Attachment A
WYOMING DEPARTMENT OF WORKFORCE SERVICES
INTEGRATED WORKFORCE PLAN
PROGRAM YEAR 2013 Modification
Summary of Annual Agricultural Outreach Plan Requirements
The Agricultural Outreach Plan (AOP) portion of the State Plan must describe plans for
providing services to the agricultural community, both for agricultural employers and Migrant
and Seasonal Farmworkers (MSFWs), as described in Wagner-Peyser (W-P) regulations at 20
CFR 653.107, the Workforce Investment Act (WIA) Title I final regulations at 20 CFR
652.107(b)(1), the WIA/W-P Act Integrated Workforce Planning Guidance, and the Unified
Planning Guidance. This attachment provides detail of states that must be included in the
AOP section of the State Plan.
A. Assessment of Need. The assessment of need must include:
(i) A review of the previous year’s agricultural activity in the state.

Wyoming’s land is very diverse. This is the region where the Rocky Mountains meet the Great
Plains. At 6,700 feet above sea level, Wyoming has the second highest mean elevation in the
United States. As such, cold winters and hot dry summers are typical in the state. Although more
than 91 percent of land in the state is classified as rural, the high elevations contribute to short
growing seasons in those areas of the state. The frost-free period ranges from 60 days (central
and western Wyoming) to 140 days (eastern Wyoming). While agricultural productivity in the
state may be limited by the short growing seasons, still there is significant crop production that
occurs in Wyoming. Also, the makeup of the state makes it a good location for livestock.
Rainfall varies from west to east and across the mountain ranges. Statewide, Wyoming averages
15 inches of moisture per year. In the rain shadows created by the mountains, average rainfall is
much less than that although, ironically, some of the more productive agricultural areas in the
state are found there. Those areas thrive on irrigation from Wyoming’s river systems.
The following information, regarding Wyoming agriculture, was provided by Wyoming Farm
Bureau, based upon 2012 preliminary data from the U.S. Department of Agriculture.
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Private ownership of Wyoming land:
Land used for agricultural production in the state:
Estimated value of Wyoming’s agricultural production:
Number of Wyoming farms and ranches:
Average size of Wyoming farms and ranches:
Wyoming’s national agriculture rankings
o
Alfalfa hay production:
o
Barley production:
42 percent
30,169 million acres
$1 billion
11,069
2,745 acres (no. 1 in the U.S.)
17th
8th
o
o
o
o
o
o
Pinto beans production:
Dry beans production:
Number of beef cattle:
Sheep and lamb production:
Marketed sheep and lambs:
Wool production:
3rd
8th
15th
4th
4th
4th

Identify each major labor-intensive crop activity in the previous year, indicating the
months of heavy activity and the geographic area of prime activity.
Most major crops in Wyoming are no longer considered labor-intensive. The uses of herbicides
and machinery have considerably reduced the need for manual labor in the planting, tending, and
harvesting processes.
With the exception of winter wheat, which is typically planted in September and early October,
most Wyoming crop cycles begin in the spring and end in the fall, to coincide with favorable
growing temperatures. This is based on information provided by USDA. Alfalfa, barley, oats,
and spring wheat are planted in March and April. Sugarbeets are typically planted in April. Corn
planting occurs toward the end of the month and into May. Dry beans are also planted in May.
If moisture is adequate during the spring and summer, farmers may get as many as three alfalfa
cuttings during the season, ending in September. Winter wheat is harvested in the summer.
Barley, oats, beans, and corn are harvested in late summer and early fall, while sugarbeets are
harvested in October and early November.
With regard to livestock, lambing and calving begin in late March and extend into early May.
Sheep and cattle, with their offspring, are moved to summer pastures typically by early June.
Wyoming’s crop production in 2012 compared favorably to 2011 output, but was generally lower
than in 2010. The following data, also from USDA, describes individual outputs and the methods
used to work the crops.
Wyoming’s barley production in 2012, at 5,340,000 bushels harvested, was down 13 percent
compared to 2011 and 12 percent compared to 2010, although the same amount of acreage was
planted. Primary locations for barley production in 2012 remained Park County (1,825,000
bushels), Big Horn County (1,375,000 bushels), and Washakie County (1,225,000 bushels), in the
Big Horn Basin of northwest Wyoming. Wyoming counties outside of the Big Horn Basin
totaled only 205,000 bushels in 2012. Barley production is done by machines. Few agricultural
workers are involved in the process.
Corn production for grain, at 105,000 acres in 2012, was the same as 2011, both of which were
nearly 17 percent higher than in 2010. The yield also increased substantially in 2011 (9,100,000
compared to 6,050,000 in 2010), but decreased in 2012 by 6.4 percent to 8,520,000 bushels.
Highest production occurred in Goshen (4,332,000 bushels) and Laramie (1,088,000) in the
southeast part of the state. Other sections of the state accounted for 2,233,000 bushels of corn.
Corn production occurs primarily by machine work. Herbicides are used to retard weed
development.
Total dry bean production increased in 2012, compared to 2011, but was still 1.7 percent below
2010 output. The 2012 yield was 1,007,000 bushels, compared to 726,000 in 2011 and 1,024,000
in 2010. Acreage planted in 2012 was 45,000 (up 28.6 percent) compared to 2011, at 35,000, and
49,000 in 2010. The heaviest output of dry beans occurred in the Big Horn Basin, where Big
Horn County (287,000 cwt.) led the way, followed by Park County (238,000 cwt.). Other
districts outside of the Basin only totaled 323,000 cwt. Dry bean production is machine
facilitated. Herbicides have been used in the production of dry beans in Wyoming, limiting the
need for workers.
The number of Wyoming acres producing hay (all types), at 875,000 in 2012, decreased from the
2011 level by nearly 22.0 percent, and was 26.5 percent lower than in 2010. Hay production
continued to occur throughout Wyoming in 2012. Top producing counties were Fremont (84,200
tons), Sublette (66,800 tons), Lincoln (61,500 tons), and Uinta (46,700 tons), in western
Wyoming, followed by Platte (39,800 tons) in the southeast part of the state. Most of the hay
produced was alfalfa. Hay farming has evolved to the point where most individual harvests are
completed by one or two workers, using machinery that produces and hauls very large bales. Few
operations still rely on workers to haul 60–80 pound bales, and fewer still free-stack their hay
without baling it. As a result, the traditional need in this area for workers has greatly diminished
over time.
The number of acres producing oats, at 30,000, remained the same as in 2011, but was still nearly
12 percent below 2010. Also, this was only 14.1 percent of the historic high that occurred in
1930. Oat harvest figures dropped substantially (62.2 percent) from the bushel output achieved in
2011, and was 60.3 percent below that of 2010. Production figures, by county, were not
available. Oats are machine produced in Wyoming.
Winter wheat acreage remained constant in 2012 at 150,000, compared to 2011, but was still 9.1
percent below 2010. However, production in 2012 (3,000,000 bushels), dropped 32.2 percent,
compared to 2011 (4,420,000 bushels), and was 35.4 percent below the 2010 level (4,640,000
bushels). Figures for individual Wyoming counties were not available. Most wheat farming is
done by machines.
Sugarbeet acreage in 2012 (31,800) increased 2.6 percent, compared to 2011 (31,000), and was
4.1 percent higher than in 2010 (30,500). Production was also up in 2012 (895,000 tons
compared to 859,000 in 2011 and 821,000 in 2010). Major sugar beet producing counties were
Park (305,000 tons), Big Horn (250,000 tons), Washakie (204,000 tons), Platte (43,900 tons),
Goshen (40,900 tons) and Fremont (38,000 tons). Ironically, Goshen County and the City of
Torrington – where sugar processing occurs – have a lesser involvement in the production of
sugarbeets.
Sugarbeet production was a reliable source of employment for MSFWs until about 2010.
Producers began using herbicides to control weeds, which limited the work that had been
available to the workers. As a result, employer feedback, through the outreach program,
indicated there was a dwindling need for the workers seasonally. Those conditions have
continued since the 2010–2011 time period.
(ii) A review of the previous year’s MSFW activity in the state.

Estimate the agricultural labor employed in each of the crops identified in item (i)
above. Estimate the number of MSFWs involved in each, and indicate crop areas that
experienced labor shortages.
Again in PY 2013, DWS checked a number of sources, in an effort to obtain data about labor
involvement and labor shortages in Wyoming agriculture. These included the U.S. Department
of Agriculture (USDA), Wyoming Farm Bureau, the Wyoming Department of Agriculture,
county Agricultural Extension Offices, Motivation Education and Training (MET) – the WIA
Section 167 NFJP grantee in the state, and DWS’ own Research and Planning Division, which
produces data for the Bureau of Labor Statistics, etc. No data were found that would enable
DWS to reliably estimate labor involvement, on the basis of crop types, for either MSFWs or
non-MSFWs. USDA, in its 5-year census, does provide data showing the number of MSFWs
working in each county. Possibly, that data could be used to extrapolate outcomes, such as the
two that are requested here. However, the most recent available census data is still only 2007.
Since then, the state has experienced a reduced need for labor in the production of Wyoming
crops, making those data questionable for the current time period. The 2012 census data won’t be
available until later in 2014.
USDA survey results do indicate the level of workers hired in jobs that are 150 days or more, and
149 days or less, by major region. Also, these results are available for recent time periods.
Wyoming is in the Mountain 1 Region, along with Idaho and Montana. Results for the 149-daysor-less group consistently show between 5,000 and 10,000 workers, over recent years, for the
entire region and depending on the time of year. Wyoming’s use of temporary agricultural
workers is a smaller portion of this pie. In PY 2012, Wyoming job orders totaled 242, for 696
positions. A total of 1,896 people applied for the openings. Thus far in PY 2013, there have been
172 job orders for 572 positions. A total of 655 people have applied for those positions.
DWS will continue to seek meaningful data that would enable the agency to accurately identify
MSFW worker numbers in Wyoming and enable agency representatives to understand the
workers’ needs. The State of Wyoming is not designated by ETA as a Significant State, for
MSFW purposes. Also, none of Wyoming’s local One-Stop centers are designated as Significant
Local Offices. Estimates of the number of migrant and seasonal farmworkers (MSFW) in the
state have been consistently low.
(iii) A projected level of agricultural activity in the state for the coming year.
Identify any changes from last year's crop activities as described in item (ii) above.
DWS receives requests from employers to post temporary agricultural job orders. In PY 2010
through PY 2012, the agency respectively received 193, 238, and 242 such job orders from
Wyoming employers, of which 38, 67, and 48 respectively were related to crop activity. Thus far
in PY 2013, job orders, are down 11.1 percent, compared to this time period in PY 2012.
However, crop-related job orders are up by 19.4 percent (37 compared to 31). For the coming
year DWS does not expect that agricultural activity will change much from what it has been in
recent years. PY 2013 has been a better year for moisture in Wyoming. However, it is
anticipated that agricultural employers will continue using herbicides to control weeds, and will
continue to utilize agricultural machinery in their operations, which will negatively affect
opportunities for MSFWs.
With regard to long-term forecasts, the Research and Planning Division of the Wyoming
Department of Workforce Services estimates continuing job reductions in the category of
Farmworkers and Laborers, Crop, Nursery, and Greenhouse workers, over the 10 year period
between 2012 and 2022. The percent change from 2012 to 2014 is projected to be -18.1 percent,
while from 2012 to 2022, the change is projected to be -90.6 percent. On the other hand,
Farmworkers, Farm and Ranch Animal positions are expected to increase by 28.0 percent over
the ten-year period. This may seem impressive, but the actual numbers are small.
(iv) A projected number of MSFWs in the state for the coming year, which must take into
account data supplied by WIA Section 167 National Farmworker Jobs Program
(NFJP) grantees, other MSFW organizations, employer organizations and federal
and/or state agency data sources such as the U.S. Department of Agriculture and the
Employment and Training Administration.
MSFW data and outcomes are compiled by DWS’ Wyoming at Work System into a Migrant
Indicators of Compliance (MIC) report. Because the MIC data come from the Wyoming at Work
system, which is the same data source that is used to compile the Wagner-Peyser (W-P)
reports, the MIC figures are the same as those that would be reported in the ETA 9002 series
reports to the Employment and Training Administration.
The Wyoming at Work system reports that there were 53 migrant farm workers, 2 migrant food
processing workers, and 184 seasonal workers who registered in the system between July 2012
and June 2013. The Wyoming at Work labor management system is known to have a reporting
issue involving its identification of MSFWs who used the system. As a result, user counts have
been inflated and are not considered reliable. The data gathering questions in the system are in
the process of being redesigned and it is anticipated that they will be more accurate in PY 2014.
The State Monitor Advocate contacted the field office of Wyoming’s WIA 167 NFJP grantee,
Motivation, Education, and Training (MET), Migrant Health of Wyoming, the DWS Powell
Workforce Center, Torrington Workforce Center, and the U.S. Department of Agriculture
regarding the number of MSFWs who were in Wyoming during 2013. The Monitor Advocate
attempted also to obtain input from the Torrington Middle School, which runs a summer program
for MSFW children. However, those attempts were not successful as of the time this plan was
drafted.
USDA census data from 2007 showed a total of 257 MSFWs throughout the state. However, the
number of MSFWs has been confirmed to be decreasing since Wyoming employers began using
herbicide-protected crops in about 2010. Estimates of MSFWs served in the Big Horn Basin, by
both DWS and MET, indicate that less than 50 have been served, thus far, in PY 2013. MET’s
MSFW definitions differ from those used by DWS. Met is allowed to consider a two-year period
when determining if a worker qualifies as a MSFW, so actual counts may differ somewhat. DWS
will continue to work with MET to identify MSFWs and to provide needed services to them.
The Park County School District no longer has a summer school program for MSFW families.
Therefore, that district was not contacted for information about workers in the area.
The Torrington Middle School, in Goshen County, did not respond to DWS’ request for
information for the PY 2014 plan. However, the Torrington Workforce Center and the State
Monitor Advocate will continue to coordinate with the school, for the purpose of identifying
MSFWs and providing needed assistance. The school has held a yearly summer school program
for MSFW children, which are defined as such by the Wyoming Department of Education.
In Calendar Year 2013, Wyoming’s Migrant Health Program served a total of 118 households
belonging to MSFWs. Of these, 70 were classified as Seasonal Worker households and 41 were
Migrant Worker households. The other seven households were unexplained. A total of 495
individuals, including men, women, and children, were served by the Migrant Health Program
during the year.
Some of the individuals served by the Migrant Health Program may not be actively participating
as Migrant Workers or Seasonal Workers, per se. Small children are among those served.
Nevertheless, this association with Migrant Health represents a good opportunity for DWS to
potentially identify workers through referrals and other means. DWS will work to strengthen this
cooperative effort in PY 2014.
Based on the data from these combined sources, DWS projects MSFW numbers for PY 2014 to
range between 100 and 200 workers – most of whom will be in the Big Horn Basin; the location
of the Cody, Powell, and Worland Workforce Centers. The Powell Center, which is near the
local offices for both MET and the Migrant Health Program, will be the key contact point.
MSFW numbers are expected to be affected again by farmers’ use of herbicides and machinery in
the production of their crops.
B. Outreach Activities. The local offices outreach activities must be designed to meet the
needs of MSFWs in the state and to locate and contact MSFWs who are not being reached
through normal intake activities.
The plan for the proposed outreach activities must include:
(i) The goals for the number of MSFWs who will be contacted during the program year by
W-P staff. The plan should also include the number of MSFWs who will be contacted
during the year by other agencies under cooperative arrangements. These numerical
goals must be based on the number of MSFWs estimated to be in the state in the
coming year, taking into account the varying concentration of MSFWs during the
seasons in each geographic area, the range of services needed in each area and the
number of W-P and/or cooperating agency staff who will conduct outreach.1
DWS does not retain a full-time agricultural outreach worker, due to the lack of MSFWs who are
believed to be in the state, even during summer crop-growing months. The Agency stopped
doing that in 2011, when it was realized that significant numbers of workers were no longer
coming to Wyoming. Agricultural outreach is now done from Wyoming’s workforce centers
(American Job Center Network and One-Stop centers), by assigned workforce specialists, as part
of their overall duties. As mentioned earlier in this plan, it is felt that Wyoming at Work system
reports of MSFW are probably overstating the population. Efforts are being undertaken to
improve the accuracy of the reports.
The Department recognizes there is still a trickle of MSFWs who come into the state seeking
employment and training opportunities. Therefore, DWS will utilize a memorandum of
understanding with MET, the NFJP grantee, to facilitate information sharing and coordination of
services to MSFWs. Also, the Department will continue to contact other organizations that are
known to serve MSFWs, including the Migrant Health Program, English as a Second Language
(ESL) organization, and Wyoming’s school districts and schools. DWS will work with these
organizations as much as possible, to identify MSFWs and reach out to the workers. The
workforce specialists who are assigned to conduct MSFW outreach will, along with the State
Monitor Advocate, be the individuals who will work with MET and other MSFW service
providers.
It is difficult to set numerical goals for the number of MSFWs who will be contacted during the
year, due to the circumstances mentioned in this plan. However, DWS feels that a goal of 50 –
100 is reasonable in PY 2014, for the Department.
(ii) An assessment of the resources available for outreach that includes:
1. The number of SWA staff positions the state will assign to outreach activities. The
assessment must indicate the full-time equivalent positions for each local office to
which staff must be assigned, and the number of staff assigned to the state office
for this purpose.
The Department of Workforce Services does not plan to assign full-time agricultural outreach
positions to any of its Workforce Centers, due to limited anticipated MSFWs in the state and
planned budget cuts for the state fiscal year, beginning July 2014.
2. Where the number of SWA staff positions assigned to outreach activities is less than
in the prior year, please provide an explanation for the reduction and the expected
effect of the reduction on direct outreach activities, as indicated in 20 CFR
653.107(h)(3)(i).
The number of SWA staff positions assigned to outreach activities has not changed since
before PY 2012. DWS does not plan to have a full-time or seasonal outreach worker in PY
2014.
3. The resources to be made available through existing cooperative agreements with
public and private community service agencies and MSFW groups. (States are
encouraged to initiate cooperative agreements with WIA Section 167 NFJP
grantees for outreach position.)
The Department of Workforce Services will coordinate with the WIA Section 167 NFJP
grantee, MET, to identify MSFW needs, and to facilitate or provide intensive services and
training services. This will be facilitated by a Memorandum of Understanding. Cooperative
agreements are not anticipated with other public or private community service groups.
Nevertheless, DWS does plan to engage other groups for the purpose of identifying and
assisting MSFWs.
(iii) The tools which will be used to conduct outreach contacts, including personal contact,
printed matter, videotapes, slides, and/or cassette recordings.
DWS will employ printed materials and personal contacts through community opportunity fairs,
and migrant health fairs, etc. to conduct outreach with workers and their families. Efforts will
also be made to visit identified workers at their work locations and to assist them using available
technology.
C. Services Provided to MSFWs through the American Job Center (AJC) Network. The plan
must provide specific information on how core, intensive, and training services required
under WIA Title I will be provided to MSFWs through the AJC network (previously
referred to as the One-Stop Career Center system). States should provide information on
how MSFWs will be provided staff-assisted services and how MSFWs will be served in an
electronic environment in the AJCs and/or affiliate sites. States should consider how they
will enable these AJC customers to advance their skills and be competitive in a local,
regional and global economy.
Core workforce services will continue to be offered to workers through the Wagner-Peyser (W-P)
program. These may be received in person at the workforce centers. Also, W-P services are
available electronically through the Wyoming at Work system. This system is available in Spanish.
In-person services will include assistance in registering for work in the Wyoming at Work system,
resume preparation and repository, job matching, labor market information, skills testing, and career
planning. Consideration, on a need basis, will be given to the provision of services to workers in the
workplace. Priority of service for Veterans, which is enforced through federal and state policies, will
be provided to MSFW.
Staff-assisted services, including WIA intensive services and training, are offered at the workforce
centers. As needed, these will be taken to workers in their workplace too. The services are
coordinated between programs, based on eligibility. Through the centers, workers will also have
access to the full array of other services provided by DWS and its partners.
Core, intensive, training, and supportive services are also provided by MET and it is anticipated that
the grantee will continue to provide these services to MSFW during the PY 2014. MET has
coordinated training services at Northwest College in Powell, Wyoming, and truck driver training
with Sage Technical Services. MET also has its clients register in Wyoming at Work, and refers the
workers to DWS, according to the needs of the workers. DWS will coordinate with MET in the
provision of services.
D. Services Provided to Agricultural Employers through the AJC Network. The plan must
describe efforts that will be taken to provide services to agricultural employers in states
with an adequate supply of U.S. workers and in those states where a shortage of workers is
anticipated. The services provided to agricultural employers can be incorporated into the
section of the WIA/W-P plan on serving employers in general.
The Department’s workforce centers have contact with agricultural employers and provide services to
them, including job order preparation, job matching, and employer seminars. Although it is
anticipated that there will continue to be a reduced demand for MSFWs in Wyoming, DWS will work
with crop growers to ascertain and fulfill their needs for workers.
Employers who participate in the H-2A Temporary Agricultural Program also have direct contact
with DWS and the State Monitor Advocate, or else through their agents. It is anticipated that this
contact will continue through the PY 2014 plan period.
E. Data Analysis.
(i) Previous year’s history (based on Program Year (PY) 2012 data):
Number of agricultural job orders and openings received,
In PY 2012, DWS processed 387 agricultural job orders, of which 149 were for interstate employers.
A total of 216 were posted in connection with the H-2A program. The combined positions offered
through H-2A and non-H-2A job orders were 1,010 and 1,991 applications were received. Only 264
applicants applied for 216 H-2A job orders. Total H-2A positions to be filled were 674.
Number of agricultural job orders filled,
A total of 74 applicants were reported by staff as being hired during PY 2012. It is probable that
other, non-reported, applicants were also hired. Also, some of the positions that were filled could
have been for job orders that were posted prior to PY 2012.
Percent to be filled,
Approximately 7.0 percent of vacancies were filled in PY 2012 (74 of 1,010 openings.)
Number of interstate clearance orders received, and
A total of 149 interstate job orders were received from other states and processed in the Wyoming at
Work system, during PY 2012. Of that number, 129 were H-2A.
Number of interstate clearance orders initiated.
All but one H-2A job order initiated in Wyoming, during PY 2012, were also sent to labor supply
states for entry into their systems, for a total of 86. The job order that was not sent was totally filled
in Wyoming. It is believed that no non-H-2A agricultural job orders were sent to other states for
recruitment.
(ii) Plan for upcoming year (based on estimated data):
Number of agricultural job orders expected to be received,
DWS anticipates that agricultural demand for workers will remain constant in PY 2014, with possibly
even a small amount of growth, even though the long-term demand for crop workers is expected to
decrease. Demand should still exist for sheepherders, as well as other livestock workers, and
equipment operators, etc. Therefore, the Department anticipates it will process approximately 465
agricultural job orders in PY 2014. This number includes orders from other states.
Number of agricultural job orders projected to be filled,
DWS will seek to increase the number of agricultural job orders for which a placement occurs in PY
2014. It is currently working with Geographic Solutions regarding reporting capabilities in the
Wyoming at Work System, which will enable the Department to better track performance for this
outcome. Also, better utilization of local and intrastate recruitment, as a part of the state’s
Agricultural Recruitment System, are expected to help. The Department understands that this will be
challenging to accomplish, especially given the high number of H-2A job orders in the mix. H-2A
employers have exhibited a strong tendency to want to employ foreign workers who have worked for
them in past years. Because of this, low wages, and required experience levels, the number of
workers applying for the H-2A positions is decreasing. The ratio of applicants to each open H-2A
position, for the years PY 2010, PY 2011, PY 2012, and so far in PY 2013 are shown below.
Program Year
2010
2011
2012
2103
Interstate H-2A
Applicant Ratio
0.16
0.12
0.24
0.13
Wyoming H-2A
Applicant Ratio
1.02
0.81
0.51
0.25
Total H-2A
Applicant Ratio
0.72
0.57
0.39
0.22
DWS is aware of this situation and is working with employers, their agents, and job applicants to
assure that domestic workers have opportunity to be employed.
Inasmuch as the number of positions available for each job order is not a one-to-one ratio, it is
difficult to project how many actual job orders will be filled. A single job order may request workers
for dozens of positions. There are no known data in Wyoming that measure the number of job orders
where every position is completely filled. However, DWS will seek to improve on the percentage of
applicants placed, which is measured.
Percent to be filled,
The Wyoming at Work system is showing a placement rate, thus far, of 8.9 percent in PY 2013,
which is an improvement over PY 2012. However, the percentage is for all placements; not just
agricultural placements. As mentioned earlier in this plan, the system has used inflated numbers in
calculating MSFWs. With the introduction of new policies and procedures this spring and increased
outreach to MSFWs, DWS anticipates that placements will be higher. DWS proposes to monitor
referral outcomes more closely, as well as increase coordination with employers in the recruitment of
workers, to facilitate accomplishment of the goal.
Estimated number of interstate clearance orders the state will receive, and
Nearly all of the interstate clearance orders, which Wyoming receives from other states, are H-2A
requests. As in previous years, the majority of PY 2013 clearance orders have come from Montana.
A few orders have also been received from Washington, Utah, Colorado, Nebraska, and Oregon.
Based on recent activity, Wyoming estimates that it will receive about 244 of these orders during PY
2013, of which approximately 200 have already been received. PY 2014’s counts are expected to be
about the same.
Estimated number of interstate clearance orders the state will initiate.
DWS is in the process of writing Agricultural Recruitment System policies and procedures that are
expected to result in more interstate clearance orders, as well as better utilization of local and
intrastate recruitment. The rules will prescribe interstate recruitment as the course of action to take,
when local and intrastate recruitment do not furnish enough workers to satisfy the needs of
employers. DWS estimates that a high percentage of intrastate job orders could need to be posted
with other labor supply states, because of the fact that less than 10 percent of all PY 2012 job orders
were filled locally or through intrastate recruitment. Inasmuch as locally created non-H-2A job
orders numbered 155 in PY 2012, it is estimated that Wyoming could expect the need to recruit
interstate for at least 100–150 of its Wyoming-originated job orders, even with improved performance
in PY 2014.
The number of PY 2013 H-2A interstate job orders, from Wyoming to other labor supply states, thus
far is 0.03 percent higher than at the same time in PY 2012. H-2A employers have a tendency to
repeat participation each program year. A few employers will opt out of participation, while others
will start for the first time. As of the beginning of March 2013 (PY 2012), Wyoming’s interstate H2A job orders totaled 84. For the same period in PY 2013 the total is 87. The tally for PY 2014 is
expected to be similar, possibly a little bit higher.
F. Other Requirements.
(i) State Monitor Advocate. The plan must contain a statement that indicates that the
State Monitor Advocate has been afforded the opportunity to review and comment on
the PY 2014 AOP.
The State Monitor Advocate position resides in the Employment and Training Division of the
Wyoming Department of Workforce Services. This Agricultural Outreach Plan was prepared for
the Department by the Monitor Advocate.
(ii) Review and Public Comment. The plan must provide information indicating that WIA
Section 167 NFJP grantees, other appropriate MSFW groups, public agencies,
agricultural employer organizations and other interested employer organizations, have
been given an opportunity to comment on the state AOP. Include the list of
organizations from which information and suggestions were solicited, any comments
received, and state responses to those comments.
The Wyoming Department of Workforce Services is observing the requirement to make the
proposed plan available to the NFJP Grantee, public agencies, agricultural employer
organizations, and other organizations expressing an interest in the plan. This is being done, as
required, at least 45 days prior to the expected submission date of the plan to the Region IV
Administrator, Employment and Training Administration, U.S. Department of Labor. A 30-day
comment period is being provided to these parties.
1 The
numerical goals that must be included in the agricultural outreach plan are in reference only to the proposed outreach
activities and are not negotiated performance targets.