Common use of Priority Populations Clause in Contracts

Priority Populations. Displaced homemakers • Low-income individuals • Native Americans, including Indians, Alaska Natives and Native Hawaiians as those terms are defined in WIOA section 3 • Older individuals, age 55 and older • Individuals with disabilities, including youth who are individuals with disabilities, and Individuals with vision loss • Returning citizens (ex-offenders) • Homeless individuals • Youth who are in or have aged out of the ▇▇▇▇▇▇ care system • English language learners, a group that is often referred to as Limited English Proficiency (LEP), individuals who have low levels of literacy, and individuals facing substantial cultural barriers • Eligible migrant and seasonal farmworkers • Single parents, including single pregnant women • Long-term unemployed individuals • Individuals within two years of exhausting lifetime eligibility under Part A of title IV of the Social Security Act • Black, Latinx and other people of color as established by the PacMtn Board of Directors In addition to meeting federal requirements for physical accessibility at all WorkSource Sites, co-locating services where possible, and using appropriate referrals, PacMtn and WorkSource Partners have implemented the following strategies to increase access for those with barriers to employment: Identify and Expand Connection & Affiliate Sites as a way to provide greater access to services at sites that the region’s residents already frequent – libraries, community centers, community-based organizations, etc. Assign the responsibilities of the state required Accessibility Subcommittee to the Priority Populations Committee to gather input from a broad spectrum of populations with barriers to employment and identify physical and programmatic barriers, recommend expansions of services to improve access for all jobseekers from all backgrounds, ensure more job seekers can connect to services and become employed, and evaluate accessibility issues in the regional WorkSource System. Increase Use of Technology to remove barriers for job seekers and allow for seamless, universal, and remote access to education, training, and other workforce development services. While technology cannot fix all barrier access problems, in many cases it will help staff to improve accessibility. The WorkSource Centers and Affiliated Sites currently have wireless internet available to customers in order to improve access to technology, including adaptive technology used by job seekers on their own devices. The region anticipates continued growth in this area. • Demand-driven system o Business sector engagement o Career pathways • Develop talent through job-seeker individual participant plans o Career interests - o Self-sufficient wages o Skill development and work experience o Mitigation of barriers ▇▇▇▇▇▇▇▇, braid, and align as part of the One Workforce Investment Strategy that leverages more resources to help job seekers reach their career goals and helps WorkSource Partners work together in functional teams to make the best use of the skills of staff providing services in the WorkSource System. At a minimum, the WorkSource Partners will use the strategy, as appropriate, to: o Per Federal guidance, co-enroll qualified TAA and NAFTA-TAA certified workers into the WIOA Title Ib Dislocated Worker program. o Leverage a career pathway model o Find additional opportunities to co-enroll job seekers into programs and services.

Priority Populations. Displaced homemakers • Low-income individuals • Native Americans, including Indians, Alaska Natives and Native Hawaiians as those terms are defined in WIOA section 3 • Older individuals, age 55 and older • Individuals with disabilities, including youth who are individuals with disabilities, and Individuals with vision loss • Returning citizens (ex-offenders) • Homeless individuals • Youth who are in or who have aged out of the ▇▇▇▇▇▇ care system • English language learnersIndians, a group that is often referred to as Limited English Proficiency (LEP), individuals who have low levels of literacyAlaskan Natives, and Native Hawaiians • Individuals with disabilities (Section 3 of ADA) • Ex-offenders Older individuals facing substantial cultural barriers (55 years of age and older) • Eligible migrant and seasonal farmworkers Homeless individuals (▇▇▇▇▇▇▇▇-▇▇▇▇▇ definition) • Single parents, including single pregnant women Low-income individuals • Long-term unemployed individuals (27 or more consecutive weeks) • Individuals within two years of exhausting lifetime TANF eligibility under Part A of title IV of • Migrant and seasonal farm workers • Single parents • Individuals who are English language learners • Other groups designated by the Social Security Act Governor: • Black, Latinx Asian, Compact of Free Association (COFA) nations, Pacific Islanders, Latinos, Lesbian, Gay, Bisexual, Transgender, and other people of color as established by the PacMtn Board of Directors Queer or Questioning (LGBTQ), expectant persons, veterans [Directive 24-21] In addition to meeting federal requirements for physical accessibility at all WorkSource Sites, co-co- locating services where possible, and using appropriate referrals, PacMtn and WorkSource Partners One Workforce partners have implemented the following strategies to increase access for those with barriers to employment: Identify and Expand Connection & Affiliate Sites as a way to provide greater access to services at sites that the region’s residents already frequent – libraries, community centers, community-based organizations, etc. Assign the responsibilities of the state required Accessibility Subcommittee to the Priority Populations Committee to gather input from a broad spectrum of populations with barriers to employment and identify physical and programmatic barriers, recommend expansions of services to improve access for all jobseekers from all backgrounds, ensure more job seekers can connect to services and become employed, and evaluate accessibility issues in the regional WorkSource System. Increase Use of Technology to remove barriers for job seekers and allow for seamless, universal, and remote access to education, training, and other workforce development services. While technology cannot fix all barrier access problems, in many cases it will help staff to improve accessibility. The WorkSource Centers and Affiliated Sites currently have wireless internet available to customers in order to improve access to technology, including adaptive technology used by job seekers on their own devices. The region anticipates continued growth in this area. • Demand-driven system o » Business sector engagement o » Career pathways • Develop talent through job-seeker individual participant plans o » Career interests - o » Self-sufficient wages o » Skill development and work experience o » Mitigation of barriers ▇▇▇▇▇▇▇▇, braid, and align as part of the One Workforce Investment Strategy that leverages more resources to help job seekers reach their career goals and helps WorkSource Partners work together in functional teams to make the best use of the skills of staff providing services in the WorkSource System. At a minimum, the WorkSource Partners will use the strategy, as appropriate, to: o • Per Federal guidance, co-enroll qualified TAA and NAFTA-TAA certified workers into the WIOA Title Ib Dislocated Worker program. o • Leverage a career pathway model o • Find additional opportunities to co-enroll job seekers into programs and services. Board appointed standing committees will advise and help drive the PacMtn vision for the One Workforce system. Standing committees are composed of both board and non-board members with the responsibility of engaging funders, partners, employers, and community members around that vision. The local PacMtn workforce board and board appointed standing committees play a critical role in promoting, sustaining, and growing regional economies. They are responsible for aligning investments in job training, integrating service delivery across programs, and ensuring that workforce investments are job-driven and match employers with skilled workers. Moreover, the PacMtn local WDB and standing committees work together to support regional collaboration within economic development areas and ensure that career pathways, sector strategies, and expansion of apprenticeship and other earn-and-learn approaches address the needs of business. A complete list of Pac Mountain Standing Committees can be found at: ▇▇▇▇▇://▇▇▇▇▇▇.▇▇▇/governance/board-of-directors/other-committees/ The WorkSource Partners agree to be responsive to customer concerns and complaints, and act when appropriate in accordance with state, local area, agency, or program complaint policies. The WorkSource System operating budget and IFA are incorporated into this MOU as Attachment B 1-4. These documents were developed based on the information available from the partners and lease holders in the region. The applicable parties have signified their approval of this budget and IFA through their signatures to the MOU. The allocation of costs is in line with the Federal authorizing statutes of the required WorkSource Partners and the Federal Cost Principles requiring that costs are reasonable, necessary, and allocable WorkSource Partners agree that the use of high-quality, integrated data is essential to inform decisions made by policymakers, employers, and job seekers. Additionally, it is vital to develop and maintain an integrated case management system, as appropriate, that informs customer service throughout customers’ interaction with the integrated system and allows information collected from customers at intake to be captured once. WorkSource Partners further agree that the collection, use, and disclosure of customers’ personally identifiable information (PII) is subject to various requirements set forth in Federal and State privacy laws and well as any executed data sharing agreements. Partners acknowledge that the execution of this MOU, by itself, does not function to satisfy all of these requirements, nor does this agreement supersede those requirements. The WorkSource Partners will work together, based on customer informed consent, to continually find ways to improve the collection and sharing of data for the purpose of improving services within requirements to maintain confidentiality. All WorkSource Partners will be trained in the protection, use, and disclosure requirements governing Personal Identifying Information (PII) and any other confidential data for all applicable programs, including Family Educational Rights and Privacy Act (FERPA)-protected education records, confidential information in Unemployment Insurance (UI) records, and personal information in Vocational Rehabilitation records. WorkSource Partners agree to abide by all applicable Federal, State, and local laws and regulations regarding confidential information, including PII from educational records. WorkSource Partners will respect and abide by the confidentiality policies and legal requirements of all of the other partners. WorkSource Partners will ensure that the collection and use of any information, systems, or records that contain PII and other personal or confidential information will be limited to purposes that support the programs and activities described in this MOU and will comply with applicable law. WorkSource Partners will ensure that access to software systems and files under their control that contain PII or other personal or confidential information will be limited to authorized staff members who are assigned responsibilities in support of the services and activities described herein and will comply with applicable law. Each Party expressly agrees to take measures to ensure that no PII or other personal or confidential information is accessible by unauthorized individuals. The appropriate data sharing agreements will be created and required confidentiality and ethical certifications will be signed by authorized individuals.

Priority Populations. Displaced homemakers The partners determined will serve, at a minimum the following populations: • Unemployment insurance claimants; • Low−income adults (TANF, homeless across WIOA program); • Adult Education participants (Title II); • Individuals with disabilities (Vocational Rehabilitation Title IV); • Veterans; • Older workers; • Re−entry populations; • Youth, including youth with barriers to employment • Migrant Seasonal Farmworkers a) Unemployment Insurance (UI) Recipients The Unemployment Insurance (UI) program provides temporary income assistance to Massachusetts workers who are unemployed through no fault of their own and who are able to work, available for work and looking for a job. Career Centers play a vital role ensuring UI claimants are successfully preparing for and securing re− employment. Access to re−employment services will be made available through the one−stop career center and will include: • UI eligibility services; • UI Claimant registration for employment services; • Assistance in finding employment; • Placement services; Department of Unemployment Assistance (DUA) staff will contribute to an integrated service delivery strategy at the OSCC in the following ways: • DUA will ensure that OSCC staffs are trained in UI to allow staff to assist claimants in navigating the process. • DUA staff will be co−located (either physically or virtually) at the OSCCs (attachment A) • Ensure OSCC visitors have access to “meaningful assistance” from UI staff in order to resolve issues and questions related to their claim; Any other provision in this agreement notwithstanding: DUA only will provide information under this agreement to another party to this agreement: a. upon the determination by the DUA Director that the information lawfully may be provided in accordance with applicable law, including, but not limited to, ▇. ▇. ▇. 151A, § 14P and § 46, and 20 C.F.R. Pt. 603; b. following approval by DUA of an Application for Unemployment Insurance and/or Wage Reporting Data; and c. following execution by ▇▇▇ and an approved applicant of a Data Sharing and Cost Reimbursement Agreement. DUA will not be bound by any provision of this agreement that does not expressly mention DUA by name. b) Low-income Adult including TANF and SNAP Recipients Each Department of Transitional Assistance (DTA), Chelsea and Malden offices, will designate a lead staff person to provide co−case management to shared customers. DTA will refer customers to the MassHire career centers through our joint work participant program (WPP). The Local Transitional Assistance Office (TAO) will: • Establish virtual and in person options for staff Co−location and collaboration at the OSCC to provide consistent access to support, information, and resources for DTA clients and OSCC staff. • Provide OSCC with a broad overview of eligibility requirements of the TAFDC and SNAP programs and any policy changes as they arise. • Use the established referral mechanisms between DTA and the OSCC. • Utilize monthly WPP dashboard for reconciliation of customers enrolled in WPP as a tool to support continued participation and/or re−engagement. • Participate in case conferences on shared customers enrolled in WPP and supports needed. • Collaborate with OSCC staff and other OSCC partners to ensure that TAFDC and SNAP clients receive the appropriate job readiness, job matching, and employment supports. The OSCC will: • Ensure OSCC staff are cross trained in services and eligibility for DTA and DTA WPP clients; trained and knowledgeable about DTA programs/requirements. • WPP clients enrolled will be recorded in MOSES Special programs to appear on dashboard. • WPP SNAP participation hours must be recorded on PATH monthly following guidance 02−2020A WPP SNAP enrollment instructions. • WPP enrollees will receive comprehensive, individualized job search coaching/assistance and explore WIOA job training opportunities if needed. • Make available information on TAFDC and SNAP programs, supportive services, and resources available. • Ensure OSCC staff is trained to respond to /or make referrals for current or potentially eligible DTA clients. • Attend DTA orientations, which may be held virtually or in person, and recruit DTA clients for WPP enrollment. • Designate space (either physical or virtually) for DTA Full Engagement Worker (FEW) to co−locate at agreed upon scheduled times. • Review, verify, and sign DTA client participation forms for OSCC−WPP registered DTA clients. c) Adult Education Participants Outstationing is the practice of assigning an adult education (AE) staff person to a One Stop Career Center for a set number of hours each week. The AE staff person, or outstationed coordinator, acts as a liaison between AE programs in the local area and the career center. The primary role of the outstationed coordinator is to help current and potential AE students access services by assisting career center staff with intake, assessments, and referrals to local AE programs. In addition, the outstationed coordinator is also responsible for connecting eligible AE students looking for employment and/or training opportunities with career centers. Metro North has six Adult Basic Education (ABE) agencies providing a range of ABE and ELL programs. Adult and Community Learning Services (ACLS) ensures meaningful access to AE services by having staff out stationed at the one−stop career centers. Cambridge Community Learning Centers is responsible for the Outstationing Coordinators assigned to the Metro North Region. The out stationed staff will: • Schedule and maintain posted hours at their assigned OSCC, either virtual or in person • Follow the two way referral system with OSCC staff and act as the conduit between the OSCC staff and the AE providers in the region • Connect eligible AE students, from each AE provider listed in this MOU, looking for employment and/or occupational skills training to OSCCs • Provide OSCC staff information on the AE program intake, assessment, and referral procedures • Disseminate information about OSCC services to the AE providers listed in this MOU • Ensure that the AE providers listed in this MOU received updated information and understand the referral process • Provide back up documentation to OSCC for co−enrollment, when needed, and will provide assessment results and other relevant information • Will Share customer data/performance measures of shared customers including obtaining and sharing a current copy of the Release of Information which allows MNWB and OSCC to access shared customers information • Complete outstationing reports and share with MOU team regular status updates on referrals sent and received The AE providers listed in this MOU will: • Follow the two−way referral system with the Outstationed Coordinators to refer individuals to the OSCC and to receive referrals from the OSCC • Native AmericansConnect eligible AE students to the OSCC, including Indiansthrough the Outstationing Coordinator, Alaska Natives looking for employment and/or occupational skills training to OSCCs • Provide updated information on programs to the Outstationing Coordinators The OSCC will: • Ensure staff connect with Outstationing Coordinators to become familiar with AE program intake, assessment and Native Hawaiians referral procedures • Designate space for AE staff for co−location (either physically or virtually) at agreed upon scheduled times • Ensure OSCC staff is trained to respond to/or make referrals for potentially eligible customers following the two way referral system • Refer eligible customers to out stationed staff to then make connection with the appropriate AE provider in the Metro North region (from those listed in MOU) Provide regular status updates on received referrals to ABE agencies d) Individuals with Disabilities Access to information on Massachusetts Rehabilitation Commission (MRC) and Massachusetts Commission for the Blind (MCB) programs, services, and resources will be made available at the OSCCs. MRC will: • Work collaboratively to identify consumers with disabilities who are appropriate for job driven training and employment opportunities offered by workforce development/career centers • Work with OSCC to ensure individuals with disabilities can access career center physical space and services as those terms are defined appropriate • Schedule and maintain posted hours (either virtually or in WIOA section 3 person) at the OSCC (attachment A) • Older individualsWill follow agreed upon two−way referral systems with OSCC staff • Disseminate information about OSCC services to MRC consumers and provide assistance in accessing these services • Provide annual input and feedback as part of the process of the required assessment of physical and programmatic access of One−Stop Career Centers for people with disabilities. • Maintain regular communication and interaction via face to face and/or virtual meetings at the career centers and MRC, age 55 and older • Individuals via email and/or telephone to ensure collaboration in the development of strategies to support career pathways for individuals with disabilities, including students and youth who are individuals with disabilities, to enter and Individuals retain employment and to support appropriate cross agency referrals. • Provide backup documentation to the OSCC, including assessment results, when appropriate for co− enrollment • Provide regular status updates on referrals sent and received MCB will: • Assist with vision loss training OSCC staff to use assistive technology with visually impaired or legally blind consumers who seek career center services • Returning citizens Provide sensitivity training to OSCC staff • Assist with accommodations related to workshops for legally blind and visually impaired consumers. • Provide training to OSCC staff so that staff have basic knowledge of programs, services and resources available through MCB. • Work with OSCC to ensure access to career center space for information sessions, meetings with potential or shared consumers and “job driven” training initiatives as appropriate • Will follow agreed upon two−way referral systems with OSCC staff • Schedule and maintain posted hours (ex-offenderseither virtual or in person) at the OSCC (attachment A) • Homeless individuals • Youth who are in Connect eligible MCB customers looking for employment or have aged out of the ▇▇▇▇▇▇ care system • English language learners, a group that is often referred trainings to as Limited English Proficiency (LEP), individuals who have low levels of literacy, and individuals facing substantial cultural barriers • Eligible migrant and seasonal farmworkers • Single parents, including single pregnant women • Long-term unemployed individuals • Individuals within two years of exhausting lifetime eligibility under Part A of title IV of the Social Security Act • Black, Latinx and other people of color as established by the PacMtn Board of Directors In addition to meeting federal requirements for physical accessibility at all WorkSource Sites, co-locating services where possible, and using appropriate referrals, PacMtn and WorkSource Partners have implemented the following strategies to increase access for those with barriers to employment: Identify and Expand Connection & Affiliate Sites as a way to provide greater access to services at sites that the region’s residents already frequent – libraries, community centers, community-based organizations, etc. Assign the responsibilities of the state required Accessibility Subcommittee to the Priority Populations Committee to gather input from a broad spectrum of populations with barriers to employment and identify physical and programmatic barriers, recommend expansions of services to improve access for all jobseekers from all backgrounds, ensure more job seekers can connect to services and become employed, and evaluate accessibility issues in the regional WorkSource System. Increase Use of Technology to remove barriers for job seekers and allow for seamless, universal, and remote access to education, training, and other workforce development services. While technology cannot fix all barrier access problems, in many cases it will help staff to improve accessibility. The WorkSource Centers and Affiliated Sites currently have wireless internet available to customers in order to improve access to technology, including adaptive technology used by job seekers on their own devices. The region anticipates continued growth in this areaOSCCs. • Demand-driven system o Business sector engagement o Career pathways Follow agreed upon two−way referral systems with OSCC staff • Develop talent through job-seeker individual participant plans o Career interests - o Self-sufficient wages o Skill development Provide annual input and work experience o Mitigation of barriers ▇▇▇▇▇▇▇▇, braid, and align feedback as part of the One Workforce Investment Strategy that leverages more process of the required assessment of physical and programmatic access of One−Stop Career Centers for people with disabilities. • Provide regular status updates on referrals sent and received The OSCC will: • Ensure OSCC staff are cross trained in services and eligibility for MRC and MCB clients; trained and knowledgeable about respective programs/requirements • Make available information on MRC and MCB programs, services, and resources • OSCC staff will be appropriately trained to provide information to legally blind and visually impaired customers about programs, services, and activities available through MCB • Designate space for MRC and MCB to co−locate (either physically or virtually) at agreed upon scheduled times • Provide status updates on received referrals e) Veterans Services Disabled Veterans' Outreach Program (DVOP) specialists develop job and training opportunities for veterans, with special emphasis on veterans with service−connected disabilities. DVOP Specialists provide direct services to veterans to help them compete in the job seekers reach their market. They offer assistance to disabled and other veterans by promoting community and employer support for job and training opportunities, including apprenticeship and on−the−job training. Veterans’ Representatives from the Disabled Veterans’ Outreach Program (DVOP) of the Department of Career Services are co−located (either physically or virtually) at the one−stop career goals centers to provide timely career services. Veterans receive priority of service status and helps WorkSource will be provided immediate access to career center services. The Partners will refer Veterans to the one−stop career centers for services. f) Older Workers Senior Community Service Employment Program (SCSEP) goal is to maximize opportunities for older workers to obtain employment. They achieve this through, Operation ABLE, who’s focus is to empower our community of job seekers, the underemployed, those in career transition and military veterans who need job support services to re−enter the workforce. SCSEP will: • Schedule and maintain posted hours at the OSCC and will also offer virtual services to eligible OSCC customers • Follow the mutually agreed upon two−way referral systems process with OSCC staff • Maintain accurate records of customer intakes, assessments, IEPs, community service assignments, referrals, and other services provided • Will provide information sessions to OSCC customers on SCSEP services • Refer SCSEP individuals looking for employment or training to the OSCCs • Provide regular status updates on referrals sent and received The OSCC will: • Designate space for staff for co−location at agreed upon scheduled times (either physically or virtually) • Make available information on SCSEP programs, services, and resources • OSCC staff will be trained and knowledgeable about SCSEP programs/requirements • Ensure OSCC staff is trained to respond to/or make referrals for potentially eligible customers • Provide status updates on received referrals g) Youth Through WIOA Youth funding, the Metro North Workforce Board funds in−school and out−of−school youth programs throughout the Metro North region. The youth programs support youth, between the ages of 14−24, through an integrated service delivery system. MassHire Metro North Workforce Board Youth Team MNWB Youth Team will: • MNWB Youth team shall refer youth participants aged 18 and over to OSCC for the WIOA Adult programs for assessments, referrals, access to Individual Training Accounts (ITAs), and other career training opportunities, as feasible or appropriate • MNWB will provide back−up documentation to OSCC for co−enrollment and will provide information on customers’ career interests, goals, employment status, and other relevant information needed to develop an individual service plan • MNWB will share customer data/performance measures of shared customers including obtaining and sharing a current copy of the Release of Information which allows MNWB and OSCC to access shared customers information and customer information in the MOSES database • MNWB will follow agreed upon two−way referral systems with OSCC staff • MNWB will continue to share OSCC events and job listings with WIOA Youth providers and partners • MNWB will work together with OSCC to create inclusive events for youth in functional teams the Metro North and ensure the creation of JobQuest ID for youth to make utilize OSCC services ▇▇▇/YouthBuild – Just−A−Start (▇▇▇) is a community development corporation dedicated to promoting equity by creating access to stable housing and building pathways to economic opportunity. JAS builds and preserves affordable housing, offers education and workforce training, and provides housing resources and services to low− to moderate−income people in Cambridge and nearby communities. ▇▇▇/YouthBuild will: • JASYB shall refer YouthBuild participants aged 18 and over to OSCC for the best use WIOA Adult programs for assessments, referrals, access to Individual Training Accounts (ITAs), and other career training opportunities, as feasible or appropriate • JASYB will provide back−up documentation to OSCC for co−enrollment and will provide information on customers’ career interests, goals, employment status, and other relevant information needed to develop an individual service plan • JASYB will share customer data/performance measures of shared customers including obtaining and sharing a current copy of the skills Release of Information which allows MNWB and OSCC to access shared customers information • JASYB may maintain ongoing presence (either physical or virtual) at OSCC and may provide ongoing information sessions to interested customers • JASYB will follow agreed upon two−way referral systems with OSCC staff providing services in Job Corps– Job Corps' mission is to help young people ages 16 through 24 to improve the WorkSource Systemquality and satisfaction of their lives through vocational and academic training. At a minimum, the WorkSource Partners will use the strategy, as appropriate, toJob Corps Will: o Per Federal guidance, co-enroll qualified TAA • Job Corps shall refer JC participants aged 18 and NAFTA-TAA certified workers into over to OSCC for the WIOA Title Ib Dislocated Worker program. o Leverage a Adult programs for assessments, referrals, access to Individual Training Accounts (ITAs), and other career pathway model o Find additional opportunities to co-enroll job seekers into programs and services.training opportunities, as

Priority Populations. Displaced homemakers • Youth who are in or who have aged out of foster care • Indians, Alaskan Natives, and Native Hawaiians • Individuals with disabilities (Section 3 of ADA) • Ex-offenders Older individuals (55 years of age and older) • Homeless individuals (McKinney-Vento definition) • Low-income individuals • Native Americans, including Indians, Alaska Natives and Native Hawaiians as those terms are defined in WIOA section 3 • Older individuals, age 55 and older • Individuals with disabilities, including youth who are individuals with disabilities, and Individuals with vision loss • Returning citizens (ex-offenders) • Homeless individuals • Youth who are in or have aged out of the ▇▇▇▇▇▇ care system • English language learners, a group that is often referred to as Limited English Proficiency (LEP), individuals who have low levels of literacy, and individuals facing substantial cultural barriers • Eligible migrant and seasonal farmworkers • Single parents, including single pregnant women • Long-term unemployed individuals (27 or more consecutive weeks) • Individuals within two years of exhausting lifetime TANF eligibility under Part A of title IV of • Migrant and seasonal farm workers • Single parents • Individuals who are English language learners • Other groups designated by the Social Security Act • Governor: » Black, Latinx Asian, Compact of Free Association (COFA) nations, Pacific Islanders, Latinos, Lesbian, Gay, Bisexual, Transgender, and other people of color as established by the PacMtn Board of Directors Queer or Questioning (LGBTQ), expectant persons, veterans [Directive 24-21] In addition to meeting federal requirements for physical accessibility at all WorkSource Sites, co-co- locating services where possible, and using appropriate referrals, PacMtn and WorkSource Partners One Workforce partners have implemented the following strategies to increase access for those with barriers to employment: Identify and Expand Connection & Affiliate Sites as a way to provide greater access to services at sites that the region’s residents already frequent – libraries, community centers, community-based organizations, etc. Assign the responsibilities of the state required Accessibility Subcommittee to the Priority Populations Committee to gather input from a broad spectrum of populations with barriers to employment and identify physical and programmatic barriers, recommend expansions of services to improve access for all jobseekers from all backgrounds, ensure more job seekers can connect to services and become employed, and evaluate accessibility issues in the regional WorkSource System. Increase Use of Technology to remove barriers for job seekers and allow for seamless, universal, and remote access to education, training, and other workforce development services. While technology cannot fix all barrier access problems, in many cases it will help staff to improve accessibility. The WorkSource Centers and Affiliated Sites currently have wireless internet available to customers in order to improve access to technology, including adaptive technology used by job seekers on their own devices. The region anticipates continued growth in this area. • Demand-driven system o » Business sector engagement o » Career pathways • Develop talent through job-seeker individual participant plans o » Career interests - o » Self-sufficient wages o » Skill development and work experience o » Mitigation of barriers ▇▇▇▇▇▇▇▇, braid, and align as part of the One Workforce Investment Strategy that leverages more resources to help job seekers reach their career goals and helps WorkSource Partners work together in functional teams to make the best use of the skills of staff providing services in the WorkSource System. At a minimum, the WorkSource Partners will use the strategy, as appropriate, to: o • Per Federal guidance, co-enroll qualified TAA and NAFTA-TAA certified workers into the WIOA Title Ib Dislocated Worker program. o • Leverage a career pathway model o model. • Find additional opportunities to co-enroll job seekers into programs and services.. Board appointed standing committees will advise and help drive the PacMtn vision for the One Workforce system. Standing committees are composed of both board and non-board members with the responsibility of engaging funders, partners, employers, and community members around that vision. The local PacMtn workforce board and board appointed standing committees play a critical role in promoting, sustaining, and growing regional economies. They are responsible for aligning investments in job training, integrating service delivery across programs, and ensuring that workforce investments are job-driven and match employers with skilled workers. Moreover, the PacMtn local WDB and standing committees work together to support regional collaboration within economic development areas and ensure that career pathways, sector strategies, and expansion of apprenticeship and other earn-and-learn approaches address the needs of business. A complete list of Pac Mountain Standing Committees can be found at: https://pacmtn.org/governance/board-of-directors/other-committees/ The WorkSource Partners agree to be responsive to customer concerns and complaints, and act when appropriate in accordance with state, local area, agency, or program complaint policies. Link to WIOA Administrative Policy Dispute Resolution and Appeals #3040 Link to Customer Concern and Complain Resolution Policy #425