Brevard Workforce Operations Committee Meeting

February 14, 2012

4:00 P.M. – BWDB Boardroom

(Teleconference 321‐394‐0700)

Attendees:  Tracy Anania, Pam Ascanio, Marj Bartok, Carolyn Brown, William Chivers 

(Chair), Mildred Coyne, Dayle Olson, Wayne Olson, Fernando Rendon, 

Patricia Stratton, Stockton Whitten 

  Agenda                                  Page No.

Call to Order  William Chivers   

Introductions     

Public Comment     

Action Items:     

▪ Approval of Committee Minutes for August 9, 2011  William Chivers  1 ‐ 3 

▪ 2012 RFP One‐Stop Center Career Center Operations & 

Management Sandi Briles  4 ‐ 5 

Discussion Items     

▪ Committee Goal 4 Status  Erma Shaver  6 ‐ 11 

° Measure 1B – EWT/OJT Agreements   James Watson  12 – 13 

° Measure 2A (1) Return on Investment ‐ BW Express   Erma Shaver  14 ‐ 15 

° Measure 2A (2) Employment Network  James Watson  16 

° Measure 3A – Supplemental Nutrition Assistance Program  Marci Brilley  17 

° Measure 3B – Traffic Counts for Career Centers  Erma Shaver  18 – 19 

° Measure 3C – Daily Jobs Report   Erma Shaver  20 

Information Items:     

▪ Local Performance Report for July 1, 2011 – December 31, 2011 Erma Shaver  21 – 22 

▪ Watch Measures – MMR   Erma Shaver  23 

▪ Local Customer Satisfaction Survey Results Erma Shaver  24 ‐ 28 

▪ Attendance Roster    29 

Adjourn  William Chivers   

Call 321‐394‐0658 for information             TTY:  711‐321‐394‐0507 

Upcoming Meetings:  February 2012 17th Board Meeting & Retreat-8:00am-12:00pm-TBD March 2012 8th E3 Committee-8:30am-BW Boardroom April 2012 3rd Executive Committee-4:00pm-BW Boardroom 5th Business Workforce Committee-8:30am-BW Boardroom 25th Community Involvement Committee-4:00pm-BW Boardroom

May 2012 8th Brevard Workforce Operations Committee-4:00pm-BW Boardroom 18th Board Meeting-8:00am-BW Boardroom June 2012 14th E3 Committee-8:30am-BW Boardroom

Brevard Workforce (BW) Brevard Workforce Operations Committee

November 15, 2011

Minutes

Members in Attendance: Tracy Anania (via teleconference), Pam Ascanio, William Chivers (Chair), Mildred Coyne, and Stockton Whitten (Acting Chair) Members Absent: Marj Bartok, Carolyn Brown, Dayle Olson, Wayne Olson, Fernando Rendon and Patricia Stratton Staff in Attendance: Lisa Rice, Marci Brilley, Erma Shaver, James Watson, Sandi Briles, Jeff Schiff, Don Lusk and Marina Stone Guests in Attendance: Pete Kaiser, Caroline Joseph-Paul and Thomas LaFlore from Brevard Workforce Career Centers and Tim Yandell (via teleconference) Call to Order: Stockton Whitten, Acting Chair, called the meeting to order at 4:07 p.m. at Brevard Workforce. Introductions were made. Public Comment: There was no public comment. Action Items:

Pam Ascanio made a motion to approve the Minutes from the August 9, 2011 meeting. William Chivers seconded the motion. The motion passed unanimously.

Approval of BWOC Minutes of August 9, 2011

Mildred Coyne joined the meeting.

The Career Center Standards were completed in October 2011 and an overall rating of 96% was found. Pam Ascanio made a motion to accept the Career Center Standards for contractor performance payment and add this item to the consent agenda at the next Board of Directors meeting. William Chivers seconded the motion.

PY 11-12 Career Center Standards Results Approval

1 of 29

William Chivers, who was participating in the meeting via teleconference, joined in person and assumed Chair position.

At the February 2012 Board retreat, BW’s goals and strategies will be reexamined and modified. After outlining staff recommendations, discussion ensued. It was recommended to change the language of Goal 4 to use the word “businesses” vs. “employers”. Change Goal 4, Strategy 2 to read “Facilitate the entry of targeted populations into the workforce” instead of spelling out examples, as you will never be able to list all of them. Additionally, a recommendation was made to Strategy 4, to read “Focus on business relationships and services”. Mildred Coyne made a motion to approve staff recommendations with the above notations to the full Board retreat slated for February 2012 for discussion and implementation for Program Years 2012-2017. Stockton Whitten seconded the motion. Motion passed unanimously.

New Five Year Goals and Strategies

Tim Yandell joined via teleconference. Discussion Items:

BW Corporate Goal 4 strategies and measures were reviewed. Committee Goal 4 Status and New Measures

Brevard Workforce (BW) received grant funding for the Disability Program Navigator (DPN) in PY 2004-2005. Funding has been reduced to allow regions to transition the position back to formula funding. One highlight of the DPN Program was to become an Employer Network (EN) and increase the ticket assignment. To date, those goals have been met. An update on the Scan Card system was provided.

Disability Program Navigator and Employment Network

Measure 3B, Strategy 3 dictates increasing traffic counts and availability of services at the new Titusville Career Center. Comparing first quarter of 2010 – 2010 to the current program year, BW has seen a 59% increase in total traffic count with average monthly visits rising from 1,298 to 2,181.

Titusville Center Brief

The Annual Career Center Measures were reviewed which utilizes the newly adopted Business Process Re-Engineering with communities and BW’s focus on the business. An overall rating of 96% was received by the contractor.

Career Center Measures

Under Measure 3B, Business Use of BW, the measure is to increase business use of BW. Data was presented which shows that the new model is successful, showing a 17% overall increase to businesses touched. Additionally, businesses are using 82% more services from BW.

BWC – Measure 3B Business Use of Brevard Workforce

2 of 29

During the Board Retreat in February 2011, members expressed an interest in seeing periodic performance information across states and across Florida. Data was presented and reviewed.

Performance Comparison State and US

Information Items:

The Living Wage is the hourly salary that must be earned in Brevard County to support a family at a level of self-sufficiency to that the family may meet their basic needs, and through progression, ultimately eliminate the need of any government assistance programs. The Living Wage Study results were shared and in 2011 the hourly wage for a single person is defined at $11.55 per hour.

2011 Living Wage Study Brief

In conjunction with the Business Process Reengineering (BPR) design, new performance measures were developed that would more closely align with and measure the progress of the new design and focus. Data was presented which reflects the 4

Local Performance Report for July 1, 2010 through September 30, 2011

th

Quarter Performance End of Year Performance based on the new measures. Brevard Workforce Career Centers met or exceeded performance for 8 of their 10 measures.

Watch Measures were presented that represents the Monthly Management Report Measures from the State.

Watch Measures - MMR

As of October 5, 2011, approximately 950 e-mails have been sent out and 171 surveys had been completed, translating to an 18% return rate. The overall Customer Satisfaction Performance Rate was 87.8%. The results of the survey were shared.

Local Customer Satisfaction Survey Results

Adjourn: There being no further discussion or business, William Chivers adjourned the meeting at 5:00 p.m. Respectfully submitted, Reviewed by, _{signature on file} _____ 12/28/11 __{signature on file}_____ Marina Stone Date William Chivers, Chair Date

12/28/11

3 of 29

February 14, 2012

Action Brief

2012 RFP – One-Stop Career Center Operations and Management

Background

Federal Acquisition Regulations, Subpart 17.1 defines multi-year contracting as the purchase of supplies or services for more than 1, but not more than 5 program years. As a result, every five years the Board solicits proposals from qualified organizations to provide delivery of a broad range of federally mandated one-stop workforce services to employers and job seeker customers in the region. The last Request for Proposals (RFP) and awards for these services occurred in 2007. Previous models for the RFP, and subsequent awards, were based on “silo-driven” programs determined by funding that the Board narrowed to Targeted, Youth and Core Services with awards made to multiple contractors to deliver program services. The models used a “general contractor” to provide core services with overall responsibility for the management and integration of all other contracted services to customers. Individual contractor staff maintained expertise within the narrow program parameters awarded to their organization and services followed traditional teachings in that the job-seeker was the primary customer and training and placement was based on job seeker needs. In 2009, the Board was faced with large budget constraints and as a cost savings measure, with consent of the existing contractors, opted to bring all the one-stop services under one contractor and created a truly seamless delivery of services. With the premise that job seekers are the human capital necessary to meet business needs, the Board required a new model of service delivery in 2010, now labeled “Business to Jobs”, that created greater efficiencies, streamlined processes, and focused on business and industry as the primary customer.

Recommendation

Since implementing the model in 2010, staff has noted an increase in business use of the career centers and improved services for job seekers. It is staff’s recommendation the RFP should be designed to reflect the “Business to Jobs” model, served by only one contractor, because it creates a far superior connection to business than previous models and best serves job seekers for all one-stop services.

4 of 29

It is anticipated that the RFP could be released by March 31, 2012; selection and recommendations to the Board of Directors would be made in time for the regular meeting scheduled May 18, 2012. The start date for the new contract would be July 1, 2012 for a recommended one year base period with the option to extend the period of performance for four additional one-year terms.

Action

Approve, modify or deny staff recommendation to release the RFP using the “Business to Jobs” model, served by only one contractor, with a stated period of performance of one year base and four additional one-year options for inclusion on the Consent Agenda at the next full Board of Directors meeting.

5 of 29

Goa

l 4

Ensu

re B

reva

rd W

orkf

orce

Car

eer C

ente

rs s

usta

in th

e su

cces

sful

ope

ratio

ns fo

r em

ploy

ers

and

job

seek

ers.

St

rate

gies

: 1.

Id

entif

y sk

ill ga

ps fo

r inc

umbe

nt w

orke

rs a

nd jo

b se

eker

s an

d fa

cilita

te e

duca

tion

and

train

ing

solu

tions

to fi

ll gap

s 2.

Fa

cilita

te th

e en

try o

f old

er w

orke

rs, t

rans

itioni

ng m

ilitar

y pe

rson

nel a

nd th

eir f

amilie

s, w

orke

rs w

ith d

isab

ilitie

s an

d ot

her t

arge

t pop

ulat

ions

into

th

e w

orkf

orce

3.

M

aint

ain

high

qua

lity s

taff,

ser

vice

s, e

asy

acce

ss a

nd p

erfo

rman

ce s

tand

ards

. 4.

Pr

ovid

e ov

eral

l sup

port

for t

he a

ttain

men

t of G

oal 2

stra

tegi

es a

nd a

ctio

ns (N

ote:

no

mea

sure

s as

soci

ated

) 5.

In

crea

se b

rand

aw

aren

ess

of B

reva

rd W

orkf

orce

Car

eer C

ente

r ser

vice

s to

bus

ines

ses

Stra

tegy

1:

Iden

tify

skill

gap

s fo

r inc

umbe

nt w

orke

rs a

nd jo

b se

eker

s an

d fa

cilit

ate

educ

atio

n an

d tra

inin

g so

lutio

ns to

fill

gaps

M

easu

re 1

A: -

Ide

ntify

ing

Skills

Gap

s Ac

tivitie

s D

ate

Boar

d Pa

rtici

patio

n Bu

dget

Impa

ct

Stat

us

Mea

sure

the

usag

e of

labo

r mar

ket

and

skills

ana

lysi

s to

ols

and

its

impa

ct.

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1, 2

011

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ay 2

012

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al R

evie

w w

ill be

don

e in

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sure

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ilitat

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ion

and

train

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solu

tions

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ities

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e Bo

ard

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cipa

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Budg

et Im

pact

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atus

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onne

ctin

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ucat

ion

& Tr

aini

ng

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with

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spac

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orkf

orce

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ansi

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ive

them

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ompe

titiv

e ad

vant

age

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g th

roug

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ne 2

011

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e aw

are

of

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ities

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ed th

roug

h AW

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nds

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e fo

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istic

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labl

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tract

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crea

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otal

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sultin

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ages

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ts

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ched

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f

6 of 29

Stra

tegy

2:

Faci

litat

e th

e en

try o

f old

er w

orke

rs, t

rans

ition

ing

mili

tary

per

sonn

el a

nd th

eir f

amili

es, w

orke

rs w

ith d

isab

ilitie

s an

d ot

her t

arge

t po

pula

tions

into

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wor

kfor

ce.

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easu

re 2

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crea

se th

e nu

mbe

r of n

on-tr

aditio

nal w

orkf

orce

cus

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ers

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ities

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e Bo

ard

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tion

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pact

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tiliz

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rd W

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ith o

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zatio

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here

po

ssib

le, f

or s

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ip

oppo

rtuni

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ally

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thro

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ract

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ocia

l Sec

urity

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dmin

istra

tion

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g re

sour

ces

of B

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rd

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kfor

ce C

aree

r Cen

ter a

nd

cont

inui

ng m

anag

emen

t and

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ersi

ght t

hrou

gh th

e D

isab

ility

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gram

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igat

or

gran

t.

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goin

g C

omm

ittee

revi

ew o

f th

e su

cces

s of

this

pr

ogra

m o

n an

an

nual

bas

is.

Se

e Em

ploy

men

t Net

wor

k Br

ief

Par

tner

with

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ks o

f Hop

e to

co

ntin

ue a

ssis

tanc

e to

in

mat

es re

cent

ly re

leas

ed

from

Bre

vard

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nty

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allo

win

g th

em to

Obt

ain

thei

r G

ED

.

On-

goin

g C

omm

ittee

revi

ew o

f th

e su

cces

s of

this

co

llabo

ratio

n on

an

annu

al b

asis

29

lette

rs w

ere

sent

out

in D

ecem

ber 2

010

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e w

ere

no p

hone

cal

ls g

ener

ated

from

th

e le

tter.

Sta

ff m

odifie

d it

in h

opes

of

getti

ng a

bet

ter r

espo

nse.

37

lette

rs w

ere

sent

out

in M

arch

201

1. O

ne p

hone

cal

l w

as g

ener

ated

. 48

Let

ters

wer

e se

nt o

ut in

May

201

1 –

one

phon

e ca

ll was

gen

erat

ed.

7 of 29

99 L

ette

rs w

ere

mai

led

out o

n 11

/22/

11

with

23

com

ing

back

as

“Ret

urn

to

Send

er”.

We

have

had

one

inqu

iry fr

om

this

mai

ling.

The

com

mitt

ee w

ill b

e br

iefe

d on

the

succ

ess

of th

is

assi

stan

ce a

t the

nex

t mee

ting

in M

ay.

Stra

tegy

3:

Mai

ntai

n hi

gh q

ualit

y st

aff,

serv

ices

, eas

y ac

cess

and

per

form

ance

sta

ndar

ds

M

easu

re 3

A: M

aint

ain

high

qua

lity s

taff

Ac

tivitie

s D

ate

Boar

d Pa

rtici

patio

n Bu

dget

Impa

ct

Stat

us

Con

tract

or p

rovi

des

on-g

oing

sta

ff tra

inin

g th

roug

h a

varie

ty o

f m

echa

nism

s.

On-

Goi

ng

D

epen

ds o

n Tr

aini

ng

Dur

ing

the

first

qua

rter o

f 201

1-20

12 s

taff

are

parti

cipa

ting

in

Su

pple

men

tal N

utrit

ion

Supp

lem

ent

Prog

ram

(SN

AP) I

nteg

ratio

n in

ord

er to

en

gage

mor

e pe

ople

Scan

Car

d Tr

aini

ng

Staf

f com

plet

ed o

ver 8

50 h

ours

of t

rain

ing

durin

g th

e se

cond

qua

rter o

f 201

1-20

12

incl

udin

g W

T &

WIA

On-

goin

g an

d R

efre

sher

Tra

inin

g, s

ever

al tr

aini

ng

sess

ions

for V

et s

taff,

and

SQ

L Q

uery

W

ritin

g an

d R

epor

ting

for C

ente

r Man

ager

s an

d ot

her k

ey s

taff.

Tr

aini

ng s

ched

uled

for t

he 3

rd q

uarte

r in

clud

es T

rade

Adj

ustm

ent A

ssis

tanc

e (T

AA

) tra

inin

g, R

evie

win

g &

Rat

ing

Can

dida

tes

in E

FM, W

P C

ompl

aint

R

esol

utio

n, S

NA

P et

c.

See

SNA

P-FS

ET b

rief

8 of 29

Mea

sure

3B:

Mai

ntai

n Hi

gh Q

ualit

y Se

rvic

es a

nd E

asy

Acc

ess

Ac

tivitie

s D

ate

Boar

d Pa

rtici

patio

n Bu

dget

Impa

ct

Stat

us

Impl

emen

tatio

n of

a C

usto

mer

Tr

acki

ng S

yste

m.

July

201

1

All c

usto

mer

trac

king

equ

ipm

ent h

as

been

pur

chas

ed, r

ecei

ved,

and

is re

ady

for d

eplo

ymen

t.

One

-sto

p st

aff r

ecei

ved

initia

l tra

inin

g.

An

ticip

ated

test

site

rollo

ut in

mid

-May

at

the

Titu

sville

car

eer c

ente

r with

full

rollo

ut p

roje

cted

for J

uly

afte

r the

new

ca

reer

cen

ter i

s fu

lly o

pera

tiona

l

Impl

emen

tatio

n of

the

syst

em in

the

Roc

kled

ge C

aree

r Cen

ter i

s sc

hedu

led

for t

he e

nd o

f Aug

ust.

Thi

s w

ill he

lp w

ith

the

incr

ease

d tra

ffic

expe

cted

from

the

new

UC

legi

slat

ion.

Scan

Car

d en

try C

usto

mer

trac

king

sy

stem

has

bee

n on

line

sinc

e O

ctob

er

1, 2

011

Th

is s

yste

m tr

acks

gen

eral

ser

vice

s w

hen

Job

seek

ers

ente

r the

Car

eer

Cen

ter u

sing

a s

wip

e ca

rd is

sued

to th

e Jo

b se

eker

.

Syst

em u

ses

Empl

oy F

lorid

a M

arke

tpla

ce (E

FM)

as th

e M

anag

emen

t Inf

orm

atio

n Sy

stem

(MIS

) fo

r dat

a co

llect

ion

and

repo

rts

Im

plem

enta

tion

of a

sec

ond

com

pone

nt

“Tra

x-G

” tra

cks

indi

vidu

al s

peci

aliz

ed

serv

ices

. Thi

s sy

stem

allo

ws

a st

aff

mem

ber t

o id

entif

y ea

ch jo

b se

eker

who

at

tend

s an

eve

nt s

uch

as P

REP

with

out

usin

g a

sign

in s

heet

. It

docu

men

ts in

th

e EF

M M

IS e

ach

job

seek

er w

ho

swip

es th

eir c

ard

at th

e m

eetin

g en

try

9 of 29

poin

t.

Trax

G R

eade

rs h

ave

been

inst

alle

d an

d ar

e re

ady

to b

e ut

ilize

d;

how

ever

, an

issu

e ha

s be

en

enco

unte

red

in th

e Em

ploy

Flo

rida

Syst

em th

at c

ause

s th

e da

ta n

ot to

up

load

. Je

ff W

itt &

Jam

es W

atso

n ar

e cu

rren

tly w

orki

ng w

ith

Geo

grap

hic

Solu

tions

to re

solv

e th

is

issu

e.

In

crea

se tr

affic

cou

nts

and

avai

labi

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f ser

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s at

new

Ti

tusv

ille C

aree

r Cen

ters

N

ovem

ber 2

011

TB

D

See

Traf

fic C

ount

s B

rief

M

easu

re 3

C: P

erfo

rman

ce S

tand

ards

Activ

ities

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e Bo

ard

Parti

cipa

tion

Budg

et Im

pact

St

atus

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tabl

ish

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mun

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nd

Indi

vidu

al m

easu

res

and

begi

n co

llect

ing

base

line

data

to b

e us

ed

for P

rogr

am Y

ear 2

012-

2013

pe

rform

ance

mea

sure

s.

July

1, 2

011

Boar

d st

aff

Non

e C

ompl

eted

Mon

itorin

g, T

rack

ing

and

Ana

lyzi

ng G

over

nor’s

Dai

ly

Jobs

Rep

ort -

Sta

tus

On

Goi

ng

See

Dai

ly J

obs

Rep

ort B

rief

Stra

tegy

4:

Prov

ide

over

all s

uppo

rt fo

r the

atta

inm

ent o

f Goa

l 2 s

trate

gies

and

act

ions

.

Mea

sure

4A:

Sup

porti

ng S

trate

gy 3

of G

oal 2

“Inc

reas

e aw

aren

ess

of a

nd u

se o

f Bre

vard

Wor

kfor

ce b

usin

ess

serv

ices

”

Activ

ities

Dat

e Bo

ard

Parti

cipa

tion

Budg

et Im

pact

St

atus

Su

ppor

ting

Stra

tegy

3 o

f Goa

l 2

“to in

crea

se th

e aw

aren

ess

and

use

of B

reva

rd W

orkf

orce

bu

sine

ss s

ervi

ces”

by

gath

erin

g an

d an

alyz

ing

the

data

rega

rdin

g

Nov

embe

r 201

1

Nov

embe

r 201

2

Boar

d st

aff

Non

e C

ompl

ete

for N

ovem

ber 2

011

10 of 29

over

all b

usin

ess

use

of th

e Br

evar

d W

orkf

orce

Car

eer C

ente

r.

Stra

tegy

5:

Incr

ease

bra

nd a

war

enes

s of

Bre

vard

Wor

kfor

ce s

ervi

ces

to b

usin

esse

s

Mea

sure

5A:

Inc

reas

e Bu

sine

ss A

war

enes

s of

Bre

vard

Wor

kfor

ce s

ervi

ces

to b

usin

esse

s Ac

tivitie

s D

ate

Boar

d Pa

rtici

patio

n Bu

dget

Impa

ct

Stat

us

The

Boar

d w

ill as

sess

whe

ther

bu

sine

ss s

ervi

ces

awar

enes

s sh

ould

rem

ain

a go

al fo

r the

co

min

g fiv

e ye

ars

& de

term

ine

a go

al fo

r the

per

cent

age

of

incr

ease

ove

r pre

viou

s su

rvey

s.

Fund

ing

for s

urve

ys w

ill ha

ve to

be

bud

gete

d.

D

ate

TBD

D

ate

TBD

Yes

Surv

eys

cost

ab

out $

12,0

00

The

last

sur

vey

was

com

plet

ed in

200

6 an

d in

dica

ted

a 39

% le

vel a

war

enes

s. T

he g

oal f

or

2008

was

est

ablis

hed

at 4

5% b

ut a

sur

vey

was

no

t tak

en b

ecau

se o

f lac

k of

fund

ing.

Th

e ne

xt s

urve

y w

ill be

con

duct

ed a

fter t

he n

ew

nam

e ch

ange

and

a s

uffic

ient

am

ount

of t

ime

has

pass

ed to

allo

w b

asel

ine

bran

d aw

aren

ess

data

to b

e ca

ptur

ed.

The

next

sur

vey

is p

lann

ed fo

r the

Spr

ing

of

2012

and

falls

to th

e C

omm

unity

Invo

lvem

ent

Com

mitt

ee.

Mea

sure

5B:

AW

T/N

EG O

utre

ach

– M

easu

re b

usin

ess

enga

gem

ent w

ith a

eros

pace

bot

h in

-sta

te a

nd o

ut-o

f-sta

te

AWT/

NEG

Out

reac

h –

Esta

blish

Reg

iona

l Pe

rform

ance

Mea

sure

s fo

r NEG

/OJT

co

ntra

cts

Janu

ary

1, 2

011

Boar

d st

aff

Staf

f Tim

e C

urre

nt N

EG O

JT o

blig

atio

ns re

pres

ent:

62

com

pani

es a

ppro

ved

A

vera

ge W

age:

$27

per

hou

r, as

ap

prov

ed

11

9 N

EG O

JTs

are

unde

r con

tract

(c

andi

date

s id

entif

ied

and

plac

ed),

for

$741

,283

as

of 1

2/31

/201

1.

11 of 29

February 14, 2012

Discussion Brief

Measure 1B - Employed Worker Training (EWT)/On-the-Job Training (OJT) Agreements

Review the data related to increasing the number of Employed Worker Training Agreements resulting in increased wages/benefits/hours and/or upgraded positions (i.e. retention strategies) as part of Goal 4: Strategy 2: Measure 2B: Task 2.

Request

Staff reviewed tracked and reported data for Employed Worker Training (EWT) Agreements for 3 years and reported those results in February 2010. Due to the economic downturn, the focus has necessarily shifted from training employed workers to a need to get the unemployed retrained where needed and back to work through On-the-Job Training programs.

Background

PY 07-08 PY 08-09 PY 09-10 PY 10-11 PY 11-12 Total EWT Agreements

# of Agreements for Upgrade Training # of Agreements for Retention Training

5

3

2

6

0

6

3

0

3

2

2

3

1

2

Total Trainees 50 52 8 3 23

Total Trainees met 6 Month timeframe

Total Trainees still employed at 6 Months % of Trainees still employed at 6 Months

50

42

84%

41

39

95.1%

7

7

87.5%

2

2

100%

N/A

N/A

N/A

12 of 29

Total Trainees met 1 Year timeframe

Total Trainees still employed at 1 Year % of Trainees 1 Year

50

39

78%

7

7

100%

7

7

100%

N/A

N/A

N/A

N/A

N/A

N/A Total Trainees receiving wage increase

2 2 N/A N/A N/A

PY 07-08 PY 08-09 PY 09-10 PY 10-11 PY 11-12 Total OJT Agreements N/A N/A 65 26 22

Total Trainees Number Trainees still in training

N/A N/A 65 0

30 5

22 14

Total Trainees Completed OJT and still employed

N/A N/A 43 (66.2%)

23 (92%)

3 (37.5%)

Of those Employed - # eligible for 6 month Follow-up

Number of those eligible that were still employed at 6 months

N/A N/A 24

14 (58.3%)

14

7 (50%)

N/A

Although it will take several years to get enough data to draw solid conclusions, you can infer several things:

Analysis

1. Retention of employees in EWTs is higher than OJTs which would make sense as the employer is taking a chance with OJTs on someone that needs further training to just be able to get their foot in the door versus someone already working looking to retain or move up in the company (EWTs).

2. For EWTs, if they made it to 6 months their chances of staying for a year is better.

3. Wage increases were the exception not the norm for EWT participants. This could be in large part due to the economy.

Staff recommends continued data gathering and analysis. Depending on the data, a new goal may be recommended to establish process improvements that improve OJT retention outcomes.

Discussion

13 of 29

February 14, 2012

Measure 2A (1) Return on Investment – BW Express

Discussion Brief

The Brevard Workforce Express began operation in November 2007 and since that time has been seen throughout Brevard County in a variety of venues, from local community centers and job fairs to mass layoff sites such as Kennedy Space Center. Customers have visited the Express to search for jobs, complete applications, attend workshops, and utilize resource room services.

Background

With the decline of the need to be present at Kennedy Space Center and in support of Measure 2A which seeks to increase the numbers of non-traditional workforce customers served, several venues have been added to the Brevard Workforce Express schedule. In addition to continued visits to One Senior Place, both Brevard County Correctional Institute/Work Release Center (Offenders) and House of Hope (Homeless and Veterans) have been added to the regular schedule. The following table shows a traffic count of those sites.

Site Actual Customer Count since July 1, 2010

Average Customers per

Visit

Actual Service Count since July 1, 2010

Average # of Service per

Visit One Senior Place 79 6.6 141 11.7 Brevard Corrections 314 35.5 609 46.8 House of Hope 190 38 332 66.4

Currently we do not have outcome information/success rates for those customers served by the Express, however, we are planning to add Scan Card Tracking in order to capture results of those served. The intent of measure 2A is to increase the services to non-traditional customers and does not include reference to lowering the costs per customer served; however, Attachment A shows the costs of operating the Express for additional Committee information.

In an effort to meet Measure 2A: Increase the number of non-traditional workforce customers served, staff is seeking input from the Committee on what should be considered in determining a good Return on Investment?

Discussion

Should an adequate Return be determined on Visits/Services or should it be outcome based?

14 of 29

Atta

chm

ent A

PY

Expe

nse

EF

M C

lient

s Se

rvic

ed

Cos

t Per

Per

son

EFM

To

tal B

W E

xpre

ss V

isito

rs

Cos

t Per

Per

son

Tota

l Vis

tors

20

08-2

009

$47,

356.

50

82

$577

.52

2094

$2

2.62

20

09-2

010

$47,

504.

31

364

$130

.51

1707

$2

7.83

20

10-2

011

$42,

446.

41

314

$135

.18

1342

$3

1.63

20

11-2

012

$22,

028.

55

280

$78.

67

731

$30.

13

$0.0

0

$100

.00

$200

.00

$300

.00

$400

.00

$500

.00

$600

.00

Cost

Per

Per

son

EFM

Cost

Per

Per

son

Tota

l Vist

ors

2008

-200

9 $4

7,35

6.50

2009

-201

0 $4

7,50

4.31

2010

-201

1 $4

2,44

6.41

2011

-201

2 $2

2,02

8.55

0

500

1000

1500

2000

2500

EFM

Clie

nts S

ervi

ced

Tota

l BW

Exp

ress

Visi

tors

2008

-200

9 $4

7,35

6.50

2009

-201

0 $4

7,50

4.31

2010

-201

1 $4

2,44

6.41

2011

-201

2 $2

2,02

8.55

15 o

f 29

February 14, 2012

Measure 2A (2) Employment Network

Information Brief

In an ongoing effort to streamline the Ticket to Work program and make it easier for Employment Networks (EN) to realize the income that is available through the program, technical assistance is being made available specifically for workforce ENs. The Department of Labor has contracted with the Institute for Community Inclusion (ICI), UMass Boston, to provide technical assistance for the Ticket to Work program to workforce boards. The goal is to assist workforce boards in building capacity to serve individuals with disabilities and generate revenue from the Ticket to Work program.

Background

The following technical assistance is available at no charge: - An individualized and comprehensive review of current capacity to serve as an

EN; - Development of a business plan that incorporates specific tools and resources to

function as an EN; - Development of mechanisms for identification and outreach to Ticket Holders,

and streamlined EN payment processes, incorporating newly available Workforce EN eProcesses;

- Ongoing on-site and virtual assistance (phone, webinar, email) through September 30, 2012; and

- Access to a peer support network, allowing leadership and staff to discuss challenges and solutions with other ENs across the United States.

Florida has five regional workforce boards that are in the top 10 in the nation in Ticket to Work program earnings. Brevard is not one of them. In an effort to increase our performance we plan to use this opportunity and request technical assistance for our region. Jim Watson will attend a preliminary meeting in Orlando February 7, 2012. During this meeting the onsite assistance date should be scheduled. We anticipate with this information / assistance we will be able to evaluate what it takes to increase our capacity to serve Ticket holders and therefore be able to decide if it is a viable option for our Career Centers as far as program earnings.

16 of 29

February 14, 2012

Measure 3A - Supplemental Nutrition Assistance Program (SNAP) a.k.a. FSET Training

Information Brief

One component of Contractor Staff training this quarter revolved around the SNAP program previously call the Food Stamp Employment and Training (FSET) program. This program became a voluntary program on July 1, 2009. When this transition happened, participation dwindled in every region of Florida because caseload size changed from referrals of mandatory participants to depending on recruitment of participants. Incentives to participate in the program are minimal. In 2011, the United States Department of Agriculture (USDA), who owns this program, wanted the State Agency to define a caseload standard in which to justify continued funding. The State of Florida set a caseload of 50 per funding position. In order for Brevard Workforce to retain our three people employed from these funds, new processes had to be put into place and staff trained on increasing our caseloads for SNAP to approximately 150 cases.

Background

A staff training plan was put into place so that all staff was trained in program requirements, data entry and recruitment of customers as of 2/9/12. Measures were also put into place for staff to recruit 3-4 cases each. The contractor is projecting to be at the 150 caseload by the end of March. The State was unable to give the local regions additional time to ramp up for this new requirement, so the committee should be aware that if training and increased caseloads should not occur, Brevard Workforce would have to return the funds at the end of the year. Worse case, if nothing changes $100,000, with the amount decreasing as caseloads increase respectively.

17 of 29

February 14, 2012

Measure 3B – Traffic Counts for Career Centers

Information Brief

During the past two years Brevard Workforce has changed the look and feel of our Career Centers with the implementation of the new “Business to Jobs” model, new locations and changes in staff that more aligned them with their strengths. This change has led to increased services to Job Seekers and to businesses. The typical measure is of traffic count which is misleading because it doesn’t differentiate between multiple visits or singular visits even so the overall traffic count has increased by 2% over the same time period last year (July 1 - December 31).

Background

Implementation of the scan card system and refined processes is now allowing us to track services at all three career centers to provide a much better look at what is really happening. The following table uses the same timeframe as listed above and provides a count of unique individuals who received staff assisted services in a Career Center: Career Center 07/01/2010 –

12/31/2010 07/01/2011 – 12/31/2011

% Change

Unique Job Seekers Served Titusville 2159 3220 +49% Rockledge 6399 9738 +52% Palm Bay 8369 9252 +11%

Unique Employers Served Titusville 246 427 +74% Rockledge 773 895 +16% Palm Bay 912 1016 +11% Career Centers are also making available many community resources and partnerships to customers that have not been available in the past, including:

• Faith in the Future which involves churches and other ministries in providing job search/job club opportunities, as well as opportunities to reach youth and others in the Brevard Community.

18 of 29

• BizLaunch which continues to engage customers in Entrepreneurship

opportunities • AARP • Family Counseling Services • Hosting a variety of Community Information/Learning Sessions

Tracking will continue to improve as the TraxG becomes fully operational and staff are continuing to develop partnerships and community involvement opportunities.

19 of 29

February 14, 2012

Discussion Brief

Measure 3C – Daily Jobs Report

In July 2011 Governor Rick Scott requested the Department of Economic Opportunity (DEO) staff begin generating a Daily Job Placement Report. The report measures the placement rate of each region using a calculation that applies a heavier weight to an Unemployment Compensation (UC) claimant placement. Regions are ranked and the top 3 are listed as top performers for that day.

Background

There are several issues that have been identified with the report and those include:

• Duplicates and Triplicates of jobs listed on the jobs available list • Federal, State and Local Government and contracted jobs that are required to be

posted but do not always have placements reported back. • Third Party contractors that handle posting job orders and coordinating hiring but

are not the employer of record and so do not have placements to report.

The Jobs Available list for Brevard shows 5,059 jobs available, with 553 of those being from Job Orders entered directly in the Employ Florida Marketplace System (EFM). The remaining jobs are spidered (imported using an automated program) in from Private Job Boards ( 1,797 ), Corporate Job Boards (980), Career Builder.com (798), Education Agencies (58), Government Sites (33), Hospitals (369), and Confidential (466), After polling regions around the state and multiple days ranked in the mid to lower range, Brevard decided to run an experiment to see how the rankings and numbers could be played. Data entry for all placements was withheld for one week and then everything was entered on one day. As expected this put Brevard at number 24 in the rankings for a couple of days but on the day of the data entry Brevard ranked number 2 in the state. Staff has begun looking at ways to manage the inaccuracies in the list of available jobs as a more appropriate way to manage the report believing that continuing the process of building relationships with Brevard County businesses will lead to receiving more placement information while eliminating duplicates and triplicates of jobs available.

20 of 29

February 14, 2012

Local Performance Report for July 1, 2011 – December 31, 2011

Information Brief

Background

In conjunction with the Business to Jobs (B2J) formerly known as Business Process Reengineering (BPR) design, new performance measures were developed that would more closely align with and measure the progress of the new design and focus. These measures were approved by the committee in February 2010 and replaced existing contract performance measures. The measures were evaluated and adjusted and new goals negotiated prior to the start the current Program Year (2011-2012). The attached chart reflects 2nd Quarter Performance based on updated minimum and accelerated goals. The chart shows the measures with the Minimum and Accelerated Goals for Contractor payments. The Performance Rate is shown with a red background if the minimum measure was missed and with a green background if the accelerated rate was met or exceeded. Performance that met the minimum but not accelerated is shown with a normal background. Because these measures are unique to Brevard there is no longer a comparison to performance ranking in other regions. Brevard Workforce Career Centers continue to perform well as evidenced by the fact that they have met and/or exceeded performance for 9 of their 10 measures. One measure (Measure 6 – Market Retention) was evaluated for the calculation time-frames and was modified for this program year. At 57%, performance on this measure is still above the 45% rate of last year but is continuing to drop from 64.2% last quarter. Staff will continue to analyze this measure in an attempt to identify cause and effect of the declining performance. Board staff has continued to track the original Federal and State measures. Those results are shown in the package as the ‘MMR Watch Measures’ brief. While performance on the MMR measures are below average, all of them continue to trend upward showing increases over September’s report. These measures continue to be monitored closely.

21 of 29

Minimum Goal

Accelerated Goal

Actual Performance

1% of all business accounts that received an Engagement Service.

30.0% 35.0% 45%

2The total business customer rating of one question regarding overall satisfaction and reported on a 1-5 scale.

85.0% 90.0% 90%

3% of Brevard Businesses in the construction/ manufacturing/ transportation industry with 5 or more employees receiving at least 1 Market Penetration Service.

26.0% 30.0% 34%

4% of Brevard Businesses in the healthcare/professional industry with 5 or more employees receiving at least 1 Market Penetration Service.

9.0% 13.0% 18%

5% of Brevard Businesses in the General/Other industries with 5 or more employees receiving at least 1 Market Penetration Service.

7.0% 9.0% 13%

6% of employers who have received an Engagement service in the past 24 months and have returned for an Engagement in the past 180 days.

74.0% 77.0% 57%

7% of staff referrals given within a business cluster in which the job seeker became employed.

20.0% 25.0% 21%

8

% of job openings posted in EFM, by employers who have received an identified Job Order Service(s) from the attached list of services, during the report period that are filled.

35.0% 41.0% 39%

9

% of WIA Youth who enter unsubsidized employment, military, a qualified apprenticeship program(s), post-secondary education, advanced training, or receives a HS diploma or equivalent, or obtains a post-secondary credential or industry-recognized certification by closure

80.0% 90.0% 89%

10

% of WIA Youth who are assessed as basic skills deficient at registration who achieve at least one educational functioning grade level gain in math and/or reading and/or language on or before the anniversary of the program participation date and/or closure date.

65.0% 70.0% 67%

Performance Year-to-Date through 12/31/2011Local Performance Measures

Program Year 2011 -2012

22 of 29

Region# Name 13 Rank Average Low % High %1 Welfare Transition Entered Employment Rate 36.7% 2 31.0% 16.2-29.6 35.4-39.5

2 Welfare Transition Entered Employment Wage Rate 69.2% 8 68.3% 65.6-67.0 69.9-72.6

3 Welfare Transition Federal All Family Participation Rate 48.4% 11 46.8% 18.1-35.1 55.2-64.6

4 Welfare Transition Federal Two Parent Participation Rate 44.1% 16 52.4% 17.6-38.9 65.3-72.4

5 WIA Adult Employed Worker Outcome Rate 85.7% 14 89.3% 50.0-76.2 100 (6)

6 WIA Adult Employed Worker Outcome Rate - Those Who Received Training Services 90.3% 17 91.6% 53.0-85.7 100 (8)

7 WIA Adult Entered Employment Rate 88.2% 21 96.3% 60.5-91.8 100 (10)

8 WIA Adult Entered Employment Wage Rate 121.5% 11 119.4% 95.9-105.2 141.3-181.3

9 WIA Dislocated Worker Entered Employment Rate 98.1% 14 98.5% 80.0-95.6 100 (11)

10 WIA Dislocated Worker Entered Employment Wage Rate 117.9% 9 118.2% 95.3-103.5 119.5-151.9

11 WIA Adult and Dislocated Worker Entered Employment Rate 94.9% 19 97.7% 71.4-94.9 100 (5)

12 WIA In-School Youth Outcome Rate 83.3% 21 95.7% 66.7-90.0 100 (13)

13 WIA Out-Of-School Youth Outcome Rate 90.0% 19 93.3% 55.6-90.0 100 (13)

14 WIA Younger Youth Skill Attainment Rate 100.0% 1 96.8% 66.7-93.4 100 (10)

15 WIA Younger Youth Positive Outcome Rate 83.3% 19 94.8% 60.0-83.3 100 (11)

16 Timeliness of Data Input For WIA Participations 3.8 9 8.7 7.6-37.8 0-1.9

17 Timeliness of Data Input For WIA Closures 2.2 15 4.1 0 402-22.618 Wagner-Peyser Entered Employment Rate 22.5% 18 28.8% 19.0-22.2 32.6-72.8

19 Wagner-Peyser Entered Employment Rate for those Employed at Participation 24.7% 11 28.7% 19.4-20.8 37.3-75.0

20 Wagner-Peyser Job Placement Wage Rate 121.3% 1 77.5% 64.3-73.1 95.6-121.3

21 Short-Term Veterans Entered Employment Rate 21.5% 20 31.5% 19.7-24.3 50.5-84.3

22 Short-Term Veterans Entered Employment Rate for those Employed at Participation 26.3% 18 33.7% 19.1-25.5 56.8-85.7

23 REA Entered Employment Rate 26.1% 17 35.1% 16.1-24.7 34.7-76.624 REA Job Placement Wage Rate 105.2% 4 87.7% 66.5-82.2 95.8-156.9

25 Wagner-Peyser Percent Of Job Openings Filled 42.7% 10 32.5% 4.1-21.0 61.8-177.1

26 Wagner-Peyser Closed Positions Filled Rate 33.6% 11 27.8% 1.0-23.2 53.8-73.2

NOTE: The small number in parentheses is the number of regions with 100%

Performance Measure Performance Range

Watch Measures - Monthly Management Report

StatewideData through 12/31/2011

23 of 29

February 14, 2012

Information Brief

Local Customer Satisfaction Survey Results - (July – December 2011)

The state of Florida no longer contracts with Brandt Information Services to provide Job Seeker and Employer Customer Satisfaction Surveys and is in the process of forming a workgroup(s) to review the survey process and to establish new surveys and methods for completing them.

Background

In conjunction with the “Business to Jobs” new design, one of the new measures established was a Business Satisfaction Survey conducted locally and the results of that survey are contained in this brief. The survey was kept simple in hopes of soliciting more responses with fewer interruptions to the businesses. Any business receiving an Engagement Service, receives an e-mail with a link to a Survey Monkey survey. The survey asks them to rate their satisfaction with the service(s) they have received from Brevard Workforce. As of January 23, 2012, approximately 1,475 e-mails had been sent out and 279 surveys had been completed (19% Return Rate). The overall Customer Satisfaction Performance Rate was 89.6%. There is an overall upward trend in the Employers Satisfaction ratings. This trend can be seen in the comments and based on the comments is directly attributable the relationship building that is an integral part of the new model. The following chart shows the results:

0% 10% 20% 30% 40% 50% 60% 70%

5 - Excellent

4 - O.K.

3 - Neutral

2 - Needs Improvement

1 - Dissatisfied

% of Respondents

24 of 29

Employer Satisfaction Survey

Response

% Response

Count 5 - Very Good 68.5% 191 4 - O.K. 17.9% 50 3 - Neutral 9.0% 25 2 - Needs Improvement 2.5% 7 1 - Dissatisfied 2.2% 6

A comment box was also included in case employers wanted to expand upon their rating. Forty-Two (42) employers took advantage of that opportunity and their comments are included below:

1. Working with Deborah Ballard was an extreme pleasure. Her eagerness to support my needs was incredible and her knowledge of additional programs to help find the right candidate and possibly secure some State/Government funds was of great interest to me. The whole process was enjoyable and professional.

2. Lots of resumes! 3. Dealing with the Brevard Workforce has been a pleasure and has helped me to continue

to hire and grow my business in a very difficult economy... 4. Good personal one on one customer service. Good responses to ad. 5. The customer service provided was not up to par. Also the candidates that were sent to

us did not have the job skills we had listed. Even after speaking to a representative they still referred candidates who did not qualify. We had better luck through Craig's List.

6. Sheryl Cost is an excellent resource that offers priceless support to us as a small business in Brevard. We utilize your services for all positions first! Excellent service, as always!

7. I have not used your services. 8. Michelle McAlpin has been great to work with. She has great suggestions and always

follows up. I really appreciate her. 9. Brevard Workforce is quick, and proficient. Keep up the good work, and Merry

Christmas !! 10. We work closely with Kathy Parrot, who does a great job of staying on top of our job

openings posted and doing what she can to assist us in keeping our openings current and up-to-date. (Thank you, Kathy!) Aside from Kathy's efforts, we have had some instances in the past where candidates have been submitted/recommended for positions by a Brevard Workforce member where the candidate was completely outside the scope of the job description posted. If there could be a more thorough screening of candidates submitted/recommended for positions that would be a great help. Overall the ability to post jobs and search resumes in the database is great -- we love having that resource to tap into for local candidates. If we could provide a "wish list" it would be to tweak a few aspects of the website regarding resume review and searching capabilities. For example, strengthen the resume search features to allow us to perform better Boolean searches and locate strong candidates more quickly.

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11. I have not received any qualified applicants for job opening 12. Valerie was very helpful!! 13. they were very helpful in posting our Ad 14. Your organization and everyone involved is amazing. You provide an invaluable

service to potential employees and employers as well. 15. We have a wonderful and helpful relationship. 16. My question was answered promptly. 17. Brevard Workforce continues to be our primary source for posting job openings and

other hiring related issues. Keep up the good work. 18. I thought the service was great and I found the Brevard Workforce staff to be helpful.

The only constuctive feedback I have is that my job posting was changed slightly by a Brevard Workforce employee and I was not contacted about the change. The change they made was helpful but it would be nice to be notified. Thank you.

19. Michele McAlpin is extremely professional and very helpful. She is quick to help. I would not hesitate to give her an excellent review.

20. Brevard Workforce did a great job of putting us in contact with a number of qualified applicants. Valerie Carothers could not have been more helpful.

21. Lori Goodwin is great! Love Michele McAlpin!!!! They are always available if I have any questions. They are consistent with their follow up on job orders.

22. Had never placed a job posting before and found the personnel to be helpful and courteous when I had questions. Also received many more inquiries in response to the posting than I had anticipated.

23. The staff was very efficient and helpful. 24. My only suggestion would be that when I post a job ALL interested candidates send

their resumes to my email address for consideration. What is happening now is that I do receive resumes from those who read my directions to send me their resume, but there are those who do not and I have to go into the system to look at them and sometimes their resume isn't visible. It is difficult to remember who sent me their resumes via email address when I am in the system. Therefore, having one place to review the resumes is the best method.

25. From my perception, there's a wide gap between Excellent and Okay. The service that I receive is always very good.

26. I am not the most computer literate person and am already short on time since I am short on people. Michelle McAlpin was great about helping me set up an account and password, to screen candidates for me and create the job description. I have contacted her via email for something since then (related to my search) and she responded promptly, I was impressed and would call her again. 10 years ago I tried placing an ad thru Brevard Job Link. The service I received was poor in terms of screening, initial help and follow up was so poor that I was reluctant to ever try them again. I found the person I hope to hire thru Craigslist but would use your services again in a heartbeat! Please tell Michelle thanks from me! Thanks for your help.

27. I have found that even though people don't meet the requirement stated in the job description, they are applying anyways. I assume they are doing this because they need

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to apply for a certain amount of jobs per week to keep collecting their unemployment or government help. There should be a way to prevent this.

28. We have always received excellent service in a very timely manner. Colleen Straney is stellar!!

29. I created a list of five interview questions for the applicant to answer. Your rep told me they MUST answer those questions before being able to proceed to the actual application process. Not one person has answered the question set. All 21 have been able to bypass it. I considered the questions to be integral to the interview process and could serve as a preliminary "weeding" tool. I am disappointed that this does not work the way I was told it would.

30. I am disappointed that I had driven to Rockledge expecting a job fair to be on the 30th as discussed earlier this month with a rep but finding that there was no job fair, only some training on resume and cover letter writing for candidates. I'm hoping that you will be able to organize some recruiting event(s) that will assist us in meeting face-to-face with potential candidates for positions in the painting contracting industry.

31. We received an ample supply of applicants. 32. Great service. My only comment was that the application process online was

cumbersome. And not geared toward a manufacturing or fabrication shop. 33. After spending twenty minutes trying to sign up and place an advertisement for a part-

time cook, the finished product was listed as full time even though I specified it was part time. I tried to go back and see if I could make changes and lost the whole thing. A complete waste of my time.

34. Cynde Goodwin was very professional in her presentation. We are just now going to try the employment services so we have no experience yet with the actual services offered.

35. Always very helpful when putting together job listing and managing them. Thank you. 36. Very responsive and quick to get my employment opportunities posted on Employ

Florida. Extremely helpful with screening and providing resumes to me. 37. A great number of applicants that did not match criteria 38. Deborah Ballard always does an outstanding job marketing your services to our

displaced workers 39. Not sure what services I just received. 40. Lori Goodwin was very helpful in coordinating information from the Job Fair on Sept

15th for us. We were able to hire 2 candidates so far from that fair. She is a pleasure to work with. Michele McAlpin is also great! She follows up promptly with my job orders on Employ Florida. She is pleasant and very helpful. I also went to a SHRM workshop with Brevard Workforce recently. Sheryl Cost was amazing, provided me with tools for successful job posting.

41. Pushy employees who feel that everyone is doing things behind their back. As an employer I do not want someone babysitting me about my jobs in your system. I am well aware that there are applicants and majority are not qualified. There should be a better system for keeping jobs posted rather than having someone email you 3 times per month breathing down your back.

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42. You don't sent qualified candidates' resumes. Read the job description before sending someone who does not have the minimum qualifications. STOP sending former Space Center employees. They have an unrealistic salary expectation. I would suggest training them that this is the "real world" and the government gravy train has derailed.

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BREVARD WORKFORCE OPERATIONS COMMITTEE (BWOC)

ATTENDANCE RECORD

PY 2011-2012 Aug Nov Feb May

Anania, Tracy P P

Ascanio, Pam P P

Bartok, Marj A A

Bean, Michael P

switched committees per BW

request

Brown, Carolyn A A

Chivers, William P P

Coyne, Mildred P P

Olson, Dayle P A

Olson, Wayne A A

Rendon, Fernando A A

Stratton, Patricia A A

Whitten, Stockton P P

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