Strategies/Procedures for Increasing Program Clause Samples

Strategies/Procedures for Increasing Program. Attendance‌ a. Described below are the district policies and/or procedures used to reduce the number of times participants fail to participate in work activities. This includes absences with good cause: MCDSS continues to increase attendance and participation by: Reviewing the performance of contracted providers to determine which have the best performance and will replicate where possible and remediate weaker performers. Assigned liaisons to work with the contracted employment program providers to identify gaps, implement solutions and best practices. Utilize a team to monitor program compliance and take corrective action when necessary. MCDSS was selected to participate in a research study funded by ACS, to study behavioral interventions that lead to increased compliance with employment activities. Federal researchers with the BIAS Next Gen project have reviewed appointment letters and assessment/orientation materials from a behavioral science aspect to create changes that may result in increased compliance. Study launched in 2018 and ended November 2019. Results from this study will be available in 2021. In an attempt to identify barriers for individuals who have received 60 months of assistance, MCDSS is using the Mini Mental Health screening tool during timing out interviews on a voluntary basis.

Strategies/Procedures for Increasing Program. Attendance‌ Describe district policies and/or procedures in place to reduce the amount of time participants fail to participate in work activities, including absences that are with good cause: Counselors work with participants to determine if supportive services or alternative placements, for instance, may assist the participant in meeting work activity goals. In addition, utilizing other resources in the community are researched. We endeavor to assist participants in succeeding.

Strategies/Procedures for Increasing Program. Attendance a. Described below are the district policies and/or procedures used to reduce the number of times participants fail to participate in work activities. This includes absences with good cause: The Agency would initiate contact with the participant first by phone, then in writing, to determine if there are barriers preventing participation.

Strategies/Procedures for Increasing Program. Attendance a. Described below are the district policies and/or procedures used to reduce the number of times participants fail to participate in work activities. This includes absences with good cause: One week prior to an individual's work activity start date, ECDSS staff contacts the individual to remind them of the scheduled start date and to address any potential concerns. If individuals fail to report within 3 days to the assigned activity or have excessive absences, a case manager attempts to contact the individual to resolve any obstacles preventing the individual's attendance. Individuals are encouraged to schedule personal appointments around their work activity schedule. If appointments are scheduled during work time, individuals are afforded the opportunity to make up the hours. A case manager regularly visits worksites acting as a liaison, providing resources and strategies to improve individual participation. During the conciliation process staff focus on barriers that prevented the work activity engagement, assist the individual in complying with the work activity and promote re-engagement to avoid sanction.

Strategies/Procedures for Increasing Program. Attendance‌ a. Described below are the district policies and/or procedures used to reduce the number of times participants fail to participate in work activities. This includes absences with good cause: If an individual is assigned to work activities and fails to participate, including absences with good cause, the E&T Specialist will immediately attempt to reach the individual by phone first. The E&T Specialist will attempt to solicit the circumstances behind the non-compliance and attempt to assist the individual to resolve the problem or circumstance that prevented the individual from complying. Often times it may be lack of child care or a problem with transportation. The E&T Specialist will review which supportive services are available to resolve the problem. Transportation barriers are being addressed by the offering of ▇▇▇▇▇▇ bus passes {public transportation}. The district has adopted a stronger Group Orientation presentation that includes a detailed explanation of Work Requirements and Participation requirements; child care options including instructions to find alternate child care that will take their children if they are moderately sick so as not to miss time from work; benefits of Work Experience; non- compliance consequences; and Job Readiness activities including practice applications; resume preparation services; instructions to make appointments before and after their worksite duties just as if they were employed; and opportunities for mock interviewing practice. E&T Specialists are responsible for the monitoring of worksite attendance and the E&T Specialist initiates the conciliation process reducing the time between non-compliance and conciliation.

Strategies/Procedures for Increasing Program. Attendance a. Described below are the district policies and/or procedures used to reduce the number of times participants fail to participate in work activities. This includes absences with good cause: The Department contracts with the W.I.B. for five employment services; Job Readiness Program, Work Experience Program, Subsidized Employment, Services to Work Limited recipients, and Targeted Training. Provision of employment services will be more seamless with all services being provided by one contractor. The W.I.B. will educate the worksite supervisors on the proper reporting of absences and on the need for worksite supervisors to counsel recipients when there is initial non-compliance. The need for appropriate child care and a backup plan is discussed with the recipient at assessment, reassessment, WEP interview, JRT, and work limited orientation. Conciliation notices are sent out, in most instances, within 2 business days after notification to the Department of non-compliance. In the case of an applicant for or recipient of Family Assistance or Safety Net Assistance, the individual must respond to and request a conciliation within the 10 day time frame. For FA cases, it is expected that the case managers contact the individual by phone to conciliate as soon as possible. When there is non-compliance and it has been determined to be both willful and without good cause, the case is referred for sanction. Employment Assessments and development of the Individual Employment Plan are currently conducted prior to case openings. Reassessments and updating of the Individual Employment Plan are scheduled in the recipient's home, worksite, or at HHS. W.I.B. staff has been trained by District staff to complete conciliations. The W.I.B. completes conciliations for individuals who have failed to attend/comply with WEP assignment.

Strategies/Procedures for Increasing Program. Attendance a. Described below are the district policies and/or procedures used to reduce the number of times participants fail to participate in work activities. This includes absences with good cause: Applicants and recipients that are deemed work eligible are scheduled to attend an Employment Assessment with their Employment Case Manager. During the assessment there is a discussion as to why it is important to comply with work requirements as it relates not only to their on-going eligibility but also their ability to achieve self-sufficiency. It is stressed that with any activity they need to have reliable transportation and day care plus back up for both. We discuss supportive services the district can provide in those areas. A referral is provided to those who need assistance finding a day care provider. The assessment also covers work supports available (EITC, etc.) and budget comparisons to show the value of working. These discussions are reinforced at every contact with employment unit personnel. Non-eemployable individuals are encouraged to participate in workshops when offered by our community partners that deal with finding, keeping and succeeding in a job.

Strategies/Procedures for Increasing Program. Attendance a. Described below are the district policies and/or procedures used to reduce the number of times participants fail to participate in work activities. This includes absences with good cause: The Employment Unit staff work closely with clients to facilitate overcoming personal barriers impeding participation. Follow up phone calls may be utilized to discuss issues of noncompliance. Referral to other agencies for more specific intensive services is common. Carpooling and bus travel are encouraged when practical. Once in an activity, (except for unsubsidized private/public sector employment and on the job training), we have implemented a weekly time sheet system which allows for monitoring of attendance and quick response to problems. The time sheets also provide the documentation to allow us to pay support services to the client in a timely manner. Clients are counseled on how to work with providers to "make up" lost time within a monthly timeframe. Therefore, when necessary and possible they are allowed to change their daily regularly scheduled hours to achieve attainment of their monthly scheduled hours. The reason for an absence is noted by the provider on the client's timesheet. The Employment Counselor makes final determination of allowing "absence for good cause," e.g. health appointments, legal appointments, and unanticipated illness. The Counselors counsel clients to schedule appointments of any type around their scheduled hours in a work activity.

Strategies/Procedures for Increasing Program. Attendance‌ a. Described below are the district policies and/or procedures used to reduce the number of times participants fail to participate in work activities. This includes absences with good cause: Participants are contacted directly by the Employment Unit using the conciliation process to ascertain the reason for the failure to participate in an assigned work activity and to determine if there was good cause for the failure. The importance of participating in assigned work activities is discussed with clients beginning at orientation and continuing through the conciliation/sanction process.