Stand Alone Modified State Plan Program Year 2020 to 2023 - Workforce Development Division Senior Community Service Employment Program
←
→
Page content transcription
If your browser does not render page correctly, please read the page content below
Workforce Development Division Senior Community Service Employment Program Stand Alone Modified State Plan Program Year 2020 to 2023
Contents
Introduction ……………………………………………………………………………………. 3
Section I.
Economic Projections and Impact ……………………………………………………… 4
Section II.
Service Delivery and Coordination …………………………………………………... 11
Section III.
Location and Population Served, including Equitable Distribution ………………....... 20
Exhibits …………….………………………………………………………………………… 25
Page 2 of 25
Introduction Governor David Ige delegated the State of Hawaii, Department of Labor and Industrial Relations, Workforce Development Division (DLIR, WDD), as the State agency responsible for the administration and oversight of the State SCSEP funds in Hawaii. DLIR has the responsibility of developing and submitting the SCSEP State Plan and elected to do a stand-alone SCSEP State Plan. This State Plan is designed to ensure that the State, Local Workforce Development Boards, employers, and a variety of social service, economic development, education, and training entities, among others, collaborate to improve SCSEP services. Hawaii SCSEP is committed to providing unemployed low-income individuals 55 years of age and older an opportunity to engage in useful community service activities which may foster their individual economic self-sufficiency and increase their ability to secure unsubsidized employment. Page 3 of 25
I. Economic Projections and Impact. A. Discuss long-term projections for jobs in industries and occupations in the state that may provide employment opportunities for older workers. (20 CFR 641.302 (d)). (Alternately, states may discuss this in the economic analysis section of strategic plan, if submitting a Unified or Combined State Plan.) On July 2020, the State Department of Labor and Industrial Relations published the “Employment Projections for Industries and Occupations, 2018-2028”1, which reports the long-term projections by industry and occupation for the State. The industries in this report are classified by the North American Industry Classification System (NAICS) codes. Compared to other reports published in the past, the use of major industry divisions were not used. Instead, a detailed list of industries were used to identify targeted industries that are in alignment with the Governor’s economic priorities. Also contained in this report are the employment projections by occupation as classified under the Standard Occupational Classification (SOC) codes. Please see exhibits 1 and 2 for the most updated data and statistics statewide which incorporated the changes impacted by the onset of the COVID-19 pandemic and the states shutdown in 2020. The statistics and charts from this report will be referenced in this section of the modified state plan. There have been drastic changes in the projected employment opportunities and economic conditions from the last time the State’s stand-alone plan was submitted in the Spring of 2020. The State of Hawaii’s primary source of income is the visitor sector that spans several industries, such as service, transportation and retail trade. The real balancing act during the pandemic has been between the economy and our health. Our state was reported to have lowest infection rates, morbidity, and deaths in the nation due to the pandemic, however, it did not go unnoticed from an economic viewpoint. Although Hawaii was one of the safest states to reside in, the closure of the visitor sector hit Hawaii hard. Current projects that were allowed to continue such as the filming industry was not enough for our State to be competitive. One industry that helped keep Hawaii’s economy afloat was the construction industry. The industry had a record bond sale of $1.88 billion, this trend will likely continue throughout the next couple of years. This information helps us gauge the types of available jobs for our participants. When looking at the projected job openings and job growth of the major occupational groups, we also look at the work experience and job training requirements by education level when finding relevant job openings for older persons who are at or below the 125% federal income guideline. The table figure below is a projection chart in the section of the long-term projection report called “Openings by Educational Level”. 1 A workforce product funded by a grant awarded by U.S. Department of Labor’s (DOL) Employment and Training Administration. This report it produced biennially and provides long-term industry and occupational projects for the State of Hawaii. It uses actual 2018 employment as the base year and projects out to 2028. Page 4 of 25
Of the total amount of modified slots allotted to the state for the Senior Community Service Employment Program (SCSEP), and of the Program Year 2020 enrollees, 6% had an 8th grade or lower education level; 15% have a high school level education but did not attain a diploma; 33% have a high school diploma or equivalent; 2% have an associates degree; 12% have a bachelor’s degree; 3% have a master’s level degree; and none were reported to have attained a doctoral degree. This helps us gauge our services to continue providing customized individual employment plans (IEP) and transitional plans that help our SCSEP service providers (also known as operators) and the SCSEP participants navigate the different services available to them. The two charts below are the long-term projections for occupations with the newest jobs forecasted and the occupations with the most job openings. The jobs that are projected to grow are in the service-providing industries most specifically education and health services; trade, transportation, and utilities; and leisure and hospitality. The minimal education qualifications vary from no formal education and high school diplomas in entry level positions at a minimum rate of pay, to professional and scientific positions with bachelors or higher at a higher rate of pay than minimum. Page 5 of 25
Page 6 of 25
When analyzing the characteristic traits and demographics of our participants collectively throughout the state, we are looking to identify the most relevant job openings that are within the scope of the participant’s education level and work experience placement during their time in SCSEP. We are aiming to gauge more job specific roles around the current labor market information to offer participants a glance of what is available in the workforce and strategize the work experience services. As employers are reaching out to the Department of Labor and Industrial Relations (DLIR) for assistance in finding skilled candidates to fill job vacancies, our goal is to recommend our participants to compete for the jobs while our operators advocate more connection and build enough momentum and interest to discuss and plan out the possibility of utilizing on-the-job training (OJT). Some of these jobs are experiencing mass resignations, especially those industries in the leisure and hospitality industry, we may be able to meet a need for the employer by recommending our SCSEP participants for hire. B. Describe how the long-term projections discussed in the economic analysis section of strategic plan relate to the types of unsubsidized jobs for which SCSEP participants are trained and the types of skills training to be provided. (20 CFR 641.302 (d)) There is a projected increase of job openings that will require education or training that are short term on-the-job training or moderate term on-the-job training, SCSEP is well suited to meet these projected job needs. The training and support that SCSEP participants receive, builds and broadens their skills and work experience that are necessary to compete for positions in the areas identified above. This is especially true in the demand occupations needing only basic skills, which many of participants are currently working in as their community service assignments. Through the combined counseling and support of the SCSEP participant’s host agency supervisors together with the SCSEP operator’s employment subject matter experts, they build the much needed self- confidence and learn to overcome the various barriers to employment. SCSEP participants can be considered as a valuable pool to assist in addressing the State’s projected labor market needs in the short and long-term future. By utilizing the transferrable skills gained through a SCSEP participants community service assignments such as aides in adult day care facilities and senior centers, the participants may qualify to pursue work in a related occupation as personal and home care aide, nursing aid, or nursing attendant. Participants assigned to parks or gardens may use their experiences and training to pursue work as landscapers, groundskeepers, custodians, or janitors. Participants who have been placed into assignments related to food service may pursue occupations in cafeterias, food concessions, coffee shops, or restaurants. Participants placed in an office setting may gain the skills to pursue jobs as general office clerks, receptionists, or customer service positions. The participants may also transition from their community service assignments into unsubsidized placements as maids, housekeepers, or maintenance personnel thus addressing some of our areas of projected labor shortages. Page 7 of 25
Many of our participants enter the program with few marketable skills and multiple barriers to employment. For some, participation in the program represents their initial step to working outside of their household and/or their first attempt at employment in an unfamiliar environment or community. These individuals are unaware of the types of jobs available or the skills necessary to adequately compete in the labor market. Many do not know how or where to look for employment, how to fill a job application or how to conduct themselves during a job interview. Most participants do not possess basic computer knowledge or skills necessary to seek and apply for employment. To address these needs, SCSEP participants have been provided acculturation assistance, orientation to the world of work, financial management training, job search skills training, introduction to computers, and short-term vocational trainings such as certified nurse aide training, landscape/maintenance training, clerical skills training, along with supportive counseling and referrals to supportive services. C. Discuss current and projected employment opportunities in the State (such as by providing information available under §15 of the Wagner-Peyser Act (29 U.S.C. 491-2) by occupation), and the types of skills possessed by eligible individuals. (20 CFR 641.325(c)). The economic analysis of Hawaii’s Labor Market reported in the “Hawaii Labor Market Dynamics 2020” 2 report published in September 2021, has determined that the largest occupational group, food preparation and serving related occupations, will lead the State in creating 5,450 jobs and 16,030 projected annual openings between 2018 and 2028. This amount includes new job plus 2 The Hawaii Labor Market Dynamics report analyzes economic and labor market data during the COVID-19 pandemic in 2020 along with the trends over the past decade. Data for 2021 is included when available to trach the recovery from the “COVID effect”. Page 8 of 25
openings that are occurring with the “great resignation”3 as residents leave or transfer out of one type of occupation into another type of occupation. The fastest growing occupational group will be healthcare support, expanding by 19.2 percent as it produces 3,990 new jobs. Healthcare practitioners and technical occupations will follow with 10.7 percent growth and 3,5030 added jobs. To measure supply and demand in our labor market, the number of people who were unemployed were compared to the number of potential candidates registered in HireNet Hawaii to the number of online job openings. Please see figure 31 above. 3 The Great Resignation also known as the Big Quit is a term coined by Anthony Klotz, a professor of management at Mays Business School at Texas A&M university, who predicted the mass exodus in may 2021. This is an economic trend in which employees voluntarily resigned from their jobs en masse. Page 9 of 25
In table 3. above, the top 25 best opportunities in the state which was configured by using the projected growth of detailed occupations and applying specific criteria to narrow down the list. This was to help jobseekers in their job search or career choices and to aid educational and training providers in developing relevant training programs. The criteria to produce the list of best job opportunities from the report used a minimum employment level of 100 in 2018; positive job creation from 2018-2028; above average employment growth rate during 2018-2028; and median annual wages of $46,680 or higher in 2020. In comparing the top 25 opportunities with the educational backgrounds of our PY 2020 participant enrollees as referenced in section I., A. of this modification plan, the list supplies opportunity for relevant experience and education requirements that SCSEP participants possess, furthermore, alluding to the possibility of positive employment outcomes for currently enrolled and future participants. The automation index captures an occupation’s risk of being affected by automation in the future. This information was provided by the licensed-based EMSI website: www.economicmodeling.com. 56% of this list requires no education to high school diplomas; 40% of jobs require a postsecondary or bachelor’s degree; and 4% requires a master’s degree. Page 10 of 25
II. Service Delivery and Coordination
A. Provide a detailed description of what actions will be taken to coordinate SCSEP with other
programs, including:
1. Actions to coordinate activities of SCSEP grantees with WIOA Title I programs, including
plans for using the WIOA one-stop delivery system and its partners to serve individuals aged 55
and older. (20 CFR 641.302(g),641.325(e))
Memorandum of Understanding (MOU) and Infrastructure Agreements (IFA):
The American Job Centers (AJC) and WIOA is crucial to the successes of SCSEP. It is important
for operators to have input in the MOU’s and IFA’s of the AJCs in their counties. Each of the
operators have already established intentional collaborations with their AJCs. Technical assistance
and training is available for operators if they have questions about their agreements, open
discussion with their local workforce development boards (LWBD) are encouraged.
In the next two years the operators are highly recommended by the State to initiate discussions on
reviewing AJC services to include:
• Co-enrollments of SCSEP participants into WIOA Title I adult programs statewide;
• Agreement to register participants into HireNet Hawaii and other relevant programs
necessitated by participant’s assessments and job needs;
• Create a streamlined individual employment plan (IEP) with WIOA that is inclusive of
SCSEP;
• Negotiate an intake process for the AJC that is inclusive of SCSEP; and
• Leveraging resources and supportive services to assist SCSEP participants across programs
and partners of the AJC.
Collaborations and Partnerships:
Community Colleges and Adult Education:
Many participants have limited English proficiency, and/or low literacy skills which adversely
impact their ability to transition into unsubsidized employment. To address these barriers to
employment, DLIR has active collaborative partnerships which would enhance training
opportunities for potential and current SCSEP participants. Due to our limited training dollars,
collaboration with the community college and adult education programs, and other programs or
entities that can provide low or no cost training is encouraged. The Department of Education,
Community Schools for Adults have previously pledged their support to address some of these
needs. The Community College system has been instrumental in providing low-cost training for
participants in certain areas.
For supporting our participants with disabilities, the state has strengthened connections with the
University of Hawaii (UH) Manoa’s, Center for Disability Studies (CDS), Work Incentive
Planning and Assistance (WIPA) program for those participants who are beneficiaries of the
different SSA cash benefits such as supplemental security income (SSI) and social security
disability income (SSDI). This is so the participants are well informed of the impacts returning to
work will have on their benefits.
Page 11 of 25Division of Vocational Rehabilitation:
Below is a chart of the percent of total enrolled participants in that program year that were
determined to have a disability. This information helps the state gauge the types of supports needed
by the participant and services that they can benefit from if they were referred to the Division of
Rehabilitation (DVR). Our SCSEP participants have been equally impacted by the COVID-19
pandemic in which many have opted to exit the program in PY 2020 there was a decrease in the
amount of individuals disclosing disabilities entering into the program. The decrease comes amidst
the COVID-19 pandemic which may have resulted in some exits occurring based on personal
preference due to fear of contracting the virus from a placement.
Program Year Percent Disabled Percent Severely
Disabled
2020 21% 1%
2019 35% 4%
2018 28% 5%
Currently DVR is operating under an order of selection (OOS) where priority of services is given
to people who need them most. Open conversation with subject matter experts at DVR around the
priority of services has helped our SCSEP operators understand the categories of their selection
from most significantly disabled, not significantly disabled, and significantly disabled, allowing
the planning for a participant’s customized plan to tap other resources and programs such as the
TTW. The other resource used to assist people with disabilities is UH CDS’ WIPA program as
described earlier.
Flexible service-delivery strategies:
In addition to the permissible activities for SCSEP, operators are working with host agencies to
discuss and plan remote/telework options for participants. Our participants are faced with multiple
barriers with digital literacy. Some of these barriers include not having access to a smart phone,
tablet, or computer on a daily basis. Another barrier is the cost of having internet service in the
home. Some programs are available such as the Low-cost home internet service for residents, a
discounted broadband program for qualifying households. Virtual training options are being
offered as an option for operators to utilize and set up with their participants to gain valuable and
basic knowledge on digital literacy.
Recently incarcerated individuals:
A partnership and collaboration that is being planned for recruitment efforts is the connection to
the State Department of Public Safety. This engagement will target older individuals transitioning
out of prison with the intention of enrolling them into work experience while they are enrolled in
a reintegration program. The collaboration is also to assist those previously incarcerated
individuals who have not yet found employment receive much needed work experience. To further
support the transition into employment, the federal bonding program is available to employers who
hire individuals who were recently incarcerated. The federal bonding program is available through
DLIR.
Page 12 of 252. Actions to coordinate activities of SCSEP grantees with the activities the State will carry out under the other titles of the OAA. (20 CFR 641.302(h)) The coordination and collaboration of SCSEP with other titles of the OAA is delegated to the SCSEP program specialist at a statewide level and the project and sub-project operators at a local level. The State will continue to explore and execute various means of leveraging resources to increase services to SCSEP participants as well as other low-income seniors within the State. These efforts are especially important as budget restrictions and short falls result in decreases in services in several programs while the proportion of older individuals within our population continues to increase. The Department of Health’s (DOH) Executive Office on Aging (EOA) is a partnership goal to strengthen. Our operators continue to have an established presence and connection to their local areas of aging for the benefit of our participants. EOA offers services and program that are beneficial to our participants at any level or position in their lives. One goal is to help the operators make connection with any of their areas and strategize recruitment efforts for participants and host agencies as well as strategize plans for participants for self-sufficiency when exiting the program due to reaching durational limits. 3. Actions to coordinate SCSEP with other private and public entities and programs that provide services to older Americans, such as community and faith-based organizations, transportation programs, and programs for those with special needs or disabilities. (20 CFR 641.302(i)) Our labor market information describes that most of the job openings are relevant to the tourist industry and are mostly private businesses. Public and non-profit agencies are the best fit in training participants in similar work as they would have the flexibility to create a work plan/job description with the operator and the participant. Non-profits and public entities offer more Page 13 of 25
advantages to customize a job description. These entities that are recruited as host agencies are predominantly in community services and involve serving minority populations. For private business and employers, on the job training (OJT) is a desirable goal however, the State is collecting more data and conducting more outreach to measure the need for OJT at this time. Operators continue to work with participants to keep in compliance with pursuit of helping them attain unsubsidized employment by the 27th month of their participation in a project. 4. Actions to coordinate SCSEP with other labor market and job training initiatives. (20 CFR 641.302(j)) Hawaii’s Workforce Development System uses HireNet Hawaii (HNH), a standardized record data collection by means of a Virtual One-Stop (VOS) participant management information system (PMIS). HireNet Hawaii provides core employment services to individuals via the internet and is the WIOA’s web data collection system for the state. One goal is of the SCSEP is to ensure that all SCSEP participants statewide are registered into HNH to ensure that they are up to date with any current job openings or announcements. Operators currently assist participants in creating a HNH account and/or equivalent (job search engine of choice such as indeed and or LinkdIn) where they are able to create and post their resumes online, find available jobs in Hawaii, assess their skills, get career information, review the latest labor market data, and locate suitable trainings. HNH has the capacity to match registered job seekers and employers and provides immediate notification when a match is found. The system also provides LMI to all users. It directly accesses data stored in the Workforce Information Database structure. The system displays occupational wages and projections, unemployment statistics, economic indicators, and jobs by industry data. A newer option that state workforce is seeking to purchase as a module to HNH is the Big Interview which will assist participants, the general public, and employers with a tool that can equip and prepare job-seekers for interviews. Other LMI for the state can be found at www.hiwi.org. SCSEP participants also have access to Career Kokua (https://careerkokua.hawaii.gov/), the Hawaii Career Information Delivery System, is a comprehensive system that provides current occupation, education, and related information this is easily accessible. It provides localized career information from Hawaii employers and training providers. Career Kokua covers over 90% of the employment and all licensed and accredited training programs and postsecondary schools in Hawaii. It also provides information on job searching, job success, and links directly to HireNet Hawaii. There are other available virtual licenses that can be procured by the operators like coursera that offers online training and development programs. Indeed and other social media platforms are available that publish blogs, do it yourself articles, and resources that can also be beneficial to operators for their participants. Page 14 of 25
5. Actions the State will take to ensure that SCSEP is an active partner in the one-stop delivery system and the steps the State will take to encourage and improve coordination with the one- stop delivery system. (20 CFR 641.335) Regular review of the memorandum of understanding (MOU) with the One Stop Delivery Centers in the local areas ensure that it: 1) is clear on the services to be provided by each party; 2) is clear and specific with the costs attributed to the infrastructure funding agreement; 3) does deliver services are referrals for SCSEP; and 4) leaves room to make adjustments or amendments. Coordination will be especially important as SCSEP strives to increase its emphasis on providing training in areas such as basic skills, literacy, computer literacy, and short-term vocational skills training to better enable our participants to meet the needs of employers in the coming years. SCSEP activities includes but is not limited to providing staffing services in the One Stop Resource Rooms, assisting at Job Fairs coordinated by the One Stop, and/or participating in training activities. Additionally, SCSEP various One-Stop centers are worksites for SCSEP participants. The State has and will continue to take a proactive role in ensuring that the local areas present plans and Memorandums of Agreement that specifically detail alignment of policies, operations, administrative systems, and other procedures to ensure coordination and reduce/remove duplication of workforce programs operated by the mandated AJC Partners. The Local Boards present written and oral reports at each of the quarterly State Board meetings. Through active review and active oversight, the State will continue to evaluate all programs for opportunities to streamline intake and service delivery from customers across a variety of workforce programs. The review will help focus the workforce system toward a coordinated customer-centric focus with full-partner access to both local and statewide programs. Integrated service delivery continues to be a focus for the State as it works to improve both performance and accountability of the entire workforce system, which includes continual elimination of duplicative efforts between partners. B. Describe the long-term strategy for engaging employers to develop and promote opportunities for the placement of SCSEP participants in unsubsidized employment. (20 CFR 641.302(e)) (Alternately, the State may discuss this in the State strategies section of strategic plan if submitting a Combined Plan.) A key focus is to expand our outreach efforts to employers by engaging the business community and meeting with employers, labor organizations and partners. These efforts align with WIOA emphasis on employer engagement. It also helps the operators identify what needs the employer seeks to meet in filling current job vacancies and matching them to the skills and experiences acquired through SCSEP participant trainings. The employer engagement committee which is currently under the oversight of the Workforce Development Division, will remain an essential element in the State’s long-term economic recovery. The development of strong employer relations is a key factor in the continued success for SCSEP. The State recognizes and acknowledges that employers play a key role to the success of not just SCSEP, but to all other employment programs, and has built relationships with employer communities to service the general public. In understanding the employer’s needs, operators can Page 15 of 25
ensure that SCSEP provides its participants with the tools they need to seek unsubsidized employment in their communities. Possessing a strong knowledge of an employer’s company and work environment can assist the operators in conducting better assessments and to provide counseling services that can increase a participant’s chances of being hired. In the past year, employers have experienced high demand for skilled workers because of the ever- increasing number of workers refusing to return to work for various reasons attributed to the great resignation. The state has recently implemented various initiatives to engage the workforce in approaching the age of automation through ensuring that its programs assess and plan out activities and training around digital literacy. Some of these initiatives are focused in on information technology (IT) relevant job descriptions and to find user friendly application/software that can be recommended for use. Training operator staff to be digitally literate is part of the process in ensuring that what they are trained on can be duplicatable and taught to our participants with multiple barriers to employment. Digital literacy is at the forefront of training to close the gap on ageism. Remote jobs are in-demand but very limited however, being digitally literate is the difference between who gets hired and who does not. Majority of our SCSEP participants are digitally illiterate placing them at an opposition in getting hired thus providing another barrier. The State seeks to remove those barriers and tackle digital literacy through mandated trainings. Support for these initiatives can be bridged between the non-traditional apprenticeships registered through the state, through the UH community college systems, and also through our own staff expertise as described earlier in this modification. C. Describe the long-term strategy for serving minorities under SCSEP. (20 CFR641.302 (c)) Page 16 of 25
Hawaii is a melting pot of many ethnic groups. Historically, a large proportion of Hawaii’s SCSEP population has regularly been of minority race. Based on our PY 2018 data, 79% of our SCSEP participants are of a minority race. The State Department of Business, Economic Development and Tourism’s, State of Hawaii Data Book 2018, reflects the amount of legal permanent residents, by country of birth from 2013 to 2017 (see Table 1.61 below), reflects the number of immigrants who have declared permanent residence in Hawaii for the past five years. In addition, the data published on the Official Website of the Department of Homeland Security from the 2018 Yearbook of Immigration Statistics reflects the current statistics of persons obtaining lawful permanent resident status by State or Territory of Residence: Fiscal year 2016 – 2018, reports that there were 5,430 individuals who have obtained lawful residence in Hawaii in 2018 is slighter more than the amount of individuals counted in 2017. (https://www.dhs.gov/immigration- statistics/yearbook/2018/table4) In 2017 however, the State of Hawaii Databook 2018 reports that of the 5,396 individuals who have obtained lawful permanent residence in the State of Hawaii in 2017; a high number of immigrants to Hawaii come from the Philippines, other parts of Asia, and from the Federated States of Micronesia and Republic of the Marshall Islands (listed as other countries/2) who have migrated under the Compact of Free Association. Many of these individuals do not qualify for other governmental assistance which has attracted many older immigrants to SCSEP in Hawaii. These individuals have language and cultural barriers that hinder their ability to provide for themselves or their families further placing them at risk of homelessness and increasing their chances of becoming ill. Some are illiterate in their own language making training and employment challenging at times, however as more immigrants move to Hawaii, SCSEP services to minorities becomes an important service to meet this need. D. Provide a list of community services needed and the places that need these services most. Specifically, the plan must address the needs and location(s) of those individuals most in need of community services and the groups working to meet their needs. (20 CFR 641.330) Hawaii continues to distribute our SCSEP positions to the respective counties based on the Equitable Distribution formula and encourage coordination with other programs and initiatives within each local area that may enhance the training and supportive needs of our participants. Our Island State’s Counties are separated by Ocean and transportation to and from each of the operators require a plane flight. There are no participants enrolled in a different county than their own. The County of Maui, Hawaii, and Kauai are predominantly rural areas. These rural areas are met with various barriers to employment. One being transportation and the next being number of job opportunities. The City and County of Hawaii leads in job occupations as work is available mostly in Oahu. The SCSEP community service training assignments include non-profit and government agencies whose services target the general community and elderly community. Priority is given to the agencies providing services to the elderly such as senior centers, senior nutrition programs, social services, health services, and senior day-care centers. DLIR will ensure that SCSEP will provided Page 17 of 25
the training, experiences, and employment counseling necessary for the participants to compete for unsubsidized employment and to meet employer needs of the community. E. Describe the long-term strategy to improve SCSEP services, including planned long-term changes to the design of the program within the State, and planned changes in the use of SCSEP grantees and program operators to better achieve the goals of the program. This may include recommendations to the Department as appropriate. (20 CFR 641.302(k)) SCSEP has an established presence in the American Job Center’s (AJC’s) in all four state counties which service the general public. This promotes an efficient and comprehensive delivery of workforce services offered. SCSEP is co-located in the AJC in Kauai, Hilo, and Oahu. Maui SCSEP remains with the non-profit Maui Ecnonomic Opportunity, Inc. (MEO) which is home to the business development center in Maui County. They are not co-located in the AJC however, are actively engaged in the workforce community and with the AJC in Maui where a staff member is delegated to be present on specified dates as agreed upon. MEO is actively engaged in the LWDB, the AJC, and with the employers through their business center. The State Department of Human Service’s, Respite Companionship Program is the second SCSEP operator in the City and County of Honolulu. Because of recent changes to their department and organizational restructuring, this agency will be dissolved and will no longer be operating as the SCSEP provider after Program Year 2021. These participants will be transferred to the operators co-located at the AJC. Changes are necessary to adjust to meet the demands of the changing workforce environment. The plan to co-locate the SCSEP services to the AJC was to initiate efficiency and intentional collaboration with WIOA title I and other core programs. The WIOA title I programs were recently transitioned under WDD as the Workforce Development Council (WDC) was recently dissolved. Co-enrollments into WIOA programs and other core programs are a primary goal to effect positive outcomes for the participants and the program. Operators are initiating discussions at the local levels with the LWDB’s on the importance of integration through co-enrollments to help more participants meet their employment goals sooner to allow for the program to serve more eligible elderly adults needing work experience and self-sufficiency. Understanding the structure of WIOA and its operations are and have been crucial to affect the direction of the program into intentional co-enrollments with WIOA which led to the initiation of the Statewide SCSEP Operator quarterly calls. The purpose of these calls are to review and discuss changes, performances, plan strategies, and to share resources beneficial for the operators to utilize in serving their SCSEP participants. Another tool that we continue to utilize is the data from the Customer Satisfaction Surveys that assessed the quality of the program’s services and how these services relate to desired outcomes. F. Describe a strategy for continuous improvement in the level of performance for SCSEP participants’ entry into unsubsidized employment, and to achieve, at a minimum, the levels specified in OAA Section 513(a)(2)(E)(ii). (20 CFR 641.302(f)) Employer engagement and partnerships with programs at the AJC is the strategy for continuous improvement that addresses recruitment, supportive services, co-enrollments, training, job counseling, job search skills, retention counseling and other supports and services. Having a well- planned partnership and engagement with the different businesses and programs are the goal of “seamless transition” for participants/customers. The move to efficiency requires that our strategy Page 18 of 25
involves planning with the different workforce communities and programs that can meet the different needs of each participant wherever they are in their lives when they enter the program. Page 19 of 25
III. Location and Population Served, including
Equitable Distribution (ED)
A. Describe the localities and populations most in need of the type of projects authorized by
title V. (20 CFR 641.325 (d))
The date below is from the SPARQ PY 2020 Final Quarterly Progress Report (QPR):
Kauai – Hilo – Maui – Oahu – Oahu – Total
WDD WDD MEO DHS WDD
American Indian or Alaska Native 20% - - - - 1%
Asian 20% 27% 85% 76% 27% 45%
Black or African American - 7% 4% 6% 7% 4%
Native Hawaiian or Pacific Islander 20% 27% - 6% 27% 18%
White 40% 23% 12% 6% 23% 20%
Two or More race - 7% - 6% 16% 11%
The most in need population by data is the Asian ethnic group leading at 45% of individuals served
in PY 2020 followed by Caucasians at 20% and the Native Hawaiian or Pacific Islanders group at
18%. The Asian ethnic groups are prevalent in Maui, Oahu and in Hawaii Island. The Hawaii 2020
Census reports in totality of the state’s population that there 61.6% are Caucasian, 12.4% are Black
or African American, 6% are Asian, 1.1% are American Indian and Alaska Native, 0.2% are Native
Hawaiian and Other Pacific Islander, and 10.2% are two or more races. Based on the population
as a whole compared to the previously served individuals in PY 2020, the most in need populations
are of Asian and Native Hawaiian or Pacific Islander descent as they are the most served in regard
to percentage in SCSEP when compared to the population as a whole.
These population localities are prevalent within all the State’s counties as detailed in the chart
above. When considering other characteristics of the individuals enrolled in SCSEP, those living
in rural areas make up 49% compared to the 51% living in urban areas. On September 17, 2020,
the Research Economic Analysis Division published a Census Data Highlight for Hawaii 4 which
puts the median household income at $83,102 for the State. The report states that the rate of people
in poverty decreased by 1.3% points from 10.6% in 2015 to 9.3% in 2019. Majority of the SCSEP
slots are allocated by equitable distribution to the City and County of Honolulu. Oahu AJC provide
more services than other AJC’s in the rural areas can provide as mass majority of Hawaii’s
population resides on Oahu.
B. List the cities and counties where the SCSEP project will take place. Include the number of
SCSEP authorized positions and indicate if and where the positions changed from the prior
year.
The state was allotted 176 approved slots for PY 2020, in PY 2021 the slot increased by 1 to 177
approved slots. Please sees chart below. One additional approved slot was allotted for Oahu which
increased their approved slots from 84 to 85. In PY 2022, the SCSEP Operator in Oahu – DHS,
4
2019 American community survey (ACS) 1-year estimates. http://census.hawaii.gov/wp-content/uploads/2020/10/acs2019_1-yr_DBEDT-highlights.pdf
Page 20 of 25will end their service contract with SCSEP. These anticipated 22 slots will be transferred to Oahu
WDD bringing their total approved slots to 107 if there are no additional slots added in the next
year.
PY 2020 PY 2021
Kauai – WDD: 10 slots Kauai – WDD: 10 slots
Hawaii – WDD: 38 slots Hawaii – WDD: 38 slots
Maui – MEO: 22 slots Maui – MEO: 22 slots
Oahu – DHS: 22 slots Oahu – DHS: 22 slots
Oahu – WDD : 84 slots Oahu – WDD : 85 slots
C. Describe any current slot imbalances and proposed steps to correct inequities to achieve
equitable distribution.
None.
D. Explain the state’s long-term strategy for achieving an equitable distribution of SCSEP
positions within the state that moves positions from over-served to underserved locations
within the State in compliance with 20 CFR 641.365 and;
When new equitable distribution data or changes in funding levels result in an increase or decrease
in slot levels, adjustments will be made in the slot levels of the operator that will be affected as
soon as possible.
Should there be a need to positions from over-served locations within the State, Hawaii SCSEP
operators will work with participants in subsidized community service positions to obtain
unsubsidized employment to make positions available for the State to serve more eligible
individuals in the areas where there has been an increase in the eligible population, and placing
time limits on a SCSEP community service assignment in accordance with a participants durational
limit which will permit positions to be transferred over time.
1. Equitably serves both rural and urban areas (20 CFR 641.302(a)(2) and
Based on the U. S. Census Bureau, urban is defined as “all territory, population and housing units
in urban areas, which include urbanized areas and urban clusters”.
The U. S. Census Bureau identifies two types of urban area:
• Urbanized Areas (UAs) of 50,000 or more people;
• Urban Clusters (UCs) of at least 2,500 and less than 50,000 people.
Rural encompasses all population, housing, and territory not included within an urban area.
In the State of Hawaii, almost the entire island of Oahu (City and County of Honolulu) is
considered urban and all neighboring island areas are considered rural. According to PY 2018 total
participant data reflects that approximately 38% of our SCSEP population resides in rural areas of
Page 21 of 25the State. The allocation of positions between urban and rural using the equitable distribution
formula will see changes in the upcoming program year.
2. Serves individuals afforded priority for service under 20 CFR 641.520. (20 CFR 641.302(a),
641.365)
Applicants to SCSEP are recruited from a variety of sources. However, the recruitment strategy is
to recruit applicants in areas that may contribute to individuals that may meet the most in need
characteristics. The state has updated the enrollment priority policy for the operators which added
a most in need characteristic of formerly incarcerated individuals.
Priority of services prioritizes enrollment and waitlists being 1) eligible individuals who are
veterans (or eligible spouses of veterans) who possess at least one or more of the other priority of
service characteristics, then 2) eligible individuals who are not veterans (or eligible spouses of
veterans) who possess at lest one or more of the priority of service characteristics, and concluding
with 3) all eligible individuals who do not possess any priority of service. In these three categories
additional priorities prioritize minorities, Indian or Native American decent, below the 100 percent
poverty guideline, or have the greatest social and economic need.
The final data extracted for Program Year 2020 reflects that of the total amount of individuals
served by SCSEP in the State, 11% were veterans (or eligible spouse of veterans); 21% had
disabilities; 31% were individuals with limited English proficiency; 2% had low literacy skills;
49% live in rural areas; 82% had low employment prospects; 11% failed to find employment after
using WIOA title 1; 16% are ages 75 or older; and 20% are homeless or are at risk of homelessness.
E. Provide the ratio of eligible individuals in each service area to the total eligible population
in the state. (20 CFR 641.325(a))
Jurisdiction Ratio of Eligible Senior Population
County of Hawaii 0.2147
City and County of Honolulu 0.6045
County of Kauai 0.0565
County of Maui 0.1243
F. Provide the relative distribution of eligible individuals who:
1. Reside in urban and rural areas within the state
2. Have the greatest economic need
3. Are minorities
4. Are limited English proficient
5. Have the greatest social need. (20 CFR 641.325(b)) and
6. Formerly incarcerated individuals, as defined in TEGL 17-20
Although a specific percentage of participants who may be deemed as having the “greatest social
need” is difficult to determine, the large percentage of individuals with limited English proficiency,
Page 22 of 25literacy skills, residing in rural areas, receiving public assistance, and who are old enough but not
receiving SS Title II benefits is an indication of the proportion of our participants who have the
greatest social need. Many of the participants who are old enough but not receiving social security
benefits are recent immigrants who do not have enough work quarter to qualify. Many of the
immigrants are functionally illiterate, lack English proficiency skills, and have multiple cultural
and social barriers which are very necessary to be able to compete for job opportunities in the
workforce today. It is estimated that approximately 50% of our current participants are immigrants.
Hawaii is a melting pot of many ethnic groups, approximately 5,430 individuals were admitted
into Hawaii as a permanent resident in 20185. Of these immigrants, a large segment is from the
Philippines. Due to their inability to quality for other governmental assistance, many older
immigrants have applied for SCSEP services. As more immigrants move to Hawaii, the need for
SCSEP services to minorities will continue.
In addition to the immigrants, Hawaii continues to experience a large influx of individuals from
the Federated States of Micronesia and the Republic of Marshall Islands who have migrated
under the Compact of Free Association. Many of these individuals who enrolled into SCSEP
have major barriers to employment with language and cultural barriers being the top two. Based
on the Final Report for Program year 2018, the following indicates the percentage of participants
in each of these specific populations’ groups:
Is aged 65 or older 53%
Has a disability 28%
Has limited English proficiency 26%
Reside in rural areas 38%
Reside in urban areas 62%
Is homeless or at risk for homelessness 17%
Has income at or below poverty level (Greatest economic Need) 92%
Is a participant receiving public assistance 68%
Is old enough but not receiving SS Title II 14%
Is of a minority race 80%
Not much data is available on the amount of previously incarcerated individuals residing in the
State however operators are and will continue to build partnerships with public and non-profit
agencies and conduct outreach with support groups for previously incarcerated individuals for
recruitment.
G. Describe the steps taken to avoid disruptions to service for participants to the greatest extent
possible, when positions are redistributed, as provided in 20 CFR 641.365; when new Census
or other reliable data becomes available; or when there is over-enrollment for any other
reason. (20 CFR 641.325(i), 641.302(b))
To avoid disruption in services to participants, should a reduction occur, the subprojects will
follow the following procedures.
5
https://www.dhs.gov/immigration-statistics/yearbook/2018/table4
Page 23 of 251. Any vacant positions over the new slot level in the affected copy will be eliminated.
2. If necessary, enrollment of new participants will be temporarily curtailed.
3. All participants will be encouraged and assisted to seek unsubsidized employment.
4. If all allocated positions are filled, position will be eliminated through attrition whenever
possible.
5. If possible, DLIR staff will assist subproject operators to transition from one subproject to
another.
The State will develop a Contingency Plan which describes:
• How and when the participants will be notified should there be a reduction or total loss of positions.
• How records will be transferred to a new provider, if applicable;
• What efforts will be made to place participants into unsubsidized employment or other
employment and training opportunities;
• What services will be provided to ease the transition; and
• How final payroll payment will be made.
In the past, when operations under an operator ceased, the Program Specialist met with the affected
participants and assisted with the transition activities to a new service provider. Arrangements
were made to transfer case files, update assessments, prepare new host agency agreements, and to
transfer equipment, as applicable. Participants were informed when and how their last paycheck
from the former operator will be available and when they may expect their first paycheck from
their new operator. Such arrangements helped to ensure that the transition for participants was as
transparent and non-disruptive as possible.
Page 24 of 25EXHIBITS Page 25 of 25
You can also read
