Program Years (PY) for The Workforce Investment Act of 1998 (WIA) and Wagner-Peyser (W-P) Act, and for W-P Agricultural Outreach

Transcription

1 Program Years (PY) for The Workforce Investment Act of 1998 (WIA) and Wagner-Peyser (W-P) Act, and for W-P Agricultural Outreach Submitted by The State of West Virginia AGENCY CONTACT: RUSSELL L. FRY, ACTING EXECUTIVE DIRECTOR TELEPHONE: Executive Division 112 California Avenue Charleston, WV 25305

2 TABLE OF CONTENTS SECTION I. STATE WORKFORCE STRATEGIC PLAN Governor s Vision....4 West Virginia s Goals...6 Economic and WorkForce Information Analysis..6 State Strategies/Cross-Program Strategies/Partnerships.. 14 Leveraging Resources 18 Policy Alignment.21 Desired Outcomes Table 1 Optional Table for State WIA/W-P Performance Indicators and Goals. 22 SECTION II. STATE OPERATIONAL PLAN Overview of the Workforce System Organization State Board..26 Local Areas Local Areas Map Operating Systems and Policies Supporting the State s Strategies Services to State Target Populations Wagner-Peyser Agricultural Outreach (WorkForce West Virginia s Agricultural Services Plan PY 2012) 39 Services to Employers WIA Single-Area States Only Additional WIA Title I Requirements (Optional) WIA Waiver Requests Trade Adjustment Assistance (TAA)

3 SECTION III. INTEGRATED WORKFORCE PLAN ASSURANCES AND ATTACHMENTS Assurances and Attachments (1-7) Planning Process and Public Comment Assurances and Attachments (8-23) Required Policies and Procedures Assurances and Attachments (24-34) Administration of Funds Assurances and Attachments (35-38) Eligibility Assurances and Attachments (39-42) Personnel and Representation Attachment to Assurance Attachment to Assurance Attachment to Assurance Attachment to Assurance 24a Attachment to Assurance Attachment to Assurance Attachment to Assurance Attachment to Assurance Statement of Assurances Certification Attachment A Program Administration Designees and Plan Signatures 141 3

4 SECTION I. STATE WORKFORCE STRATEGIC PLAN Governor s Vision Developing a workforce that is able to respond to changing economic conditions requires a nimble and effective workforce training program. West Virginia is committed to that goal. The economy of our state is diverse. West Virginia is home to the production of chemicals and polymers. We have an expanding automotive, aerospace, bioresearch and biometrics industry. We manufacture wood products, machinery and transportation equipment, fabricated and primary metal products. We are home to a growing number of printing and fulfillment operations. All of those industries are important and we are committed to offering productive training programs that will allow each of those industries to grow and flourish in our state. While we will aggressively support every job creating opportunity in West Virginia, the next five years hold the potential for real growth from a very traditional economic engine of our state. West Virginia is an energy state. Maintaining our workforce to assure our continued leadership and expanding it to take advantage of new opportunities in related fields, is of paramount importance to our state. The state s abundant natural resources and positive business climate for energy development allows us to be a leader in energy production. West Virginia leads the nation in net interstate electricity exports. The state accounts for nearly one-third of U.S. coal production east of the Mississippi River and over one-tenth of total U.S. coal production. West Virginia has more estimated recoverable coal reserves at producing mines than any other state except Wyoming. Natural gas reserves in West Virginia are abundant. The state is the only state in the eastern United States that produces more natural gas than it consumes. New strategies for extraction are opening new opportunities. The Marcellus shale rock formation is believed to contain more than 50 trillion cubic-feet of recoverable natural gas. The Utica formation is likewise thought to hold vast reserves of natural gas. Additionally, West Virginia is the site of one of the largest wind turbine farm in the eastern United States. We believe our state can be a major force in achieving energy independence for America. West Virginia is focused on remaining a dominant player in energy production. In a recent survey of 135 worldwide locations by the Fraser Institute, West Virginia ranked as the sixth most attractive location in the world for oil and gas development. We believe West Virginia s contributions to the nation s energy supply, if fully utilized, can assist the United States in achieving energy independence. The unique characteristics of the Marcellus Shale gas region provides our state and this region of the nation other significant opportunities for value added product development and manufacturing. A huge reserve of ethane contained within the Marcellus gas, once properly converted to other derivatives, provides the feedstock to manufacture a huge array of chemicals and polymers and ultimately finished consumer goods. The investment in the infrastructure to accomplish that end-goal as well as the advanced manufacturing that could be a by-product of that effort presents new workforce development demands for West Virginia. 4

5 West Virginia continues to compete for the development of ethane steam and catalytic crackers as part of the infrastructure build-out that will support this opportunity. However, huge investments in pipeline development and the construction and operation of plants to manufacture ethane derivatives and other finished products must also be part of our workforce development goals. Strategies to foster the development of a deeper pool of appropriately prepared natural gas support and downstream industry workers include targeted training through Shale Net, Community and Technical Colleges (CTCs) and Career and Technical Schools. WorkForce West Virginia will continue to assist in the recruitment of currently available workers with existing skill sets necessary for this work. They will also work to identify and address skill gaps in the workforce that has potential and inclination. Workforce development in this particular area will include short-term training to meet immediate needs and long term training to include the cultivation of professional positions in legal services and engineering support. CTCs are increasing student recruitment efforts for chemical processor training and other advanced manufacturing programs such as mechanical and electronic processes, called mechatronics. A greater focus on STEM (Science, Technology, Engineering and Math) education is part of the effort to prepare our students for a more highly technical and skilled work environment. Following the recommendation of the state Workforce Investment Council, WorkForce West Virginia has also partnered to promote training in the technical skills needed for these industries. An example of these new initiatives, WorkForce West Virginia has joined the West Virginia Development Office and the West Virginia Community and Technical College System on a statewide campaign called EarnMoreWV.com. The EarnMoreWV campaign showcases high-demand manufacturing careers such as drafting, machine tool technology, chemical plant operation and mechatronics (a combination of mechanics and electronics engineering) that pay $40,000 or more and the two-year training programs that can help job seekers secure these careers. One of our goals is to help ensure job development and workforce readiness is a priority throughout West Virginia. We do this by supporting strong partnerships between employers and workforce development agencies. West Virginia has issued 40,000+ WorkKeys Career Readiness Certificates. WorkKeys measures skills in the areas of Locating Information, Reading for Information and Applied Mathematics basic skills that are required in the workplace. More than 110 West Virginia employers have used WorkKeys as part of their hiring process. In July 2012, West Virginia expanded our efforts to include the National Career Readiness Certificate program. Current and prospective employers can review the certification rate of our workforce online at In addition, the state Workforce Investment Council has provided guidance on workforce development efforts, specifically encouraging more career development in K- 12 education and additional promotion of technical careers and education. If we are to harness the opportunities for employment and economic growth this administration believes the state council s recommendations need to be a part of existing and new statewide initiatives ensuring that West Virginia has a skilled workforce to meet current and emerging employer needs. 5

6 West Virginia s Goals As articulated in the Governor s Vision, West Virginia will focus on these goals in the next five years: Goal One: Develop a workforce that is able to respond to changing economic conditions with nimble and effective workforce training programs. Goal Two: Develop a broader pool of appropriately prepared natural gas support and downstream industry workers in West Virginia to take full advantage of economic opportunities in the emerging Marcellus Shale industry. Goal Three: Promote technical training and education among students and job seekers to prepare West Virginia workers for a more highly technical and skilled work environment. Goal Four: Ensure job development and workforce readiness is a priority throughout West Virginia. Economic and WorkForce Information Analysis West Virginia s Economy in 2011 The year 2011 brought declining unemployment rates as well as growth in both the civilian labor force and total nonfarm payroll employment to West Virginia. This provided evidence that the State is slowly recovering from the recession. The average unemployment rate stood at 8.0 percent in 2011, down from an average of 9.1 percent in The average civilian labor force stood at 799,900, a gain of 17,600 from 2010, and the first over-the-year growth in the civilian labor force since West Virginia s total nonfarm payroll employment, a measure of the number of jobs within the State, averaged 753,900 in 2011, up 7,800 from The goods-producing sector added 4,400 jobs, with gains in all three major industry sectors: mining and logging, construction, and manufacturing. The service-providing sector added 3,400 jobs, with gains in trade, transportation, and utilities; information; professional and business services; educational and health services; and leisure and hospitality. Financial activities, other services, and total government saw employment declines over the year. Total government (20.1%) made up one-fifth of the State s total nonfarm payroll employment, followed by trade, transportation, and utilities (17.9%); educational and health services (16.3%); leisure and hospitality (9.7%); professional and business services (8.3%); other services (7.3%); manufacturing (6.6%); mining and logging (4.5%); construction (4.4%); financial activities (3.6%); and information (1.4%). In 2011, 35 counties reported average unemployment rates higher than the State rate of 8.0 percent. The six counties with the highest unemployment rates were Calhoun (12.6%); Roane (12.6%); Hancock (12.0%); Mason (12.0%); Clay (11.9%); and Wetzel (11.9%). Twenty counties reported average unemployment rates at or below the State rate. Monongalia County had the lowest unemployment rate in the State in 2011 at 5.3 percent. Three of the seven workforce investment areas had average unemployment rates higher than the State rate in Workforce Investment Area 5 had the highest unemployment rate at

7 percent followed by Workforce Investment Area 4 (9.9%), and Workforce Investment Area 1 (8.3%). Four workforce investment areas reported average unemployment rates lower than the State rate. These included Workforce Investment Area 2 (7.7%); Workforce Investment Area 7 (7.6%); Workforce Investment Area 3 (7.0%); and Workforce Investment Area 6 (7.0%). Data from the Quarterly Census of Employment and Wages indicate slight growth of 1.4 percent in covered employment between 2010 and The average employment in the State rose 9,566 in 2011 to 701,871, the highest level since The average weekly wage rose $26.73, or 3.7 percent in Per capita personal income expanded approximately 4.6 percent between 2010 and 2011 in West Virginia compared to an average increase of about 4.3 percent in the United States. Per capita income grew by $1,471 over the year to a level of $33,513. The State s growth rate in per capita personal income exceeded that of 33 other states and the District of Columbia. Industry and Occupational Projections West Virginia West Virginia s economy can be divided into 11 major sectors: mining and logging; construction; manufacturing; trade, transportation, and utilities; information; financial activities; professional and business services; educational and health services; leisure and hospitality; other services; and total government. Between 2010 and 2020, many of these sectors will see sharp employment declines, while others will contain intense growth. The following narrative will take a sector-bysector look at growing and declining industries. Many construction industries are expecting growth between 2010 and 2020, as the State continues its recovery from the crippling recession. Construction of buildings, heavy and civil engineering construction, and specialty trade contractors should all see employment growth. Current construction projects within West Virginia include wholesale or retail trade facilities in Kanawha and Berkeley counties and bridge construction on the Kanawha River in two locations in Kanawha County. Employment in nearly all manufacturing industries in West Virginia is expected to continue to decline through Both chemical and steel manufacturing industries have suffered major employment losses over the past few decades and are anticipating additional losses in the near future. However, two industries, plastics and rubber products manufacturing and transportation equipment manufacturing, are actually anticipating employment growth through The major sector of trade, transportation, and utilities appears a mixed bag of employment growth and decline. Growth is anticipated in both merchant wholesalers durable and nondurable goods; motor vehicles and parts dealers; health and personal care stores; general merchandise stores; miscellaneous store retailers; nonstore retailers; truck transportation; pipeline transportation; and warehousing and storage. However, employment declines are expected in furniture and home furnishings stores; food and beverage stores; gasoline stations; clothing and clothing accessories stores; air transportation; rail transportation; water transportation; and transit and ground passenger transport. 7

8 Much of the information sector not associated with the Internet should see employment declines through This includes publishing industries and broadcasting (except Internet). Employment growth is expected, however, for Internet service providers, Web search portals, and data processing services. Several industries within the financial services sector are anticipating employment growth, including credit intermediation and related activities; insurance carriers and related activities; real estate; and rental and leasing services. The professional and business services sector should see slow, steady growth throughout the next few years. Industries within this sector expecting growth include professional, scientific, and technical services; administrative and support services; and waste management and remediation services. Coal mining in overall decline as oil and gas extraction grows Within mining and logging, notable employment declines are predicted for the forestry and logging and coal mining industries. Despite recent employment gains in coal mining, the longterm trend in employment for this industry is for an overall decline, as advances in extraction equipment lessen the need for more miners. Also, many areas of the State have seen mines play out, or close down as a result of government regulation or safety issues. One type of mining, however, oil and gas extraction, is expecting employment growth, as exploration of the Marcellus Shale gas field continues. The overall effect on specific industries in West Virginia due to activity within the Marcellus Shale gas field is becoming more evident as an examination of the most recent forty-eight month interim confirms. Data from the Quarterly Census of Employment and Wages (QCEW) reveal employment and wages, at least for two specific industry sectors, have risen appreciably in some areas of the state. Statewide, employment in oil and gas extraction core industries in 2011 has grown by 917, which represents an improvement of 9.5 percent since The average wage has increased by more than $8,100 during this period from a level of $61,898 to an annual average pay of $70,082 in Primary employment and wage growth, however, has occurred in two industry sectors. (1) Establishments engaged in the construction of oil and gas pipelines, mains, refineries, and storage tanks have shown significant increases over the past four years. Employment in this sector stood at 1,276 in 2008 and in 2011 had grown by more than 50 percent to a level of 1,920. Wages during this period grew by approximately 18.9 percent from an average wage of $60,329 in 2008 to an average wage of $71,723 in (2) Similarly, businesses engaged in support activities such as excavation, well surveying, running and cutting casings and other well work showed employment and wage gains. In 2008 statewide employment was recorded at 2,782 and by 2011 had reached a level of 3,793. This represents an increase of more than 36 percent. Wages for this industry in the interim increased more than 28 percent from an average wage of $46,615 in 2008 to a level of $59,969 in Though both industry sectors include oil and gas in their definition of activities, there can be no doubt the recent upswing in activity within the two can only be attributed to measurable activity in the Marcellus Shale gas field. Employment and wage activity within the seven state workforce investment areas was somewhat mottled at best. Of the six core oil and gas industry sectors in workforce investment area 1, there were some modest wage gains while total employment fell by more than 39 percent. Although total employment grew less than 5 percent in WIA 2 and average wages improved by 20% one core sector 8

9 revealed a marked expansion in the four-year analysis. The drilling of gas wells in 2008 employed 14. By 2011 this activity employed 178, a gain of more than one thousand percent. Only time will tell if other core oil and gas extraction industries show similar gains within this WIA. In a comparable manner, WIA 3 total employment lost 397 (-19%) over the four years. However, the oil and gas pipeline and related structures sector grew by 303 in this period, a gain of more than 168 percent. WIA 4 has a less impressive story to tell by posting a total employment loss of 409 in the analysis. As in WIA 3, the oil and gas pipeline and related structures sector provided some improvement by expanding modestly (+2%) adding nine jobs. WIA 5 revealed some development in nearly all core sectors with total employment expanding by 78 to a level of 232. The most notable gains occurred in support activities for oil and gas operations where employment increased from 2 in 2008 to a level of 68 in The average wage improved as well from $21,862 to $60,350 over the four years. This represents an improvement of more than 176 percent. Workforce Investment Area 6 is, as the saying goes, where the action is. Of the 10,580 total employees in the state engaged in some form of oil and gas extraction, 4,275 or 40 percent of the workforce labor in this area. The region has increased its total employment by more than 1,000 over the four-year analysis, representing an increase of approximately 31 percent. Most notably, however, the sector of support activities for oil and gas operations has expanded more than 112 percent, boosting employment by 1,106. The average wage has expanded 42 percent from a wage level of $44,968 in 2008 to a level of $63,889 in Lastly, WIA 7 s involvement with this industry has been negligible, employing only 27 over all the core sectors in this region. Clearly, the early influence of the Marcellus Shale activity is centered in Workforce Investment Area 6. This is expected to continue in the months ahead with more measured growth anticipated in other regions of the state. Educational and health sector services needs increasing The educational and health services sector is the third-largest employment sector in the State, nipping at the heels of the trade, transportation, and utilities sector. West Virginia s aging population solidifies the need for more health care workers. Sizeable growth is expected in most industries within this sector, including ambulatory health care services; hospitals; nursing and residential care facilities; and social assistance. Within some areas of the State, population growth will increase the need for additional educational services employees; but overall, educational services will actually see employment declines. Both nationally and statewide, service-providing industries are growing, and leisure and hospitality industries are contributing to that growth. West Virginia is expecting growth in amusement, gambling, and recreation industries; accommodation; and food services and drinking places. The other services sector should see growth in repair and maintenance; personal and laundry services; and religious, grant making, civic, professional, and similar organizations. Despite employment declines in total government between 2010 and 2011, employment is forecast to increase at the federal, state, and local levels through Health-related occupations will cover a broad spectrum Between 2010 and 2020, West Virginia is expected to see a significant number of annual openings and considerable growth in a variety of health-related occupations that cover a wide range of training requirements. Occupations such as medical assistants, dental assistants, and 9

10 pharmacy technicians require moderate-term on-the-job training and are found on this list of demand occupations for the State. Growing health-related occupations requiring post-secondary vocational training include nursing aides, orderlies, and attendants; licensed practical and licensed vocational nurses; and emergency medical technicians and paramedics. Growing health-related occupations that require a college degree include medical records and health information technicians, radiologic technologists and technicians, registered nurses (all requiring at least an associate degree); medical and health services managers, (requiring at least a bachelor s degree), and pharmacists (requiring a first professional degree). Other growing occupations requiring some sort of on-the-job training include construction laborers; correctional officers and jailers; carpenters; restaurant cooks; social and human services assistants; parts salespersons; and customer service representatives. Growing occupations requiring post-secondary vocational training include insurance sales agents; fitness trainers and aerobics instructors; and automotive service technicians and mechanics. Lastly, growing occupations requiring a college degree or higher include paralegals and legal assistants; computer support specialists; secondary school teachers; accountants and auditors; and lawyers. Demographics of the State s Economy Age The West Virginia population by age group is broken down into seven categories. Ages 16 to 19 years old are estimated to number 98,922, with 37.1 percent in the labor force and 28 percent employed. The estimated unemployment rate for the group is approximately 24.5 percent, the highest rate among all age groups. Many teenagers have difficulty finding employment because of a lack of experience, and because some employers are unable or unwilling to hire teens due to strict labor laws and the inconvenience of scheduling around school functions. Ages 20 to 24 year olds number an estimated 117,068. Of these, 67.7 percent are in the labor force with an estimated 58.1 percent employed. The corresponding unemployment rate is 13.8 percent. Ages 25 to 44 years old are estimated to be 462,676, the largest number among all age groups. Approximately 75.7 percent are in the labor force with 70.1 percent being employed. The unemployment rate for this group is 7.0 percent. Ages 45 to 54 are counted at 278,952, with 71.2 percent in the labor force. Approximately 67.9 percent are employed and their unemployment rate is 4.5 percent. Persons 55 to 64 years of age number 249,831, with 51.3 percent in the labor force and 49.4 percent employed. The unemployment rate for this age range is 3.6 percent. The number of West Virginians 65 to 74 years of age is estimated to be 157,038, with 10

11 16.7 percent in the labor force and 16.3 percent employed. The unemployment rate for this age group is 2.3 percent, the lowest among all age groups. There are an estimated 134,124 West Virginians 75 years of age or older, with 3.8 percent in the labor force and 3.6 percent employed. The unemployment rate for this group is 4.7 percent. Disability According to the United States Census Bureau s American Community Survey , West Virginia s total civilian non-institutionalized population 16 years of age and older is estimated to be 1,476,801, with 330,999 having a disability and 1,145,802 having no disability. The percentage of those with some form of disability who are employed is 18.7 percent. The number of West Virginians 25 and over holding less than a high school diploma or its equivalent is approximately 17.2 percent. Of these West Virginians who did not graduate from high school, it is estimated that 33.5 percent have a disability while 11.7 percent have no disability. The percent of the population 25 and over with some college or an associate degree totals approximately 24.4 percent with 17.9 percent having a disability and 26.6 percent who do not. The portion of the population 25 and older who hold a bachelor s degree or higher is reported to be 17.5 percent, with 7.3 percent estimated to have a disability and 20.8 percent estimated to have no disability. The West Virginia population age 16 and over, for whom the poverty status was determined during the survey, is estimated to be 1,459,775. Of this group, 333,206 are estimated to have a disability and 1,129,569 having no disability. Approximately 16.0 percent of this total civilian non-institutionalized population was below 100 percent of the poverty level, with an estimated 24.3 percent of that number having a disability and 13.5 percent having no disability. Those at 100 to 149 percent of the poverty level registered at 10.5 percent, of which 16 percent are estimated to have a disability, while 9 percent are listed as having no disability. Persons who are at or above 150 percent of the poverty level are estimated at 73.5 percent. The number of people in this group estimated to have a disability is 59.7 percent, while 77.5 percent had no disability. Future Job Skills and Education Assessment Both the national and West Virginia economies have been moving from a manufacturing-based economy to a service-based economy for many years now. That trend is expected to continue for at least another decade. This does not mean there will be few or no jobs available in the State s manufacturing sector, but rather that the growth in service sector industries is significantly stronger and faster. Based on long-term occupational projections through 2018, there are three key categories of job skills that have been analyzed: Knowledge Base, Content Skills, and Generalized Work Activities. They are defined as follows: 11

12 Knowledge Base: A learned sets of facts and standards required by many work situations. Content Skills: Learned capabilities that allow workers to master and perform the specific activities of their jobs. Generalized Work Activities: The types of tasks that are common to many jobs. Service-based, health and technical occupations skills needed At the statewide level in West Virginia, the Knowledge Base with the greatest expected demand is in Customer and Personal Service, followed closely by Psychology, English Language, Medicine and Dentistry, Education and Training, and Mathematics. These are all key areas in service-based occupations. Some of the greatest job demand will continue to occur in the Healthcare and Social Services industries. The preponderance of technical Knowledge Base categories coincides with the expanding utilization of technology in the workplace. The job prospects for those trained in highly technical skills are expected to be very high. Literacy and communication top skills gaps Across West Virginia, the content skill with greatest expected demand and gap is Reading Comprehension. In fact, literacy and communication skills top the list in this category, comprising three out of the top five Content Skills. Reading Comprehension is followed by Critical Thinking, Active Listening, Speaking, and Active Learning. Generalized Work Activities The Generalized Work Activity with the greatest expected demand, by a large margin, is Establishing and Maintaining Interpersonal Relationships. Once again, this emphasizes the significant growth in service-sector industries and the importance of communications skills in the job market. Other high-demand activities include Identifying, Organizing and Planning Work; Monitoring Processes; and Updating Job Knowledge. Given the increasing adoption of technology in the workplace, the ability to continually update one s job skills is becoming more and more critical. Skills Summary Service-sector industries have been expanding for many years and are expected to have the highest growth over the next decade. The demand for service-oriented job skills (Customer and Personal Service, Service Orientation, and Interpersonal Relationships, etc.) reflects that expectation. Additionally, communication skills, such as Reading, Listening, Speaking, and Writing will have the highest skills gap, as will jobs requiring technical skills, which are expected to have some of the strongest job growth over the next decade. It will also be very important for the vast majority of the State s workforce to continuously upgrade, expand, and improve their existing job skills to remain competitive as technology becomes even more entwined in the workplace environment over the coming years. 12

13 Education According to the latest data from the United States Census Bureau, West Virginia ranks last in percent of population age 25 years or older with a bachelor s degree or higher. As of 2010, 17.5 percent of West Virginians age 25 and older have a bachelor s degree or better compared to 28.2 percent nationally. While this percentage seems low, much of it is due to the structure of the State s economy. Looking at a comparison of distribution of jobs by the minimum educational requirement, in many ways West Virginia s economy mirrors the national economy, except for a few key differences. West Virginia jobs tend to require a slightly higher percentage of employees with a master s degree relative to the nation and a slightly lower percentage of employees with a doctoral, professional, or associate degree. More substantially, approximately 12.5 percent of the occupations within the State require a bachelor s degree compared to 15.5 percent of all jobs nationally. Conversely, about 6.4 percent of the jobs in West Virginia require a post-secondary non-degree award compared to 4.6 percent nationally. Similarly, 7.1 percent of West Virginia jobs require long-term on-the-job-training compared to 4.9 percent at the national level. West Virginia s population holds relatively fewer bachelor s degrees. This is partially because the State s economy has fewer jobs that require a bachelor s degree. Instead, West Virginia has a proportionally higher demand for jobs that require post-secondary certification (such as LPNs, paramedics, HVAC technicians, and automotive technicians, etc.), and for jobs that require long-term on-the-job-training (such as trade-skills occupations like carpenters, plumbers, law enforcement officers, and industrial machinery mechanics). The workforce distribution by education is expected to change only slightly over the remainder of the decade (see Table 4). Table 1 - Distribution by Minimum Education and Training Requirement Education Title 2008 Estimate 2008 % of Workforce 2018 Estimate 2018 % of Workforce First Professional Degree 10, % 11, % Doctoral Degree 6, % 7, % Master's Degree 15, % 16, % Bachelor's or higher degree, plus work experience 28, % 28, % Bachelor's Degree 70, % 74, % Associate Degree 39, % 44, % Postsecondary Vocational Training 50, % 53, % Work experience in a related occupation 65, % 66, % Long-term OJT 56, % 58, % Moderate-term OJT 144, % 146, % Short-term OJT 301, % 308, % 788, ,790 According to the 2010 Census, approximately 188,677 West Virginians age 25 to 64 have attained a bachelor s degree or higher, with 85.0 percent in the labor force (160,303) and 82.4 percent employed (155,499). As displayed in Table 4, about 131,574 jobs required a bachelor s 13

14 degree or higher in That number is expected to increase to 137,607 by West Virginia s workforce is showing a slow and gradual increase in the number of jobs requiring a college degree. Although the numbers clearly indicate there are more West Virginians in the labor force with a bachelor s degree or higher than there are jobs where a college degree is the minimum requirement, the employability and market competitiveness of those holding a college degree is much higher. In fact, the unemployment rate for West Virginians with a bachelor s degree or higher was just 2.7 percent in 2010, significantly lower than the annual average rate of 8.5 percent in 2010, and dramatically lower than the rate of 12.3 percent for people with less than a high school diploma (see Table 5). Table 2 Employment Status by Educational Attainment (2010 U.S. Census Bureau) Educational Attainment Total Estimate In Labor Force Employed Unemployment Rate Less than a high school graduate 136, % 35.8% 12.3% High School Graduate or GED 410, % 61.7% 6.1% Some College or Associate degree 255, % 70.3% 5.4% Bachelor s degree or higher 188, % 82.4% 2.7% A secondary benefit of having a strong labor supply of highly educated and technically skilled people is that it attracts business development and encourages companies to locate their operations within the State. State Strategies to Meet Goals Strategies to support the four goals outlined in the Governor s Vision are included throughout this plan. Expansion of cross-program partnerships as outlined below will be key in meeting goals in the coming years. Goal One: Develop a workforce that is able to respond to changing economic conditions with nimble and effective workforce training programs. To effectively respond to workforce needs, we must have early knowledge of worker skill gaps. To improve communication with employers, WorkForce West Virginia business consultants will join business groups in their areas and report back on new employers and expansion that are in development phases. The Workforce Investment Council business members will be a valuable resource in identifying skill gaps and making training recommendations. WorkForce will work more closely with the West Virginia Economic Development Office, as that assistance includes identifying workforce needs for prospective employers. WorkForce West Virginia will continue to work closely with K-12 educators and post-secondary education to develop training programs to meet workforce needs. The State Workforce Planning Council, established by executive order in 2005, includes executives from WorkForce West Virginia; 14

15 the West Virginia Development Office; the West Virginia Community and Technical College System; the West Virginia Department of Education; the West Virginia Higher Education Policy Commission; and the West Virginia Department of Education and the Arts. The monthly meetings will allow education and workforce to survey workforce needs on a statewide basis to improve service and avoid duplication in addressing worker training programs proactively. Goal Two: Develop a broader pool of appropriately prepared natural gas support and downstream industry workers in West Virginia to take full advantage of economic opportunities in the emerging Marcellus Shale industry. Labor Market Information indicates that oil and gas extraction in West Virginia is expected to grow by nearly 10 percent over the coming decade. The increase will be in laborer and production-related positions as well as professional positions in such areas as legal services and civil engineering. WorkForce West Virginia will be a leader in meeting the job demands of Marcellus Shale. The agency is a founding member of a new industry coalition, the Just Beneath the Surface Alliance. As a member of the Training Steering Committee of the Alliance, WorkForce West Virginia will work with employers to educate local high school students and teachers about the many career opportunities in the oil and gas industry and training available through the State s Community and Technical Colleges and Career Technical System. The importance of developing technical job skills in West Virginia is noted in the State s skills gap analysis. West Virginia is a member of the Shale Net program funded by the Department of Labor, Employment and Training Administration. Its mission is to design a comprehensive recruitment, training, placement, and retention program for high priority occupations in the natural gas drilling and production industry. WorkForce West Virginia will actively recruit workers ShaleNet and other oil and gas training programs. The agency has dedicated a page on its web site at to Marcellus Shale job openings, trainings and events. We will continue to be a statewide resource for employment and training in this emerging industry. Goal Three: Promote technical training and education among students and job seekers to prepare West Virginia workers for a more highly technical and skilled work environment. The state Workforce Investment Council has made the promotion of technical training and education in West Virginia top priority. In fact, council member input has been an important part of this plan. Council responses indicated a need for industry-driven advanced manufacturing training. Top projected industry needs include Manufacturing Engineering Careers, Energy Manufacturing Industry, Telecommunication Industry, Transportation Manufacturing, and Metalworking Industry. Invest in our Advanced Manufacturers. Fund advanced training apprenticeship and other training courses that will create a highly skilled work force for our future success. Look beyond West Virginia for strategies that have worked. Realize that just because West Virginia has thousands of workers registered for work with WorkForce West Virginia that does not mean that those individuals, though they may have been laid off from manufacturing, are candidates for today s manufacturer. Many of these workers do not possess the advanced manufacturing skills required, one council member said. 15

16 Technical training resulting in certification or a two-year associate s degree is an appropriate emphasis in West Virginia. As stated in the Labor Market Information section of this plan, West Virginia s population holds relatively fewer bachelor s degrees. This is partially because the State s economy has fewer jobs that require a bachelor s degree. Instead, West Virginia has a proportionally higher demand for jobs that require post-secondary certification (such as LPNs, paramedics, HVAC technicians, and automotive technicians, etc.), and for jobs that require longterm on-the-job-training (such as trade-skills occupations like carpenters, plumbers, law enforcement officers, and industrial machinery mechanics). One current example of the initiatives WorkForce will foster in the years ahead is a ground-breaking collaboration with West Virginia Development Office and the West Virginia Community and Technical College System to promote in-demand manufacturing careers. The campaign, called EarnMoreWV, promotes high-paying technical careers in West Virginia and the local training opportunities for those jobs to this age group and will award two scholarships for CTCs. The campaign features fast-paced videos and a colorful website ( highlighting employment in Chemical Processing; Computer Aided Draft and Design; Mechantronics (working with electronic and mechanical systems) and Welding. Goal Four: Ensure job development and workforce readiness is a priority throughout West Virginia. This is the most challenging goal for West Virginia, as it will require us to reach beyond our historic workforce partners and make workforce readiness a shared goal in all West Virginia communities and families. West Virginia must work to overcome a serious challenge to workforce productivity: substance abuse. In , West Virginia was one of the top ten states for rates in several drug-use categories among young adults age 18-25: past-year use of cocaine; past-month use of illicit drugs other than marijuana; and illicit drug dependence. (Source: National Survey on Drug Use and Health (NSDUH), ) WorkForce West Virginia took a major step in confronting this problem when we became the second state in the nation to require drug screening for WIA-funded training programs. The agency is a member of the Governor s Substance Abuse Task Force and is taking the lead in creating an employer coalition for the new Governor s Drug Free Workforce program. WorkForce West Virginia will expand its work with state agencies, partners and communities to educate West Virginia employers and job seeker about the high cost of drug abuse in our economy. WorkKeys Documents West Virginia s Job Readiness Another critical element in making job readiness a priority in West Virginia will be the expansion of the WorkKeys Career Readiness Certificate. Our labor market research indicates that, across West Virginia, the content skill with greatest expected demand and gap is Reading Comprehension. In fact, literacy and communication skills top the list in this category, comprising three out of the top five Content Skills. Reading Comprehension is followed by Critical Thinking, Active Listening, Speaking, and Active Learning. 16

17 WorkKeys measures skills in the areas of Locating Information, Reading for Information and Applied Mathematics basic skills that are required in the workplace and skills that are the lacking in our workforce. More than 110 West Virginia employers have used WorkKeys as part of their hiring process. WorkKeys is working in West Virginia. In partnership with the West Virginia Department of Education, West Virginia Career and Technical Colleges, and WorkForce West Virginia, more than 40,000 WorkKeys Career Readiness Certificates have been issued in the state. Of note is that 63 percent of the certificates issued in West Virginia are at the Silver level. This is strong documentation that our workforce has a skill set that may not be reflected in the attainment of formal education. Moreover, job seekers feel validated when they receive a certificate signed by West Virginia s Governor. As one WorkKeys recipient told us: I ve never gotten a certificate for doing well on a test before this. WorkForce West Virginia will continue to promote WorkKeys national certification in the state, and the documented skill levels of certificate recipients will become part of an online database that employers can search at Health care and professional services remain a workforce priority Our labor market information indicates that jobs in health related services in the state will increase significantly by 2020, as West Virginia is expected to see considerable growth in a variety of healthrelated occupations that cover a wide range of training requirements. Clearly, we must continue to train workers to fill this need. In the last few years, training in health professions and related sciences has been the top choice among Workforce Investment Act and Trade Adjustment Assistance participants. The challenge for West Virginia will be meeting the needs of growing health-related occupations that require a college degree, including medical records and health information technicians, radiologic technologists and technicians, registered nurses (all requiring at least an associate degree); medical and health service managers, (requiring at least a bachelor s degree); and pharmacists (requiring a first professional degree). Working with our partners in K-12 education and career training, we will inform students of the benefits of advanced education and of the skills needed to be successful in these areas. WorkForce West Virginia will be facilitator and communicator of workforce solutions WorkForce West Virginia will continue to be a leader in marketing workforce services and solutions. The WorkForce West Virginia site has the highest traffic on the West Virginia Department of Commerce s nine-agency web platform. From January to August 2012, the agency website at had 1.7 million page views an average of 215,000 page views per month. Website visitors spent the most time on our Find a Job pages. WorkForce West Virginia also has Facebook and Twitter accounts, where job openings posted with WorkForce West Virginia are updated weekly. The agency will continue to develop new electronic marketing efforts to build web traffic and attract new audiences. We will increase awareness of good paying Middle Skill jobs that require some training or a two-year degree and pay as much as $40,

18 In the next five years, West Virginia will focus on developing new services to meet the demands of emerging workforce needs - such as improving and increasing on-line services for employers and job seekers. We will work closely with employers to fill job openings through targeted recruitment fairs and marketing. Social media has become an effective tool for notifying job seekers of openings and training opportunities, and we will focus on emerging social media trends to market our services. Veteran Services Another new partnership provides employment and training support for West Virginia s military personnel and veterans. Thousands of West Virginia troops are returning home to a tough job market and economy. Thanks to a ground-breaking partnership in West Virginia, returning troops, active military personnel, and veterans have access to a single, comprehensive list of resources at a website designed specifically for them. The website, includes links to local, state, federal and private sector assistance for service members in the areas of employment, training and education, benefits, healthcare, and family resources. It offers guidance in converting military experience toward civilian careers, and it provides career development information for service members who are unsure about their next steps in employment. Partners in WVMilitaryConnection.org include WorkForce West Virginia; Employer Support of the Guard and Reserve; West Virginia Veterans Assistance; the United States Department of Labor Veterans Program; West Virginia National Guard; West Virginia Community and Technical Colleges; West Virginia Higher Education; and the United States Veterans Administration. WVMilitaryConnection.org received the Southern Growth Policies Board 2012 Innovator Award, which recognizes initiatives that have achieved success important in the area of education and workforce development. Leveraging Resources WVMilitaryConnection has leveraged new resources to meet workforce needs. During meetings of the partners, it was revealed that military veterans with extensive truck driving experience while in the military could not have those skills translated into certifications from the West Virginia Department of Motor Vehicles. This was a long-standing obstacle dating back to World War II! The WVMilitaryConnection partners formed a task force and in October 2012, the WV Military CDL Initiative pilot program was launched with a grant from the WV Department of Education s Division of Technical, Adult and Institutional Education. Under the pilot, 20 military personnel received on-site instruction at a local Career Technical facility. We expect the pilot to be instituted statewide, giving our military veterans credit for their driving experience while meeting a significant workforce need for CDLs in West Virginia. WorkForce Investment Boards and WorkForce West Virginia Career Centers throughout the State are reinventing their customer flow to respond to these current and emerging expectations by integrating service delivery and increasing training options that respond to the customers needs. WorkForce West Virginia Centers are working with several educational and workforce partners to develop integrated workshops (including Wagner Peyser, WIA Title I, Veterans and Social Service agency customers). The Hit-the-Ground Running, Excel and Spokes workshops can help all customers with earning a General Education Diploma (GED), refresh basis skills, and improve computer and keyboarding skills. The integrated services are a means of leveraging resources to serve our universal customer. 18

19 TANF Participants Receive Valuable Work Experience All seven of our Workforce Investment Board (WIB) regions have participated in delivering services for many of the Department of Health and Human Service (DHHR) programs in the state of West Virginia. The state Workforce Investment Act created an Interagency Collaborative Team (ICT). The ICT includes policy makers from state agencies involved in workforce development who are required to meet monthly. When stimulus funding became available, the relationship established by the ICT provided a forum for WorkForce West Virginia and WV DHHR to develop new and mutually beneficial workforce development initiatives. Those new collaborations included a Summer Youth Employment Program; Employment Subsidy Program; Supplemental Nutrition Assistance Program and an Excel Career Club. The Summer Youth Employment Program provided temporary work experience during the summer months for the Temporary Assistance for Needy Families (TANF) eligible youth between the ages of 14 and 21. The first priority was to focus on assisting TANF Work Eligible Recipients between the ages of 18 and 21.The WIB s role was to advertise and promote the program, as well as recruit employers and low income youth to participate in the program. The employment was 100 percent subsidized by WV DHHR. Job activities were varied, and included manufacturing, clerical, and warehouse-related work. The Program allowed youth to earn money to spend at their discretion. Older youth were placed with private sector employers, and many obtained permanent employment with that employer following their work experience. The work experiences also included a Job Readiness curriculum that focused on career exploration, work ethics, and job seeking skills. The lessons learned from the new partnership were numerous. Local DHHR staffs made visits to the One-Stops and were impressed by the assistance clients were receiving, such as job readiness training, including resume preparation and mock interviews, as well as job search and job matching with employers. DHHR staff was able to take this information back to their clients informing them of the resources available through the One-Stops. The Employment Subsidy Program (ESP) was a win-win for all. The task of working directly with employers to place DHHR clients in jobs was administered by the Workforce Investment Boards with assistance from the One-Stop Partners. Because they had previous experience working with the employee sector, they were able to quickly identify those employers who would hire clients. Proactive services will help inmates after release In another initiative resulting from Interagency Collaborative Team (ICT) meetings, WorkForce West Virginia and local workforce investment boards partnered with the Division of Corrections (DOC) in their respective regions to identify and work with ex-offenders being released to participate in the work release program. The Division of Corrections established four locations (Beckley, Charleston, Huntington and Parkersburg) with the ultimate goal of transitioning ex-offenders into employment. WorkForce West Virginia staff were very active at these facilities assisting DOC staff in placing exoffenders into employment through the utilization of core services. WorkForce West Virginia staff referred ex-offenders with barriers to employment to mandated partners for services. Increasing employment awareness and partnering with DOC staff and other One-Stop partners allowed One-Stop Career Centers to establish goals and objectives for this program. The primary goals were to prevent recidivism among ex-offenders; enhance public safety and save tax payers money; make better 19

20 use of the limited resources by heightening awareness of all partner services available; and establish more coordinated and comprehensive care-managed methods of supervision. This integrated approach was achieved by leveraging resources from mandated partners in day-report centers, which assisted exoffenders in transitioning back into society. We will continue to expand our partnership with the Division of Corrections with on-site services and proactive measures that inform inmates of workforce services before their release so that they have strong workforce connections and support immediately upon release. West Virginia s Apprenticeship Team WorkForce West Virginia will use its website to expand marketing of apprenticeship programs to job seekers statewide. The links will allow participants to review fact sheets on the different crafts and trades available in West Virginia. This will increase the number of job seekers entering apprenticeship programs in West Virginia and increase the number of local unions utilizing our services. Broadband Grant Will Lead to New Partnerships and Technolocy WorkForce West Virginia was the recipient of nearly $2 million in competitive grant funding from the United States Department of Commerce s Broadband Technologies Opportunity Program (BTOP) in This grant was to modernize and convert the existing WorkForce resource centers in most field offices into Public Computer Center (PCCs) throughout the State. In addition to these technology upgrades, WorkForce West Virginia partnered with AARP to provide volunteers in many offices to assist in the PCCs. There were also grant-funded marketing efforts to enhance the visibility of the PCCs within the One-Stops. Although this equipment was provided for general public use, it was and continues to be prioritized for WorkForce tasks such as job search activities, resume creation, KeyTrain preparatory work, and WorkKeys testing. Over the past year, these new broadband capabilities resulted in additional use. For example, several successful remote interviews were accomplished using the Skype videoconferencing stations. Statewide average weekly usage exceeded 4,000 user sessions in the second quarter of The broadband project will allow us to place broadband computers with new partners, including 41 rural libraries, National Guard Armories, and Army Reserve centers expanding our services to youth and Veterans. In response to a new initiative called Reconnecting McDowell, WorkForce West Virginia has partnered with the WV Department of Education s Division of Technical and Adult Education to open a new public computer center in Welch with ten wireless broadband stations. Reconnecting McDowell is a comprehensive, long-term effort to make educational improvement in McDowell County. Partners from business, foundations, government, nonprofit agencies and labor have committed to seeking solutions to McDowell s complex problems poverty, underperforming schools, drug and alcohol abuse, housing shortages, limited medical services, and inadequate access to technology and transportation. We will continue to build new partnerships through the use of the public computer centers, as we are working with the WV Higher Education Policy Commission to provide online college courses and other training at the centers. 20

21 Policy Alignment West Virginia has issued various policies and guidance notices that support the coordinated implementation of the State s strategies to avoid duplication of services. Policies that were in existence but were rewritten in the past year are as follows: Accessibility for Individuals with Disabilities Eligibility of Training Providers Conflict of Interest Eligibility, Registration, and Service Assignment Policies that were newly developed in the past year are as follows: Priority of Service Assistance to Local Areas Appeal Process Designation of Local Workforce Investment Areas Availability of Public Notices Public Access to Board Meetings Local Workforce Investment Board Provisions Incentives and Sanctions On-the-Job National Emergency Grant Our goal throughout the next year is to revisit the following older policies and determine if they should be updated. WIA Grievances and Complaints Universal Access, Service Eligibility Certified Training Provider List Local Plan Submission Memorandums of Understanding Certification of One-Stop Operators On-the-Job Training Customized Training Monitoring and Oversight In addition to targeting the above existing polices for revisions, West Virginia will also continue to explore issues that may necessitate the development of new policies to enhance streamlined service delivery. Desired Outcomes A waiver permits WorkForce West Virginia to replace the 17 performance measures under WIA Section 136(b) with the common measures. WorkForce West Virginia has not established additional indicators or system measures beyond those required by programs authorizing statutes. Performance detailed in Table 1 (Optional Table for State WIA/W-P Performance Indicators and Goals), below, is for PY10. 21

22 Table 1 Optional Table for State WIA/W-P Performance Indicators and Goals WIA Requirements at Section 136(b) Adult: Entered Employment Rate Employment Retention Rate Average Six-Month Earnings Certificate Rate Dislocated Workers: Entered Employment Rate Employment Retention Rate Average Six-Month Earnings Certificate Rate Youth Common Measures: Placement in Employment or Education Attainment of Degree or Certificate Literacy and Numeracy Gains Previous Year Performance 76.4% 86.8% 11,397 N/A 79.9% 92.0% 17, N/A 67.3% 63.2% 66.3% Performance Goal 78% 85% 10,200 82% 91% 13,000 62% 56% 51% W-P Requirements at Section 13(a) Entered Employment Rate Employment Retention Rate Average Six-Months Earnings Previous Year Performance 54% 81% 13,236 Performance Goal 58% 80% 11,000 West Virginia was issued a waiver due to Common Measures 22

23 SECTION II. STATE OPERATIONAL PLAN Overview of the WorkForce System Organization Since the creation of the Workforce Investment Act, WorkForce West Virginia has been actively involved with the partners to develop a strong integrated workforce delivery system. While integration has always been a priority for the Executive Director for WorkForce West Virginia, there are other compelling reasons for the strategy on how to develop a true integrated system. West Virginia continually improves its service delivery system to benefit the State s citizens and businesses. Continuous improvements allow WorkForce West Virginia to focus on the needs of the State s citizens as well as develop and deliver programs that will aid citizens in their efforts to find and secure employment in the State. WorkForce West Virginia pinpoints the One-Stop System as the vehicle to provide seamless services to its customer base. These centers have been branded with the WorkForce West Virginia Career Center name to provide instant recognition for citizens in all corners of the State. To realize success, all vested partners will agree to share goals, information and cost sharing, and be committed to the system mission and efforts to achieve those goals. The State establishes the following goals: provide seamless delivery of a full array of services regardless of the partner agency or funding stream; position the comprehensive centers as the primary locality where businesses and job seekers will receive services in an efficient and integrated manner; become proficient at assessing job seekers to identify barriers or skills gaps and provide effective onsite or on-line services; and recruit and engage motivated partners who identify community needs to create an effective business plan. The business plan will ensure the centers serves the needs of business and identify methods to overcome: Employment, reemployment and training needs of unemployment compensation claimants; The under-employed; Dislocated workers (including the trade-impacted dislocated worker and displaced homemakers); Low-income individuals (including recipients of public assistance); migrant and seasonal farmworkers; Veterans; Individuals with limited English proficiency; Homeless individuals; Ex-offenders; Older workers; Individuals training for nontraditional employment; and Individuals with multiple challenges to employment. State organization effectively distributes workload. The state organization is structured to effectively distribute the workload. The Executive Director has three Deputy Executive Directors see organizational chart below. 23

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