Common use of Local Governance Design and Structure Clause in Contracts

Local Governance Design and Structure. WIA envisions a strong, cooperative partnership between the CEO and the LWIB which will allow each entity to act within its defined role to positively impact the local labor market and community. Through this agreement the respective roles and responsibilities will be clearly understood by each entity. This will enable the LWIB and the CEO to effectively manage and strengthen their partnership maximizing workforce development efforts in the region. The creation of a clear governance structure at the local level should, therefore, be articulated in the responses to the following requested information related to the local organizational structure: 1. The LWIB may, in accordance with the attached LWIB/CEO Agreement, choose to employ LWIB staff directly or contract with another appropriate organization to provide staffing services, including the designated CEO, or its fiscal agent and/or sub grant recipient. Please identify: the organizational employer (including department if paid through a municipality or unit of local government); the entity whose personnel policies will be followed and the entity who has hiring/ terminating authority for all LWIB staff. 2. The fiscal agent as designated by the CEO (not the LWIB or LWIB staff) may provide services in the local area, including, the management/operation of the local One-Stop Career Center. Please describe the services that will be provided by the fiscal agent in your area. 3. Subject to funding restrictions and limitations, the LWIB may manage its funds directly or contract with another appropriate entity or agent to manage its funds, including the CEO, its fiscal agent or grant sub recipient or one-stop operator/partner. Please indicate the entity that will manage the funds for the LWIB in your area. 4. Although it is permissible for the CEO/municipality to be the employer of record for LWIB staffing purposes this staffing structure is strongly discouraged. The configuration could result in questions related to the degree of LWIB autonomy required to properly and effectively perform its critical oversight functions. Additionally, given the incorporated structure of the majority of LWIBs in the Commonwealth the employer/employee relationship and related personnel issues have caused significant confusion in the local areas related to the employment status of these individuals.

Local Governance Design and Structure. WIA envisions a strong, cooperative partnership between the CEO and the LWIB which will allow each entity to act within its defined role to positively impact the local labor market and community. Through this agreement the respective roles and responsibilities will be clearly understood by each entity. This will enable the LWIB and the CEO to effectively manage and strengthen their partnership maximizing workforce development efforts in the region. The creation of a clear governance structure at the local level should, therefore, be articulated in the responses to the following requested information related to the local organizational structure: 1. The LWIB may, in accordance with the attached LWIBCEO/CEO LWIB Agreement, choose to employ LWIB staff directly or contract with another appropriate organization to provide staffing services, including the designated CEO, or its fiscal agent and/or sub grant recipient. Please identify: the organizational employer (including department if paid through a municipality or unit of local government); the entity whose personnel policies will be followed and the entity who has hiring/ terminating authority for all LWIB staff. 2. The fiscal agent as designated by the CEO (not the LWIB or LWIB staff) may provide services in the local area, including, the management/operation of the local One-Stop Career Center. Please describe the services that will be provided by the fiscal agent in your area. 3. Subject to funding restrictions and limitations, the LWIB may manage its funds directly or contract with another appropriate entity or agent to manage its funds, including the CEO, its fiscal agent or grant sub recipient or one-stop operator/partner. Please indicate the entity that will manage the funds for the LWIB in your area. 4. Although it is permissible for the CEO/municipality to be the employer of record for LWIB staffing purposes this staffing structure is strongly discouraged. The configuration could result in questions related to the degree of LWIB autonomy required to properly and effectively perform its critical oversight functions. Additionally, given the incorporated structure of the majority of LWIBs in the Commonwealth Commonwealth, the employer/employee relationship and related personnel issues have caused significant confusion in the local areas related to the employment status of these individuals.. 117(f)(1)and (f)(2)). LWIB staff employed or contracted through the municipality cannot provide services or participate in the operation of the local One-Stop Career Center. • Adequate distinctions must be created between LWIB staffing and direct provision of service. (WIA, Section 134 (d))

Local Governance Design and Structure. WIA envisions a strong, cooperative partnership between the CEO and the LWIB which will allow each entity to act within its defined role to positively impact the local labor market and community. Through this agreement the respective roles and responsibilities will be clearly understood by each entity. This will enable the LWIB and the CEO to effectively manage and strengthen their partnership maximizing workforce development efforts in the region. The creation of a clear governance structure at the local level should, therefore, be articulated in the responses to the following requested information related to the local organizational structure: 1. : The LWIB may, in accordance with the attached LWIBCEO/CEO LWIB Agreement, choose to employ LWIB staff directly or contract with another appropriate organization to provide staffing services, including the designated CEO, or its fiscal agent and/or sub grant recipient. Please identify: the organizational employer (including department if paid through a municipality or unit of local government); the entity whose personnel policies will be followed and the entity who has hiring/ terminating authority for all LWIB staff. 2. The fiscal agent as designated by the CEO (not the LWIB or LWIB staff) may provide services in the local area, including, the management/operation of the local One-Stop Career Center. Please describe the services that will be provided by the fiscal agent in your area. 3. Subject to funding restrictions and limitations, the LWIB may manage its funds directly or contract with another appropriate entity or agent to manage its funds, including the CEO, its fiscal agent or grant sub recipient or one-stop operator/partner. Please indicate the entity that will manage the funds for the LWIB in your area. 4. Although it is permissible for the CEO/municipality to be the employer of record for LWIB staffing purposes this staffing structure is strongly discouraged. The configuration could result in questions related to the degree of LWIB autonomy required to properly and effectively perform its critical oversight functions. Additionally, given the incorporated structure of the majority of LWIBs in the Commonwealth Commonwealth, the employer/employee relationship and related personnel issues have caused significant confusion in the local areas related to the employment status of these individuals.. The restrictions on the provision of core, intensive and training services by the Local Board also apply to staff of the Local Board (WIA sec. 117(f)(1)and (f)(2)). LWIB staff employed or contracted through the municipality cannot provide services or participate in the operation of the local One-Stop Career Center. These individuals will be considered as employees of the municipality and subject to the personnel policies and organizational oversight as other employees within the municipality unless there is a specifically executed and signed agreement between the CEO and LWIB, voted on and approved by the LWIB membership which contains the personnel policies and organizational oversight that will be utilized in the management of LWIB staff. An appropriate governance and reporting structure must exist to safeguard the autonomy of the LWIB and its staff in order to effectively carry out its oversight function; Adequate distinctions must be created between LWIB staffing and direct provision of service. (WIA, Section 134 (d))