.
Performance Indicator 1.5 – Comparison of Wages of VR Placements as Compared to the Overall
Wage Level
The average hourly earnings of all individuals who exit the VR program in competitive, self-, or business enterprise
program (BEP) employment with earnings equivalent to at least the minimum wage as a ratio to the State's average
hourly earnings for all individuals in the State who are employed.
Performance Indicator 1.6 – Enhancement of Self-Sufficiency
Of all individuals who exit the VR program in competitive self-, or business enterprise program (BEP) employment with
earnings equivalent to at least the minimum wage, the difference between the percentage who report their own
income as the largest single source of economic support at the time they exit the VR program and the percentage who
report their own income as the largest single source at the time they apply for VR services.
Equal Access to Services:
Performance Indicator 2.1
53.0
(Math Difference)
.80
The service rate for all individuals with disabilities from minority backgrounds as a ratio to the service rate for all nonminority individuals with disabilities.
(Ratio)
>=30.4
(Math
Difference)
Not calculated if
fewer than 100
individuals from
minority
backgrounds exit
the program
NOTE: These percentages are national standards set by the Rehabilitation Services Administration. There is a formula for the general agency and a different formula
for the agency serving the Blind to determine whether the standard was met.
Attachment A
Minnesota Department of Employment and Economic Development
Page 57
Attachment B
Workforce Investment Board/Council Membership List
Program Year 2012
WIB:
South Central WorkForce Council
WSA:
#7 South Central
Date
Submitted:
5/21/12
Indicate any vacant positions or other constituency represented as well.
(To add a row, highlight entire row, copy and paste. To delete a row, highlight entire row, and cut.)
Name/Address/E-mail/Phone/Fax
Organization
Position
Business/ Industry
Represented
(Private Sector Only)
Business
Representation
From Targeted
Industry/
Occupation?
Term
Start and
Term End
(Yes / No)
A. Private Sector:
(Chair):
Mary Jacobs
221 E Hickory
Mankato, MN 56001
mjacobs@hickorytech.com
(507) 387-1872
Jim Abraham
271 Plum Run
LeSueur, MN 56058
Jim.employmentrelatedservices@gmail.com
(507) 469-1465
nominated
Michael Atherly
206 E Hickory
Mankato, MN 56001
Michael.atherly@wellsfargo.com
(507) 387--92345
Vice Chair
Deb Barnes
1306 S. Ramsey
Winnebago, MN 56098
barnes@bevcomm.net
(507) 526-5876
Hickory Tech
Vice
President
Telecommunications
Yes
7/2009
to
6/2012
Employment Related
Services
Human
Resources
Specialist
Business and
Financial Services
Yes
07/2011
to
6/2014
Wells Fargo Bank
Business
Banking
Manager
Business and
Financial Services
Yes
7/2012
to
6/2015
Oak Terrace
Administrative
Consultant
Health Care
Yes
11/2009
to
6/2012
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
Page 58
Attachment B
Candace Fenske
121 Drew Avenue SE
Madelia, MN 56062
Candacefen@mchospital.org
(507) 624-3255
William FitzSimmons
405 Eighth Avenue NW
Waseca, MN 56093
wtf@hickorytech.net
(507) 835-1094
Jane Goettl
104 Volk Avenue
Mankato, MN 56001
Jgoettl@volktransfer.com
(507) 388-1683
Tammie Hudspith
1900 N. Sunrise Drive
St. Peter, MN 56082
thudspith@riversedgehealth.org
(507) 931-2200
John Schons
411 S. State Street
Fairmont, MN 56031
jschons@stepinc.org
(507) 238-4341
Dennis Siemer
752 Summit Avenue
Mankato, MN 56001
d.siemer@vtekusa.com
(507) 387-2039
Nominated
Bradley Thornton
820 11th Street North
St. James, MN 56081
Brad.thornton@armour-eckrich.com
(507) 375-3124
Madelia Community
Hospital
7/2011
to
6/2014
Administrator
Health Care
WTF Tax Services
Owner
Business and
Financial Services
Yes
Volk Transfer, Inc.
Human
Resource
Manager
Transportation
Yes
7/2010
to
6/2013
River’s Edge Hospital &
Clinic
Director of
Human
Resources
Health Care
Yes
11/2009
to
6/2012
Step, Inc.
Operations
Manager
Social Assistance
Yes
11/2009
to
6/2012
Yes
7/2010
to
6/2013
Yes
7/2012
to
6/2015
Yes
7/1983
V-Tek, Inc.
CEO
Armour-Eckrich
Human
Resources
Manager
Minnesota Department of Employment and Economic Development
Manufacturing
Manufacturing
Charter
Member
PY12 LUP UPDATE
Page 59
Attachment B
Larry Treptow
859 Highway 109 NE
Wells, MN 56097
Lkt@wellscp.com
(507) 553-3138
Tim Wenzel
1209 S. State Street
Waseca, MN 56093
Tim.wenzel@winegarinc.com
(507)835-3495
Nominated
Gloria Zachow
111 Star Street, Suite 110
Mankato, MN 56001
Gloria.zachow@na.manpower.com
(507) 345-4201
Wells Concrete
Human
Resource
Director
Construction &
Manufacturing
Yes
7/2009
to
6/2012
Winegar, Inc.
President
Manufacturing
Yes
7/2010
to
6/2013
Manpower
Branch
Manager
Business and
Financial Services
Yes
7/2012
to
6/2015
Nicollet County Social
Services
Director
Social Services
7/2011
to
6/2014
Operating Engineers
Local 49
Area
Business
Rep
Construction
7/2010
to
6/2013
Trades
7/201
to
6/2013
B. Public Assistance Agency:
Joan Tesdahl
108 S Minnesota Avenue #200
St. Peter, MN 56082
jtesdahl@co.nicollet.mn.us
(507) 934-8576
C. Organized Labor:
Lee Hiller
308 Lundin Boulevard
Mankato, MN 56001
Oe49mn@hickorytech.net
(507) 625-3670
Paul Marquardt
310 McKenzie Street S
Mankato, MN 56001
paulmnpipetrades@aol.com
(612) 747-0743
Plumbers & Pipefitters
Union/AFL-CIO
Minnesota Department of Employment and Economic Development
President
PY12 LUP UPDATE
Page 60
Attachment B
D. Rehabilitation Agency:
Jay Hancock
Faribo Town Square, Suite S1
201 Lyndale Avenue South
Faribault, MN 55021
jay.hancock@state.mn.us
(507) 332-5471
Social Assistance
7/2011
to
6/2014
Social Assistance
7/2009
to
6/2012
Vocational
Rehabilitation Services
Area
Manager
Minnesota Valley Action
Council
Executive
Director
Region Nine
Development
Commission
Community &
Economic
Development
Coordinator
7/2012
to
6/2015
MN DEED –Job Service
Area
Manager
7/2011
to
6/2014
Mankato Area Adult
Basic Education
ABE Program
Coordinator
7/2011
to
6/2014
E. Community-Based Organization:
John Woodwick
464 Raintree Road
Mankato, MN 56001
john@mnvac.org
(507) 345-2400
F. Economic Development Agency:
Nominated
John Considine
P O Box 3367
Mankato, MN 56001
john@rndc.org
(507) 389-8871
G. Public Employment Service:
Karen Wagner
12 Civic Center Plaza, Suite 1600A
Mankato, MN 56001
Karen.wagner@state.mn.us
(507) 389-6725
H. Educational Agency:
(Required ABE Representative):
Beverlee Mountain
110 Fulton
Mankato, MN 56001
Bmount1@isd77.k12.mn.us
(507) 345-522
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
Page 61
Attachment B
Nancy Genelin
1920 Lee Boulevard
PO Box 1920
N. Mankato, MN 56002-1920
Nancy.genelin@southcentral.edu
(507) 389-7228
South Central College
Vice
President of
Academic
Affairs
7/2010
to
6/2013
I. Local Elected Official: (list contact information even if CEO is not a member of the WIB.)
Not a WIB Member
Commissioner Steven Pierce
51 Downtown Plaza
Fairmont, MN 56031
pierce@bevcomm.net
(507) 238-4304
Martin County Board of
Commissioners
County
Commissioner
Joint
Powers
Board
Chair
J. Other Category:
Add or delete as necessary
K. Youth Council Chairperson: (list contact information even if YCC is not a member of the WIB.)
Not a WIB Member
Glenn Morris
2075 Lookout Drive
N. Mankato, MN 56003
gmorris@mnscsc.org
(507) 389-5106
South Central Service
Cooperative
Minnesota Department of Employment and Economic Development
Director
Youth
Council
Chair
PY12 LUP UPDATE
2012 Local Unified Plan – UPDATE
Attachment C
page62
Workforce Investment Board Subcommittee List
Program Year 2012
WIB:
South Central WorkForce Council
If applicable, provide a current list of the Board's committees and/or task forces along with a summary of the committee's objectives.
(To add a row, highlight entire row, copy and paste. To delete a row, highlight entire row, and cut.)
Name of Committee or Task Force
Executive Committee
Operations Committee
Workforce Development Committee
SC Youth Council
RFP Task Forces
Attachment C
Objective / Purpose of Committee or Task Force
This committee provides leadership for the Council and is comprised of the Council Chair, Vice
Chair and other members as deemed appropriate by the Council. The Executive Committee has
responsibility for personnel and budget issues; and when necessary acts on behalf of the Council.
This committee consists of the core partners of the WorkForce Centers. This committee is
responsible for on-going program review, local marketing and day-to-day operations of the
WorkForce Centers. This committee develops cost allocation plans for the Centers as well as the
Memorandum of Understanding between the partners.
This committee concentrates on determining the projected workforce development needs of
business, job seekers and workers in the region. They develop short and long-term strategies
and activities to further develop our local workforce. Local economic developers are invited to all
Workforce Development committee meetings.
The Youth Council is made up of area youth partners and is responsible for developing and
implementing strategies to prepare our emerging workforce, assist youth in transitioning and
coordinate youth resources.
These Task Forces develop and implement a Request for Proposal process to select service
providers for WIA Youth and WIA Adult, Dislocated Worker and State Dislocated Worker
Programs. The task force consists of representatives from the WorkForce Council, the Joint
Powers Board and Youth Council. The task forces are responsible for implementing the RFP
process and for providing recommendations to the Joint Powers Board, SC WorkForce Council
and SC Youth Council.
Minnesota Department of Employment and Economic Development
Page 63
Workforce Service Area Sub-Grantee List
Program Year 2012
WIB:
South Central WorkForce Council
WSA:
#7 South Central
Date
Submitted:
5/21/2012
(To add a row, highlight entire row, copy and paste. To delete a row, highlight entire row, and cut.)
If not in WFC,
provide Address,
City, State, ZIP
Code
Services Provided
Funding Source
Provider located
in which WFC?
DEED Job Service
Core, Intensive, Industry-Based (i.e.
OJT) & Short-Term Training (including
FastTRAC)
WIA Adult & DW, State
DW
Fairmont,
Mankato & New
Ulm
Yes
DEED Job Service
All Services
MFIP, DWP, FSET
Fairmont
Yes
DEED Job Service
All Services
MFIP & DWP
Blue Earth
No
Minnesota Valley Action
Council
Intensive & Classroom-Based Training
Services
WIA Adult & DW, State
DW
Minnesota Valley Action
Council
Intensive & Classroom-Based Training
Services
WIA Adult & DW, State
DW
Minnesota Valley Action
Council
Core, Intensive & Training Services
WIA Youth, YIP
Minnesota Valley Action
Council
Core, Intensive & Training Services
WIA Youth, YIP
Name of Sub-Grantee
Minnesota Department of Employment and Economic Development
Fairmont,
Mankato & New
Ulm
Blue Earth,
LeCenter, St.
Peter, Waseca,
Gaylord, & St.
James
Fairmont & New
Ulm
Mankato, Blue
Earth, LeCenter,
St. Peter,
Waseca, Gaylord
& St. James
Yes
No
Yes
No
PY12 LUP UPDATE
Page 64
Attachment D
Minnesota Valley Action
Council
All Services
MFIP, DWP & FSET
New Ulm
Yes
Minnesota Valley Action
Council
All Services
MFIP/DWP/FSET
LeCenter, St.
Peter, Gaylord, &
Waseca
No
Watonwan County
Employment & Training
All Services
MFIP/DWP/FSET
St. James
No
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
Page 65
Workforce Service Area
Non-WFC Program Service Delivery Location List
Program Year 2012
WIB:
South Central WorkForce Council
WSA:
#7 South Central
Date
Submitted:
5/21/2012
(To add a row, highlight entire row, copy and paste. To delete a row, highlight entire row, and cut.)
Name and Location (City)
MN Valley Action Council: Mankato
Program Service Delivered
WIA Youth & MYP
MN Valley Action Council: Blue Earth
WIA Adult DW & Youth, State DW, MYP, SCSEP, FHPAP
MN Valley Action Council: LeCenter
WIA Adult DW & Youth, State DW, MYP, SCSEP, MFIP/DWP,
FHPAP,
MN Valley Action Council: St. Peter
WIA Adult & Youth, MFIP/DWP, FSET, FHPAP
MN Valley Action Council: Gaylord
WIA Adult DW & Youth, State DW, MYP, MFIP/DWP, FSET,
FHPAP
MN Valley Action Council: Waseca
WIA Adult DW & Youth, State DW, MYP, SCSEP, MFIP/DWP,
FSET & FHPAP
MN Valley Action Council: St. James
Minnesota Department of Employment and Economic Development
WIA Adult DW & Youth, State DW, MYP, SCSEP, FHPAP
PY12 LUP UPDATE
Page 66
Attachment F: South Central Workforce Service Area
Key Industries in Regional Economy
Industry
Crop Production
Grain & Oilseed Milling
Animal Production
Cattle Ranching & Farming
Hog & Pig Farming
Poultry & Egg Production
Utilities
Utility System Construction
Specialty Trades Contractors
Food Manufacturing
Fruit & Vegetable Preserving & Specialty Foods
Dairy Product Manufacturing
Animal Slaughtering & Processing
Beverage Manufacturing
Printing & Related Support Activities
Chemical Manufacturing
Basic Chemical Manufacturing including Ethanol
Plastic & Rubber Product Manufacturing
Nonmetallic Mineral Product Manufacturing
Primary Metal Manufacturing
Foundries
Fabricated Metal Manufacturing
Architectural and Structural Metals Manufacturing
Machine Shops; Turned Product; and Screw, Nut & Bolt Mfg.
Coating, Engraving, Heat Treating & Allied Activities
Machinery Manufacturing
Agriculture, Construction, and Mining Machinery Manufacturing
Other General Purpose Machinery Manufacturing
Computer & Electronic Product Manufacturing
Minnesota Department of Employment and Economic Development
High Growth
High Wage
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Distinguishing Industry
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
PY12 LUP UPDATE
Page 67
Electrical Equipment, Appliance and Component Manufacturing
Miscellaneous Manufacturing
Sporting & Athletic Goods Manufacturing
Retail Trade
Merchant Wholesalers, Durable Goods
Merchant Wholesalers, Nondurable Goods
Paper and Paper Product Merchant Wholesalers
Farm Product Raw Materials Merchant Wholesalers
Truck Transportation
Publishing Industries
Telecommunications
Financial Activities
Professional, Scientific & Technical Services
Accounting, Tax Preparation, Bookkeeping and Payroll Services
Architectural, Engineering & Related Services
Computer Systems Design & Related Services
Management of Companies and Enterprises (e.g. Corporate HQs)
Educational Services
Colleges, Universities and Professional Schools
Educational Support Services
Ambulatory Health Care Services
Offices of Dentists
Offices of Physicians
Outpatient Care Centers
Medical & Diagnostic Laboratories
Hospitals
Nursing & Residential Care Facilities
Residential Mental Retardation, Mental Health & Substance
Social Assistance
Individual & Family Services
Vocational Rehabilitation Services
Minnesota Department of Employment and Economic Development
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
PY12 LUP UPDATE
Page 68
Attachment G: South Central 2012 Demand Occupation List
Title
Home Health Aides
Heavy and Tractor-Trailer Truck Drivers
Personal Care Aides
Retail Salespersons
Combined Food Prep. & Serving Workers
Nursing Aides, Orderlies, and Attendants
Business Operations Specialists, All Other
Registered Nurses*
Stock Clerks and Order Fillers
Janitors & Cleaners, Exc. Housekeeping
Licensed Practical and Licensed Vocational
Nurses
Bookkeeping, Accounting, & Audit Clerks
Production Workers, All Other
Social and Human Service Assistants
Industrial Machinery Mechanics
Executive Secretaries and Administrative
Financial Managers
Dental Assistants
Industrial Engineers
Laborers & Freight, Stock Movers,
H.R., Training, & Labor Rels. Specialists
Computer-Controlled Machine Tool Op.
Computer Support Specialists
Emergency Medical Technicians/Paramedics
Network & Computer Systems Admin.
Office Clerks, General
Sales Reps, Wholesale & Manufacturing
Radiologic Technologists
Correctional Officers and Jailers
Secretaries and Administrative Assistants
Nursing Instructors/Teachers, Postsec.
Purchasing Agents, Exc. Wholesale
Healthcare Support Workers, All Other
Occupational Therapy Assistants
Sales Representatives, Services, All Other
Welders, Cutters, Solderers, and Brazers
Cashiers
Median
Wage
$22,628/yr
$35,480/yr
$22,866/yr
$18,446/yr
$17,485/yr
$23,328/yr
$43,876/yr
$62,945/yr
$19,766/yr
$23,538/yr
Growth Rate
Well Above Avg
Above Average
Well Above Avg
Average
Average
Above Average
Above Average
Well Above Avg
Average
Below Average
Openings
1,811
1,187
1,835
1,550
1,075
753
913
1,070
604
50
Education
<H.S.
H.S.
<H.S.
<H.S.
<H.S.
Postsecondary non-degree
H.S.
Associate's
<H.S.
<H.S.
Training
STOJT
STOJT
STOJT
STOJT
STOJT
None
STOJT
None
STOJT
STOJT
$37,421/yr
$30,155/yr
NA
$35,333/yr
$44,180/yr
$39,695/yr
$90,107/yr
$41,227/yr
$67,333/yr
$23,885/yr
NA
$36,320/yr
$43,527/yr
$29,702/yr
NA
$26,607/yr
$52,844/yr
NA
$44,197/yr
$32,092/yr
$66,327/yr
$49,572/yr
NA
$22,922/yr
$52,312/yr
$33,408/yr
$18,133/yr
Above Average
Average
Below Average
Above Average
Above Average
Above Average
Below Average
Well Above Avg
Average
Well Below Avg
Above Average
Above Average
NA
Average
Above Average
Average
Below Average
Well Above Avg
Average
Well Below Avg
Above Average
Average
Above Average
Well Above Avg
Above Average
Well Below Avg
Below Average
931
465
50
569
248
269
9
171
92
62
125
98
NA
175
95
973
33
78
76
10
32
100
46
22
121
34
2,023
Postsecondary non-degree
H.S.
Unavailable
H.S.
H.S.
H.S.
Bachelor's
Postsecondary non-degree
Bachelor's
<H.S.
Bachelor's
H.S.
Some college, no degree
Postsecondary non-degree
Bachelor's
H.S.
H.S.
Associate's
H.S.
H.S.
Master's
H.S.
Unavailable
Associate's
H.S.
H.S.
<H.S.
None
MTOJT
MTOJT
STOJT
LTOJT
None
None
None
None
STOJT
NA
MTOJT
MTOJT
None
NA
STOJT
MTOJT
NA
MTOJT
STOJT
NA
LTOJT
STOJT
None
STOJT
MTOJT
STOJT
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
Page 69
Accountants and Auditors
Farm, Ranch, & Other Ag. Managers
Computer Systems Analysts
Sales Managers
Police and Sheriff's Patrol Officers
Info Security Analysts, Web Dev, & Comp
Network Architects
Medical and Health Services Managers
Machinists
Human Resources Managers
Heating, Air Conditioning, and Refrigeration
Mechanics
Mechanical Engineers
Shipping, Receiving, and Traffic Clerks
Vocational Ed. Teachers, Postsecondary
Bus/ Truck Mechanics and Diesel Engine
Health Technologists and Technicians, All
Other
Medical Secretaries
Medical & Clinical Lab. Technicians
Computer Software Engineers, Systems
Mixing & Blending Machine Operators
Computer Software Engineers, Apps.
Market Research Analysts
Database Administrators
Comp., Benefits, Job Analysis Specialists
Civil Engineering Technicians
Customer Service Representatives
Compliance Officers
Pharmacy Technicians
Computer Programmers
Sales Reps. Wholesale & Manufacturing
Driver/Sales Workers
Medical & Clinical Lab Technologists
Logisticians
Training and Development Specialists
Agricultural & Food Science Technicians
Installation, Maint., & Repair All Other
Interviewers, Except Eligibility and Loan
Community/Social Svc Spec., All Other
Financial Examiners
$56,813/yr
NA
NA
$70,574/yr
$49,066/yr
Above Average
Average
Above Average
Average
Average
332
337
77
82
195
Bachelor's
Bachelor's
Bachelor's
Bachelor's
H.S.
None
NA
NA
None
MTOJT
$64,273/yr
$70,022/yr
$38,009/yr
$77,206/yr
NA
Above Average
Well Below Avg
NA
NA
120
5
NA
Bachelor's
Bachelor's
H.S.
Bachelor's
None
None
LTOJT
None
$63,055/yr
$61,627/yr
$29,821/yr
$62,276/yr
$37,126/yr
Above Average
Average
Well Below Avg
Well Above Avg
Below Average
50
65
21
43
142
Postsecondary non-degree
Bachelor's
H.S.
Master's
H.S.
LTOJT
None
STOJT
NA
LTOJT
NA
$30,875/yr
$43,243/yr
NA
$32,937/yr
NA
NA
NA
NA
$52,295/yr
$31,918/yr
$54,870/yr
$30,107/yr
NA
$62,274/yr
$18,790/yr
$53,923/yr
$60,512/yr
NA
$40,340/yr
NA
$28,699/yr
NA
$64,640/yr
Average
Well Above Avg
Average
Well Above Avg
Well Above Avg
Well Above Avg
Well Above Avg
Well Above Avg
Well Above Avg
Average
Well Above Avg
Well Above Avg
Well Above Avg
Below Average
Average
Average
Below Average
Above Average
Well Above Avg
Average
Average
Well Above Avg
Above Average
Well Above Avg
14
75
65
54
122
81
141
16
35
34
1,020
27
198
41
66
142
21
16
67
31
74
37
149
24
Postsecondary non-degree
H.S.
Associate's
Bachelor's
H.S.
Bachelor's
Bachelor's
Bachelor's
Bachelor's
Associate's
H.S.
Bachelor's
H.S.
Bachelor's
Bachelor's
H.S.
Bachelor's
Bachelor's
Bachelor's
Associate's
Unavailable
H.S.
Bachelor's
Bachelor's
NA
MTOJT
None
NA
MTOJT
NA
NA
NA
NA
None
STOJT
MTOJT
MTOJT
NA
MTOJT
STOJT
None
None
NA
None
MTOJT
STOJT
NA
MTOJT
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
Page 70
Administrative Services Managers
Securities, Commodities, & Fin.Sales
Supervisors of Mechanics, Installers, etc.
Chemical Engineers
Stationary Engineers & Boiler Operators
Water/Wastewater Treatment Plant Op.
Veterinary Technologists and Technicians
Mental Health Counselors
Loan Officers
Tellers
Child, Family, and School Social Workers
Maintenance and Repair Workers, General
Dental Hygienists
Sales and Related Workers, All Other
Surgical Technologists
Diagnostic Medical Sonographers
Substance Abuse & Behavior Counselors
Supervisors of Retail Sales Workers
Special Ed. Teachers, Secondary School
Assemblers and Fabricators, All Other
Light Truck or Delivery Services Drivers
Medical Assistants
Medical Records & Health Info Technicians
Elementary School Teachers, Except Special
Education
Hairdressers, Hairstylists, and Cosmetologists
Home Health Aides
Heavy and Tractor-Trailer Truck Drivers
Personal Care Aides
$78,810/yr
$65,637/yr
$53,276/yr
$77,182/yr
$49,102/yr
$44,685/yr
$32,689/yr
$24,814/yr
$54,772/yr
$23,729/yr
$47,163/yr
NA
$71,630/yr
NA
$40,166/yr
$52,678/yr
$40,190/yr
$32,425/yr
NA
$29,321/yr
$26,485/yr
$28,524/yr
$35,507/yr
Average
Below Average
Below Average
Average
Average
Above Average
Above Average
Well Above Avg
Below Average
Below Average
Average
Above Average
Well Above Avg
Above Average
Well Above Avg
Well Above Avg
Well Above Avg
Average
Below Average
Well Above Avg
Below Average
Well Above Avg
Well Above Avg
34
80
20
11
26
146
32
59
85
501
127
289
123
139
35
44
79
513
61
243
199
133
103
H.S.
Bachelor's
H.S.
Bachelor's
H.S.
H.S.
Associate's
Master's
H.S.
H.S.
Bachelor's
Unavailable
Associate's
Unavailable
Postsecondary non-degree
Associate's
H.S.
H.S.
Bachelor's
H.S.
H.S.
H.S.
Postsecondary non-degree
None
MTOJT
None
None
LTOJT
LTOJT
None
Internship/ residency
MTOJT
STOJT
None
MTOJT
None
MTOJT
None
None
MTOJT
None
NA
MTOJT
STOJT
MTOJT
None
$49,444/yr
$23,953/yr
$22,628/yr
$35,480/yr
$22,866/yr
Average
Above Average
Well Above Avg
Above Average
Well Above Avg
429
175
1,811
1,187
1,835
Bachelor's
Postsecondary non-degree
<H.S.
H.S.
<H.S.
Internship/ residency
None
STOJT
STOJT
STOJT
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE
Attachment H
Page 71
Develop and Maintain a Quality Workforce for South Central Minnesota
Mission
Founding Principle
The board will maintain objective administration & oversight of workforce development programs by contracting service delivery.
Legislation
Workforce Investment Act
Manufacturing*
Bio Science*
Technology*
Social Assistance
Construction/
Mining
Retail/Wholesale
Finance &
Business
Improvement
Strategies
Measurable
Outcomes
Evaluation
CONTINUOUS
IMPROVEMENT
Development
Workforce
(Build Capacity)
RESOURCE
ALIGNMENT
Development
Business
STRONG
COLLABORATIONS
Connections to
Industry
INDUSTRY
DRIVEN
STRATEGIES
Trade
Education
Education
Drivers of
Region Economy
Occupational
Skills
Skills
Work Readiness
Basic Skills
PRINCIPLES
SKILLED
WORKFORCE
Health Care*
Economic
Transportation
*So. MN Priorities
Temporary Assistance for Needy Families
Community
Agriculture*
Demand
Industries
Labor Market
Information
FOUNDATIONAL
South Central WorkForce Council Framework for Workforce Development
Renewable
Energy*
RESPONSIVE
TO LABOR
MARKET
CHANGES
MANAGE
PUBLIC
RESOURCES
PRUDENTLY &
ETHICALLY
OPERATIONAL
Worker Pipeline
Youth
TANF
1. Implement work-first
approach with strong focus
on work readiness skills.
2. Provide case management
services to identify and
overcome barriers.
2. Support work experience
3. Provide connection to
opportunities that connect
resources to address
youth to local employers &
barriers to employment.
teaches work readiness skills.
4. Support limited short-term
training to prepare for entry
3. Support community
level positions in demand
connections through service
industries;
learning & civic engagement.
 Basic Skills
 FastTRAC training
4. Support all youth achieving a
programs
HS diploma or GED.
 Occupational training
5. Provide Supported Work
5. Support occupational training
opportunities to gain
that leads to a credential.
experience.
6. Provide job search services
6. Identify service gaps for at-risk
& connections to area
youth & leverage resources.
employers.
Minnesota Department of Employment and Economic Development
FOCUS
1.
Support career exploration
opportunities that provides
youth with knowledge of
demand /STEM occupations.
Individuals
w/Disabilities
1. Provide services to youth
and adults with disabilities
to achieve integrated
community employment.
2. Provide assessment to
identify strengths, interests,
priorities & barriers to
identify employment goal.
3. Provide career exploration.
4. Provide services for
successful employment:
 Counseling
 Work preparation &
skill training
 Job search &
placement services
 Follow-up services
5. Identify resources &
coordinate service delivery.
6. Collaborate with other
agencies
i.
Adults
1.
2.
3.
4.
5.
6.
Connect adults with
appropriate resources.
Provide career
counseling matching
interest & abilities to
demand occupations.
Provide case
management to identify
and address barriers.
Support Work Readiness
skills training.
Support training that
prepares to compete for
demand occupations:
 Basic Skills
 Pre-Vocational &
FastTRAC training
 Occupational
(Credentialed)
 On-the-Job Training
Provide job search
services & connection to
area employers.
Dislocated
Workers
1.
2.
3.
4.
5.
Veterans
1. Provide Priority of
Service to Veterans
Connect DWs with
and other eligible
transition resources.
persons.
Provide career counseling
2. Connect Veterans to
that matches interests &
appropriate resource
abilities to demand
support services.
occupations.
3. Provide case
Connect employers w/DWs
management to
through communication
identify & address
network.
barriers.
Support training that
4. Provide job search/
provides DWs with skills to
placement connection
compete for demand
to area employers.
occupations including:
5. Conduct outreach to
 Basic skills training
identify veterans in
 Credentialed
need of intensive
occupational training
services.
 Pre-Voc Training
6. Provide placement
 On-the-Job Training
services to VA
Provide job search/
Chapter 31 veterans.
placement connection with
7. Promote Veterans to
area employers.
area employers
PY12 LUP UPDATE
Page 72
Minnesota Department of Employment and Economic Development
PY12 LUP UPDATE