Post on 31-May-2018
transcript
8/14/2019 Back to Basics - Measuring What Matters
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Back to Basics:Back to Basics:
A Presentation for theNovember 2005 TWC
Conference
Measuring what MattersMeasuring what Matters
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Overview
! Why do we have measures?
! What makes a good measure?! Whats good about TWC
measures?"Are there ways to make TWC
measures better?
This session :
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Why do we have PerformanceWhy do we have Performance
Measures?Measures?
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Why Do We Have Them?
! What gets measured gets done- Tom Peters
! If you want it, measure it. If youcant measure it, forget it
- Peter Drucker
! You cant tell if youre winning orlosing if you cant keep score
- Harry Hatry
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More Reasons for Measures
! If you dont measure results youcant tell success from failure
!
If you cant see success, youcant reward it
! If you cant see failure, you cantcorrect it
- Osborne and Gaebler, ReinventingGovernment
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And Then Theres
! Because it allows us to
demonstrate our value! Because its good public policy
! Because the law requires it
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What Makes a Good Measure?What Makes a Good Measure?
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Whats a Good Measure?
!
Understandable" Stakeholders must be able understand
whats being measured
! Meaningful" Stakeholders must agree that whats
being measured is important
! Aligned with Vision & Mission" Drive Behavior in a Desirable Direction" Reward actions of value to system
" Dont create Perverse Incentives
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Texas Workforce SystemVision:
! Texans will view local workforcedevelopment boards, the TexasWorkforce Commission and their partners
as a quality supplier of workforcesolutions
Mission:! To promote and support a workforcesystem that offers employers, individuals
and communities the opportunity toachieve and sustain economic prosperity
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Texas Workforce SystemSystem Emphasizes:
! Local Control
! Employer-Driven! Personal Responsibility
! Excellence! Innovation
! Integration
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Strategies for Success
!
Identify Employers workforceneeds
!
Identify Individuals skills,abilities, & employment goals
!
Match needs of Employers withappropriately skilled Individuals
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Strategies for Success! Where Community doesnt have an
adequate supply of Individuals withskills Employers need, help closethat gap
! Where community has a surplus ofIndividuals with given skills, work toattract Employers to expand to thearea
! Where Individuals have barriers to
Employment, work to reduce thosebarriers
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Whats Good About TWCWhats Good About TWC
Measures?Measures?
How Can WeHow Can WeMake ThemMake Them
Better?Better?
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Reemployment of Claimants
! Understandable?
" Percent of UI Claimants Reemployed in theQuarter after receipt of 1st UI Benefit
- Measure uses True Wage Records Only
! Meaningful to Stakeholders?
" Helps Employers find new workers
" Helps Claimants (Individuals) return to work" Helps Communities prosper
" Reduces costs to Employers in UI taxes
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Reemployment of Claimants
! Aligned with Vision & Mission?"Performance improved by:
- Identifying Employers needs
- Identifying Claimants skills andabilities
- Matching needs of Employers with
appropriate Claimants- Helping Claimants with their job
search, resumes, interview skills
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Reemployment of Claimant in 10 Weeks
! Understandable?" Percent of Registered Claimants Reemployed
within 10 Weeks based on- Hired in WIT Job Opening
- WIT Job Development- Enhanced Services Customers who obtain/enter
employment
! Meaningful to Stakeholders?" Helps Employers find new workers
" Helps Claimants (Individuals) return to work
" Helps Communities prosper
" Reduces costs to Employers in UI taxes
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Reemployment of Claimants
! Aligned with Vision & Mission?
" Performance improved by:
- Outreaching more Employers
- Identifying Employers needs- Identifying Claimants skills and abilities
- Matching needs of Employers with
appropriate Claimants- Helping Claimants with their job search,
resumes, interview skills
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Job Openings Filled
!
Understandable?" Percent of Job Openings in WIT Filled
- Approved Employers or Staff-CreatedOrders
! Meaningful to Stakeholders?" Helps Employers find new workers"
Helps Individuals return to work orobtain better jobs" Helps Communities prosper
"
Can reduce costs to Employers in UItaxes (if Claimants fill jobs)
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Job Openings Filled
! Aligned with Vision & Mission?"Performance improved by:
- Identifying Employers needs
- Identifying Individuals skills andabilities
- Matching needs of Employers with
appropriate Individuals- Helping Individuals with their job
search, resumes, interview skills
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Market Share
!
Understandable?" Percent of LWDA Employer Locations
receiving Qualifying Services
- Job Postings, Specialized Testing, Employer SiteRecruitment, Customized Training,Subsidized/Unpaid Employer Agreements, RapidResponse, Customized LMI, other Services for Fee
! Meaningful to Stakeholders?" Helps meet Employers needs
" Can offer Individuals more job options
" Helps Communities prosper
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Market Share
! Aligned with Vision & Mission?" Performance improved by:
- Outreaching Both Old and New Employers- Even those who DONT return to use system
- Identifying Employers needs" Help Drive to an Employer-Driven
System-
Hard to be Employer-Driven with fewEngaged Employers- More Engaged Employers =
- More Jobs Options for Individuals
- More Information to help guide use of resources
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Sustainability
! Understandable?" Percent of Employers Served who are Repeat
Customers- Repeat Customers are those who have previously
received Qualifying Services in WIT (with at least 30days between services)
- Qualifying Services are the same as Market Share- Measure based on Key Account/Tax ID rather than
location
! Meaningful to Stakeholders?" Measure of Satisfaction of Employers" Helps meet Employers needs
" Can offer Individuals more job options" Helps Communities prosper
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Sustainability! Aligned with Vision & Mission?
" Performance improved by:- Outreaching Employers- Identifying Employers needs- Referring Qualified, Prepared Individuals
- Matching needs of Employers with appropriate Individuals- Helping Individuals with their job search, resumes, interview
skills
" Continuously Engaged Employers Needed foran Employer-Driven System
- Hard to be Employer-Driven with few EngagedEmployers
- More Engaged Employers =- More Job options for Individuals- More information to help guide use of resources
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Entered Employment
! Understandable?" Of those Exiters Unemployed at Date of
Participation, Percent Employed by End of 1st
Quarter After Exit
- Unemployed at DOP includes Individuals notifiedthey will be laid off
- Exiters are those who go 90 days without receivinga qualifying service
! Meaningful to Stakeholders?" Helps Individuals return to work
" Helps Employers find new workers
" Helps Communities prosper
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Entered Employment
! Aligned with Vision & Mission?" Performance improved by:
- Identifying Employers needs- Identifying Individuals skills and abilities
- Matching needs of Employers withappropriate Individuals- Helping Individuals with their job search,
resumes, interview skills- Enhancing Individuals Skills/Education to
meet needs of Employers- Seeking out new Employers whose needs
align with skills/abilities of those in theLabor Market
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Employment Retention
! Understandable?" Of those Exiters Employed in the 1st Quarter
After Exit, Percent Employed in 2nd & 3rd
Quarters After Exit- Exiters are those who go 90 days without receiving
a qualifying service- Employment Not required to be with same Employer
! Meaningful to Stakeholders?"
Helps Individuals return to work or find betteremployment" Helps Communities prosper" Helps Employers meet labor needs to degree
that Individuals remain employed with sameemployer
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Employment Retention
! Aligned with Vision & Mission?" Performance improved by:
- Identifying Employers needs- Identifying Individuals skills and abilities
- Matching needs of Employers withappropriate Individuals- Helping Individuals with their job search,
resumes, interview skills- Enhancing Individuals Skills/Education to
meet needs of Employers- Seeking out new Employers whose needs
align with skills/abilities of those in theLabor Market
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Earnings Change
! Understandable?
" Average Change in Earnings from 2nd
&3rd
QuartersPrior to Participation to 2nd&3rd Quarters After Exit ofthose Exiters employed in 1st Quarter After Exit
- Exiters are those who go 90 days without receiving aqualifying service
- Only Uses True Wage Records- Excludes Exiters whose only Evidence of Employment in
1st or 3rd Quarters after Exit is Based on SupplementalRecords of Employment
!
Meaningful to Stakeholders?" Represents degree to which system can helpIndividuals improve/restore their earnings
" Helps Communities prosper" Helps Employers meet labor needs to degree that
Individuals remain employed with same employer
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Earnings Change
! Aligned with Vision & Mission?" Performance improved by:
- Identifying Employers needs- Identifying Individuals skills and abilities
- Matching needs of Employers withappropriate Individuals- Helping Individuals with their job search,
resumes, interview skills- Enhancing Individuals Skills/Education to
meet needs of Employers- Seeking out new Employers whose needs
align with skills/abilities of those in theLabor Market
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Educational Achievement
! Understandable?" Of those Exiters in Education/Training
Designed to result in RecognizedDegree/Credential, Percent that achieve it byEnd of 3rd Quarter After Exit
- Recognized Degree/Credential means recognizedby Employers
- No Generic Work-Readiness
- Exiters are those who go 90 days without receiving
a qualifying service! Meaningful to Stakeholders?
" Helps Individuals Improve Skills/Qualifications" Can help meet Employers labor needs" Can help Communities prosper
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Educational Achievement
! Aligned with Vision & Mission?
"Performance improved by:
- Identifying Employers needs
- Identifying Individuals skills andabilities
- Supporting Education/Training thatmeets Employers needs where thereis undersupply