STATE OF ARKANSAS SENIOR COMMUNITY …...The Senior Community Service Employment Program (SCSEP)...

STATE OF ARKANSAS

SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM

STATE PLAN

MODIFICATION 2016 - 2019

Prepared By: Arkansas Department of Human Services

Division of Aging, Adult, and Behavioral Health Services

1 Arkansas SCSEP Plan

TABLE OF CONTENTS VERIFICATION OF INTENT .................................................................................................................. 3 OVERVIEW ................................................................................................................................................ 4 ECONOMIC PROJECTIONS AND IMPACT ....................................................................................... 5

Long Term Projections .................................................................................................................. 5 Types of Jobs and Training ........................................................................................................... 6 Employment Opportunities and Training ................................................................................... 9

SERVICE DELIVERY AND COORDINATION .................................................................................. 12

Coordinated Actions .................................................................................................................... 12 Opportunities in Unsubsidized Employment ............................................................................ 18 Serving Minorities ........................................................................................................................ 23

Community Services Needed ...................................................................................................... 24 Long-Term Strategies .................................................................................................................. 24

Level of Performance ................................................................................................................... 25

LOCATION AND POPULATION SERVED ........................................................................................ 27

Localities and Population ............................................................................................................ 27 Positions ........................................................................................................................................ 27 Slot Imbalances ............................................................................................................................ 28

Equitable Distribution Strategy .................................................................................................. 28 Ratio Eligible Individuals/Total Eligible ................................................................................... 31

Relative Distribution of Eligible Individuals ............................................................................. 32 Steps to Avoid Disruption ........................................................................................................... 36


TABLE OF APPENDICES APPENDIX 1 – COMMUNITY SERVICES NEEDED ........................................................................ 38 APPENDIX 2 – ELIGIBILITY AND SLOTS ALLOTTED ................................................................. 41 APPENDIX 3 – CHANGES IN ALLOTTED SLOTS ........................................................................... 45 APPENDIX 4 – URBAN AND RURAL RELATIVE DISTRIBUTION .............................................. 52 APPENDIX 5 – LOW INCOME AND MINORITIES RELATIVE DISTRIBUTION ...................... 55 APPENDIX 6 – HISPANIC RELATIVE DISTRIBUTION ................................................................. 59 APPENDIX 7 – STATE AND NATIONAL SUB-GRANTEES’ VARIANCE .................................... 63


VERIFICATION OF INTENT

STATE OF ARKANSAS SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM

STATE PLAN

Program Year 2016 – 2019

The Senior Community Service Employment Program (SCSEP) State Plan is hereby submitted for the State of Arkansas for Program Year 2016 through 2019. The Arkansas Department of Human Services, Division of Aging, Adult, and Behavioral Health has been designated and given authority by the Governor of the State of Arkansas to develop and administer the SCSEP State Plan in compliance with all requirements under Title V of the Older Americans Act (OAA) as amended and reauthorized in 2016. This Plan is hereby approved by the Governor and constitutes authorization to proceed with activities contained within the plan upon approval from the Department of Labor (DOL), Employment and Training Administration. The Senior Community Service Employment Program State Plan hereby submitted has been developed in accordance with all federal statutory and regulatory requirements. ___________________________________________________ _______________ Jay Hill, Director, Division of Aging, Adult, and Behavioral Health Services Date __________________________________________________ _______________ Cindy Gillespie, Director, Arkansas Department of Human Services Date I hereby approve this Senior Community Service Employment Program State Plan and submit it to the Department of Labor, Employment and Training Administration for approval. ____________________________________________________ _______________ Asa Hutchinson, Governor, State of Arkansas Date


OVERVIEW The Senior Community Service Employment Program (SCSEP) is a federally funded employment training and placement program for unemployed, low-income adults 55 years of age or older, particularly those with poor employment prospects. The purpose of SCSEP is to foster economic self-sufficiency, promote useful, part-time training opportunities in meaningful community service assignments, and increase the number of older persons who may achieve economic security by obtaining unsubsidized employment in the public or the private sector. In Arkansas, four organizations are SCSEP providers. These include:

• Arkansas Department of Human Services • Institute for Indian Development, Inc. AARP; and • National Caucus and Center on Black Aging (NCBA).

All four are allotted participant slots funded by SCSEP as does the Division of Aging, Adult, and Behavioral Health Services (DAABHS). The Arkansas’ SCSEP has a contract with Experience Works to manage the SCSEP program. Institute for Indian Development, AARP, and NCBA are National Sub-Grantees because Arkansas is not the only state where those organizations provide SCSEP services. The Older Americans Act (OAA) requires the Governor, or the highest ranking government official in each state, to submit a plan that outlines a four-year strategy for the statewide provision of community service employment and other authorized activities for eligible individuals under the SCSEP program. The 2016 – 2019 Arkansas SCSEP State Plan has been formed in coordination with the State Sub-Grantee and National Grantees as well as other entities in the employment and aging networks in Arkansas. The purpose of this plan is to outline Arkansas’ four-year strategy for the statewide provision of community service employment and other authorized activities for eligible individuals under the SCSEP Program. The planning process and plan were designed with the intent of fostering both short-term and long-term coordination among key organizations and stakeholders. The State will continue to work with SCSEP partners to:

• Enhance coordination and integration of SCSEP with the Arkansas Workforce System; • Ensure training and employment strategies are based on local market conditions; • Increase public awareness of SCSEP and educate employers on the benefits of hiring

older workers; • Provide priority to those in most need, particularly those in rural areas; and • Strengthen services to increase the number of SCSEP participants transitioning to

unsubsidized employment.


I. ECONOMIC PROJECTIONS AND IMPACT A. Long-Term Projections

There are a number of industries and occupations in the State of Arkansas that provide employment opportunities for older workers. Projections indicate continued increases over the next several years in these areas. According to the Arkansas Department of Workforce Services’ State of Arkansas Long-Term Industry and Occupational Projections 2012 – 2022, the occupations with the highest growth potential that also increase employment opportunities for older workers are:

• Personal care aides - Projected increase of 17.33%; • Home health aides - Projected increase of 15.72%; • Food preparation workers - Projected increase of 25.52%; • Cooks, Restaurants- Projected increase of 31.54% • Library assistants, clerical - Projected increase of 12.26%; • Customer service representatives - Projected increase of 13.21%; • Childcare workers - Projected increase of 10.74%; • Grounds maintenance workers - Projected increase of 8.55%; • Administrative and support services - Projected increase of 11.87%; • Janitors and cleaners - Projected increase of 8.11%; • Retail salespersons - Projected increase of 12.97%; • Cashiers - Projected increase of 5.56%; and • Office clerks, general - Projected increase of 7.4%. • Stock Clerks and Order Fillers – Projected increase 8.44% • Nursing Assistants – Projected increase 15.34%

Department of Labor (DOL) statistics will be used to identify geographic areas of highest unemployment. DAABHS SCSEP will collaborate with the Arkansas Department of Workforce Services (DWS) in order to obtain information from labor market environment scans to pinpoint untapped labor pools that would be a good fit for older workers. In addition, extensive labor market information (LMI) will be obtained through DWS on their “Discover Arkansas” website where LMI publications and updates are readily available for the State and for specific regions. DAABHS SCSEP staff will work to build strong relationships with the Department of Workforce Services and Arkansas Economic Development Commission so we can stay informed with new industry trends across the State that could affect employment opportunities in their respective areas. DAABHS SCSEP will work toward community integration as active members of State and/or local workforce investment boards (WIBs), one-stops (a generic name for workforce centers), economic development councils, chambers of commerce, and other employer-focused entities. These linkages provide current labor market information and opportunities to network and form partnerships with employers. Staff will be active members of human resource management, as well as, workforce, training, and career development organizations. This will provide opportunities to work alongside hiring managers on local, regional, and state initiatives focusing on improving local labor markets in preparation for emerging industries and sector jobs. Direct involvement with these organizations will put them at the


forefront when decisions are being made concerning ways to expand local employment opportunities within communities and when employers move into the area offering new employment opportunities for SCSEP participants. SCSEP Project Directors will also work closely with DWS, utilizing available employment related resources, including employability workshops, job leads, and participation in employer specific job fairs and/or hiring events. Participants are given the opportunity to take advantage of testing for Career Readiness and are awarded Gold, Silver, or Bronze certifications upon completion. Based on testing results, participants work with local community colleges to improve in those areas identified as areas needing improvement in the testing process. Project Directors work within communities developing and maintaining relationships with private, for-profit employers. In addition to local and rural community employment relationships, DAABHS supports participants by developing strategic partnerships that enable employers to utilize on the job experience (OJE) and specialized training (ST) to encourage training and employment in the for-profit sphere.

The State Sub-Grantee, Experience Works, utilizes employer outreach to identify high growth and in-demand jobs. Employers have always been and will continue to be key strategic partners. Experience Works’ frontline staff, Employment and Training Coordinators (ETCs), are the primary link to employers. ETCs will meet with employers to discuss hiring status, practices, and specific skills required for upcoming job openings. Experience Works trains their staff to work closely with employers to determine their hiring patterns, the skills and training they need, and their feelings toward hiring older workers.

B. Types of Jobs and Training

According to projections through 2020 from the Bureau of Labor Statistics, in-demand jobs suitable for SCSEP participants include home health aide/personal care, office clerk, receptionist, customer service representative, tractor-trailer truck driver, childcare worker, bookkeeping/accounting worker, food preparation/server, retail sales person, cashier, and maintenance. The Arkansas Department of Workforce Services’ State of Arkansas Long-Term Industry and Occupational Projections 2012 – 2022 also identifies these same jobs as high growth occupations in the State of Arkansas. The aforementioned document provides specific information for each geographic area within the State that can be used to identify employment opportunities local participants can be trained for and skills that need to be included in participants’ Individual Employment Plans (IEPs). Training for SCSEP participants is diverse and depends on the type of unsubsidized job the participant will be hired into. For example, participants may receive training in non-profit organizations and agencies, such as those providing adult day services, which would help prepare them for personal care aide and home health aide positions. This training also allows participants to complete certification and receive specialized training. On-the-job training is an important component of SCSEP. Participants who receive training for food service positions at schools, non-profit day care centers, colleges, hospitals, and senior centers eventually become paid employees at the same locations or somewhere else


within the local community. This is also true for participants who receive medical secretary positions through Department of Human Service offices, county health units, hospitals, and rural medical clinics. Child care centers provide extensive training and employment opportunities for participants as a number of them are hired at the conclusion of their training. Extensive customer service representative training is provided through the Blended Learning Training Program (BLTP) as well as through various JobReady courses. Customer service is an aspect of training that is included with SCSEP training assignments where there is any interaction with the public, either in-person or by phone. Participants receive certificates of completion for each stage of training. These certificates can be added to their resumes as they seek unsubsidized employment. Teknimedia and JobReady programs are excellent resources for participants needing training for office clerk, receptionist, and customer services positions. DAABHS SCSEP will work with a number of host agencies to provide participant’s training to prepare them for food preparation, server, childcare worker, retail sales, and cashier positions and will continue to utilize the Teknimedia and JobReady programs as resources for participants. Before training can begin, each SCSEP participant is given an assessment. The goal of the initial assessment is to show participants that they have valuable skills and experience that they can use to build toward a locally available job. To assist with the assessment, the JobReady program is used as an online workforce development and case management tool. It is interactive and helps participants identify their interests, evaluates their existing skills through testing, suggests the best jobs based on assessment results, and indicates any skill gaps to be addressed to obtain the participant’s job goal. Following the assessment process, participants work with their Employment and Training Coordinators (ETCs) to determine employment goals that offer the greatest likelihood of success. During this plan cycle, staff will increase the use of the Career Clusters Tool, also available on the Department of Workforce Services’ “Discover Arkansas” website. This will let the participant and their ETC review possible employment goals by geographic location and identify the total number of annual job openings and median wages for participants. The tool also shows whether the job is in demand in that geographic location. Using these resources together will further help ETCs and participants establish job goals that will help them achieve success and ensure that every training day and training dollar is well utilized. In addition to using their assigned ETC, participants also have access to six job-search engines, through JobReady, to help locate job opportunities in their own communities. These job opportunities are sorted by zip code and are beneficial for participants once they have gained the skills and the experience necessary to begin seeking gainful employment. JobReady is particularly valuable in rural areas as participants can access it anytime and from any location, including training sites, workforce centers, libraries, and personal computers. DAABHS SCSEP continues to seek external training providers for in-demand jobs as identified by the Bureau of Labor Statistics: Employment Outlook through 2020. Other training providers that will be used are MedLinc for CNA certification and nursing aides and MedCerts to provide training and subsequent job opportunities for comprehensive medical front office and electronic health records programs. Training prepares interested participants for certification as Certified Electronic Health Records Specialists and/or Certified Medical


Administrative Assistants. Participants interested in the hospitality and food service industry have the opportunity to train via the “Serve Safe” program. Security and retail employers (i.e. Securitas, Allied Barton, and TJX Companies) have partnered with sub-grantees, which increases the choices available to participants for training and for employment. Another partnership is with the Arkansas Department of Career Educations’ Adult Education Division through Workforce Alliance Growth in the Economy (WAGE) Program. This provides career-specific training based on participant’s individual employment plan and computer training for participants who have no or limited computer skills. In conjunction with online assessments, participants utilize the Virtual Career Network (VCN), which is a publicly accessible, web-based, career development platform that includes assessments, virtual learning / training, and career search tools. Its primary purpose is to assist SCSEP participants prepare and qualify for jobs via the Internet. It is important to recognize the very important role these host agencies play in providing training and employment opportunities for participants. Assessment of newly enrolled participants involves determining not only their interests, but whether the host agency infrastructure could be used to provide adequate training to move participants toward sustained, unsubsidized employment. The SCSEP in Arkansas recognizes the importance of properly assisting participants enrolled in the program with employment training and in addressing a multitude of other barriers they face when attempting to return to the workplace. For example, National Grantee AARP has developed the following tools that can be utilized to meet the needs of the individual participant:

• RTFs (Requisition for Training Funds) – Funding is provided to cover the cost of tuition and/or certifications, books, uniforms, and other expenses associated with education that can lead directly to unsubsidized employment;

• AT (Additional Training) – Time spent in work training within the project office such as, job club education, resume preparation, and/or mock interviewing is compensated;

• ST (Specialized Training) – Allows a participant to enter into employment training offered outside the traditional host agency environment;

• OJE (On the Job Experience) – Provides a formal structure that allows the participant to work for a private employer on a trial basis with no strings attached for either party; and

• SS (Supportive Services) – Is a form of temporary, often one-time assistance, designed to remove barrier(s) of all kinds that may be preventing participants from successfully entering the workforce or enrolling in the program.


C. Employment Opportunities and Training

DAABHS SCSEP will increase their knowledge of the various labor markets and employer needs by collaborating with local Workforce Investment Boards and Arkansas Workforce Centers to ensure that participants receive the training needed to prepare them for employment in their communities. Because oftentimes, while the participants may have strong skills in a particular career field, they may not have the skill set needed for the available jobs in a certain region. As a result, several programs throughout Arkansas offer training as well as identify skills for potential participants seeking employment opportunities. For instance, Arkansas Workforce Centers provide participant training through the Arkansas Career Readiness Certificate Program. In this program, participant skill levels are assessed using ACT WorkKeys assessments for the following skills: Reading for Information, Applied Mathematics, and Locating Information. If the job seeker scores high in all these areas, then he/she will receive an Arkansas Readiness Certificate which in turn automatically qualifies the participant for a National Career Certificate (NCRC). However, if the participant scores low in one or more areas, the participant must successfully complete the Career Ready 101 instructional program, which is available onsite and online, and pass each WorkKeys assessment before receiving certification. This educational approach which focuses on computer, occupation-specific, and job-search skills training for participants is a factor in reducing participant job barriers, as well as, increasing participant access to online learning. Other programs throughout Arkansas offer participants generalized training, such as computer or basic skills training, or specialized training like bookkeeping. While basic skills such as reading for information, applied mathematics and locating information are assessed, helping participants improve computer skills is another focus that almost all programs train participants. Since the ability to efficiently operate a computer is a requirement for many jobs, most SCSEP grantees and sub-grantees provide computer skills training to participants. For example, Experience Works prioritizes computer training for most participants. Training is provided primarily through Teknimedia and JobReady. Teknimedia is a senior-friendly, self-paced, basic computer training software. Participants receive a certificate for each module completed. The JobReady program serves as an online resource for computer skills training including basic level (screen navigation, email, and internet) and higher-level skills (Microsoft Word, Excel, PowerPoint, and Outlook). JobReady offers more than 400 specialized courses. These include training in skills needed for high-growth industries, such as Essential Medical Office Skills. Online tests evaluate participant progress. Some training includes the ability to earn industry-recognized certificates that can be added to participant resumes. Participants have indicated that these certifications have a positive effect on their self-esteem, confidence and marketability. Certified online training is particularly effective in increasing access in rural areas. Both Teknimedia and JobReady are free to participants and accessible 24/7. For those new to computer technology or who cannot afford a computer, computer access may be available at their host agency, a community library, or a workforce center where additional help is available if needed. For rural residents, Experience Works’ online computer training may be the only accessible option. In addition to the aforementioned resources, participants can access training through host agencies, community colleges, workforce centers, and others as documented on Individual


Employment Plans (IEP). Examples of general training provided by partners include basic education, GED, English as a Second Language (ESL), work-readiness skills, and job search skills. General training is usually provided in conjunction with the community service assignment and includes one-on-one skills training, lectures, or seminars. Specialized training prepares a participant for a particular job or industry that is in demand in the participant’s community. Examples of skills training include certified nursing assistant, home health aide, teacher’s aide, and commercial driver’s license. This training can be off-the-shelf or customized. New resources for certification training are of particular value in rural areas. They are self-paced courses, provided at a low cost, and are online through the JobReady program. For example, the JobReady program allows participants to receive a certification in essential medical office skills. There is a natural relationship between participants and the host agencies in which they train. DAABHS SCSEP participants offer extra help for host agencies in exchange for the valuable hands-on training and networking that goes along with participating at the agency. In many cases, the agency will hire the participant. For those that are not offered employment, the experience can lead directly to unsubsidized employment elsewhere. One barrier to employment that older workers face is the inability to market themselves to employers. To address this, Experience Works assists participants with resume preparation, interview skills, and referrals. When appropriate, participants also receive support through workforce center job-search classes or the Experience Works Job Club/job-search training program developed specifically for older job seekers. Job Club/job-search training is a value-added feature for SCSEP projects by incorporating best practices from around the country as well as ideas and adapted materials from some of the most recognized trainers in the industry. The curriculum includes an instruction manual and materials for the trainer as well as handouts and materials for participants. Training covers networking, completing applications, interviewing, answering difficult questions, closing an interview, writing thank-you notes, and keeping the job. Because job searches require basic computer literacy, such as using a kiosk to fill out an application for Walmart or completing an online application for Home Depot, Teknimedia’s computer training is emphasized for Job Club participants lacking computer skills. The Job Club/job-search training is an enjoyable and nonthreatening way for participants to learn while building self-confidence and self-esteem. Participants come to realize that employers value the skills they have or can obtain by participating in SCSEP. A computer-literacy component teaches participants to prepare online resumes and complete online applications. In rural areas where there are few participants, staff collaborates with other employment and training providers to ensure that there are enough participants to validate having a Job Club in that region. The ultimate goal of the DAABHS SCSEP is to assist the participant obtain and retain an unsubsidized job. In most cases, the project director and site participants have played a significant part in preparing the participant for a particular job. IEPs are developed for everyone entering SCSEP. They are living documents initiated based on specific interests identified through online assessments and interviews with the participant. The tool is used to identify areas of needed training specifically as it relates to employability, training in the agency and the community, and job search activities.


In order to know the growth industries in an area and which training to concentrate on, local knowledge is used together with information provided by area one-stops and/or other sources such as the chambers of commerce. Additionally, training is provided utilizing local and internet resources which includes: AARP.Org, “AARP’s Back to Work 50+,” Goodwill, Our House, W.A.G.E., DWS, host agencies, self-directed online tutorials, Experience Works, NCBA, and the AARP Foundation SCSEP Local Project Site office. Local Project Site Offices are flexible enough to train to the needs of their participants. For example, in one instance, a series of training modules were tailored to help the older worker recognize that constant change is part of today’s workforce and how to embrace and adapt to change in the workplace. Another training class focused on how the impact of one’s mindset or thoughts about things can impact opportunities for sustained long-term employment. Teaching generational communication in the workplace as well as how to manage incomes are other examples of training provided. Modules include visual aids like PowerPoint presentations and hand-outs to enhance the experience of the learner. Additional statistics from the Arkansas Department of Workforce Services’ State of Arkansas Long-Term Industry and Occupational Projections 2014 –2024identifies the following occupations which require a high school diploma or less and are appropriate for participants:

• Retail salespersons – Total Annual Openings1,902; • Combined food preparation and serving workers, including fast food – Total Annual

Openings 1,391; • Cashiers – Total Annual Openings1,531; • Personal care aides – Total Annual Openings417; • Customer service representatives – Total Annual Openings707; • Office clerks, general – Total Annual Openings938; • Janitors and cleaners – Total Annual Openings 542; • Customer and personal service – Total Annual Openings173,456; • Clerical – Total Annual Openings23,373; • Sales and marketing – Total Annual Openings17,209; • Public safety and security – Total Annual Openings10,891; and • Computers and electronics – Total Annual Openings9,593.

While there are job openings available in various job sectors, the Arkansas Workforce Investment Board provides a snapshot of facts at: http://www.workforceinvestmentworks.com/workforce_board_info.asp?st=AR. The results below are based on data from 2009-2010.

• From June 2009 to June 2010 Arkansas had the 7th highest percent change in employment. Only 10 other states had positive growth over this same time period.

• In November 2010, the unemployment rates in Arkansas’ 75 counties ranged from a low of 5.3 percent to a high of 16.3 percent.

• In December 2010, Arkansas’ unemployment rate was 7.9 percent. Compared to other states, Arkansas ranks 18th (out of 51) in terms of unemployment rates.

http://www.workforceinvestmentworks.com/workforce_board_info.asp?st=AR


II. Service Delivery and Coordination A. Provide a detailed description of what actions will be taken to coordinate SCSEP with

other programs. Alternately, States may discuss this in the State strategies section of the strategic plan, but regardless of its placement in document, this section must include plans for:

1. Actions to coordinate activities of SCSEP grantees with WIOA Title I programs,

including plans for using the WIOA one-stop delivery system and its partners to serve individuals age 55 and older. (20 CFR 641.302(g), 641.325(e). The DHS DAABHS SCSEP programs are an active partner with the local WIOA One-Stop delivery system. Memorandums of Understanding (MOU) are being developed between the DHS DAABHS, National Caucus and Center on Black Aging, Inc., AARP, Indian Organizational for Development with the SCSEP programs across the state to improve collaborative activities. The DHS DAABHS SCSEP programs are committed to the vision and intent of WIOA. We recognize the importance of the continual strengthening of this system in order to ensure customers have access to a seamless system of workforce development programming. In addition, DHS DAABHS staff will become active members of workforce investment boards (WIBs), attend partner meetings, and serve on one-stop committees and taskforces. Efforts to support the adoption of the updated WIOA performance measures include continuing to participate in and collaborate with WIOA- funded activities and partners, including the Arkansas Workforce System. The goal of these partnerships are to unite workforce development, adult education and social service providers in order to leverage and centralize resources that support mature job seekers in their efforts to gain economic self-sufficiency through sustained unsubsidized employment. On December 1, 2017 DOL ETA announced the release of the SCSEP Interim Final Rule (IFR) in the Federal Registry. The DHS DAABHS SCSEP programs have actively participated in the administrations’ pre-emptive activities leading to the enactment of the regulations. The DHS DAABHS SCSEP programs have attended monthly DOL ETA all grantee calls in order to stay apprised of all ETA instructions and/or directives. Additionally, on January 9th, DHS DAABHS SCSEP participated in the National Association of States United for Aging and Disabilities (NASUAD) policy discussion on the IFR and provided comments. DHS DAABHS SCSEP has also participated in the ETA Webinar regarding the changes to the SCSEP regulations through the release of the 2017 Interim Final Rule that was held on January 10, 2018.

The Arkansas Department of Human Services (DHS) Division of Aging, Adult and Behavioral Health Services (DAABHS) is committed to ensuring a competent and engaged team to support the implementation of SCSEP. Through coordinated training efforts with Experience Works staff members are knowledgeable and well-trained to assess, serve and support DHS DAABHS SCSEP applicants as appropriate. Employment and Training Coordinators regularly visit the workforce centers to ensure they are aware about the services offered by and the qualifications for SCSEP. Partners are asked to assist with outreach and recruitment efforts to target hard to serve


populations. Many local participant assistants and staff are housed in the local workforce centers and serve as host agencies. Workforce center employees who work in resource rooms refer seniors to SCSEP when they come in to do job searches. All participants are required to register with workforce centers, and many applicants not eligible for SCSEP are referred to workforce centers for services for which are eligible. Staff are encouraged to co-enroll participants when appropriate. Participants are encouraged to take advantage of job searches and resume writing workshops as well as other courses held at the workforce centers. When possible, DAABHS SCSEP seeks training for participants at no or low cost through workforce centers and workforce center partners. When a participant qualifies for a Workforce Innovation Opportunity Act (WIOA) training voucher, SCSEP and the workforce center can share the training costs with DAABHS SCSEP providing SCSEP wages and WIOA covering other training costs. Staff attends and supports job fairs sponsored by DWS as well as attends career expos held by local Arkansas Workforce Centers. They support events organized by other WIOA partners including job fairs hosted by Arkansas Rehabilitation Services. Staff works with their local partners to help organize events and encourages all participants to attend. These efforts will be continued and increased in the coming years. The State Sub-Grantee, Experience Works, will also strengthen partnerships with organizations and programs providing services to veterans. They will coordinate job development efforts and increase participants’ access to needed services such as the Local Veterans Employment Representatives located in the workforce centers. A number of Arkansas Rehabilitation Services sites around the State serve as host agencies and provide supportive service assistance to participants in their local communities. These partnerships will be expanded in the coming year with a team approach to case management for participants with disabilities. Experience Works will build on partnerships with the Governor’s Dislocated Worker Taskforce through participation at several upcoming opportunity fairs and job expos. Training partnerships have been discussed and will be expanded in the coming planning period to increase collaboration and services available to participants. National Grantee AARP SCSEP, has a good relationship with the workforce centers and works positively to serve individuals of different races, nationalities, disabilities, and veterans. Some training in remote counties is conducted in the workforce center closest to the participant’s home. The benefit of this cannot be understated given the distances participants would otherwise have to travel in rural Arkansas. It is AARP’s expectation that each of their project sites partner directly with area one-stops and/or WIOAs by providing in-kind help and assist them in any other way within AARP’s means. NCBA will continue to require prospective participants to enroll in employment services with workforce centers and enroll in Title I services, Career Readiness Certification, industrial training, and basic computer skills. They also encourage all participants to access what the One-Stop Delivery System has to offer, such as training on skills needed for unsubsidized employment and enhance existing skills.


2. Actions to coordinate activities of SCSEP grantees with the activities to be carried out in the State under the other titles of the OAA. (20 CFR 641.302(h)).

DAABHS SCSEP has a long history of successfully partnering with other Older Americans Act (OAA) service providers. Each year, the grant application is provided to the Area Agencies on Aging (AAAs) for their review, questions, and comments. Several AAAs serve as host agencies. Participants are provided community service assignments at many senior centers and nutrition sites. AAAs also assists with outreach and recruitment efforts and hire participants when possible. They also provide supportive services, such as transportation, medical services, meals, wellness classes, legal aid, elder-abuse prevention, tax preparation, and socialization, to address barriers to employment. To enhance this partnership, DAABHS SCECP will coordinate with the AAAs by providing service training. In addition, they will provide eligibility criteria, contact information, and service information to public entities, such as community centers, hospitals, and parks, to ensure seniors looking for employment are referred to the program. Referrals will be made to each AAA to assist in meeting participants’ supportive service needs through transportation, caregiver support, congregate meals, and health promotions. Experience Works develops annual Memorandums of Understanding (MOUs) to outline services each agency can provide to mutual clients. These MOUs establish referral processes between the seven Experience Works offices and the eight AAAs. The following is a list of these partnerships.

• Mountain Home Experience Works - Region 1 AAA; • Searcy Experience Works - Region 2 AAA; • Jonesboro Experience Works - Region 3 AAA; • Warren Experience Works - Region 4 AAA; • Searcy Experience Works - Region 5 AAA; • Hot Springs Experience Works - Region 6 AAA; • El Dorado Experience Works - Region AAA 7; and • Morrilton Experience Works - Region 8 AAA.

AARP’s SCSEP will continue to coordinate activities in the State under other titles of the OAA. Great care is taken by AARP to adhere to the guidelines set out by the Older Americans Act. Project sites consistently serve those with the most “in need” characteristics. Project sites are expected to reflect the demographics of the communities they serve. It is expected that a representative from AARP will participate in meetings conducted by DAABHS and will assist where possible to advance proper equitable distribution.


3. Actions to coordinate SCSEP with other private and public entities and programs that provide services to older Americans, such as community and faith-based organizations, transportation programs, and programs for those with special needs or disabilities. (20 CFR 641.302(i)).

DAABHS SCSEP will continue collaborating with other private and public entities programs that provide services to older Americans, such as community and faith based organizations, transportation programs, and programs for those with special needs or disabilities. On-the-Job Experience (OJE) Training Option will continue to support participants in acquiring specific skills that are unavailable in regular community service assignments. SCSEP does allow organizations that do not qualify to serve as a community service assignment to participate in the program as long as a policy is in place that meets Federal requirements. This will entail the following:

• Implementing an OJE policy to provide private entities an opportunity to participate in the program;

• In collaboration with Experience Works, establish an OJE Training Option policy; • Receive OJE Experience Training Option approval from the Department of

Labor; • Provide guidance to Experience Works in the implementation of the new OJE

Experience Training Option; and • Inform participants and local employers of this training option.

DAABHS SCSEP has joined the Arkansas Association of People Supporting Employment First (APSE) as a voting member and will work to expand collaborative efforts. Partnering with the Arkansas Department of Vocational Rehabilitative Services will increase training and employment opportunities available to individuals with disabilities. Additionally, staff will target veteran’s services offices in each county to provide information about services and to establish referral processes to ensure increased access to SCSEP for local veterans. DAABHS SCSEP will continue to build on partnerships with senior centers and agencies offering senior transportation services to make and accept referrals. State Sub-Grantee Experience Works is piloting the Ticket to Work Program for participants who are on SCSEP and receive SSI or SSDI. This program assists participants to achieve economic self-sufficiency. It is a free and voluntary program that can help Social Security beneficiaries find employment that may lead to a career which would enable the individual to become financially independent all while they keep their Medicare or Medicaid. Work incentives make it possible for participants to explore work while still receiving health care and cash benefits and are designed to help them succeed and progress toward financial independence. Just a few of the benefits to SCSEP participants are:

• They may keep their Medicaid/Medicare while they work; • They have access to individualized support services; • They can select part-time or work-from-home alternatives to help them reach their

goal of financial independence;


• They can try work with confidence knowing their benefits continue during their transition period;

• They will have an additional program assisting them with their plans for unsubsidized employment; and

• They will have an expert in Ticket to Work Program that will help navigate through SSA and help answer any questions they may have.

National Grantee AARP coordinates with other private and public entities and programs that provide services to older Americans, such as community and faith-based organizations, transportation programs, and programs for those with special needs or disabilities. Participants are frequently assigned to these agencies to perform community service. These agencies provide training as well as references to supportive services based on the need of the participant. Supportive Services include, but are not limited to, transportation, eyeglasses, food stamps, utility assistance, tax preparation, legal assistance, scrubs, and other work-related items that participants may require for successful employment. NCBA, another National Grantee, will continue usage of the referral system to ensure that every participant receives the necessary supportive services needed such as food pantries, clothing, and transportation. They will also assist participants with the completion of forms for those in need. In addition, they will continue partnerships with the Division of Services for the Blind within the Department of Human Services, all Veterans Empowerment Services, Inc., Mid Delta Community Services, and Lee County Co-operative Clinic.

4. Actions to coordinate SCSEP with other labor market and job training initiatives. (20 CFR 641.302(j)).

During the next plan cycle, DAABHS SCSEP will provide greater access to specialized training at the basic and intermediate levels through one-on-one and classroom training provided by staff, as well as through partnerships with local training providers. Training partnerships will continue with the Arkansas Department of Career Education’s Workforce Alliance for Growth in the Economy (WAGE) program. This is a work readiness program designed to ensure that unemployed and underemployed Arkansans have the skills necessary to be successful in the workplace. WAGE offers six state-issued certificates: Employability, Industrial, Customer Service Level I, Customer Service Level II, Bank Teller, and Office Technology. In addition, participants are assisted with developing a resume and shown how to present themselves and their skills to local employers who will be present with open positions in their local communities. These trainings have proven successful for SCSEP participants because they are able to work in small classroom settings as well as in self-paced training with an instructor on-site to provide support and assistance as needed. Participants not only attend an annual job fair in conjunction with their WAGE training but receive individualized instruction on how to make the most of their facetime with employers.


Additionally, stronger collaboration will be pursued with community colleges, adult education centers, and literacy councils to ensure that the training and educational needs of participants are met at every level. DAABHS SCSEP will also continue to monitor DOL, state agencies, and other websites for news of grant announcements that are relevant to SCSEP and take advantage of these wherever possible.

5. Actions the State will take to ensure that SCSEP is an active partner in the one-stop delivery system and the steps the State will take to encourage and improve coordination with the one-stop delivery system. (20 CFR 641.335).

The State will develop a more cohesive relationship with workforce centers. Staff will meet with various one-stops and initiate scheduling quarterly meetings with the main One-Stop, which is housed in the Arkansas Department of Workforce Services. Currently, State Sub-Grantee Experience Works’ State Program Manager serves on the Central Arkansas Workforce Development Board and one of the field staff serves on the Southeast Arkansas Workforce Development Board. DAABHS SCSEP will continue to review and update workforce investment boards (WIB) MOUs regularly. Staff will continue to be active members of workforce investment boards (WIBs), attend partner meetings, and serve on one-stop committees and taskforces with an even greater emphasis on ensuring that older worker issues are considered in decision-making activities within communities and regions. All staff and participant vacancies will continue to be advertised and updated more frequently with workforce centers. Employment and Training Coordinators will regularly visit the workforce centers to ensure staff knows about services and the basic qualifications for SCSEP and provide updated materials for prospective applicants. Partners will also be visited frequently and provided with these same materials. DAABHS SCSEP will ensure more case management assistance and follow up by encouraging participants to co-enroll and access additional services when appropriate. Participants will be encouraged to take advantage of job search and resume writing workshops and other courses held at the workforce centers. National Grantee, NCBA, will continue working closely with Vocational Rehab and other agencies to recruit eligible applicants and community service training providers. Community colleges are being utilized for community service assignments. These include the following:

• Arkansas Northeast College (ANC) Blytheville; • Phillips Community College (PCCUA) Helena; • Mid-South Community College (MSCC) West Memphis; and • East Arkansas Community College (EACC) Forrest City.

These community colleges provide training skills in a classroom setting for adult literacy, computers, and understanding an office setting.


6. Efforts the State will make to work with local economic development offices in rural locations.

DAABHS SCSEP will continue to target economic development offices located in rural counties. These offices provide training on services and explore ways each might be able to provide training and employment assistance to local seniors. In addition, they will provide eligibility criteria so seniors seeking employment are referred to the appropriate program. Other efforts will include expanding membership in economic development offices and attending strategic planning meetings.

Employment and Training Coordinators will continue to develop relationships with non-profits and public agencies within the aging network. Whenever possible, they will partner with local contacts to gauge local needs assessments for seniors.

B. Describe the long-term strategy for engaging employers to develop and promote

opportunities for the placement of SCSEP participants in unsubsidized employment. (20 CFR641, 302 (e)).

The result of the changes to the SCSEP performance measurement system, mandated by the Older Americans Act Reauthorization Act of 2016, effective July 1, 2018 Arkansas SCSEP program and the states’ other national grantees along with the DHS DAABHS sub-grantee Experience Works will adopt the updated US Department of Labor (DOL) SCSEP performance measures in order to align with the WIOA performance measures implemented by the Department of Labor and Education on August 19, 2016. SCSEP grantees are a required WIOA partner in the workforce development system (per WIOA sec. 121(b) (1) (B)(v)) and are mandated to coordinate with the WIOA One- Stop delivery system (OAA sec. 511, 42 U.S.C. 3056i). SCSEP’s Core Indicators of Performance described in subsection (a)(2)(A) of the OAA-2016 consist of— (A) hours (in the aggregate) of community service employment; (B) the percentage of project participants who are in unsubsidized employment during the second quarter after exit from the project; (C) the percentage of project participants who are in unsubsidized employment during the fourth quarter after exit from the project; (D) the median earnings of project participants who are in unsubsidized employment during the second quarter after exit from the project; (E) indicators of effectiveness in serving employers, host agencies, and project participants; and (F) the number of eligible individuals served, including the number of participating individuals described in subsection (a)(3)(B)(ii) or (b)(2) of section 518.

DAABHS SCSEP’s Targets Goals for PY2018 are listed below: • Arkansas SCSEP final target goals for PY2018 are: • Q2 Employment 36.5% • Median Earnings $3,052


• Q4 Employment 37.5% • Service Level 150.1% • Community Service 76% • Community Service Most in Need 2.90% • Customer Satisfaction Participant 81.4% • Customer Satisfaction Employer 85.8% • Customer Satisfaction Host Agency 85.0%

Below are the five key components Arkansas recognize as the important continual strengthening of WIOA One-Stop delivery system in order to ensure participants have access to a uninterrupted system of workforce development programming. Efforts to support the implementation of the updated WIOA performance measures include continuing to participate in and collaborate with WIOA- funded activities. The goal of the partnerships is to unite workforce development, adult education and social service providers in order to leverage and centralize resources that support mature job seekers efforts to gain economic self-sufficiency through sustained unsubsidized employment.

Orientation:

• Arkansas SCSEP participants must be provided orientation, including information on project goals and objectives, community service assignments, training opportunities, available supportive services, the availability of a free physical examination, participant rights and responsibilities, and permitted and prohibited political activities.

• Orientation is a vital service that ensures all program participants have a complete understanding of the level of commitment required and their role in meeting the requirements and expectations of the program. All program participants must be properly orientated to balance their understanding of the program and the outcomes that may be achieved.

• Improvements will be realized when program orientation is given the level of thoroughness required to ensure that participant s and host agency supervisors understand the program and their respective roles.

Assessment • Program participants must also be assessed on their work history, skills and interests,

talent’s, physical capabilities, aptitudes, needs for supportive services, occupational preferences, training needs, potential for performing community service assignment s, and potential for transit ion to unsubsidized employment.

• Program assessments take different paths because of the variety of instruments used to capture information about program participants. Regardless of the tool used for this purpose, if the information is documented in a format that is useful, beneficial and transferable, it will produce results that will help create a better picture of


participant s and how to successfully work with them while enrolled in the program. • Information gathered during the assessment process must be used to develop an

Individual Employment Program (IEP} that includes an appropriate employment goal for each participant.

Individual Employment Program:

• The IEP is a very useful document that is intended to provide a clear path for how services will be provided to program participants to help them find employment.

• The key to successful implementation of the plan is to make it a living document that is referenced often and updated when there are relevant changes and to identify progress made towards achievement of the goals listed in the plan.

• This service can be improved by ensuring that there are systems in place to include routine updates and the inclusion of host agency supervisors in understanding the goals outlined in the plan.

Assignment: • Participants must be placed in appropriate community service assignments in the

community in which they reside or in a nearby community. • Training must be provided or arranged based on need s identified in each participant’s

IEPs and consistent with Arkansas SCSEP's goal of unsubsidized employment. • There are many opportunities for placements in a community service assignment, but

participant s must be placed in appropriate assignment s where they can acquire useful skills that may lead to unsubsidized employment. It is equally important that participants are able to safely commute from their home to their assignments.

• Participants facing transportation challenges must be given fair opportunities to work near their home, especially when it is identified as an issue which may impact their ability to be successful in the program. Arkansas SCSEP allows for additional training outside of participants' community service assignments. This is a good option that is available to program participants who have not been fully utilized.

Supportive Services:

• The SCSEP coordinates and networks with many OAA programs that can augment services being provided to or needed by SCSEP participants.

• Referrals for supportive services are routinely made when those services cannot be provided through the program.

• The ability to assist participants with payment of reasonable costs of transportation; health and medical services; special job-related or personal counseling; incidentals such as work shoes, badges, uniforms, eyeglasses, and tools; dependent care; housing, including temporary shelter; needs-related payments; and follow-up services are a great benefit to the program because of the economic instability of many program participants. This provision has allowed many participants to succeed in the program and is not an area that requires improvement.


Arkansas SCSEP will provide consistent follow up with employers who have hired participants to inquire about other possible job openings. This will allow training to be tailored toward local employers who have already demonstrated their willingness in hiring older workers. Employer participation will increase on-the-job experience by improving materials and demonstrating the advantages of participating in SCSEP. Efforts will also be made to connect more Arkansas SCSEP staff with human resource management and workforce, training, and career development organizations which will provide opportunities for them to be in regular contact with local employers and hiring managers in their areas.

• As staff integrates training needed to help participants prepare for and obtain a Career

Readiness Certificate (CRC), they will work closely with workforce centers to identify employers who give hiring preference to individuals with a CRC. These employers will be targeted as first contacts for future job development efforts.

Arkansas SCSEP staff will continue to network with employers at job fairs and invite them to be guest speakers at job clubs. Employers can use job clubs to identify suitable applicants and provide participants with advice and job tips. Employers often hire these participants as regular employees after SCSEP. In addition, staff will increase efforts to develop relationships with employers likely to have suitable jobs, seek out information on the skills training needed for these jobs, and encourage employer input when specialized training is provided. The ultimate goal of these relationships will be for the employer to view Arkansas SCSEP as a resource when the employer has job openings suitable for older workers. Arkansas Sub-Grantee Experience Works will continue working with the AAAs, but during the next plan cycle, they will increase collaboration. This will create additional employment opportunities for SCSEP participants in several high-demand areas. A recent survey of the AAAs revealed a growing need statewide for personal care assistants, homemakers, and respite providers, which are ideal employment opportunities for older workers. In many service areas, both the largest employers and the active host agency training sites are hospitals, school districts, community colleges, and universities. There are numerous training and employment opportunities available including: food preparatory workers; library assistants; childcare workers; grounds maintenance workers; administrative and support positions; customer service representative positions; and medical secretary positions in hospitals. Additional partnerships in these areas will provide appropriate training to SCSEP participants that target these local unsubsidized positions. Participant and Host Agency Surveys

DAABHS’ SCSEP will also continue to hold its annual host agency and participant meetings to survey key stakeholders, and identify areas of program improvements. Arkansas SCSEP will revise its handbooks to include additional supportive services to its


participants, with identified resources to assist them in overcoming their barriers and achieving their long-term employment goals.

National Grantee AARP’s long-term strategies for engaging employers to develop and promote opportunities for the placement of SCSEP participants in unsubsidized employment include continuing the following actions:

• Coordinating activities with the Arkansas Department of Workforce Services, specifically as it relates to job referrals, job specific job fairs, and job fairs;

• Participating in local Job Fairs, Business Expositions, Chambers of Commerce and other employer networking opportunities;

• Maintaining strong partnerships with other community-based, non-profit programs to make an impact in the social service network. Each non-profit or government host agency that SCSEP supports creates a social support network which in turn generates support for our more mature population which ultimately results in unsubsidized employment opportunities;

• Developing and maintain relationships with for profit agencies/employers to improve and increase employment opportunities for participants;

• Increasing training opportunities for participants to meet local labor market needs by utilizing aforementioned training funds for specific job-related training and classroom courses;

• Partnering with community and faith-based organizations and other agencies by collaborating and sharing information regarding SCSEP Program and the individuals we serve.

National Grantee NCBA’s long-term strategies for engaging employers to develop and promote opportunities for the placement of SCSEP participants in unsubsidized employment include continuing the following actions:

• Participants receive an orientation and the necessary job related training in preparation for NCBA-SCSEP training assignments.

• Continued training, preparation, and education includes but is not limited to: teaching new job skills and upgrading old skills; first aid and safety training; job seeking skills; consumer information areas such as social security benefits, personal health, tax requirements, nutrition and retirement laws.

• Local resource persons are invited to address technical knowledge or skills at least once each year. Training takes place in group sessions, at the work site, on an individual basis or through other assignments.

• Re-certification of financial eligibility requires twelve (12) months after entry date and every twelve (12) months thereafter.


• Participants may be requiring to show proof of age, social security number and household income for the previous twelve (12) months.

• Participants who are found ineligible are notified in writing and given 30 day notice prior to termination of the program.

The Institute for Indian Development, Inc. long-term strategies is devoted to recruit, train, and place seniors, with an emphasis on Native American elders, in subsidized employment. IID is committed to improving the quality of life for low-income, financially eligible seniors by assigning them in their search for unsubsidized jobs within their community.

• IID seeks to partner with agencies that contribute to the welfare of the community, provide services related to publicly owned and operated facilities and programs and projects sponsored by non-profit and/or government organizations.

• IID SCSEP seeks partnership with ‘host agencies” from the private and/or nonprofit sector, in conjunction with the participation of government for the specific purpose of skills and unsubsidized employment outcomes for seniors.

Operation of the Arkansas SCSEP program is under constant evaluation to determine whether it is being operated in a manner that will achieve optimum programmatic and financial outcomes and that participants are receiving required services. Currently, there are no major long-term changes planned for the program, but new program models are studied and additional partners are encouraged to compete for opportunities to bring new and innovative ideas that could potentially enhance performance and increase operational efficiencies. C. Describe the long-term strategy for serving minority older individuals under SCSEP.

(20 CFR 641.302 (c)). DAABHS SCSEP will continue to identify new resources that can be utilized in local areas that offer translation services and assistance to minority groups for whom language might be a barrier. Stronger relationships will be fostered with organizations who serve various cultural and ethnic populations that can serve as training sites to provide participants with a comfortable environment where they can learn new skills. As their confidence and skill sets grow, additional training will be introduced that will carry them beyond their Community Service Assignments (CSAs) and begin preparing them to transfer to new CSAs that will help prepare them for the workplace in a gradual way. Barriers to employment will be addressed through this process to ensure a smooth and steady transition toward employment. The State Program Manager works with a liaison on the national Diversity and Inclusion Committee for Experience Works. This committee serves all states and is proactive in developing effective ways in which minority populations can be more effectively served. Additional activities focused on serving minority older individuals under SCSEP include:

• Monitoring annual minority report released annually by USDOL; • Incorporating strategies to address low minority participation; and


• Working with regional one-stops and incorporating strategies to increase outreach to minority groups.

National Grantee AARP has served and will continue to serve minorities. Their approach is primarily partnering with agencies that provide social services directly or indirectly to these potential participants. In most cases, these agencies are also potential host agencies. In addition, their efforts will continue by:

• Attending functions sponsored by minority leaders; • Utilizing agencies that work with minorities; • Make presentations to local civic and faith-based organizations that serve minorities; • Distributing flyers, brochures, and fact sheets within the communities; and • Accepting referrals from workforce centers, minority agencies, and community

referrals. D. Provide a list of community services needed and the exact places where these services

are most needed. Specifically, the plan must address the needs and locations(s) of those individuals most in need of community services and the groups working to meet their needs. (20 CFR 641.330).

Isolation, hunger, lack of income, and housing are community service needs identified by State and National Grantees. Both will continue to identify agencies in our rural areas that can meet the aforementioned needs. They will continue to provide training to Project Directors and Senior Management to increase awareness and provide solutions to these areas of concern. Appendix 1 is a table of community service needs, location of the needs, and the organization in need.

E. Describe long-term strategy to improve SCSEP services, including planned long-term changes to the design of the program within the State, and planned changes in the use of SCSEP grantees and program operators to better achieve the goals of the program. This may include recommendations to the Department as appropriate. (20 CFR 641.302 (k)).

In order to improve SCSEP services, State and National Sub-Grantees will work toward greater inclusion by seeking new partners and involving WIB committees and activities. This will be beneficial statewide in helping ensure older worker issues are considered alongside other workforce issues such as youth, dislocated workers, and recidivism. All grantees will invest in internal training opportunities for project directors and site participants to improve the quality of service provided to participants and communities. DAABHS SCSEP will conduct annual monitoring reviews by interviewing participants and host agencies to identify areas that need improvement. Staff will also review the outcome of the USDOL’s Host Agency and Participant Customer Satisfaction Surveys and establish strategies to improve services. In addition, activities will be monitored through annual compliance so recommendations may be made to improve service delivery. Planned changes to better achieve goals of the program include the signing of Memorandum of Understandings with regional one-stops and other appropriate community partners.


National Grantee AARP will internally review their outputs to determine strengths, weaknesses, and opportunities. Through this process they will be able to develop initiatives to improve the services provided to participants, host agencies, employers, and communities as a whole. One example is the Rural Strategy Initiative which is reaching out to rural areas to determine the best delivery of service and how to effectively provide training that will lead to unsubsidized employment. To better achieve the goals of SCSEP, AARP will continue to:

• Coordinate activities with the Department of Workforce Services to improve assistance to more mature workers;

• Expand supportive services to include meeting transportation needs of seniors through mass transportation (bus passes) and collaborate for transportations with other agencies serving seniors;

• Provide services for disabled individuals through host agency assignments and potential unsubsidized employment. We will pursue efforts to collaborate with Vocational Rehabilitation and Spa Area Independent Living Services (S.A.I.L.S.);

• Collaborate with community colleges and adult learning centers to provide basic computer training for seniors; and

• Target employers who are interested in hiring older workers.

F. Level of Performance

DAABHS SCSEP has increased focus on involving SCSEP participants in specialized training outside their community service assignment and earlier in their program participation. These efforts will be continued and expanded for increased referrals such as literacy testing, as it has been determined that even participants who meet the basic education requirements often benefit from refresher courses prior to participation in more advanced training. SCSEP participants are actively participating in literacy and adult education classes prior to moving into workforce readiness and specialized training. These efforts will be expanded and partnerships across the State will continue to be built to increase these efforts and opportunities for additional training particularly in rural areas. Partnership with the WAGE centers has been very positive for participants and has combined refreshers in reasoning, communication, and workplace math skills with workplace readiness and computer training. Challenges still exist in the most rural areas of the State and efforts will be increased through partnering with AAAs and local entities so additional opportunities for training can be provided for those participants while minimizing the need for them to travel to take advantage of this training. SCSEP’s Project Directors and Employment Specialists will improve their knowledge of which local employers are available in each area of the state and will familiarize themselves with what minimum skills requirements those employers have for prospective employees. A thorough assessment of participant interests, knowledge, skills, and abilities will be completed for those who complete training goals and are considered “employment ready.”


Project Directors will then identify and target employers and agencies that have needs for these types of skills and experience. Once local employers are identified, Project Directors and Employment Specialists will work to develop partnerships by making face-to-face presentations and/or written presentation of the opportunities presented by SCSEP and the pool of available workers ready to enter the workforce in their area. National Grantee AARP will:

• Attend job fairs to increase awareness of the program and to develop relationships with employers making them aware of the availability of the trained applicant pool;

• Partner with one-stops and associated boards to acquire information regarding local trends in the employment market which will help identify employment opportunities. In rural areas where one-stops are not available, connections will be made with senior activity centers, local officials, and public agencies for assistance in networking with employers in the local area;

• Recruit host agencies or training sites that will provide skills needed within high growth industries and occupations mentioned earlier;

• Utilize OJE to match the participant and employer. Past experience indicates that the hotel, food and beverage industry, retail stores, and in-home care and/or assisted living/rehabilitation centers are more likely to hire more mature workers; and

• Continue to engage in personal contacts either face-to face or via telephone in assigning participants to host agencies as they are very positive about hiring mature workers.


III. Location and Population Served

A. Localities and Population

According to the 2012- American Community Survey 5-Year Estimates, from the U.S. Census, the total population eligible for this program in Arkansas is 805,387. Appendix 2 shows the distribution of the population by county as well as the number of SCSEP allotted slots. Arkansas Department of Workforce Services’ United States Department of Labor’s 2011 – 2013 Persistent Unemployment Report, states that there are sixteen high-risk counties in Arkansas, which are highlighted in the table in Appendix 2. In addition, the table shows the population of 55 and over, the number of SCSEP eligible per county, and the slots allotted.

The Arkansas Labor Market and Economic Report – 2017, compiled by the Arkansas Department of Workforce Services, is comparable with the DOL report. Workforce Services has the State of Arkansas broken down into 10 Local Workforce Development Areas (LWDA). The three LWDAs with the highest unemployment rates are the Eastern, North Central, and Southeast regions. All but four of the high-risk counties identified in the DOL’s report are included in these areas.

LWDA Labor Force 2016

Employment 2016

Unemployment 2016

Unemployed Rate 2016

Central 247,866 239,059 8,807 3.6% LR 96,612 93,207 3,405 3.5% Eastern 48,230 45,873 2,357 4.9%

North Central 95,329 90,144 5,185 5.4%

Northeast 119,918 114,729 5,189 4.3% Northwest 311,207 301,748 9,459 3.0% Southeast 82,817 78,513 4,304 5.2% Southwest 94,423 89,963 4,460 4.7%

West Central 132,284 126,269 6,015 4.5%

Western 114,007 109,491 4,516 4.0% B. Positions

Appendix 3 shows counties, the number of SCSEP authorized positions, and where the positions changed from the prior year. The cities where positions are allotted are also included. There was a significant change between PY 2016 and PY 2017, whereas Experience Works was an National Grantee in PY 2016 in the State of Arkansas, but was not in PY 2017l


C. Slot Imbalances

DAABHS SCSEP has developed steps to correct inequities to achieve equitable distribution. They are as follows:

• Step 1: Utilize equitable distribution report provided on www.SCSEPed.org to monitor and track the equitable distribution.

• Step 2: Develop strategies to address over and underserved areas. Strategies will include the following:

o Recruit host agencies in underserved counties; o Outreach to participants in underserved areas; o Close enrollments in overserved areas; and o Increase specialized training and job development activities in overserved

areas. • Step 3: Discuss the potential to move state program participants located in

overserved areas to the national program. • Step 4: Discuss the potential to move national program participants located in

underserved areas to the state program. Working closely with the communities served will continue to reduce and/or eliminate slot imbalances by:

• Advertising within local community papers, utilizing TV PSA’s, providing flyers, pamphlets, and other marketing tools that will aid in educating city/county government agencies;

• Holding face-to-face presentations and discussions with non-profit and for-profit agencies/employers and city/county officials as well as community clubs and organizations whose focus are community improvement and employment for the older population; and

• Continuing to open host agencies within those communities which serve those that are most-in-need and will serve as referral sources.

D. Equitable Distribution Strategy

1. Over-Served to Underserved Locations

Arkansas’ State Sub-Grantee and National Grantees are dedicated to the avoidance of disruptions in service to SCSEP participants. Each will follow the recommendation of the U. S. Department of Labor (USDOL) that when new Census data indicates there has been a shift in the location of the eligible population or when there is over-enrollment for any other reason that there will be a gradual shift to encourage current participants in subsidized community service assignments to move to unsubsidized employment by making positions available for eligible individuals. The Grantees realize that participants are not entitled to remain in a subsidized community service assignment and will adhere to the time limits on a SCSEP community service assignment as set forth in the Older Americans Act. In addition, they shall not transfer positions from one geographic area to another without first notifying DAABHS. This request must be submitted in writing.

http://www.scseped.org/


Prior to submission of any proposed changes in distribution, SCSEP Grantees are to coordinate with the other Grantees. DAABHS SCSEP has developed the following strategies to address over and underserved areas. Strategies will include the following:

• Recruiting Host Agencies in underserved counties; • Outreach to participants in underserved areas; • Close enrollments in overserved areas; and • Increase specialized training and job development activities in overserved areas.

2. Rural and Urban Areas

According to the Rural Profile of Arkansas –2017, developed by the University of Arkansas Division of Agriculture, rural areas continue to have older populations than urban areas and, consequently, higher dependency ratios. Specifically, the dependency ratio in rural areas is 70.5 per 100 persons, compared to 62.7 per 100 for urban areas in 2010. Elderly people 65 years and over make up 18.8 percent of the rural population and 5.6 percent of the State’s total population. Although the state poverty rate for persons 65 and older has fallen slightly since 1999, rural counties have higher rates of elder poverty than urban areas. Nine rural counties have an elder poverty rate of 20 percent or greater. A main goal of the DAABHS SCSEP is to serve both rural and urban areas of Arkansas equitably. Some rural areas have inadequate resources to enable program requirements to be met. This includes having few host agencies, lack of employers, and lack of transportation, etc. Nevertheless, Arkansas will work to follow and meet the equitable distribution formula released by the USDOL. The USDOL equitable distribution formula ensures rural and urban counties are served equitably. Strategies will include specific host agency recruitment in rural areas that are undeserved. Also, the rural nature of the State combined with an agrarian-based economy makes it difficult to provide adequate unsubsidized placement opportunities. The number of available jobs is few. This is further complicated due to the lack of public and mass transportation making access to many of the existing jobs or employment opportunities problematic. In some instances the cost of transportation and other job maintenance factors exceed the benefits of employment. Appendix 4 is a breakdown of percentage rural and urban by county.


3. Priority under 20 CFR 641.520

DAABHS SCSEP will adhere to the Final Rule contained in Section 641.520 which defines priority individuals as those who qualify based on the following criteria:

• Are veterans or their spouses who meet the requirements under § 2 (a) the Jobs

for Veterans Act, 38 U.S.C. sec 4215(a), and who possess at least one of the other priority characteristics;

• Are veterans or qualified spouses who meet the requirements under § 2 (a) of the Jobs for Veterans Act, 38 U.S.C. sec 4215 (a), who do not possess any other of the priority characteristics; or

• Persons who do not qualify as a veteran or qualified spouse under § 2 (a) under the Jobs for Veterans Act (non-veterans), and who possess at least one of the other priority characteristics.

Other priority characteristics are individuals:

• 65 Years of age or older; • Disabled; • Limited English proficiency or low literacy skills; • Resides in a rural area; • Veteran; • Low employment prospects; • Failed to find employment after utilizing services provided under title I of the

Workforce Investment Act of 1998; or • Homeless or at risk of homelessness.

Minority populations within these geographical areas are targeted. The majority of these people are African-American and Hispanic with women in both sub-groups being most-in-need. Veterans, the spouses of veterans, the disabled, people at risk of homelessness or that are homeless, people with low literacy, and individuals over 65 years of age are also targeted by the State and National Grantees. The State Sub-Grantee, as well as National Grantees will continue working closely with Arkansas Workforce Centers and various community based organizations to ensure they are using all resources and working with all other Title–V sponsors. They will also continue to accommodate rural areas with limited resources by adjusting training schedules for participants, actively seeking to identify new resources and/or employers, and maintaining a viable waitlist to be activated when opportunity can be developed. The following are various recruitment techniques used in Arkansas to target the priority population previously described:

• Listing vacancies with local workforce centers; • Advertising in local newspapers and newsletters, including minority-focused

newspapers; • Distributing brochures, flyers, posters, and fact sheets throughout the community;


• Running public service announcements on local radio and cable networks; • Participating in radio and television interviews; • Working with local newspapers to print human interest stories on SCSEP

participants and host agencies; • Making presentations at local civic and faith-based organization and business

meetings; • Asking host agency representatives, existing participants, and local officials to use

word of mouth to promote services; • Coordinating outreach activities with other local partners, such as placing flyers in

food bank distribution packets, attending senior health fairs, participating in local job fairs, and visiting senior nutrition sites; and

• Networking with organizations who serve and advocate for those classified as most-in-need, minority, and/or priority preferences.

Some individuals in targeted groups may be difficult to reach using traditional recruitment methods. In these instances, alternative recruitment techniques will be utilized, such as:

• Requesting assistance from local community and business leaders who are members of local ethnic or cultural groups (such as minorities or limited-English speaking individuals);

• Using Spanish language recruitment materials; • Partnering with agencies that serve disabled individuals; and • Networking with key neighborhood organizations and faith-based institutions that

share the mission to aid those in the greatest need. Individuals with disabilities and individuals who have multiple barriers to employment receive great benefit from SCSEP. These individuals often have a strong desire to work and be self-sufficient, but they lack the skills to be competitive when applying for jobs. SCSEP helps them to slowly integrate into the local workforce as they build both their confidence and their skill sets. As they begin to tackle barriers to employment they have often been dealing with for years, they improve their employability and create greater self-sufficiency in all areas of their lives. When possible, DAABHS SCSEP will expand partnerships with organizations and programs providing services to veterans to better coordinate job development efforts and increase participants’ access to needed services such as the Local Veterans Employment Representatives located in the workforce centers. Even though there are currently a number of veteran rehabilitation sites around the state that serve as host agencies and provide supportive service assistance to participants in their local communities, DAABHS SCSEP will continue to make partnering with these groups main focus.

E. Ratio Eligible Individuals/Total Eligible

DAABHS SCSEP and partners are dedicated to improving equitable distribution in Arkansas. All will work together to accomplish this goal and will work with any new Grantees that begin operating in the State. All partners realize that participants are not entitled to remain in


an unsubsidized community service assignment and will adhere to the time limits of SCSEP community service assignment as set forth in the Older Americans Act. Movement of positions from all grantees is displayed in Appendix 7. This includes the State Sub-Grantee, Experience Works, as well as other National Grantees Institute for Indian Development, Ind., AARP, and NCBA.

F. Relative Distribution of Eligible Individuals

1. Reside in Urban and Rural Areas

One of DAABHS SCSEP’s most important responsibility is to ensure that potential participants with significant employment barriers understand and know about the program and have an opportunity to apply. Our State Sub-Grantee, Experience Works, will continue using proven methods enacted over 47-years ago to recruit rural and urban applicants, as well as, the other special populations as set out below. Employment and Training Coordinators (ETCs) create an annual recruitment plan using demographic mapping of area residents and community organizations to target individuals with significant barriers. The plan enables staff to identify areas where most-in-need populations are clustered and to customize recruitment efforts to ensure the greatest number of potential applicants hear about and are encouraged to contact staff. Based on the plan, staff also works with specific organizations for referrals, such as one-stops and the aging network (including aging and disabilities resource centers), veteran’s organizations, disability service providers, homeless shelters, faith-based organizations, food pantries, ESL/literacy programs, community action agencies, and human services organizations. In both rural and urban areas, one of the most effective recruitment methods is by providing outstanding customer service which results in a positive reputation and increased referrals. Staff and participant assistants spend much of the work week out in communities as a physical presence in communities allows for face-to-face interaction and has been proven to be an effective recruitment method. Experience Works involves community “partners” in their outreach efforts by encouraging host agency staff, other locally based organizations, faith-based institutions, and participants to tell others about SCSEP and how to apply. Staff also interacts and participates with local organizations, such as veterans’ groups, to increase awareness. Educational contacts with congressional offices and locally elected officials also result in the referral of interested applicants. Disseminating information about SCSEP through various outreach activities is crucial to the success of reaching out to older Arkansans who want and need services. For that reason, a variety of approaches are used to promote SCSEP services ensuring that the maximum number of eligible individuals have an opportunity to participate. Field staff and participant assistants, who are locally based, have the responsibility for performing outreach and recruitment activities. Staff also uses recruitment methods to ensure that they reach diverse populations. Traditional methods include word-of-mouth; classified advertising in neighborhood, faith-based, and minority-focused newspapers; brochures;


church bulletins; flyers; posters; job fairs and senior expositions; local organizations; community presentations; and a collection of fact sheets. In selecting eligible applicants, staff takes into consideration the equitable distribution that is to be maintained in each county served and then, within that county, on the established priorities for enrollment. Unless regulations change, this selection process will continue during the length of this plan. SCSEP staff have close working relationships with workforce center staff. Program vacancies are posted with the workforce centers as required by federal regulations. ETCs regularly visit the workforce centers to ensure they know about their services and the basic qualifications for SCSEP. As a result, workforce center staff refers potential applicants as they come into the centers. SCSEP staff coordinates with workforce center staff who view Experience Works as the go-to partner when an older customer wants job-placement support and is not job-ready. One-stop employees who work in resource rooms refer seniors to Experience Works when they come in to do job searches. Experience Works Champion Awards, a statewide program that annually recognizes an outstanding older worker, is another activity that highlights SCSEP. Publicity from this event has a positive effect on branding SCSEP as a program that provides training to older workers leading to good jobs. One-stops are a cornerstone to AARP’s recruitment in most offices. AARP also advertises frequently in newspapers and local media including cable television and radio that cover any given locality. The percentage of individuals, age 55 and older in rural counties is displayed in Appendix 4.

2. Greatest Economic Need

DAABHS SCSEP is proposing a new protocol to increase the recruitment of older individuals who have the greatest economic need. The State of Arkansas is in the beginning stages of implementing a collaborative, holistic participant case management approach including economic security assessments and formalized partnerships to expand service access. To assist participants with the greatest economic need, State Sub-Grantee Experience Works is coordinating with local partners to provide needed services at no or low cost. These services include financial, legal, health, dependent care, transportation, assistive devices, counseling, housing, food, clothing, and incidentals required for work. A breakdown of the population is included in Appendix 5. Through the Economic Security Initiative (ESI), Experience Works will conduct economic security assessments, provide BenefitsCheckUp screenings for public and private benefits, assist with applications, and follow up to ensure that benefits have been received. ESI provides long-term solutions to the participants’ challenges, not just as a


mean to resolve the crisis of the day, so participants can focus on achieving their IEP goals, improving their quality of life, and becoming more financially self-sufficient.

National Grantees, AARP and NCBA, will also make special effort to connect with lower economically-positioned people by distributing literature in businesses typically frequented by this group, such as pawn shops, laundromats, check cashing locations, and convenience stores. Additionally, if prospective participants are food stamp eligible, they will be automatically eligible for the program. During the recruitment process, if individuals appear to be eligible for other services, they will automatically be recommended to the appropriate service providers.

3. Minorities

DAABHS SCSEP coordinates closely with local agencies and representatives to target recruitment activities in areas of higher concentrations of minorities. Targeted recruitment efforts are based on the SCSEP State Plan, local state demographic charts, Arkansas population and aging statistics, Census data, and labor market information. Local Arkansas Workforce Centers, local elected officials, minority advocates, and faith-based representatives with links to minority populations are an important source for referrals. The table in Appendix 5 shows the population of eligible individuals by income and race. Planned minority recruitment activities include:

• Advertising in local newspapers and newsletters, especially minority focused newspapers such as ¡Hola! Arkansas, La Prensa Libre, El Latino, and African-American Perspectives magazine;

• Distributing brochures, flyers, posters, and fact sheets throughout minority communities, to the extent possible, ensuring the pictures or content of this media shows minorities or is sensitive to cultural differences;

• Running public service announcements on local radio and cable networks that reach minority listeners;

• Working with local newspapers to print human interest stories on minority SCSEP participants;

• Making presentations at local civic and faith-based organization and business meetings that include minority individuals;

• Asking host agency representatives, minority participants, and local officials to use word of mouth to promote services;

• Coordinating outreach activities with other local partners, such as placing flyers in food bank distribution packets, attending senior health fairs, participating in local job fairs, and visiting senior nutrition sites frequented by minorities;

• Networking with organizations who serve and advocate for minority populations, such as the Northwest Arkansas Hispanic Council, the Arkansas Hispanic Chamber of Commerce, the Asian Pacific Resource and Cultural Center, the Mexican Consulate, and the Hispanic Center;

• Requesting assistance from SCSEP ambassadors such as pharmacists, grocers, veterans’ representatives, elected officials, church leaders, participants and other


local community and business leaders who are members of local ethnic or cultural groups (such as minorities or limited-English speaking individuals); and

• Using Spanish-language recruitment materials. DAABHS SCSEP will continue to expand the number, scope, and variety of these relationships to reach as many older minority workers as possible. One strategy is through religious organizations. The church plays a huge role in the minority community in Arkansas and for that reason, they often enlist help of area pastors, priests, and rabbis. No matter the nationality, any individual that is eligible and shows a desire to be trained for employment will be trained. .

4. Limited English Proficient

The majority of Arkansas is considered rural. In these areas, there are individuals with a limited educational background who are unable to read or write. The limited English proficient (LEP) population is also comprised of minorities that do not speak English. These individuals lack the knowledge of services that are available to them and are difficult to locate.

DAABHS SCSEP identifies staff, participant assistants, or other resources within communities that can assist in recruiting and overcoming language barriers when working with individuals with limited-English proficiency. Developing new partnerships and resources will be important to better serve this difficult-to-serve population. Future activities will include:

• Identifying volunteers within the individual’s community who are bilingual and willing to assist with translation as needed;

• Working with community partners, including host agencies, to identify bilingual staff that may be called upon to help with translating; and

• Developing additional or improving existing recruitment materials in the native language of the potential applicant.

Statistics related to the parameters of SCSEP eligibility is not available, but Appendix 6 is the relative proportion of the Hispanic population.

5. Greatest Social Need

Isolation, hunger, lack of income and lack of housing have been identified as major needs for future focus. Special training and seminars will continue to occur to better educate project directors and senior managers. Individuals with the greatest social need are often the hardest to reach due to isolation issues or disabilities that might prevent them from being able to access information within the community as readily as others might. DAABHS SCSEP plans to increase visibility about the program to reach individuals with the greatest social need. One avenue to be used is special interest stories, press releases, and articles via print, radio, and television media to reach a variety of these individuals. Staff will also identify and focus on the aging network staff and leaders of faith-based organizations and social


programs, and these groups often have contacts that reach out to socially isolated individuals who might benefit from participating in SCSEP.

G. Steps to Avoid Disruptions

DAABHS SCSEP and all partners will work together to provide participants with the best services. Each are dedicated to the avoidance of disruptions in services to SCSEP participants. It is understood that participants are not entitled to remain in an unsubsidized community service assignment and Arkansas will adhere to the time limits on a SCSEP community service assignment as set forth in the Older Americans Act. If it is in the best interest of the participant to transfer from one geographic area to another, the Division of Aging, Adult, and Behavioral Health Services must be notified in writing. After submission of the equitable distribution report to the U. S. Department of Labor, any proposed changes in the distribution must be approved at the federal level and include the comments of the State Project Director.

All partners must work together when these transitions are needed. Experience Works has several field staff already in place for this and have extensive experience in implementing the transition of SCSEP participants and host agencies. Good planning, working with the parties involved in the transition, and flexibility are key to making the transition seamless for participants and host agencies. Staff will work closely with DAABHS SCSEP and partners to inform participants and host agencies in advance, minimize disruption, and reassure participants and host agencies as outlined in the transition process that follows. DAABHS SCSEP Sub-Grantee, Experience Works, proposes the following methodology to ensure provision of services: Staffing – Upon notification of the grant award, the State Director will ensure Experience Works staff with project responsibilities are fully briefed on the outcome of the award, required transitions, and the importance of professional and courteous behavior during the transition process and adherence to all policies and procedural directives. Experience Works plans to have new employment and training coordinators hired as soon after the grant year if needed and to introduce them to participants/host agencies during the initial orientation sessions. Transfer of Participant Files – Prior to any transition, Experience Works will receive from DAABHS requests from the current sub-grantees a list of participants to be transferred, including name, address, phone, and other contact information. A signed release form from each participant permits the sharing of assessment records, the IEP, worksite information, schedule, and assignment description. DAABHS and/or sub-grantees transferring the participants must also ensure the availability of the extract files from SPARQ to build the Experience Works database needed for historical information on each participant. Smooth Transition of Participants and Notification – Participants and their host agencies are notified in writing 30 days prior to any transfers. The notification provides information about the transfer, the date of transfer, the reason behind it, the parties involved, the procedures to follow, Experience Works staff contact names and phone numbers, and informs them of their “right of first refusal.”


Participant/HA Meetings and Project Orientation – Orientations for participants and host agencies will begin within 2 weeks of the transition and completed within 30 days. Staff will conduct orientation and transition group meetings or one-on-one meetings in all counties. Orientations will focus on copies of and instructions for timesheets, review of the Experience Works' SCSEP calendar/handbook (with state policy inserts), response to questions about the transition, and completion of the participant’s I-9 form, W-4 form, and related information. Joint meetings involving Experience Works, transferring entity, and participants are preferable when possible. In rural areas where distances are great, staff contacts the participant when the written notice is sent to discuss the transfer and help minimize disruption or stress. Should a participant feel that it is not in his/her best interest to make the transition; staff will assist the participant in exploring other employment and training opportunities. Paying Participants– Every participant affected by the transition will be paid for all time worked during the transition. As needed, participants will be sent requests reminding them about final timesheets or missing timesheets to ensure they are paid on schedule. DAABHS SCSEP staff will continue to work closely with sub-grantees to provide participant information into the Experience Works payroll system so participants do not have disruption in pay as a result of the transition.


APPENDIX 1

Community Services Needed


Community Services Needed Locations Organizations

Transportation Northeast (Jonesboro) Jet System – City of Jonesboro Utility assistance; food bank; clothing assistance; and commodities.

Southeast (Rison, Pine Bluff) Pine Bluff Jefferson County Economic Opportunity Commission

Meals on Wheels; energy assistance; economic self-sufficiency training/case management; water utility assistance; commodities program; prescription assistance program; weatherization; meal assistance programs; senior transportation; and senior activities/exercise programs.

Northwest (Bentonville, Siloam Springs, Gravette, Gentry, Lowell, Berryville, Huntsville)

Office of Human Concern

Food Bank Southeast (Warren) Arkansas Food Bank

Literacy and ESL tutoring. Southeast (Warren) Southeast Arkansas Community Based Education

Thrift Stores and clothing assistance Northeast (Newport) The Learning Center

Food Bank Northeast (Jonesboro) Northeast Arkansas Food Bank Weatherization assistance; emergency assistance (rent, mortgage, temporary shelter); food pantry; commodity distribution; and energy assistance.

Central (Searcy) Community Action Program of Central Arkansas

Daycare; thrift store; and meal assistance program. Delta (Wynne) Helping Hands

Thrift stores and clothing assistance. Central (Batesville) Family Violence Center

Legal assistance Northeast (Newport) Legal Aid of Arkansas

Commodities; Meals on Wheels; and meal assistance program. Southwest (Murfreesboro)

Central Arkansas Development Council - Murfreesboro Senior Center

Disability services Northeast (Jonesboro, Batesville) Arkansas Rehabilitation Services Literacy assistance; tutoring; and ESL tutoring. Northeast (Blytheville) Literacy League of Mississippi

County

Services for the blind Central (Batesville) Services for the Blind of Independence County

Adult daycare, thrift store Delta (Parkin, Wynne) Parkin Adult Daycare & Thrift Store of Cross County

Meals on Wheels, meal assistance program Northwest (Rogers) Meals on Wheels of Benton County

Utility Assistance; food; and transportation. Garland Community Svc. Org.

Clothing and house hold items Garland, Polk, Pulaski, Saline Abilities Unlimited, Salvation Army, Habitat for Humanity, Jackson House


Community Services Needed Locations Organizations

Food; socialization; and clothing. Garland, Polk, Sebastian, Hot Spring, Logan, Yell, Scott, Montgomery, Pulaski

Senior Activity Centers and Community Svc Clearing House, Jackson House,

Clothing Garland Workforce Services, Local Churches

Housing Garland, Hot Spring, Pulaski, HUD Housing Agencies, Homeless Shelters for Men & Women

Dental Care Sebastian Community Dental Care

Disability services Garland, Pulaski S.A.I.L.S, Rehabilitation Center, World Svc’s. for the Blind


APPENDIX 2

Eligibility and Spots Allotted


Geography Population 55 +

Below 125% Poverty

Slots Allotted Number Eligible

% County % State

Arkansas County 6,005 700 12% 0.08% 5

Ashley County 6,601 1,037 16% 0.12% 8

Baxter County 18,748 1,497 8% 0.18% 17

Benton County 56,837 4,268 8% 0.51% 36

Boone County 12,433 1,329 11% 0.16% 10

Bradley County 3,526 486 14% 0.06% 5

Calhoun County 1,800 272 15% 0.03% 4

Carroll County 10,080 1,442 14% 0.17% 9

Chicot County 3,792 794 21% 0.10% 7

Clark County 6,096 751 12% 0.09% 7

Clay County 5,339 808 15% 0.10% 7

Cleburne County 10,268 1,017 10% 0.12% 9

Cleveland County 2,703 330 12% 0.04% 3

Columbia County 6,894 945 14% 0.11% 6

Conway County 6,702 727 11% 0.09% 7

Craighead County 24,434 2,109 9% 0.25% 16

Crawford County 17,418 2,198 13% 0.26% 21

Crittenden County 11,969 1,806 15% 0.22% 14

Cross County 5,189 711 14% 0.09% 7

Dallas County 2,717 236 9% 0.03% 4

Desha County 3,857 697 18% 0.08% 5

Drew County 5,262 757 14% 0.09% 6

Faulkner County 25,843 2,509 10% 0.30% 21

Franklin County 5,701 702 12% 0.08% 5

Fulton County 4,930 716 15% 0.09% 5



Below 125% Poverty


% County % State

Garland County 35,060 4,068 12% 0.49% 38

Grant County 5,272 506 10% 0.06% 4

Greene County 11,760 1,151 10% 0.14% 12

Hempstead County 6,473 917 14% 0.11% 6

Hot Spring County 10,458 983 9% 0.12% 7

Howard County 3,931 420 11% 0.05% 4

Independence County 11,045 1,194 11% 0.14% 9

Izard County 5,375 698 13% 0.08% 5

Jackson County 5,339 741 14% 0.09% 7

Jefferson County 20,908 3,019 14% 0.36% 21

Johnson County 7,247 922 13% 0.11% 7

Lafayette County 2,600 512 20% 0.06% 4

Lawrence County 5,414 922 17% 0.11% 7

Lee County 2,965 696 23% 0.08% 6

Lincoln County 3,482 409 12% 0.05% 4

Little River County 4,148 489 12% 0.06% 4

Logan County 7,199 960 13% 0.11% 7

Lonoke County 16,965 1,491 9% 0.18% 15

Madison County 4,984 552 11% 0.07% 6

Marion County 7,281 882 12% 0.11% 7

Miller County 12,154 1,678 14% 0.20% 11

Mississippi County 11,373 1,584 14% 0.19% 13

Monroe County 2,770 482 17% 0.06% 4

Montgomery County 3,687 433 12% 0.05% 4

Nevada County 2,945 602 20% 0.07% 4

Newton County 3,242 579 18% 0.07% 5



Below 125% Poverty


% County % State

Ouachita County 8,295 1,363 16% 0.16% 8

Perry County 3,477 414 12% 0.05% 4

Phillips County 5,950 1,049 18% 0.13% 6

Pike County 3,527 415 12% 0.05% 4

Poinsett County 7,217 855 12% 0.10% 8

Polk County 7,143 1,062 15% 0.13% 6

Pope County 16,361 1,974 12% 0.24% 13

Prairie County 3,045 509 17% 0.06% 4

Pulaski County 103,271 10,885 11% 1.30% 71

Randolph County 5,953 505 8% 0.06% 6

St. Francis County 7,288 1,052 14% 0.13% 9

Saline County 33,603 2,253 7% 0.27% 19

Scott County 3,350 502 15% 0.06% 5

Searcy County 3,179 431 14% 0.05% 4

Sebastian County 34,210 4,431 13% 0.53% 35

Sevier County 4,179 553 13% 0.07% 4

Sharp County 6,797 995 15% 0.12% 8

Stone County 5,144 891 17% 0.11% 7

Union County 12,275 1,499 12% 0.18% 12

Van Buren County 6,712 782 12% 0.09% 6

Washington County 45,187 4,719 10% 0.56% 40

White County 20,998 2,540 12% 0.30% 20

Woodruff County 2,490 441 18% 0.05% 4

Yell County 6,489 695 11% 0.08% 6

State Total 835,361 96,549 11.56% 11.56% 774

*Source: U.S. Census Bureau, 2012-2016 American Community Survey 5-Year Estimates. **Totals may fluctuate between tables due to lack of source data parameters.


APPENDIX 3

Changes in Allotted Slots (State and National Grantees)


State AR AARP EW County 2016 2017 Difference 2016 2017 Difference 2016 2017 Difference Arkansas 0 0 0 0 0 0 0 0 0 Ashley 3 3 0 0 0 0 0 0 0 Baxter 2 2 0 0 0 0 14 0 -14 Benton 7 5 -2 0 0 0 27 0 -27 Boone 4 4 0 0 0 0 8 0 -8 Bradley 0 0 0 0 0 0 6 0 -6 Calhoun 0 0 0 0 0 0 3 0 -3 Carroll 0 0 0 0 0 0 11 0 -11 Chicot 2 2 0 0 0 0 0 0 0 Clark 2 2 0 0 0 0 5 0 -5 Clay 2 2 0 0 0 0 7 0 -7 Cleburne 5 5 0 0 0 0 5 0 -5 Cleveland 0 0 0 0 0 0 3 0 -3 Columbia 0 0 0 0 0 0 8 0 -8 Conway 4 4 0 0 0 0 4 0 -4 Craighead 6 5 -1 0 0 0 12 0 -12 Crawford 17 14 -3 0 0 0 0 0 0 Crittenden 3 3 0 0 0 0 0 0 0 Cross 3 3 0 0 0 0 0 0 0 Dallas 0 0 0 0 0 0 4 0 -4 Desha 0 0 0 0 0 0 0 0 0 Drew 0 0 0 0 0 0 0 0 0 Faulkner 15 14 -1 0 0 0 0 0 0 Franklin 0 0 0 0 0 0 8 0 -8 Fulton 0 0 0 0 0 0 5 0 -5 Garland 0 0 0 32 33 1 0 0 0 Grant 0 0 0 4 4 0 0 0 0 Greene 5 5 0 0 0 0 8 0 -8 Hempstead 0 0 0 0 0 0 6 0 -6 Hot Spring 0 0 0 9 7 -2 0 0 0 Howard 2 2 0 0 0 0 3 0 -3 Independence 3 3 0 0 0 0 9 0 -9 Izard 0 0 0 0 0 0 6 0 -6 Jackson 4 3 -1 0 0 0 0 0 0 Jefferson 6 5 -1 17 16 -1 0 0 0 Johnson 0 0 0 0 0 0 9 0 -9


State AR AARP EW County 2016 2017 Difference 2016 2017 Difference 2016 2017 Difference Lafayette 2 2 0 0 0 0 2 0 -2 Lawrence 2 2 0 0 0 0 6 0 -6 Lee 2 2 0 0 0 0 0 0 0 Lincoln 0 0 0 0 0 0 0 0 0 Little river 4 4 0 0 0 0 1 0 -1 Logan 2 2 0 7 5 -2 0 0 0 Lonoke 5 5 0 0 0 0 9 0 -9 Madison 0 0 0 0 0 0 6 0 -6 Marion 0 0 0 0 0 0 6 0 -6 Miller 2 2 0 0 0 0 10 0 -10 Mississippi 4 4 0 0 0 0 0 0 0 Monroe 4 3 -1 0 0 0 1 0 -1 Montgomery 0 0 0 5 4 -1 0 0 0 Nevada 0 0 0 0 0 0 5 0 -5 Newton 0 0 0 0 0 0 7 0 -7 Ouachita 2 2 0 0 0 0 8 0 -8 Perry 0 0 0 4 4 0 0 0 0 Phillips 1 0 -1 0 0 0 0 0 0 Pike 0 0 0 0 0 0 5 0 -5 Poinsett 2 2 0 0 0 0 9 0 -9 Polk 0 0 0 8 6 -2 0 0 0 Pope 0 0 0 0 0 0 13 0 -13 Prairie 1 0 -1 0 0 0 3 0 -3 Pulaski 6 5 -1 54 59 5 0 0 0 Randolph 3 2 -1 0 0 0 6 0 -6 St. Francis 3 3 0 0 0 0 0 0 0 Saline 0 0 0 16 16 0 0 0 0 Scott 0 0 0 5 5 0 0 0 0 Searcy 2 2 0 0 0 0 3 0 -3 Sebastian 6 5 -1 21 25 4 0 0 0 Sevier 0 0 0 0 0 0 4 0 -4 Sharp 3 3 0 0 0 0 6 0 -6 Stone 0 0 0 0 0 0 8 0 -8


State AR AARP EW County 2016 2017 Difference 2016 2017 Difference 2016 2017 Difference Union 2 2 0 0 0 0 14 0 -14 Van Buren 0 0 0 0 0 0 8 0 -8 Washington 4 5 1 0 0 0 25 0 -25 White 3 3 0 0 0 0 18 0 -18 Woodruff 0 0 0 0 0 0 0 0 0 Yell 2 2 0 6 4 -2 0 0 0

TOTALS 4194 4182 -14 4220 4222 0 4386 403

4 -354

* NOTE: In PY 2017 Experience Works (EW) was no longer an National Grantee in the State of Arkansas


NCBA IID County 2016 2017 Difference 2016 2017 Difference Arkansas 8 5 -3 0 0 0 Ashley 5 5 0 0 0 0 Baxter 0 15 15 0 0 0 Benton 0 26 26 0 5 5 Boone 0 6 6 0 0 0 Bradley 0 5 5 0 0 0 Calhoun 0 4 4 0 0 0 Carroll 0 9 9 0 0 0 Chicot 5 5 0 0 0 0 Clark 0 5 5 0 0 0 Clay 0 5 5 0 0 0 Cleburne 0 4 4 0 0 0 Cleveland 0 3 3 0 0 0 Columbia 0 6 6 0 0 0 Conway 0 3 3 0 0 0 Craighead 0 11 11 0 0 0 Crawford 0 0 0 0 7 7 Crittenden 12 11 -1 0 0 0 Cross 4 4 0 0 0 0 Dallas 0 4 4 0 0 0 Desha 6 5 -1 0 0 0 Drew 6 6 0 0 0 0 Faulkner 0 0 0 0 7 7 Franklin 0 5 5 0 0 0 Fulton 0 5 5 0 0 0 Garland 0 0 0 0 5 5 Grant 0 0 0 0 0 0 Greene 0 7 7 0 0 0 Hempstead 0 6 6 0 0 0 Hot Spring 0 0 0 0 0 0 Howard 0 2 2 0 0 0 Independence 0 6 6 0 0 0 Izard 0 5 5 0 0 0 Jackson 5 4 -1 0 0 0 Jefferson 0 0 0 0 0 0 Johnson 0 7 7 0 0 0


NCBA IID County 2016 2017 Difference 2016 2017 Difference Lafayette 0 2 2 0 0 0 Lawrence 0 5 5 0 0 0 Lee 5 4 -1 0 0 0 Lincoln 5 4 -1 0 0 0 Little river 0 0 0 0 0 0 Logan 0 0 0 0 0 0 Lonoke 0 8 8 0 2 2 Madison 0 6 6 0 0 0 Marion 0 7 7 0 0 0 Miller 0 9 9 0 0 0 Mississippi 11 9 -2 0 0 0 Monroe 0 1 1 0 0 0 Montgomery 0 0 0 0 0 0 Nevada 0 4 4 0 0 0 Newton 0 5 5 0 0 0 Ouachita 0 6 6 0 0 0 Perry 0 0 0 0 0 0 Phillips 8 6 -2 0 0 0 Pike 0 4 4 0 0 0 Poinsett 0 6 6 0 0 0 Polk 0 0 0 0 0 0 Pope 0 13 13 0 0 0 Prairie 0 4 4 0 0 0 Pulaski 0 0 0 0 7 7 randolph 0 4 4 0 0 0 St. Francis 9 6 -3 0 0 0 Saline 0 0 0 0 3 3 Scott 0 0 0 0 0 0 Searcy 0 2 2 0 0 0 Sebastian 0 0 0 0 5 5 Sevier 0 4 4 0 0 0 Sharp 0 5 5 0 0 0 Stone 0 7 7 0 0 0


NCBA IID County 2016 2017 Difference 2016 2017 Difference Union 0 10 10 0 0 0 Van Buren 0 6 6 0 0 0 Washington 0 30 30 0 5 5 White 0 17 17 0 0 0 Woodruff 3 4 1 0 0 0 Yell 0 0 0 0 0 0 TOTALS 4124 4426 300 4032 4080 46

* NOTE: In PY 2017 Experience Works (EW) was no longer an National Grantee in the State of Arkansas


APPENDIX 4

Urban and Rural Relative Distribution (55 and Over)


County Population

55 + Population 55+ Rural

% 55+ Rural

Population 55+ Urban

% 55+ Urban

Arkansas 5,790 2,339 40.4% 3,451 59.6% Ashley 6,437 3,409 53.0% 3,028 47.0% Baxter 18,199 11,996 65.9% 6,203 34.1% Benton 48,762 14,986 30.7% 33,776 69.3% Boone 11,551 7,303 63.2% 4,248 36.8% Bradley 3,500 1,721 49.2% 1,779 50.8% Calhoun 1,674 1,674 100.0% 0 0.0% Carroll 9,401 7,686 81.8% 1,715 18.2% Chicot 3,723 2,089 56.1% 1,634 43.9% Clark 5,941 3,816 64.2% 2,125 35.8% Clay 5,364 3,196 59.6% 2,168 40.4% Cleburne 9,838 7,720 78.5% 2,118 21.5% Cleveland 2,571 2,571 100.0% 0 0.0% Columbia 6,769 4,185 61.8% 2,584 38.2% Conway 6,290 4,574 72.7% 1,716 27.3% Craighead 21,820 7,881 36.1% 13,939 63.9% Crawford 15,663 9,331 59.6% 6,332 40.4% Crittenden 11,048 2,884 26.1% 8,164 73.9% Cross 5,058 3,001 59.3% 2,057 40.7% Dallas 2,653 1,509 56.9% 1,144 43.1% Desha 3,679 1,308 35.6% 2,371 64.4% Drew 4,912 2,687 54.7% 2,225 45.3% Faulkner 22,383 10,378 46.4% 12,005 53.6% Franklin 5,334 4,448 83.4% 886 16.6% Fulton 4,684 4,333 92.5% 351 7.5% Garland 33,824 11,646 34.4% 22,178 65.6% Grant 4,811 3,672 76.3% 1,139 23.7% Greene 11,030 4,766 43.2% 6,264 56.8% Hempstead 6,122 3,877 63.3% 2,245 36.7% Hot Spring 9,663 6,547 67.8% 3,116 32.2% Howard 3,759 2,643 70.3% 1,116 29.7% Independence 10,313 7,121 69.0% 3,192 31.0% Izard 5,307 5,307 100.0% 0 0.0% Jackson 5,168 3,214 62.2% 1,954 37.8% Jefferson 20,103 7,666 38.1% 12,437 61.9% Johnson 6,714 5,093 75.9% 1,621 24.1% Lafayette 2,499 2,499 100.0% 0 0.0% Lawrence 5,342 3,370 63.1% 1,972 36.9%


County Population 55 +

Population 55+ Rural

% 55+ Rural

Population 55+ Urban

% 55+ Urban

Lee 3,006 1,911 63.6% 1,095 36.4% Lincoln 3,360 3,360 100.0% 0 0.0% Little River 4,091 2,879 70.4% 1,212 29.6% Logan 6,778 4,748 70.1% 2,030 29.9% Lonoke 14,904 7,639 51.3% 7,265 48.7% Madison 4,612 4,612 100.0% 0 0.0% Marion 6,924 6,924 100.0% 0 0.0% Miller 11,323 4,861 42.9% 6,462 57.1% Mississippi 11,042 4,383 39.7% 6,659 60.3% Monroe 2,743 1,936 70.6% 807 29.4% Montgomery 3,550 3,550 100.0% 0 0.0% Nevada 2,822 2,020 71.6% 802 28.4% Newton 3,047 3,047 100.0% 0 0.0% Ouachita 8,157 4,830 59.2% 3,327 40.8% Perry 3,144 3,144 100.0% 0 0.0% Phillips 5,949 3,246 54.6% 2,703 45.4% Pike 3,347 3,347 100.0% 0 0.0% Poinsett 7,086 5,213 73.6% 1,873 26.4% Polk 6,978 4,945 70.9% 2,033 29.1% Pope 15,122 9,198 60.8% 5,924 39.2% Prairie 2,967 2,967 100.0% 0 0.0% Pulaski 92,535 13,788 14.9% 78,747 85.1% Randolph 5,705 4,029 70.6% 1,676 29.4% Saline 29,129 11,034 37.9% 18,095 62.1% Scott 3,304 2,412 73.0% 892 27.0% Searcy 3,068 3,068 100.0% 0 0.0% Sebastian 31,138 7,432 23.9% 23,706 76.1% Sevier 3,937 2,926 74.3% 1,011 25.7% Sharp 6,725 5,088 75.7% 1,637 24.3% St. Francis 6,911 4,370 63.2% 2,541 36.8% Stone 4,779 4,779 100.0% 0 0.0% Union 12,018 6,947 57.8% 5,071 42.2% Van Buren 6,427 6,427 100.0% 0 0.0% Washington 38,866 14,337 36.9% 24,529 63.1% White 19,355 11,116 57.4% 8,239 42.6% Woodruff 2,411 2,411 100.0% 0 0.0% Yell 6,013 4,959 82.5% 1,054 17.5% State Total 770,972 388,329 50.4% 382,643 49.6%

*Source: U.S. Census Bureau, 2010 Census. **Totals may fluctuate between tables due to lack of source data parameters.


APPENDIX 5

Low Income and Minorities Relative Distribution


County Population 55+

Population 55+

Low Income

% 55+ Low Income

Population 55+

Low Income Minority

% 55+ Low Income

Minority

Arkansas 6,005 700 11.7% 196 3.3%

Ashley 6,601 1,037 15.7% 480 7.3%

Baxter 18,748 1,497 8.0% 37 0.2%

Benton 56,837 4,268 7.5% 723 1.3%

Boone 12,433 1,329 10.7% 148 1.2%

Bradley 3,526 486 13.8% 290 8.2%

Calhoun 1,800 272 15.1% 85 4.7%

Carroll 10,080 1,442 14.3% 165 1.6%

Chicot 3,792 794 20.9% 584 15.4%

Clark 6,096 751 12.3% 385 6.3%

Clay 5,339 808 15.1% 10 0.2%

Cleburne 10,268 1,017 9.9% 16 0.2%

Cleveland 2,703 330 12.2% 100 3.7%

Columbia 6,894 945 13.7% 524 7.6%

Conway 6,702 727 10.8% 127 1.9%

Craighead 24,434 2,109 8.6% 443 1.8%

Crawford 17,418 2,198 12.6% 341 2.0%

Crittenden 11,969 1,806 15.1% 1348 11.3%

Cross 5,189 711 13.7% 253 4.9%

Dallas 2,717 236 8.7% 149 5.5%

Desha 3,857 697 18.1% 521 13.5%

Drew 5,262 757 14.4% 287 5.5%

Faulkner 25,843 2,509 9.7% 367 1.4%

Franklin 5,701 702 12.3% 103 1.8%

Fulton 4,930 716 14.5% 36 0.7%



Population 55+

Low Income

% 55+ Low Income

Population 55+

Low Income Minority

% 55+ Low Income

Minority

Garland 35,060 4,068 11.6% 721 2.1%

Grant 5,272 506 9.6% 24 0.5%

Greene 11,760 1,151 9.8% 27 0.2%

Hempstead 6,473 917 14.2% 454 7.0%

Hot Spring 10,458 983 9.4% 222 2.1%

Howard 3,931 420 10.7% 118 3.0%

Independence 11,045 1,194 10.8% 85 0.8%

Izard 5,375 698 13.0% 4 0.1%

Jackson 5,339 741 13.9% 201 3.8%

Jefferson 20,908 3,019 14.4% 1952 9.3%

Johnson 7,247 922 12.7% 153 2.1%

Lafayette 2,600 512 19.7% 287 11.0%

Lawrence 5,414 922 17.0% 58 1.1%

Lee 2,965 696 23.5% 501 16.9%

Lincoln 3,482 409 11.7% 181 5.2%

Little River 4,148 489 11.8% 170 4.1%

Logan 7,199 960 13.3% 111 1.5%

Lonoke 16,965 1,491 8.8% 257 1.5%

Madison 4,984 552 11.1% 0 0.0%

Marion 7,281 882 12.1% 44 0.6%

Miller 12,154 1,678 13.8% 651 5.4%

Mississippi 11,373 1,584 13.9% 699 6.1%

Monroe 2,770 482 17.4% 250 9.0%

Montgomery 3,687 433 11.7% 29 0.8%

Nevada 2,945 602 20.4% 308 10.5%

Newton 3,242 579 17.9% 41 1.3%

Ouachita 8,295 1,363 16.4% 753 9.1%



Population 55+

Low Income

% 55+ Low Income

Population 55+

Low Income Minority

% 55+ Low Income

Minority

Perry 3,477 414 11.9% 69 2.0%

Phillips 5,950 1,049 17.6% 853 14.3%

Pike 3,527 415 11.8% 25 0.7%

Poinsett 7,217 855 11.8% 121 1.7%

Polk 7,143 1,062 14.9% 132 1.8%

Pope 16,361 1,974 12.1% 235 1.4%

Prairie 3,045 509 16.7% 131 4.3%

Pulaski 103,271 10,885 10.5% 6009 5.8%

Randolph 5,953 505 8.5% 3 0.1%

Saline 7,288 1,052 14.4% 639 8.8%

Scott 33,603 2,253 6.7% 346 1.0%

Searcy 3,350 502 15.0% 9 0.3%

Sebastian 3,179 431 13.6% 26 0.8%

Sevier 34,210 4,431 13.0% 999 2.9%

Sharp 4,179 553 13.2% 167 4.0%

St. Francis 6,797 995 14.6% 19 0.3%

Stone 5,144 891 17.3% 48 0.9%

Union 12,275 1,499 12.2% 709 5.8%

Van Buren 6,712 782 11.7% 22 0.3%

Washington 45,187 4,719 10.4% 1008 2.2%

White 20,998 2,540 12.1% 326 1.6%

Woodruff 2,490 441 17.7% 211 8.5%

Yell 6,489 695 10.7% 68 1.0%

State Total 835,361 96,549 11.6% 28194 3.4%



APPENDIX 6

Hispanic Relative Distribution


County Population 55+ Low Income

Population 55+ Hispanic Low

Income

% 55+ Hispanic Low

Income

Arkansas 700

12 1.7%

Ashley 1,037 0 0.0%

Baxter 1,497 0 0.0%

Benton 4,268 272 6.4%

Boone 1,329 0 0.0%

Bradley 486 25 5.1%

Calhoun 272 0 0.0%

Carroll 1,442 96 6.7%

Chicot 794 3 0.4%

Clark 751 11 1.5%

Clay 808 0 0.0%

Cleburne 1,017 0 0.0%

Cleveland 330 0 0.0%

Columbia 945 0 0.0%

Conway 727 0 0.0%

Craighead 2,109 0 0.0%

Crawford 2,198 42 1.9%

Crittenden 1,806 0 0.0%

Cross 711 8 1.1%

Dallas 236 0 0.0%

Desha 697 6 0.9%

Drew 757 0 0.0%

Faulkner 2,509 3 0.1%

Franklin 702 32 4.6%

Fulton 716 0 0.0%

Garland 4,068 92 2.3%

Grant 506 0 0.0%




Income

% 55+ Hispanic Low

Income

Greene 1,151 3 0.3%

Hempstead 917 71 7.7%

Hot Spring 983 0 0.0%

Howard 420 0 0.0%

Independence 1,194 0 0.0%

Izard 698 0 0.0%

Jackson 741 7 0.9%

Jefferson 3,019 42 1.4%

Johnson 922 72 7.8%

Lafayette 512 0 0.0%

Lawrence 922 0 0.0%

Lee 696 7 1.0%

Lincoln 409 0 0.0%

Little River 489 10 2.0%

Logan 960 0 0.0%

Lonoke 1,491 28 1.9%

Madison 552 0 0.0%

Marion 882 44 5.0%

Miller 1,678 14 0.8%

Mississippi 1,584 27 1.7%

Monroe 482 0 0.0%

Montgomery 433 11 2.5%

Nevada 602 4 0.7%

Newton 579 0 0.0%

Ouachita 1,363 0 0.0%

Perry 414 23 5.6%

Phillips 1,049 0 0.0%




Income

% 55+ Hispanic Low

Income

Pike 415 12 2.9%

Poinsett 855 1 0.1%

Polk 1,062 8 0.8%

Pope 1,974 69 3.5%

Prairie 509 0 0.0%

Pulaski 10,885 94 0.9%

Randolph 505 0 0.0%

Saline 1,052 0 0.0%

Scott 2,253 44 2.0%

Searcy 502 0 0.0%

Sebastian 431 0 0.0%

Sevier 4,431 207 4.7%

Sharp 553 36 6.5%

St. Francis 995 0 0.0%

Stone 891 13 1.5%

Union 1,499 4 0.3%

Van Buren 782 9 1.2%

Washington 4,719 368 7.8%

White 2,540 77 3.0%

Woodruff 441 0 0.0%

Yell 695 5 0.7%

State Total 74454 1912 2.6%



APPENDIX 7

State and National Grantees’ Variance

County

State Grant Auth. Pos.

State Grant

Enrolled Q4 2017

State Grant

Variance

AARP Auth. Pos.

AARP Enrolled Q4 2017

AARP Variance

NCBA Auth. Pos.

NCBA Enrolled Q4 2017

NCBA Variance

IID Auth. Pos.

IID Enrolled Q4 2017

IID Variance

Arkansas 5 2 -3

Ashley 3 2 -1 5 5 0

Baxter 2 0 -2 15 8 -7

Benton 5 2 -3 26 19 -7 5 9 4

Boone 4 1 -3 6 3 -3

Bradley 5 6 1

Calhoun 4 3 -1

Carroll 9 6 -3

Chicot 2 3 1 5 2 -3

Clark 2 1 -1 5 4 -1

Clay 2 1 -1 5 1 -4

Cleburne 5 1 -4 4 3 -1

Cleveland 3 2 -1

Columbia 6 5 -1

Conway 4 2 -2 3 1 -2

Craighead 5 5 0 11 8 -3

Crawford 14 9 -5 7 5 -2

Crittenden 3 4 1 11 7 -4

Cross 3 3 0 4 7 3

Dallas 4 4 3 -1

Desha 5 6 1

Drew 6 6 0

Faulkner 14 9 -5 7 7 0


Franklin 5 1 -4

County


State Grant

Enrolled Q4 2017

State Grant

Variance

AARP Auth. Pos.


AARP Variance

NCBA Auth. Pos.


NCBA Variance

IID Auth. Pos.


IID Variance

Fulton 5 6 1

Garland 33 33 0 5 3 -2

Grant

Greene 5 1 -4 7 4 -3

Hempstead 6 5 -1

Hot Spring 2 -5

Howard 2 1 -1 2 4 2

Independence 3 2 -1 6 6 0

Izard 5 3 -2

Jackson 3 4 1 4 3 -1

Jefferson 5 3 -2 16 18 2 0

Johnson 7 5 -2

Lafayette 2 0 -2 2 3 1

Lawrence 2 1 -1 5 4 -1

Lee 2 4 2 4 6 2

Lincoln 4 3 -1

Little River 4 2 -2 0

Logan 2 0 -2 5 4 -1

Lonoke 5 2 -3 0 1 1 8 5 -3 2 2 0

Madison 6 6 0

Marion 7 4 -3


County


State Grant

Enrolled Q4 2017

State Grant

Variance

AARP Auth. Pos.


AARP Variance

NCBA Auth. Pos.


NCBA Variance

IID Auth. Pos.


IID Variance

Miller 2 4 2 9 6 -3

Mississippi 4 4 0 9 11 2

Monroe 3 2 -1 1 0 -1

Montgomery 4 5 1

Nevada 4 4 0

Newton 5 4 -1

Ouachita 2 2 0 6 5 -1

Perry 4 1 -3

Phillips 0 1 1 6 7 1

Pike 4 2 -2

Poinsett 2 1 -1 6 4 -2

Polk 6 4 -2

Pope 13 6 -7

Prairie 4 2 -2

Pulaski 5 5 0 59 52 -7 7 9 2

Randolph 2 0 -2 4 4 0

Saline 3 4 1 6 4 -2 3 2 -1

Scott 16 9 -7

Searcy 5 0 -5

Sebastian 2 1 -1 2 4 2 5 7 2

Sevier 5 0 -5 25 17 -8

Sharp 4 1 -3

St. Francis 3 2 -1 5 6 1


Stone 7 6 -1

County


State Grant

Enrolled Q4 2017

State Grant

Variance

AARP Auth. Pos.


AARP Variance

NCBA Auth. Pos.


NCBA Variance

IID Auth. Pos.


IID Variance

Union 2 0 -2 10 8 -2

Van Buren 6 7 1

Washington 5 2 -3 30 20 -10 5 3 -2

White 3 5 2 17 10 -7

Woodruff 4 4 0

Yell 2 1 -1 4 7 3

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