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									      Strategic/Operational Plan




American Recovery and Reinvestment Act
         (ARRA) Addendum




       May 15, 2009 – June 30, 2010
SECTION I. VISION AND STRATEGY

Economy and Labor Market Context

Provide a detailed analysis of your LWIBs economy, the labor pool and the labor market
context.

Frederick County is in the midst of an economic challenge. The unemployment rate jumped to
6.2% in March 2009, from a rate of 3.2% in March 2008. In the City of Frederick, the March
2009, unemployment rate was 6.6%. Also, there has been a sharp increase in unemployment in
recent months. For the last quarter of 2008, the average unemployment rate was 4.3%. For the
first quarter of 2009, the average unemployment rate was 6.1%.

There are other indicators of the current economic conditions.

      Average daily number of customers who visited FCWS increased by 55% from
       September 2007 to September 2008 – We expect that number to increase.

      Number of WIA customer enrollments increased by 68.4% from September 2007 through
       September 2008 – We expect that number to increase.

      FCWS provided outplacement services to 8 businesses and 324 customers in fiscal year
       2008. These services have significantly increased in fiscal year 2009. Through May 12,
       2009, outplacement services have been provided to 14 businesses and 667 customers.

      Businesses are continuing to lay off workers.

Frederick County Relevant Demographics

      Largest employer is the Fort Detrick campus. Employment is expected to grow 1,425
       jobs over the next 3-5 years.

      Income per capita $31,681 as of 2006.

      Median household income $74,029 as of 2006.

      People below poverty level rate is 3.9%.

      Current population is 230,000.

      Projected population for 2015 is 265,566.

      Labor pool increased 7% from 2003 to 2007.

      79,500 households.


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      Annual rate of population growth – 4,500.

      A workforce of 116,981.

The challenges of positioning Frederick County for a successful economic recovery have been
identified though various sources, including a business needs survey completed in April 2009,
the Frederick County Office of Economic Development, and local market and demographic
data. These sources revealed the gaps between the current skills of dislocated workers and the
skills that will be required by industries and occupations that are expected to grow in Frederick
County. Frederick County Workforce Services (FCWS) will use this information to strategically
target employment and training programs to fill jobs in the following industries that show job
growth.
     Green Jobs – including manufacturing and construction.

      Health Care.

      Bioscience/Biomedical.

      Information Technology.

      Advanced Technology.

      Administrative.

What is the LWIB’s vision for ensuring a continuum of education and training
opportunities that support a skilled workforce?

FCWS will introduce or enhance the following actions to ensure a continuum of education and
training opportunities that will support a skilled workforce.

      Increase the number of customers served and substantially increase the number of these
       customers who receive training.

      Play a vital role in Frederick County’s economic recovery by assisting workers who are
       facing unprecedented challenges to retool their skills and re-establish themselves in
       viable career paths.

      Accelerate its transformational efforts and demonstrate its ability to innovate and
       implement effective One- Stop service delivery strategies.

      Match labor market and business needs to education and training to advance careers and
       upgrade employee contributions to the workplace.

      Help disconnected youth to reconnect through multiple pathways to education and
       training that enable them to enter and advance in the workforce.


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      Align adult education, job training, postsecondary education, apprenticeships, career
       advancement activities, and supportive services with economic and community
       development strategies to meet the skill needs of existing and emerging regional
       employers and high-growth occupations.

      Partner and develop solutions in collaboration with community colleges, businesses,
       faith-based organizations and community groups to align workforce development
       services with sector strategies that enable low-income, displaced and under-skilled adults
       and disconnected youth to acquire the knowledge and skills for success at work in key
       industries.

What is the LWIB’s vision for ensuring that every youth has the opportunity for
developing and achieving career goals through education and workforce training, including
the youth most in need of assistance, such as out-of-school youth, homeless youth, youth in
foster care, youth aging out of foster care, youth offenders, children of incarcerated
parents, migrant and seasonal farm worker youth, youth with disabilities, and other youth
at risk?

FCWS has a vast network of local partnerships that work to connect youth to education and
workforce opportunities. Through these networks and partnerships FCWS specifically targets
disconnected youth to reconnect them through multiple pathways to enter and advance in the
workforce. For example, FCWS works with Independent Living to help youth in foster care and
those transitioning out of foster care by providing work readiness workshops, opportunities for
summer employment, and continued workforce training after the summer experience has
completed.

Through the Family Partnership of Frederick County, disconnected youth have several
reconnection pathway options. The pathway options include:

      GEDs.

      Targeted industry sector work experience.

      Apprenticeships.

      Work experience in their chosen fields.

FCWS also partners with Frederick Youth Alliance and Cakes for Cause. This organization
targets youth transitioning out of foster care to help them obtain their GEDs and to help them
with post-secondary school opportunities leading to specific career training.

In addition, the FCWS Youth Team works closely with the Department of Juvenile Justice to
help youth find meaningful employment during their probationary period to fulfill requirements
needed for the youth to reconnect back to education or further their careers.




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Local Strategies

Service Delivery Strategies, Support for Training. Describe innovative service delivery
strategies the LWIB has or is planning to undertake to maximize resources, increase
service levels, improve service quality, achieve better integration or meet other key state
goals.

FCWS will enhance existing programs and add new programs to build our capacity to deliver
more targeted services and to increase the number of adults and dislocated workers either placed
in employment or placed in training programs.

FCWS will pursue options including but not limited to:

      Implement “Life Learning Ladders Training Program” in collaboration with business
       partners to close the gap between existing skills and skills required by employers. The
       sequence of the training will vary based on the needs of the jobseeker and the business.
       The components of the program may include:

       Assessment -> Work Readiness -> Credentials -> Pre-Apprenticeship -> Apprenticeship
       -> Regular Employment

      Hire ARRA career specialist to increase number of customers served and to increase
       connections of jobseekers to jobs.

      Align training strategies with the business needs survey, Office of Economic
       Development strategies, and regional economies. This approach will help our customers
       in acquiring the skills needed in high growth jobs in Frederick County.

      Partner with Volunteer Frederick to connect Frederick County Workforce Services’
       unemployed jobseekers with local non-profit as pro-bono consultants. This partnership
       will benefit our customers by providing them the opportunity to close gaps in their
       resumes, network with their community, keep their skills current, expand their skills,
       keep up their morale, as well as provide a professional reference and professional
       feedback on their talents. We will target 25 job seekers for this program.

      Expand universal access points to services though several partnerships.

           o Partner with Religious Coalition to provide job search and job retention
             workshops to the homeless.

           o Expand partnership with Frederick County Department of Social Services
             beginning with the training of DSS staff on the Maryland Workforce Exchange.




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   Purchase Prove It! Assessment system for jobseekers to assess their current abilities and
    interests; to provide job seekers an objective assessment of their job specific skills; to
    determine training needs; and to provide a pre-assessment tool for businesses to fill job
    openings with qualified workers.

   Continue to work with the Frederick County Commission for Women on a work
    readiness workshop to be offered to low-income women. The workshop will be expanded
    to include resume writing, interviewing, job applications, community resources, business
    clothing give-aways, and hairstyling. We will target 30 citizens for this program.

   Offer Dependable Strengths workshops to our jobseekers. The Dependable Strengths
    process will assist customers in uncovering their own dependable strengths and
    articulating their strengths and skills to potential employers. The Dependable Strengths
    process assists jobseekers in “standing out, getting referred, and being remembered.” We
    will target 25 customers for this program.

   Partner with Frederick County Adult Education to provide computer training classes. The
    classes will include Introduction to Word, Advanced Word, Introduction to Excel,
    Advanced Excel, and QuickBooks. The training will be held at the Business and
    Employment Center. We will target 50 job seekers.

   Provide customized Certified Nursing Assistant/Geriatric Nursing Assistant training in
    partnership with local nursing homes, assistive living facilities, rehabilitation centers,
    retirement communities, and other healthcare facilities and Frederick Community
    College. We plan to train 10 job seekers.

   Expand support services for individuals in occupational training to assist with basic
    needs, e.g., transportation, to make it possible for trainees to successfully complete
    training.

   Provide training opportunities for up to 80 jobseekers, a significant increase from FCWS’
    current capacity.

   Increase the number of opportunities for industry certifications and credentials using the
    RFP process to hire local colleges/training vendors to develop curriculum for targeted
    industries.

   Implement Job Club/Networking Group in partnership with Frederick County Mental
    Health (via an RFP) to provide a forum for jobseekers to share job search experiences
    and to provide an outlet for jobseekers to talk about challenges related to being
    unemployed.

   Enhance the Talent Spotlight program. This program highlights the skills, knowledge
    and abilities of selected jobseekers. The program will be expanded to include the “Hire
    Me Because” component. This component is an advertisement in the newspaper with
    information about selected jobseekers and a call for employers to hire jobseekers.

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      Expand partnership with Frederick County Government Human Resources to include a
       link to FCWS on the Human Resources job opportunities page.

      Collaborate with Frederick County Purchasing Department to implement a program to
       connect companies who win contracts through the bidding process to FCWS. In turn,
       FCWS will work with the companies to connect jobseekers with available jobs. Based on
       needs, FCWS will also provide industry training, on-the-job training and other workforce
       services to the companies.

SECTION II. SERVICE DELIVERY

Adult and Dislocated Worker Services

Describe local strategies and policies to ensure adults and dislocated workers have
universal access to the minimum required core services.

Local strategies and policies to ensure adults and dislocated works have universal access to
required core services will include:

      Expand outreach into the community by providing outreach material and education about
       FCWS to community organizations. The community organizations may refer customers
       to FCWS Orientation workshops.

      Continue staff presentations in EI workshops to let participants know about enhanced
       opportunities.

      Train the local Department of Social Services on new services and Maryland Workforce
       Exchange.

      Provide additional resources to help with job search and résumé writing, such as a drop-
       in résumé clinic with Certified Professional Résumé Writers.

      Increase the number of Global Career Development Facilitators (GCDFs) and Certified
       Professional Resume Writers (CPRWs) that are available to assist adults and dislocated
       workers.

Describe how the LWIB will integrate resources provided under the Wagner-Peyser Act
and WIA Title I for adults and dislocated workers, as well as resources provided by
required One-Stop partner programs, to deliver core services.

FCWS will use ARRA funding concurrently with regular WIA funds to provide core services by:

      Collaborating with One-Stop employment partners to deliver core services, supportive
       services, and resources for mutual customers.

      Maintaining our unique seamless deliver of core services from both WIA and WP staff.

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      Sharing referrals and system enhancements such as Prove IT with partners to increase the
       employability of our local workforce.

Describe the LWIB’s vision for increasing training access and opportunities for individuals
including the investment of WIA Title I funds and the leveraging of other funds and
resources.

Not all of the strategies outlined in this action plan will be funded exclusively by ARRA funding.
Instead, some program implementations or enhancement may be funded by a combination of
ARRA dollars, regular WIA allocation, or partner funding. For example, on-the-job training and
individual training accounts can be funded by regular WIA allocation and/or ARRA/WIA funds.
This strategy may allow FCWS to increase training caps as necessary.

Describe the LWIB’s allocation plans for investing in skills training and support services.

FCWS will allocate up to70% of funding for training programs. Of the 70% of funding, 10%
will be allocated for supportive services.

Also, FCWS will use cross-agency collaborations to leverage funds and resources, to maximize
ARRA efficiency outcomes, and to avoid duplication of effort.

Youth Services

Describe the LWIB's strategy for providing comprehensive, integrated services to eligible
youth, including those most in need.

Frederick County Workforce Services (FCWS) anticipates that ARRA WIA Youth funds will be
used primarily for 2009 Summer Employment opportunities. Of the $122,308 funding that
Frederick County receives, approximately 65% will be spent on first year summer activities.
Summer funding will increase our regular county-funded summer program by 30%, from 100
work opportunities to approximately 150 work opportunities.

The FCWS Summer Jobs Program will begin on July 6, 2009, and will end on Friday, August 7,
2009. Although this is primarily a 5-week program, FCWS plans to be flexible to either extend
the program in the beginning or at the end to best meet the needs of youth and businesses. Youth
will work up to 28 hours per week and will be paid $7.25 per hour (older youth may be paid
more, especially if they are sole source providers for a household). Expansion of the program
will be absorbed by current youth staff for the start-up portion of the program. Two ARRA
Summer Jobs Counselors will be hired to coordinate the program, enter data and case manage the
additional youth.

FCWS will develop a mix of public and private sector work experiences for youth during the
2009 Summer Jobs Program. As stated earlier, FCWS already has an existing network of
employers that hire summer youth through the program. Employers include schools, local
government agencies, and non-profit organizations. In addition, FCWS recruits employers from


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Fort Detrick that provide opportunities to youth in Science, Technology, Engineering and Math
(S.T.E.M.) related occupations.

Expansion of worksites will continue for the 2009 program to provide youth with more
opportunities in the medical research arenas, healthcare and scientific fields. Efforts are already
underway to solicit worksites that promote green technologies. The Frederick County
Government Utilities and Waste Management Office will provide two positions for older youth
in their recycling department. The Frederick Office of Environmental Sustainability and the
Frederick County Public Schools Facilities Department may also be resources for green jobs for
youth. Providing opportunities in careers of the future provides youth the knowledge and
experience they will need to pursue careers in these fields.

Youth in at-risk situations will be the primary applicant pool for the summer jobs program.

      Youth with disabilities.

      Youth that are homeless served through our partnership with Frederick Community
       Action Agency

      Youth served by the Department of Juvenile Justice.

      Youth served through Department of Social Services for foster care.

      Other youth who meet the definition of at-risk.

All youth that have applied and are eligible for the program will receive an interview for a
summer job opportunity. Youth will be matched with a worksite that best meets their skills and
abilities and is within a geographical location that is accessible. All youth will be invited to
attend a “How to Interview” workshop focusing on proper interview attire, behavior,
professionalism and content on how to best sell your skills.

Youth will then be selected by the employer for their summer job. Every effort will made to
continue to match youth to an interview at a worksite until the youth and an employer find the
best match. FCWS anticipates this matching, interviewing, and hiring process will run from
mid-May to mid-June.

For those youth selected for positions, program orientations will occur at the end of June to
include requirements of the program, how to complete a timesheet, and how to retain
employment. Supervisors will also attend program orientations that will focus on requirements
of the program, contact information for FCWS staff, and tips on how to work with and supervise
teens and young adults.




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Youth that are in need of supportive services, needs-based payments, or day-care will be
identified at program orientation and during the summer work experience by their FCWS
Summer Counselor if their circumstances change. A partnership through local Transit offers
teens and young adults the opportunity to ride the bus free during the summer months. FCWS
also provides bus tickets to those youth not eligible for the free-ride program so they will be able
to get to work.

Frederick County Workforce Services plans to utilize the remaining 35% of the ARRA Youth
Funds to help 10 older youth stay in their employment situation until March 30, 2009. These
youth may work a 28-hour work week, continue to make their designated hourly wage from the
Summer Program, and will be served through our regular WIA grants to help provide additional
training and education to further promote career opportunities.

Veterans’ Priority of Service

What policies and strategies does the local have in place to ensure that, pursuant to the
Jobs for Veterans Act (P.L.107-288) (38 USC 4215), priority of service is provided to
veterans (and certain spouses) who otherwise meet the eligibility requirements for all
employment and training programs funded by the Department of Labor?

FCWS complies with Federal Law regarding Veteran's Priority by job matching Veterans first
for preference on all jobs entered in the MWE System.

Veterans and eligible spouses are made aware of their entitlement to priority services and all of
the employment, training and placement services available under priority services. They are also
told about the eligibility requirements for the services.

Examples of these services are:

      FCWS Orientation along with registrations in Maryland Workforce Exchange.

      Assessments for grant programs.

      Referrals to training programs, employment resources, and workforce partners.

      Case management.

      Job search, referrals and job fairs.

      Résumé assistance, interviewing and federal applications.

      Career coaching and counseling.

      Mass emails to follow-up on services and outreach materials to increase awareness of
       services.


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Service Delivery to Targeted Populations

Describe the LWIB’s strategies to ensure that the full range of employment and training
programs and services delivered through the state’s One-Stop delivery system are
accessible to and will meet the needs of dislocated workers, displaced homemakers, low-
income individuals, migrant and seasonal farm workers, women, minorities, individuals
training for nontraditional employment, veterans, public assistance recipients and
individuals with multiple barriers to employment (including older individuals, limited
English proficiency individuals, and people with disabilities).

      FCWS will ensure that a full range of employment and training programs and services are
       accessible. We will continue and enhance some services and add other services.

      Meet the needs of targeted populations by forming new partnerships and expanding our
       existing partnerships with various government agencies, non-profit entities and
       businesses.

      Hours have been increased for a Career Specialist who is fluent in both English and
       Spanish to assist limited English proficiency individuals with their job search and career
       planning.

      Partner with the Community Action Agency to recruit and train workers to participate in
       the Maryland Weatherization Assistance Program (low income housing weatherization).

      Continue the outreach to various shelters, including the Community Action Agency,
       Religious Coalition, and the Rescue Mission to develop a partnership to help homeless
       and recovering individuals gain employment.

      Partner locally with Department of Social Services to serve mutual customers including
       the unemployed, underemployed, dislocated, ex-offenders, and displaced homemakers.

      Continue and enhance the partnership with the Frederick County Detention Center’s
       work release inmates to ensure their employment success.

      Partner with the local Adult Education Office to provide computer literacy classes onsite
       for low-income and dislocated worker population.

      Use local community college as the training vendor for healthcare training for our public
       assistance recipients and career-changers who are leaving industries with job losses.

      Continue to partner to provide core services to customers referred by the Department of
       Rehabilitation.

      Encourage target populations to investigate Green Jobs and Health Care jobs since these
       are two occupational and industry categories that ARRA focuses on and are also demand
       occupations in Frederick County.

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      Utilize Frederick County’s Disability Navigator to continuously enhance resources and
       services to individuals with disabilities.

      Train and use a Senior Service America participant to work with older, lower-income
       individuals.

SECTION III. OPERATIONS

Transparency and Public Comment

Include a description of the process the local will use to make the Plan available to the
public and the outcome of the local’s review of the resulting public comments.

      Involve the Workforce Development Board members and One-Stop employment
       partnership in collaboration and implementation of final plan.

      Post ARRA plan on FCWS website.

      Advertise availability of plan for review in local newspaper.

      Advertise in newspaper and on the FCWS website about the availability of training
       dollars for new and existing employees.

      Provide notice of any RFQ and RFP awards on local and state Recovery Act websites.

      Monitor RFQ or RFP awards for effectiveness, customer satisfaction, and performance
       outcomes.

      Provide quarterly performance and fiscal updates to Workforce Development Board and
       report outcomes.




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Monitoring and Oversight

Describe the monitoring and oversight criteria and procedures the local will use in
monitoring and providing oversight of the additional funds provided under the Recovery
Act, particularly plans to monitor summer employment, including summer employment
worksites.

Summer employment monitoring will occur during the duration of the program to evaluate the
effectiveness of the worksite and the experience provided to the youth. Youth will be measured
on work skills attainment by assessing pre-workforce readiness skills through a questionnaire.
This pre-assessment will occur at program orientation. At the end the program, youth will be
reassessed on the questionnaire to see what gains/progress they have made during the program.
A 90% work skills attainment goal is expected from all FCWS summer youth participants at the
end of the program. Youth will also have an individual development plan (IDP) created and
entered into the Maryland Workforce Exchange. The IDP will include the work skills attainment
measure and outcomes of the youth.

Worksites will provide an on-the-job/occupational skills training plan for the youth to
accomplish while they are at the worksite. Youth will meet with their supervisor and their
FCWS Summer Jobs Counselor/liaison once a week to review the plan for progress and/or the
need to adjust the plan for either repeat training on particular tasks or make adjustments for more
challenging work.




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