Workforce Performance Committee Special Youth Development

- 1 -

Talent Meets Opportunity

Wednesday, May 5, 2021, 9:00 AM ZOOM Meeting

Workforce Performance Committee Special Youth Development Committee

Agenda

I. Welcome and Roll Call Workforce Performance Committee ............................. Rick Bennett, Chair

II. Roll Call Youth Development Committee ............................................................ Rick Bennett, Chair

III. Pledge of Allegiance .................................................................................................... Tom Aderhold

IV. Public Comments

V. Action/Discussion Items

1. CSTB Strategic Plan – Workforce Performance and Youth Development

Committee Goals ...................................................................................... Michelle Schultz, Page 2

2. Approval of Minutes –February 3, 2021 Workforce Performance Committee Mtg. ............... Page 9

3. Waiver – Approval of Training Program...................................................... Melissa Carrol, Page 14

VI. Information Items/Programs Update

1. PY 20-21 Workforce Performance Strategic Goals Update ................................ Directors, Page 16

2. Training Program Updates ........................................................................ Melissa Carrol, Page 28

3. One Stop Operator … .......................................................................... Shellonda Rucker, Page 29

4. Training Vendor Outcome Report PY 20-21 ...............................................Chad Kunerth, Page 31

5. Wagner Peyser Demographic PY 20-21 ................................................. Nicole Beverley, Page 35

6. Summer Job Connection 2021 Update ...................................................... Christina Witt, Page 38

7. JPI Update ............................................................................................ Anacelis Collazo, Page 40

VII. Reports – Industry Insights a. Economic Development .............................................................................................. Steve Morey

b. Educational Partners ....................................................................................... Committee Members

c. Other Industry Sectors .................................................................................... Committee Members

VIII. Future Business

IX. Adjournment

Next Youth Development Committee Meeting: May 19, 2021 Next Workforce Performance Committee Meeting: TBD

2 | Workforce Performance / Special Youth Development Committee Meeting - May 5, 2021

Action Item # 1

CareerSource Tampa Bay Board of Directors 2021-2024 Strategic Plan: Workforce Performance and Youth Committee Goals and Objectives

INFORMATION

Following the recommendation of the strategic plan framework by the Ad-Hoc Strategic Planning Committee, the next step is to define the action items that align with the priorities, goals and objectives at the committee level. The respective committees will develop their goals, objectives and measures of progress that will be presented to the Board of Directors for approval during the May 20, 2021 meeting. Implementation of the approved strategic plan will begin July 1, 2021 for Program Year 2021-2022.

WORKFORCE PERFORMANCE AND YOUTH COMMITTEE DRAFT GOALS AND OBJECTIVES

Timeframe: 7/1/2021-6/30/2022

Strategy- Driven Priority Element

Action(s)

Timeframe/ Deadline

Overseeing Committee(s)

Responsible Department(s)

Measure of Progress Priority 1 Connecting Job Seekers to Careers Goal 1.1 Expand access to training and employment opportunities to develop an inclusive, qualified talent pool.

Objective 1.1.1

Provide access to employment services and training programs, including federal, state, and privately funded initiatives.

Ongoing

WP, YD

BS, M, P, Y

1. Increase system traffic by 20% in PY 21-22. 2. Develop a baseline to determine goals to increase availability and quality of virtual services by 10%.

Objective 1.1.2

Provide access to employment resources, including virtual services, resource rooms, employability skills, and specialized resources and workshops.

Ongoing

WP, YD

BS, M, P, Y

1. Increase job seekers served, increase virtual services and workshop attendance by 15% in PY 21-22.

Goal 1.2 Provide meaningful and effective employer services.

Objective 1.2.1

Deliver recruitment and training services to local businesses that demonstrate measurable impact.

Ongoing

WP, YD

BS, M, P, Y

1. Evaluate the effectiveness of programs/services through employer satisfaction survey and increase employer satisfaction survey scores by 25%. 2. Develop a baseline to determine goals to increase the number of recruitment events and job fairs by 15%. 3. Develop a baseline to determine goals to increase the number of placements by 10%. 4. Develop a baseline to determine goals to increase the number of small businesses served by 10%.

Workforce Performance / Special Youth Development Committee Meeting - May 5, 2021 | 3

Objective 1.2.2

Offer work-based learning programs, including OJT, PWE, IWT, and apprenticeships.

Ongoing

WP, YD

BS, M, P, Y

1. Achievement of PY 21-22 WBL goals for: OJT, PWE, IWT, and Apprenticeship programs. (Based on PY 21-22 budget allocations).

Objective 1.2.3

Provide employers the resources to support long-term investments in recruiting, training, and retaining workers.

Ongoing

WP, YD

BS, M, P, Y

1. Increase valued added employer services by 15% (IWT, OJT). 2. Increase overall employers served by 20% in PY 21/22.

Goal 1.3

Enhance partnerships with regional workforce, economic development, community development, education, and training partners.

Objective 1.3.1

Develop engagement plans for regional partners.

Ongoing

WP, YD

BS, M, P, Y

1. Identify relevant partners - both existing and targeted regional partners. 2. Develop engagement plans based on mutual and coordinated services. 3. Develop a comprehensive engagement plan to establish new partnership models for PY 21/22.

Objective 1.3.2

Explore new partnership models.

Ongoing

WP, YD

BS, M, P, Y

1. Conduct research on three different partnership models that yielded national best practices utilized in other states and regions in PY 21-22.

Objective 1.3.3

Pursue additional strategic alliances and organizational partnerships.

Ongoing

WP, YD

BS, M, P, Y

1. Identify partnerships. 2. Develop engagement plans based on mutual and coordinated services and create new strategic partnerships throughout PY 21-22.

Priority 2 Future Workforce

Goal 2.1 Promote talent growth and retention in the region.

Objective 2.1.1

Address workforce skills gaps.

Ongoing

WP, YD

BS, M, P, Y

1. Conduct regional skills gap analysis research by utilizing education, economic development and business involvement during PY 21-22. 2. Research and update TOL to identify for new and emerging industries for PY 21-22. 3. Education, economic development and business involvement in ongoing evaluation and addressing of skills gap analysis.

Objective 2.1.2

Adapt to the future of work.

Ongoing

WP, YD

BS, M, P, Y

1. Identify new and emerging skills and occupations including in- demand digital skills. 2. Awareness of rapid technological advancements 3. Adjust to an increased remote working culture and changing workforce demands. 4. Adapt and/or develop programs, policies, research, reports, etc. in consideration and response to the future of work.


Objective 2.1.3

Prepare for changing economic impacts.

Ongoing

WP, YD

BS, M, P, Y

1. Awareness and consideration of population growth or decline, including generational shifts in the workforce; and economic and social disruptions, including those related to public health, natural disasters, economic, and political occurrences. 2. Integrate readiness strategies to adapt in programs, policies, research, reports, etc. 3. Evaluate effectiveness of newly implemented strategies.

Objective 2.1.4

Focus on improved job quality and avenues of advancement for all workers.

Ongoing

WP, YD

BS, M, P, Y

1. Develop strategies to expand opportunities to meaningful employment and advance low- wage workers, including mentorships, internships and apprenticeships. 2. Support foundational strategies for new and expanded career pathways.

Goal 2.2 Expand access to employment opportunities for Hillsborough County youth.

Objective 2.2.1

Grow Summer Job Connection into a year-round, self-sustaining program.

Ongoing

WP, YD

BS, M, P, Y, D

1. Develop a Summer Job Connection program sustainability plan for PY 21-22. 2. Increase CBO and private business funding through CFTB Community Foundation sponsorships and donations to allow non-WD funding enrollments. 3. Apply for non-federal grants with CBOs and foundations with a goal of diversifying revenue.

Objective 2.2.2

Leverage the power of the business community to improve the economic opportunities of youth.

Ongoing

WP, YD

BS, M, P, Y, D

1. Increase partnership capacity with employers, community-based, faith-based organizations and key educational partners. 2. Achieve SJC annual enrollment goals and number of employers served (based on PY 21-22 budget allocations).

Objective 2.2.3

Increase occupational skills training and work-based learning opportunities.

Ongoing

WP, YD

BS, M, P, Y

1. Develop a baseline to determine goals to expand access to skills training programs by 10% in PY 21-22. 2. Develop a baseline to determine goals to expand apprenticeship, internship, paid work experience, and job development with employers by 25% in PY 21-22.


Objective 2.2.4

Develop employability, work readiness and financial literacy skills of local youth.

Ongoing

WP, YD

BS, M, P, Y

1. Implement a customized Youth employability skills curriculum for PY 21-22, to include workshops and work readiness training modules (in-person and virtual), guest speakers, and industry sector career exploration videos. 2. Develop a baseline to establish goals to increase the number of youth utilizing the curriculum. 3. Develop a baseline to establish goals to determine the impact on increasing youth engagement. 4. Develop pre- and post-test analysis to set baseline for improvement and skills gains.

Priority 3 Community Awareness Goal 3.1 Advance strategic partnerships.

Objective 3.1.1

Develop engagement plans for strategic partners.

Ongoing

WP, YD

BS, D, M, P, Y

1. Identify relevant partners - both existing and targeted. 2. Develop engagement plans based on mutual and coordinated services.

Objective 3.1.2

Explore new partnership models.

Ongoing

WP, YD

BS, D, M, P, Y

1. Conduct research and develop a report regarding new best practice workforce development partnership models.

Objective 3.1.3

Create ecosystems that support strategic alliances that braid funding and resources through organizational partnerships.

Ongoing

WP, YD

BS, D, M, P, Y

1. Identify partnerships. 2. Develop engagement plans based on mutual and coordinated services. Create one new ecosystem in PY 21-22.

Goal 3.2 Increase community engagement.

Objective 3.2.1

Establish a comprehensive marketing and communications plan to support current programs, projects and events.

Ongoing

WP, YD

BS, D, M, P, Y

1. Establish and update the marketing and communication plan and calendar during PY 21-22.

Objective 3.2.2

Refine brand perception and increase brand visibility.

Ongoing

WP, YD

BS, D, M, P, Y

1. Develop innovative strategies and outreach materials to market various programs and increase effectiveness of advertising inclusive of website, social media, and earned media stats 2. Develop and promote Youth program services as a primary source for future talent pipeline through social media platforms.

Objective 3.2.3

Improve understanding of our work and relevance to businesses and the greater community.

Ongoing

WP, YD

BS, D, M, P, Y

1. Annual Community Survey 2. Earned Media Report 3. Public relations development 4. Website Analytics 5. Customer Survey (Kiosks)

Goal 3.3

Grow the mission to create positive community awareness, build relationships, and broaden the foundation of support.

Objective 3.3.1

Enhance marketing initiatives to demonstrate organizational impact.

Ongoing

WP, YD

BS, D, M, P, Y

1. Develop a story bank of authentic, inspirational stories. 2. Produce publications, reports,


and digital media highlighting impact.

Priority 4 System Redesign

Goal 4.1 Restructure and expand services to additional populations.

Objective 4.1.1

Establish and implement a virtual services plan.

Ongoing

WP, YD

BS, D, F, M, P, Y

1. Virtual services plan created. 2. Research and procurement to identify the successful vendor. 3. Implement virtual services in accordance with the established plan, including staff training, marketing available services, website updates, and contract management.

Objective 4.1.2

Create a comprehensive outreach plan inclusive of diverse populations.

Ongoing

WP, YD

BS, D, F, M, P, Y

1. Develop a comprehensive outreach plan and asset map that includes targeting diverse populations during PY21-22.

Objective 4.1.3

Develop a service delivery plan targeting expanded populations of job seekers and businesses via community integration.

Ongoing

WP, YD

BS, D,M, P, Y

1. Develop a service delivery plan that expands targeted populations by PY 21-22. 2. Develop nontraditional talent pipelines 3. Increase community access points.

Goal 4.2 Improve efficiency and productivity in operations.

Objective 4.2.1

Drive operational and financial excellence.

Ongoing

WP, F

BS, D, F, HR, M, P, Y

1.Evaluate programmatic and financial processes to obtain efficiencies and cost savings while ensuring compliance with all regulatory standards.

Objective 4.2.2

Identify policy and process improvements.

Ongoing

WP, YD

BS, D, F, HR, M, P, Y

1. Conduct a review of all policy and processes during PY 21-22. 2. Identify areas for consolidation and/or improvement

Objective 4.2.3

Align and integrate systems and processes.

Ongoing

WP, YD

BS, D, F, HR, IT, M, P, Y

1. Conduct a review of all systems and provide recommendations on integration during PY 21-22. 2. Review all IT systems to identify opportunities for increased efficiencies and performance.

Objective 4.2.4

Utilize technology-enabled solutions.

Ongoing

WP, YD

BS, D, F, IT, M, P, Y

1. Maintain Contact Center Dashboard containing contact center data including call and website inquiry volume during PY21-22. 2. Increase Employability Skills Workshops and Virtual Workshop Counts by 10% during PY 21-22. 3. Increase the utilization of technology, through applications that are compatible with smartphones and tablets, including gamifications with badges and certifications during PY 21-22


Objective 4.2.5

Identify and incorporate industry evidence-based best and next practices.

Ongoing

WP, YD

BS, D, M, P, Y

1. Research and adopt/develop best and next practices in relevant programs during PY 21-22 2. Track, monitor, evaluate, and report successes during PY 21-22.

Objective 4.2.6

Monitor performance and efficiencies for continued improvements.

Ongoing

WP, YD

BS, D, IT, M, P, Y

1. Reduction in total findings, ONI’s and observations of 25% based on final DEO programmatic monitoring report for PY 2021. 2. 10% increase in Primary Indicators of Performance metrics.

Goal 4.3 Invest in our own workforce and organization.

Objective 4.3.2

Support staff capacity to effectively implement programs and initiatives.

Ongoing

WP, YD

BS, D, F, IT, M, P, Y

1. Internal programmatic monitoring, including validation of key policy and procedure implementation by staff. 2. Delivery of direct, clear and consistent organizational communication to support staff. 3. Provide resources to effectively deliver program services.

Objective 4.3.3

Increase board engagement.

Ongoing

WP, YD

BS, D, M, P, Y

1. Develop opportunities for education and involvement with CSTB programs 2. Increase communication regarding CSTB successes 3. Board members serve as community advocates and conduit to expanded partnerships. 4. Access to data and information through a shared online platform.

Goal 4.4 Develop innovative workforce system solutions.

Objective 4.4.1

Contribute to the advancement of the workforce development industry knowledge base through the development of reports, publications, and independent research.

Ongoing

WP, YD

BS, D, M, P, Y

1. Program research, annual reports and summaries. 2. Skills gap analysis research and reports. 3. Conference presentations 4. Industry publication contributions in PY 21-22.

Objective 4.4.2

Create programs that are replicable, scalable, and responsive to change.

Ongoing

WP, YD

BS, D, M, P, Y

1. Programs are based on effective, evidence-based models. 2. Flexibility in work plans and design.

Goal 4.5 Deliver workforce services that drive sustainable, positive change in our community.

Objective 4.5.1

Meet program-based targets and defined performance metrics.

Ongoing

WP, YD

BS, D, F, M, P, Y

1. Implement programs within the funding terms, meet or exceed deliverables, and accurately and timely report financial and performance data. 2. Meet or exceed annually defined WIOA Primary Indicators of Performance.


Objective 4.5.2

Create a defined plan for program status analysis, longitudinal measurement and continuous improvement processes.

Ongoing

WP, YD

BS, D, M, P, Y, I

1. Develop and implement annual internal Quality Control monitoring plan. 2. Establish an internal monitoring goal of 95% accuracy rating for all staff. 3. Establish recommendations on continuous improvement on overall program operations.

Objective 4.5.3

Utilize quality data, research, and evaluation to measure system change and effectiveness of programs and initiatives.

Ongoing

WP, YD

BS, D, F, M, P, Y, I

1. Provide post-program analysis to measure system change and effectiveness. 2. Track and evaluate internal and external data and metrics –collect, aggregate and review data across sector and service strategies, as well as macroeconomic indicators (i.e. GDP, Florida Consumer Sentiment Index).

Objective 4.5.4

Be the workforce development industry leader in innovative, effective, and results-oriented programming.

Ongoing

WP, YD

BS, D, M, P, Y

1. Share program successes in the industry. 2. Support design replication and expansion to additional targeted industries and/or regions.

Committees:

• Finance (F) • Human Resources (HR) • Workforce Performance (WP) • Youth Development (YD)

Departments:

• Business Services (BS) • Data/IT (IT) • Development (D) • Finance (F) • Human Resources (HR) • Marketing (M) • Programs (P) • Youth (Y)

RECOMMENDATION

Staff recommends approval of the above goals and objectives for the CSTB Board of Directors 2021-2024 Strategic Plan.


Action Item # 2 Workforce Performance Committee Meeting Minutes

CareerSource Tampa Bay

Workforce Performance Committee Meeting Minutes Date: February 3, 2021 Location: ZOOM Meeting Call to Order Chair Rick Bennett called the meeting to order at 9:01 a.m. There was a quorum present with the following Workforce Performance Committee members participating. Committee Members in Attendance Tom Aderhold, Felicia Bell, Rick Bennett, Marcella Blanchett (Representative for Mireya Hernandez), John Howell, Steve Morey, and Jason Woody. Committee Members Not in Attendance Stephanie Brown-Gilmore, Richard Cranker and Gil Schisler. Staff Jody Toner, Anna Munro, Michelle Zieziula, Christina Witt, Chad Kunerth, Jennifer Wilson, Nicole Beverley, Don Shepherd, Doug Tobin, Melissa Carroll, and Tammy Stahlgren. BOCC Liaison Ken Jones. Others in attendance Shellonda Rucker - Dynamic Workforce Solutions, One Stop Operator. Paul Dunn - Dynamic Workforce Solutions, One Stop Operator. Nancy Brown - Division of Blind Services. Public Comments There were none.

The agenda items are listed in the order of discussion. ► Indicates Committee Action □ Indicates Action Needed

Action Items ► Action Item #1 Approval of Minutes of the November 4, 2021 Workforce Performance Committee (Refer to pages 2-6 of the February 3, 2021 Workforce Performance Committee Agenda Packet)

• A motion to approve the minutes of the November 4, 2021Workforce Performance committee meeting minutes.

o Motioned: Tom Aderhold


o Seconded: John Howell

• The motion passed unanimously.

► Action Item #2 Approval of Training Program (Refer to page 7 of the February 3, 2021 Workforce Performance Committee Agenda Packet)

• A motion to approve training provider Access Computer Training, LLC’s request for a waiver for a new training program addition, outside of the application period.

o Motioned: Jason Woods o Seconded: Tom Aderhold


► Action Item #3 Approval of Training Vendors (Refer to page 8 of the February 3, 2021 Workforce Performance Committee Agenda Packet)

• A Motion to approve training provider Florida Career College’s request for a waiver for the training provider application and training program, outside of the application period.

o Motioned: Steve Morey o Seconded: Tom Aderhold


► Action Item #4 Migrant and Seasonal Farmworker Outreach Program Years 2020-2024 (Refer to page 9 of the February 3, 2021 Workforce Performance Committee Agenda Packet)

• A motion to approve the 2020-2024 Migrant and Seasonal Farmworker (MSFW) Outreach Plan.

o Motioned: Tom Aderhold o Seconded: John Howell


Information Items Information Item # 1 PY 2020-2021 Workforce Performance Strategic Goals update given by Chad Kunerth, Christina Witt, and Doug Tobin (Refer to pages 20-29 of the February 3, 2021 Workforce Performance Committee Agenda Packet)

o Discussed the decrease in center traffic because of the work search requirement being waived. Once the Governor’s waiver ends, we anticipate the RA claimants to increase. January 2021 Center Traffic update below:

• Total of 3,501 customers visits occurred during this time • This represents an increase of 4.9% from prior month • Averaging 184 visits per business day


• Tampa represents 80.5% of all traffic followed by Brandon representing 12.28%, CPC

at 3.68%, Ruskin at 2.03% and Plant City at 1.46% YTD PY 20-21 Center Traffic update below:

• Total of 23,923 customer visits occurred during this time • Averaging 164 visits per business day • Tampa represents 80.6% of all traffic; followed by Brandon representing 12.9%, CPC

at 4.7%, Ruskin at .9% and Plant City at 0.6%

o A total of 301 customers have participated in CSTB’s Employability Skills Workshop in a virtual capacity within this program year period July 2020 – December 2020.

o During this period a total of 116 new occupational skills training enrollments occurred, 108 Adult/ Dislocated Worker and 8 Youth.

o We also enrolled 16 new participants in WIOA funded Apprenticeship Training, 241 Adult/Dislocated Worker.

o A total of 8 WIOA customers participated in Work-Based Learning Training, of which 5 were OJT and 3 PWE.

o A total of 1,052 new Job Seeker referrals to internal Job Orders. In addition, a total of 5,032 new internal job orders were created, and 710 new employers posted a job order.

o In-House Recruitments and Job Fairs were 2, number of Employers Participating 9, and number of Job Seekers Participating 80.

o Virtual Job Fairs were 5. CSTB began in-person Job Fairs Performance Dashboard and Marketing overview were discussed.

Information Item # 2 WP Demographics update given by Nicole Beverley (Refer to page 23 of the February 3, 2021 Workforce Performance Committee Agenda Packet) During the period of July to December 2020 there was a decrease throughout the demographic categories when compared to the PY 19-20 WP Demographic.

Decrease of 1,666 Veteran identified participants served. Decrease of 1,093 customers identified as having a disability served. Every category of education level experienced a decrease in percentage served, however

bachelor degreed demographic experienced the highest decrease of 7.79%.

CSTB saw an increase in services provided to the following demographics: Race/ Ethnicity:

o Black – increase of 3.83% o Hispanic – increase of 4.61% o Asian – increase of 0.05% o American Indian – increase of 0.18% o Not Identified – increase of 1.38%

Age Group: o Increase of 3.2% was reflected in the age group of 19-24 served during this period.

Information Item # 3 Heat Map Analysis Update given by Chad Kunerth


(Refer to page 32 of the February 3, 2021 Workforce Performance Committee Agenda Packet)

The two zip codes on the heat map with light shading are 33688 - Greater Carrollwood and 33595 - Valrico. There was a request to pull some additional data to see why there was a lack of need in those areas.

Information Item # 4 One Stop Operator & Secret Shopper update given by Shellonda Rucker (Refer to pages 33-50 of the February 3, 2021 Workforce Performance Committee Agenda Packet)

A total of 394 connections were made using the CareerSource Tampa Bay Agency Quick Connection Form. There were 80 new connections made from July 2020 through December 31, 2020.

• A total of 13 partner organizations received connections. • A total of 2 new partners were added to the CSTB Partner Portal during the year. There

are 25 Partners engaged in the Partner Portal and Agency Connection Form currently. • The last Quarterly Partner meeting was held via Zoom on December 16, 2020. There

were 30 attendees from 10 partner organizations. • We have seen a decrease in the number or organizations participating. We will be

providing Partner Portal retraining for all partners and CSTB staff. Secret Shopper Update In person Survey Results increased 9.25% in December. December Score: 91.00% and November Score 81.75%. Telephone Survey Results increased 19.2% in December. December Score: 71.00% and November Score 51.80%. Information Item # 5 Approved Training Providers: The National Business Institute of Florida, Inc. update given by Melissa Carroll (Refer to pages 51of the February 3, 2021 Workforce Performance Committee Agenda Packet) No discussion. Information Item # 6 WIOA Primary Indicators update given by Chad Kunerth (Refer to pages 52-57 of the February 3, 2021 Workforce Performance Committee Agenda Packet)

• Exceeding in 8 Metrics • Meeting in 6 Metrics • Not Meeting in 4 Metrics

o WIOA Adult 4th QTR after Exit- Close to 90% meeting at 88.10% o WIOA DW 2nd QTR after Exit- Also close to goal at 85.88% o WIOA Youth Credential Attainment- 70% of goal o WIOA Youth Measurable Skill Gain- 54.51% of goal

Information Item # 7 Training Vendor Outcome Report PY 20-21 update given by Chad Kunerth (Refer to pages 58-62 of the February 3, 2021 Workforce Performance Committee Agenda Packet) This report is from last program year PY 20-21, January 2020-December 2020. We use three criteria to gauge success for this program: wage rate at $15.25 or above, completion rate of 65% or above, and placement rate of 70% or above.

• 42 programs are meeting one of the criteria • 20 programs are meeting two of the criteria


• 11 programs are meeting all three of the criteria • 23 of those did not meet any of the established criteria

Due to COVID-19, there is a moratorium in place on removing providers based on poor performance. We continue to monitor relative provider performance on a quarterly basis.

To present a broader perspective of training participants and outcomes, is it possible to include in future reports, 1) the total # of people in training at the beginning of the year, and 2) a “total row” underneath the last training vendor that would add totals for each column?

Information Item # 8 Summer Job Connection update given by Jennifer Wilson (Refer to pages 63-64 of the February 3, 2021 Workforce Performance Committee Agenda Packet) There was an overview of Key SJC Dates and the three program tracks were explained. Any board members wishing to participate in the program were encouraged to reach out to Jennifer Wilson. Reports- Industry Insights Economic Development Insight given by Steve Morey Site Selections made 5 predictions for 2021:

1) Renewed Activity in Site Selection -Significant upswing in consultants predicting companies will move forward with projects.

2) Hybrid is the new normal – Virtual Community Visits, Desktop Analysis, Technology Use. 3) Cautious optimism on FDI – 83% of consultants predict FDI to the U.S. will grow and stabilize 4) Workforce Challenges, Yet New Opportunities – Skilled Labor Shortages, New Talent Pools Via

remote work, Temporary Surplus of Lower Skilled Labor. 5) Supply Chain Shakeup will continue- Reshoring/nearshoring, Regionalization of supply chain,

Inventory stockpiling, Decentralization/diversification of facilities, and Management of last-mile demand. Visit: www.siteselectorsguild.com to learn more.

Future Business None.

Adjournment The meeting was adjourned at 10:16 a.m. Minutes prepared by Tammy Stahlgren, Administrative Services Coordinator.


Action Item # 3

Waiver - Approval of Training Program

CareerSource Tampa Bay accepts new training vendor applications and program addition applications during the 1st quarter of the program year (July-September). Current application threshold criteria per the Eligible Training Provider Policy are as follows:

• Limit new training providers/new training programs to a maximum of 12 enrollments until performance is established

• Limit training programs to those with a minimum entry level wage rate of $15.25 per hour* (based on annual regionally adjusted wage rate)

Does not meet the minimum entry level wage rate

Does not meet completion rate of 70%

Access Computer Training, LLC Access Computer Training LLC has requested a waiver for a training program addition application to be accepted outside of the application period. These are brand new training programs just approved by the Commission for Independent Education (CIE) and added to this institution’s school catalog. Access Computer Training submitted a Program Cost and Performance Data Worksheet for the following programs:

Courses/Certificate/Diploma Programs

Program – Course # -

Type of Degree or Certificate

Books & Supplies Tuition Fees Total Cost

Duration of

Training Completion

Rate Average Wage at

Placement

RTOL 20-21 Entry Wage Rate*

A+ Certification Prep (A+CERT) $1,044.00 $3,501.00 Included $4,545.00 12 weeks N/A – New

Program N/A – New Program $15.76

Network + Certification Prep (NET+ CERT)

$734.00 $1,811.00 Included $2,545.00 6 weeks N/A – New Program

N/A – New Program $15.76

Security + Certification Prep (SEC+ CERT)

$750.00 $1,795.00 Included $2,545.00 6 weeks N/A – New Program

N/A – New Program $15.76

Legend:

• Average Wage at Placement was provided by the Training Vendor • Entry Wage Rate based on the Standard Occupational Classification (SOC) code for the training program listed

on the CSTB Region 15- Regional Targeted Occupation List for PY 20-21*.


New Horizons of Tampa Bay New Horizons of Tampa Bay has requested a waiver for a training program addition application to be accepted outside of the application period. These are brand new training programs just approved by the Commission for Independent Education (CIE) and added to this institution’s school catalog. New Horizons of Tampa Bay submitted a Program Cost and Performance Data Worksheet for the following programs:

Courses/Certificate/Diploma Programs

Program – Course # -

Type of Degree or Certificate

Books & Supplies Tuition Fees Total Cost

Duration of

Training Completion

Rate Average Wage at

Placement

RTOL 20-21 Entry Wage Rate*

Preparation for Cyber Security IT Professional

Included $12,995.00 Included $12,995.00 5 weeks 98% $25.00 $15.76

Preparation for CompTIA Cloud+ Certification

Included $2,195.00 Included $2,195.00 1 week 98% $33.00 $15.76

Preparation for CompTIA Penetration Tester+ Certification


Preparation for CompTIA Cybersecurity Analyst (CySA+) Certification


Preparation for CompTIA Advanced Security Practitioner (CASP)


Preparatory Program for Mobile Device and Desktop Support Technician

Included $9,995.00 Included $9,995.00 4 weeks 98% $25.00 $24.76

Legend:

• Average Wage at Placement was provided by the Training Vendor • Entry Wage Rate based on the Standard Occupational Classification (SOC) code for the training program listed

on the CSTB Region 15- Regional Targeted Occupation List for PY 20-21*.

Recommendation: Staff is presenting the aforementioned training provider’s request for a waiver for a new training program addition outside of the application period to the committee for their review and discussion.


Information Item #1

2020-2021 Workforce Performance Strategic Goals Update For Period Covering: January 2021 thru March 2021

Goal 1: Provide Jobseekers with Expanded Access to Employment and Training Services. Objective 1: Provide a wide range of workforce resources to jobseekers.

Center Traffic QTR 1 QTR 2 QTR 3 QTR 4 YTD

July - Sept Oct – Dec Jan - Mar Apr - June July - June

2020 - 2021 10,548 9,877 12,104 32,497

By Location QTR 3 PY 20-21 YTD

Tampa 9,617 26,115 Brandon 1,625 4,308 Plant City 193 285 Ruskin 279 414 Career Prep Center 390 1,375

Totals 12,104 32,497

• On 3/31/2021 Enterprising Latinas reopened for onsite services and CSTB is co-located one day per week.

• On 4/5/2021 CSTB opened a new affiliate site at CDC of Tampa – Chloe Center. The center will be open Monday and Tuesdays to assist customers in the East Tampa area.

Reemployment Assistance Stats Florida Stats through 04.14.2021


Hillsborough County Details


Reemployment Services and Eligibility Assessment (RESEA): The Reemployment Services and Eligibility Assessment (RESEA) Program is a worker profiling and reemployment services system that identifies new Unemployment Compensation (UC) recipients who are most likely to exhaust their regular benefits before returning to the workforce and involves them in reemployment services as a condition of eligibility to receive RA benefits.

RESEA Q3 PY 20-21

Registered Attended Show Rate YTD Attended Tampa 1,204 254 21% 3,104 Brandon 528 104 19% 1,480 Plant City 55 8 14% 207 Ruskin 73 26 35% 200 Career Prep Center 179 31 17% 439


Reemployment Services and Eligibility Assessment (RESEA): The Reemployment Services and Eligibility Assessment (RESEA) Program is a worker profiling and reemployment services system that identifies new Unemployment Compensation (UC) recipients who are most likely to exhaust their regular benefits before returning to the workforce and involves them in reemployment services as a condition of eligibility to receive RA benefits.

RESEA Q3 PY 20-21

Registered Attended Show Rate YTD Attended Tampa 1,204 254 21% 3,104 Brandon 528 104 19% 1,480 Plant City 55 8 14% 207 Ruskin 73 26 35% 200 Career Prep Center 179 31 17% 439

Total 2,039 423 20% 5,430 Objective 2: Maximize the use of technology and online services to meet job seeker needs. Explore options to implement a multi-channel contact center as an enhanced communication strategy to handle inbound calls, text messaging and web chat services.

• Note: Contact Center data from 7/1/20-3/31/21.

Support Employability Skills Workshops and virtual workshops for job seekers in multiple media.

CSTB Employability Skills Workshop Details by Center Q3 PY 20-21 Center # Attendees % by Location YTD Attendees Tampa 49 51.5% 49 Brandon 46 48.5% 347 Ruskin 0 0% 0 Career Prep Center 0 0% 0 Plant City 0 0% 0 LWDB Totals 95 100% 396

NOTE: ES Workshop data reflects virtual services in Brandon location for July – YTD; CSTB began offering in person workshops at Tampa and Brandon during the 3rd QTR of this year.

• Currently we are offering a hybrid of virtual and in-person workshops.

• On 3/26/2021 received waiver from Hillsborough County to conduct onsite employability classes in person again at the Ruskin and Plant City offices starting in April.


GOAL 2: Provide a skilled workforce by delivering effective workforce training programs aligned with demand industry sectors.

Objective 1: Increase participation in Occupational Skills Training (OST).

Occupational Skills Training Reporting Period: PY 2021

Fund Enrolled Served

AD/DW 117 503 Youth 13 30 LWDB Totals 130 533

CSTB Targeted Industries include: • Information Technology • Transportation and Trades • Manufacturing and Logistics • Finance and Professional Services • Healthcare and Life Sciences • Hospitality, Retail, and Tourism Objective 2: Identify training opportunities for targeted industries. Existing Grants:

Awarded By Award Amount Award Funds to be Applied Hillsborough County $25,000,000 CARES Act (R3 – Rapid Response Recovery); Program

ended 12/31/20 U.S. Dept. of Labor $843,937 National Emergency Grant – COVID 19

CareerSource Florida $200,000 (PY20/21) Hurricane Maria (All Industries) Tampa Housing $148,275 JPI Program

United Way Suncoast $75,000 Summer Job Connection / WIOA Youth Program U.S. Dept. of Labor $3,796,320.00 TechHire (Information technology /Healthcare)

Note: Grant Award began 2016; 12 month extension through 6.30.2021

Google Ad Grant $120,000 per year Marketing Ad Credits USDOL One Workforce (Co-

Application with Clark University)

$30,000 TechQuest Apprenticeship

Community Foundation of Tampa Bay

$30,000 COVID-19 related expenses; Program ended 12/31/2020

Hillsborough County BOCC $609,000 Apprenticeship to Career Empowerment (ACE) Program

New Applications this PY (July – YTD):


Grants Applied Amount Targeted Program Status

GTE Foundation $14,530 Summer Job Connection Submitted Suncoast Foundation $25,000 Summer Job Connection No Award Mosaic Community

Investment Program $100,000 per year for 5 years

Summer Job Connection No Award

United Way Suncoast $75,000 Summer Job Connection PY 21 22 Submitted Bank of America

Economic Mobility $50,000 Summer Job Connection Submitted

USDOL One Workforce

$9,990,463 IT Training and Internships No Award

Florida Medical Clinic Foundation of Caring

$18,320 Summer Job Connection Submitted

USDOL Pathway Home 2 (Co-

Application with CareerSource

Suncoast)

$1,200,000 (CSTB Budget)

Reentry Services Submitted

Objective 3: Identify training opportunities for targeted industries. PY 20-21 Regional Targeted Occupation list can be found here, https://www.careersourcetampabay.com/wp-content/uploads/2020/06/R15-LTOL-Program-Year-2020-21.pdf Objective 4: Increase enrollments in Apprenticeship and Pre-Apprenticeship Programs through Department of Education and Industry recognized models.

Apprenticeship Reporting Period: PY 2021

Fund Enrolled Served AD/DW 16 241 Youth 0 0 LWDB Totals 16 241

• Apprenticeship-to-Career Empowerment Program (ACE) - To provide operational and career

services to identify and engage up to one hundred (100), WIOA eligible, young adults between the ages of 18 to 24 from low-income households, with special consideration to those exiting the foster care system or escaping human trafficking, and to connect them to short-term occupational skills training that will result in industry-recognized certifications, a meaningful work experience with a local employer and a career pathway for a brighter future.

• CSTB will assist the participant with career counseling and training options, and connect them with a Paid Work Experience at a participating company. Participants will spend two (2) days a week in a classroom environment and three (3) days a week in on-the-job training, so they are learning while they are learning. Training, which will last 8 to 12 weeks depending on the industry, will be made up of a fixed curriculum targeted to build employability or soft skills and a customized curriculum to meet the needs of the industry.


• Industries targeted for the ACE program should be high demand occupations with a career pathway such as Healthcare, Manufacturing, Information Technology, Financial Services, and Hospitality.

GOAL 3: Develop and Deliver Effective Employer Based Workforce Programs Objective 1: Increase participation in the On-the-Job Training (OJT) and Paid Work Experience (PWE) programs.

Work-Based Training

Reporting Period: PY2021 Type PY 2021 Enrollments PY 2021 Served OJT 24 39 PWE 10 20 LWDB Totals 21 46

Objective 2: Encourage employer involvement in the Local Incumbent Worker Training.

Incumbent Worker Training Reporting Period: PY2021

Type PY2021

Funding Allocated $275,000 No. of IWT Awards 11 No. of Trainees: 105 Amt. Approved for Funding: $230,537 Expected Employer Contribution $42,948

Objective 3: Encourage employer participation in the Industry Registered Apprenticeship Programs (IRAPs). • CSTB has partnered with Public Consulting Group (PCG) on Tech Quest, a new technology (Information Technology

mainly) based apprenticeship program being administered by Clark University and the Department of Labor. We have hosted one public information session and had two internal training sessions for Business Services and some Programs staff. We are awaiting more direction once the IRAP process has been completed.

Objective 4: Provide workforce resources to employers.

Job Orders Reporting Period: Q3 PY 2021

Activities Q3 YTD # of Internal Job Orders Created 4,087 9,648


# of Employers Posting a Job Order 835 1,361

# of Job Seekers Referrals to Internal Job Orders 2,202 9,158

• Provide EMSI labor market data to employers at events and when requested by employers and local

Economic Development Companies for prospective employers.

Objective 5: Host employer focused and sponsored events-based trends and interests.

In-House Recruitments Reporting Period: Q3 PY 2021

Activities Q3 YTD # of IHR’s and Job Fairs 2 2 # of Employers Participating 1 2 # of Job Seekers Participating 18 18

Virtual Job Fairs Reporting Period: Q3 PY 2021

Activities Q3 YTD # of VJF’s and Job Fairs 6 11 # of Employers Participating 145 276 # of Job Seekers Participating 1,425 3,045

• CSTB is hosting virtual job fairs and in-person In-house recruitments to continue to connect

employers with local talent.

o 3/25, 4/21 Dematic in person recruiting event o 3/25, USAA Virtual Job Fair o 4/20, Spectrum Virtual Job Fair o 4/22, Supported/4/partnership with Future Career Academy Career Fair o 4/28, Construction Job Fair o 4/29, Healthcare & Manufacturing Virtual Fair o 04/29, DoubleTree in person Hiring Event o 4/29 MacDill AFB Youth Job Fair- support them o 5/3, Hospitality, Tourism, and Retail Virtual Fair o 5/13 All industry Virtual Fair o 3/30-4/1 (Three-day Veteran event) Congressman Gus Bilirakis Virtual Fair


GOAL 4: Effectively Manage Key Workforce Development Performance

Objective 1: Manage workforce development performance through monitoring and analysis of critical performance reports.

Objective 2: Evaluate the effectiveness of programs/services. • Secret Shopper: CSTB’s One Stop Operator has launched a twelve-month program that launched

in October to objectively evaluate service levels provided by staff, both in person and over the phone. Each month, a third-party firm will pose as customers and document the interaction of five in-person visits and five phone calls. The emphasis is on CSTB focusing on what we are already doing well, what we can improve upon through continuous improvement of services.


Employer Satisfaction Office Answered Effective or Higher Number of Surveys

LWDB Totals 68% 120 Note: Employer Satisfaction data from July 2020 – February 2021

Net Promoter Scores Office NPS Score Number of Surveys

Brandon 65% 46 Tampa 65% 186

Plant City 67% 6 CPC 33% 3

Ruskin 60% 10 LWDB Totals 60% 251

Objective 3: Generate unrestricted funds for the region through programs such as: Department of Health Tobacco Free Florida and Ticket-to-Work Program.

Unrestricted Fund Generation Reporting Period: PY 2021

Program Revenue Generated PY Goal % of Goal Achieved Tobacco Free Florida $8,250.00 $16,500.00 50.00% Ticket-to-Work $74,497 $120,000.00 62.08% LWDB Totals $82,747.00 136,500.00 60.62% • Tobacco Free Florida (TFF) was added to the SMS Text Directory, as well as outreach to partners explaining

the program. CSTB will be adding a TFF notification to entrance kiosks as customers sign into the centers to inform them about the program. The goal is 600 quality referrals made during the PY.

• The Ticket-to-Work program has launched a major marketing initiative in the second quarter. The Social Security Administration provided CSTB with a list of 5,000 social security beneficiaries. This campaign will include efforts such as mailing post cards, robo-calling and individual outreach. Our goal is to assist 40 new customers with disabilities to return to the workforce and reduce their dependency on Social Security benefits.

Goal 5: Effectively Market and Brand Services and Programs Objective 1: Develop innovative strategies and outreach materials to market various programs. PUBLIC RELATIONS/MARKETING DASHBOARD OVERVIEW:

In looking at the dashboard figures (see CSTB Marketing/PR Dashboard below), we compared Q1/Q2/Q3 from Program Year (PY) 19-20 to Q1/Q2/Q3 from PY 20-21. The Marketing/Public Relations team saw positive outcomes in all but three areas of the dashboard tracking. The 23.78% decrease in negative media coverage is a positive outcome.


WEBSITE: There was a 102.55% increase in views to the CareerSource Tampa Bay (CSTB) website. A total of 954,680 website page views in the first three quarters this fiscal year compared to 471,322 for the same period a year ago. We also saw more website users to the CSTB website with 162,885 users, a 106% increase. With the higher numbers of people coming to the website, we saw the bounce rate increase 9.84% compared to the first three-quarters of PY 19-20. We saw heavy growth, 150%, in the number of sessions on our website, but the average session duration was down 20%, with pages per session going from 3.73 pages to 3 pages for PY 20-21. Overall, the increased number of people coming to the website resulted from (advertising) outreach and outreach with partners like the Hillsborough School District. The chart below, the line in orange is the number of users to our website last program year. The blue line shows the number of people coming to our website in PY 20-21. You can see when our heavy advertising/outreach started around January 1, 2021, the number of people coming to the CSTB website increased dramatically. There was a considerable increase in people coming to the website at the end of March 2021. We saw a two-day spike going from 444 users on Sunday, March 28, 2021, to 5,712 users on Tuesday, March 30, 2021. This increase was the largest one-day increase we’ve seen on our website, and we believe it was due to people signing up for the Summer Job Connection program.

SOCIAL MEDIA: CSTB’s social media pages continued to see substantial gains compared to the first three-quarters of PY 19/20. We saw heavy growth in our social media impressions, up 116% from the same period a year ago, there were 27,247 clicks from our social media posts, a 139% increase, and our followers increased 6% to 8,705 from a year ago. We would like to see the number of followers increase by encouraging staff, partners, and clients to like and share our social media content more.

The net follower growth rate showed a decrease of 27.27%, indicating we are not seeing our follower growth increase as fast as last year.

EARNED MEDIA: We saw a significant positive increase in earned media or free publicity from our public relations efforts, where we saw favorable increases in all categories. The public relations efforts resulted in a reach of 6.2 million potential viewers/readers, a 143% increase from a year ago. We went from 106 positive stories published in Q1/Q2/Q3 PY19-20 to 221 positive stories in the Q1/Q2/Q3 PY 20-21. We also went from a positive earned media dollar figure (equivalent to positive advertising) of $172,193 to $379,650, a 120% increase. There were 25 neutral stories (neither positive nor negative) published and one negative story that highlighted the actions of a previous administration.


TASKS/SUPPORT: The Marketing/PR team also supports the organization with other tasks such as making flyers, brochures, videos, etc. We saw a total of 1,439 tasks assigned to the Marketing/PR team in the first half of the program year.


Information Item # 2

Training Program Updates

Information CareerSource Tampa Bay requires training vendors to submit updated performance costs and data worksheets to report changes within approved training programs. University of South Florida reported changes for the following programs:

Program Name Original Total Cost

Updated Total Cost

% change Explanation

Tech2Work

$5,547.00 $8,000.00 44% We did make a change to the cost of the program after reevaluating the cost to run the program. Started as an in-person program, Tech2Work is now fully virtual. Added an advising component that required bringing in 2 staff that work directly with the students throughout the program to ensure passing of all certifications. They also work with employers to bring businesses in to mentor, hire, host intern etc. There was also an increase in the cost of Automation Anywhere software.


Informational Item # 3 One Stop Operator Update

05.05.2021

CareerSource Tampa Bay defines the role of a One-Stop Operator as an entity that coordinates the service delivery of participating one-stop partners and service providers within the Career Centers.

Dynamic Workforce Solutions has been our One Stop Operator for the past 3.5 years. Shellonda Rucker, Regional Director of Dynamic Workforce Solutions manages our One Stop Operator contract.

Below is a summary of their accomplishments:

Maintain Linkages

1. A total of 417 connections were made using the CareerSource Tampa Bay Agency Quick Connection Form. 111 new connections made since July 2020 through February 28,2021.

a) A total of 17 partner organizations received connections. b) CSTB made 87 connections, primarily for housing and CSTB received

12 referrals, primarily from Tampa Housing Authority and Hillsborough County Social Services, this year.

2. Currently one new partner, Florida Education Foundation was added to the CSTB Partner Portal in March.

3. Currently, there are 27 out 36 partners engaged in the Partner Portal and Agency Connection Form.

4. Innovations to the Partner Portal a) Quarterly Newsletter went live on November 1, 2020 and six partner

agencies contributed to the 1st newsletter. b) The 4Q Newsletter will be published on May 4, 2021 and available via

pdf for Board members. c) Calendar of Events added to the Partner Portal for partners to share

their agencies events with the collective. MOU

1. One new partner added, Florida Education Foundation.

Partner Meeting

1. Quarterly meeting was held via Zoom, with strong partner engagement: a) 03/17/2021 – 30 attendees from 10 partner agencies b) Next meeting scheduled for 06/16/2021.

2. Partner Spotlight presentations provided by PowerNet of Tampa and Women Helping Others of Tampa Bay.

3. Partner Communication included information sharing of Career Center operating hour changes, job fairs, and outreach/hiring events.

Universal Design/Barriers to Employment

1. Virtual Training Provider Fair was marketed and shared with partner agencies for attendance. 2. Virtual Community Resource Fair was held on 4/7/2021 with 14 partner agencies


hosting a booth, to share information and provide resources to community members.

Customer Satisfaction Initiatives

1. Net Promoter Survey results a) 3015 total surveys were sent out with 465 responses received for an

average response rate of 15%. b) February 2021 Region NPS calculated as 63% vs. goal of 30%. c) NPS scores have exceeded target every month this program year by more

than 20% points. d) Over 97% of respondents felt services were easy to access. e) 60% of services sought were for re-employment assistance. f) Quarterly analysis of comments submitted and the “Big Three” areas for

focus identified as Staff Interactions, Services Offered/Needs Addressed, and Ease of Use/Wait Times.

2. February Employer Survey results a) 1408 total surveys were sent since July with 120 responses for an average

response rate of 8.5%. b) 62% of employers listed CSTB as a top 3 resource for recruiting qualified

candidates for this program year. c) 68% of employers rate CSTB services as Effective, Very Effective, or

Extremely Effective. d) 98% of employers rated the CSTB staff as Extremely Professional to

Professional. Secret Shopper Initiative

1. In February 2020, CSTB expressed interest in a Secret Shopper service to assist in identifying staff training needs to better meet the needs of individuals receiving services in the (5) Career Centers.

a) Secret Shopper went live on October 19, 2020. b) There are two surveys questions (in person with a secret shopper

visiting each of the Career Centers and a telephone survey evaluating the Call Center experience).

c) Each question is a Yes or No response. d) CSTB’s Career Services Coordinator team and the OSO met in late

March to review methods to continue service improvements and enhance the customer experience.

e) The March 2021 report shows: 1. 70.80% satisfaction for the In-Person customer experience. 2. 70% satisfaction for the Telephone customer experience.


Information Item # 4 Training Vendors Outcome Report

Period covering April 2020 thru March 2021

CareerSource Tampa Bay provides WIOA funded training

services with a focus on successful completion of demand-driven

industry certifications and training programs. Performance Outcome Descriptions: Metric Description

Total Exited Training The total # of all WIOA customers who exited training since the beginning of the current program year.

Exited without Completing Training

The total # of all WIOA customers that exited training since the beginning of the current program year without completing training.

Exited After Completing Training

The total # of all WIOA customers that exited training since the beginning of the current program year after completing training.

Total Employed The total # of all WIOA customers that exited training since the beginning of the current program year with employment after exiting training.

Total Employed Training Related

The total # of all WIOA customers that exited training since the beginning of the current program year with employment that is related to training after exiting training.

Employed Not Training Related

The total # of all WIOA customers that exited training since the beginning of the current program year with employment that is not related to training after exiting training.

Average Wage The average of wages for all WIOA customers that exited training since the beginning of the current program year with employment after exiting training.

Completion % Exited After Completing Training divided by Total Exited Training Placement % Total Employed divided by Exited After Completing Training


Provider Name Program NameActive (3/03/2020-

04/01/2021)Total Exited

Training

Exited after Completing

Training

Exited without

Completing Training

Total Employed Training Related

Employed Not Training Related

AvgOfEmployment Wage

Completion %**

Placement %**

Altierus Career CollegeHeating, Ventilation and Air Conditioning (HVAC) Technician 4 2 2 1 $15.00 100% 50%

Altierus Career College Medical Assistant 2 1 1 N/A 100% 0%Aparicio-Levy Technical Center Emergency Medical Technician 4 3 2 1 1 $18.00 67% 50%Armenia Pharmacy Solutions School Pharmacy Tech Training 3 1 1 1 $16.00 100% 100%Ata Career Education Pre-Licensure Practical Nursing 1 1 1 1 $13.00 0% N/ABrewster Technical Center Early Childhood Education 1 1 1 N/A 100% 0%

Career Tech Commercial Truck Driver Training-Cd4 3 2 2 1 $39.98 100% 50%CareerSource Tampa Bay Center Microsoft Office Specialist (MOS) 8 3 2 1 1 $12.87 0% N/ACenter For Technology Training

(CCNA) 3 3 2 1 N/A 67% 0%

Center For Technology Training Microsoft Network Administration 2 1 1 N/A 0% N/ACenter For Technology Training Network Administration 5 3 1 2 1 $15.00 33% 100%Center For Technology Training Network Technician (Network+) 1 1 1 N/A 0% N/ACenter For Technology Training Project Management 6 2 1 1 1 $33.00 50% 100%Center For Technology Training Web Design Professional 4 1 1 N/A 0% N/AComputer Coach Training Center Business Office Specialist 3 2 2 N/A 100% 0%Computer Coach Training Center Cloud Integration Specialist 5 2 2 1 $31.00 100% 50%

Computer Coach Training CenterComputer Support CyberSecurity Specialist 4 4 4 1 1 $13.50 100% 50%

Computer Coach Training Center Computer Support Technician 6 4 3 1 1 $19.64 75% 33%Computer Coach Training Center Computer User Support Specialist 2 2 2 N/A 100% 0%Computer Coach Training Center Cyber Security Specialist 4 1 1 N/A 100% 0%Computer Coach Training Center Data Specialist 3 1 1 N/A 100% 0%Computer Coach Training Center Front-End Web Developer 2 1 1 N/A 100% 0%Computer Coach Training Center Internet Marketing Specialist 2 1 1 1 $25.00 100% 100%Computer Coach Training Center IT Security 5 2 2 1 $25.87 100% 50%Computer Coach Training Center IT Service Management 2 1 1 N/A 100% 0%

Computer Coach Training CenterProject Management Specialist / Service Management 13 9 6 3 2 2 $36.59 67% 67%

Concorde Career Institute Dental Assistant 1 1 1 1 $15.00 100% 100%Concorde Career Institute-Tampa Respiratory Therapy 2 1 1 N/A 100% 0%DATS of Florida, Inc. Dental Assistant Expanded Duties 2 1 1 N/A 100% 0%DATS of Florida, Inc. Entry Level Dental Assistant 1 1 1 N/A 0% N/AErwin Technical Center Automotive Service Technology 2 2 2 2 $11.75 0% N/AErwin Technical Center Nails Specialty 2 2 1 1 N/A 50% 0%Erwin Technical Center Practical Nursing 12 8 7 1 3 1 $19.28 88% 57%Galen College Of Nursing Nursing 22 11 9 2 6 $27.50 82% 67%Galen College Of Nursing Practical Nursing 3 2 2 1 $28.15 100% 50%Hillsborough Community College Business Administration 5 1 1 1 $10.00 100% 100%Hillsborough Community College Clinical Medical Assistant 22 2 2 2 $14.52 100% 100%

Hillsborough Community CollegeCommercial Vehicle Driving (Heavy and Tractor-Trailer Truck Drivers) 31 6 5 1 2 $18.81 83% 40%

Hillsborough Community College Computer Programming and Analysis 2 2 2 N/A 100% 0%

Training Vendor Outcome Report: PY20 21 (April 2020-March 2021)


Hillsborough Community College IT Project Management 1 1 1 1 $29.00 0% N/AHillsborough Community College Mechatronics and Robotics 1 1 1 1 $17.50 100% 100%Hillsborough Community College Nursing 3 1 N/A 0% N/AHillsborough Community College Paralegal Studies 2 1 1 1 $15.03 100% 100%Hillsborough Community College Truck Driver - CDL A 1 1 1 1 $25.00 100% 100%Hillsborough Community College Truck Driver - CDL B 2 1 1 N/A 0% N/AHillsborough Community College Welding 10 8 7 1 6 $15.50 88% 86%Jersey College Practical Nursing 11 5 3 2 3 2 $18.83 60% 167%Jersey College Professional Nursing 32 16 9 7 5 1 $26.69 50% 64%National Aviation Academy Aircraft Powerplant Mechanics 8 6 5 1 2 2 $16.02 83% 80%New Horizons Computer Learning Center Of Gulf Coast Flori Business Operations Specialists 2 2 2 N/A 0% N/ANew Horizons Computer Learning Center Of Gulf Coast Flori

Computer Information Systems Manager 2 1 1 1 $57.70 100% 100%

New Horizons Computer Learning Center Of Gulf Coast Flori Computer Network Support Specialist 2 1 1 N/A 100% 0%New Horizons Computer Learning Center Of Gulf Coast Flori Computer Programmer 1 1 1 1 $40.00 100% 100%New Horizons Computer Learning Center Of Gulf Coast Flori Computer Support Specialist 3 1 1 N/A 0% N/ANew Horizons Computer Learning Center Of Gulf Coast Flori Management Analyst 3 3 3 1 $20.63 100% 33%New Horizons Computer Learning Center Of Gulf Coast Flori Microsoft Office Specialist MOS 4 1 1 1 $18.07 0% N/ANew Horizons Computer Learning Center Of Gulf Coast Flori

Network & Computer Systems Administrator 2 2 1 1 1 $15.00 50% 100%

New Horizons Computer Learning Center Of Gulf Coast Flori

Preparation for Cisco Certified Network Associate (CCNA) certificate 1 1 1 1 $13.50 0% N/A

New Horizons Computer Learning Center Of Gulf Coast Flori Preparation for CompTIA A+ 15 5 2 3 1 $16.00 40% 50%New Horizons Computer Learning Center Of Gulf Coast Flori Preparation for CompTIA Network+ 5 2 2 1 1 $18.37 100% 100%New Horizons Computer Learning Center Of Gulf Coast Flori Preparation for CompTIA Security+ 1 1 1 1 $17.50 100% 100%


Preparation for Information Technology Infrastructure Library ITIL 5 3 2 1 2 $59.23 67% 100%


Preparation For Project Management Professional (pmp) Certification-Cd4 18 12 7 5 3 2 $64.16 58% 71%

Rasmussen College Health Information Technology 1 1 1 1 $16.00 0% N/ARasmussen College Accounting 1 1 1 N/A 100% 0%Rasmussen College Medical Assisting - Diploma 1 1 1 N/A 0% N/ARasmussen College Pharmacy Technician 1 1 1 N/A 100% 0%Rasmussen College Registered Nursing 1 1 1 N/A 0% N/ARoadmaster Drivers School, Inc. Commercial Truck Driver 16 7 6 1 5 $14.88 86% 83%Southern Technical College Registered Nurse 1 1 1 N/A 100% 0%Southern Technical College Medical Assistant 1 1 1 1 $18.86 100% 100%Successful Solutions Training in Child Development

Child Development Associate (CDA) - in Spanish 1 1 1 1 $11.00 100% 100%

Tampa Truck Driving School CDL A - Truck Driver Training 55 21 21 6 $16.87 100% 29%University Of South Florida HR Management Certificate 9 1 1 N/A 100% 0%


University Of South Florida Legal Assistant/Paralegal 9 7 5 2 2 $19.85 71% 40%University Of South Florida Paralegal Certificate 11 2 1 1 N/A 50% 0%University Of South Florida Project Management Certificate 5 2 1 1 1 1 $23.80 50% 200%

University Of South Florida

SHRM Certified Professional or SHRM Senior Certified Professional Certification 3 1 1 1 $18.00 100% 100%

456 221 160 59 71 28*Average wage at or above $15.25 or where data is not availble are highlighted green. Average wage below $15.25 are highlighed yellow.**Completion Rates at or above 65% and Placement Rates at or above 70% are highlighted green.

Note: Participants who exited training after completion have 180 days from completion to be counted as placed. Currently there is a moritorium on removing providers based on performance due to COVID-19.

Totals


Information Item # 5 Wagner Peyser Demographic

Attached is the updated PY 20-21 CSTB Wagner Peyser demographic Infographic for the reporting period July 2020 – March 2021.





Summer Job Connection (SJC) 2021 Update Summer Job Connections Update can be found on the following page:


SJC Application:

1

Paid Work Experience - Employers write the job descriptions and make the candidate hiring decisions. CSTB is the employer of record. Youth work 30 hours per week, earn $12 per hour for eight week duration.

MISSION IMPOSSIBLE, MADE POSSIBLE!

Since the implementation of our inaugural year, we've experienced tremendous success. To date, we have served a total of 1,040 youth and

partnered with 100 employers, and we are not done!!

2,460

124981

Youth Employer Positions

Three Program Tracks:

2

Virtual Career Exploration (CXP) - Online four-week career exploration program that will allow youth to explore potential careers and conduct a final project and presentation of their chosen career. Youth participating in this program track will be eligible to earn incentives weekly for completion of assignments, tasks, etc..

3

Leadership Academy and Community Project - "Young Leaders of Tomorrow' - is a six-week CSTB-led leadership training for young adults that encourages responsibility, builds confidence, enhance employability and builds on social behavior. Youth will participate in a community project in partnership with a local non-profit working toward a common goal to impact our community.

Important Program Dates:

June 14, 2021SJC Participants first day of Program

July 9, 2021Last day of Virtual Career Exploration

July 23, 2021Last day of six-week Leadership AcademyLocation: Hyatt House

June

July

Youth Summit tentative datesLocation: DoubleTree by Hilton - Westshore

June 1-4, 2021

Funding

WIOA ISY/OSY TANFAugust 6, 2021Last day of eight-week PWE/ Internship

87

36

1

Profit Nonprofit Government

SJC Stats Updated: 4/28/2021

SJC Employers:

69.7%of employers (76)are new to the SJC program.

Hillsborough County Public Schools:

317 positions



The Housing Authority of the City of Tampa

(THA) Agreement for Robles Park Village Jobs Plus Initiative

April 1, 2017 – March 31, 2021

ITHA, as the lead agency, has been awarded funding from Housing and Urban Development (HUD) for a period of performance April 1, 2017 to March 31, 2021 to support job development, training, employment, supportive services, income incentives, and community support for residents of the Robles Park Village development. Under this initiative, THA seeks a partnership with CareerSource Tampa Bay (CSTB) to deliver employment-related services to unemployed and underemployed residents.

A Memorandum of Agreement (MOA) was created for the purpose of providing services with the following terms: CSTB will provide employment-related services to residents, to include skills assessments, training and employment services; and business development services for employers.

• CSTB will assign a .80 FTE Career Counselor on-site to assist residents and facilitate supportive services.

• Compensation for services from THA to CSTB will total $148,725 over the four-year grant period. • CST will commit an estimated $48,400 of in-kind services to include Recruiter assistance, On-the-Job

Training (OJT) and Paid Work Experience (PWE) funds to eligible residents.

On May 4th, the Executive Committee recommended approval to enter into a four-year agreement with THA to provide partnership services under the Robles Park Village Jobs Plus Initiative.

THA plans to accomplish the following goals by March 31, 2021:

• 75% of enrolled Jobs Plus Participants will be employed. • 70% of employed Jobs Plus Participants will retain employment for, a minimum one year. • 65% of Jobs Plus participants employed for one year will increase income at a rate of $1,200 per year.

Performance Report Period: 04.01.2020 through 03.31.2021

Outcome Measures Year 4 Goal To Date:

% to Goal

1 Total Participants Assessed 300 309 103%

2 Total Participants Enrolled in Employ Florida (EF) and Received CSTB Services 239 146 61%

3 Total Participants Placed into Unsubsidized Employment TBD 148 62%

• Original MOU ended on 3.31.2021, JPI THA received HUD extension through 8.31.2021 • JPI THA Coordinator recommended that CSTB not extend. • CSTB notified JPI THA of our decision to end this grant period as of 3.31.2021. Customers needed ongoing

services will be referred to CSTB website for virtual services or to one of our physical career centers.

Workforce Performance / Youth Development Committee Meeting - May 5, 2021 | 41

NOTES:

42 | Workforce Performance / Special Youth Development Committee Meeting - February 3, 2021

NOTES:

Workforce Performance / Youth Development Committee Meeting - May 5, 2021 | 43

NOTES:

CareerSource Tampa Bay4902 Eisenhower Blvd., Suite 250 | Tampa, FL 33634

CareerSourceTampaBay.com

Copyright © CareerSource Tampa Bay. All Rights Reserved.

CareerSource Tampa Bay is an equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with disabilities. All voice telephone numbers listed on this website may be

reached by persons using TTY/TDD equipment via the Florida Relay Service at 711.

A proud partner of the network

Documents

Workforce Performance Committee Special Youth Development