# Presentation: 666933

## Common Measures

- How do we fit?

## Overview

- Common Measures, where did they come from?
- Common Measures Concepts
- New Reporting Elements
- Questions

## Key Dimensions

- During the coming transition year, application of Common Measures to HVRP and VWIP will be a **work in progress**
- It will require **partnership and dialogue** between the National Office and the Field and those interactions begin today
- It is the intent of the agency to **accommodate** this new framework
**While retaining** those current measures that are appropriate for HVRP and VWIP
**Without allowing** the new measures to **adversely impact** the delivery of services by these programs

## Where did it come from?

- In 2001, the President announced a Management Agenda to improve the management and performance of the Federal Government.
- As part of the initiative, programs with similar goals were to apply a consistent (common) set of measures in order to measure and report their performance.

## Key Concepts 

- Participant
- Placement
- Exiter
- Exit Quarter
- Entered Employment
- Entered Employment Quarter
- Employment Retention
- Average Earnings
- Emp. Retention/Ave. Earnings Quarters

## Participant

- An individual who is determined to be eligible to participate in the program
- 					AND
- Receives a service funded by the program
- A Participant is equivalent to an Enrollee in HVRP and VWIP

## Placement into Employment

- Eligible Participants who are placed into employment or otherwise obtain employment as a result of grantee services
- Grantees are allowed to report and take credit for one (1) placement per enrolled eligible participant
- Placement was previously called Entered Employment but that term now is defined differently under Common Measures

## Exiter

- A Participant  who has not received a service for 90 days and is not scheduled for future services
- This includes those placed in employment **AND** those who leave the program
- Once Participants placed in employ-ment become Exiters, the sequence for tracking their outcomes is determined by the Exit Quarter

**Notes:**
So upon placement, if the person has not left the position and come back to the program within the 90 days, they are considered exited.

## Exit Quarter

- The Exit Quarter is identified **retroactively** as the quarter during which the Participant received the last service
- _Example_: A Participant’s last date of service is during the 1st grant quarter. During the 2nd quarter it is determined that he/she qualifies as an Exiter, so the Exit Quarter is the 1st quarter but it is **reported** during the 2nd quarter

**Notes:**
Confusing YES!!! But, in the definition for Entered Employment and Retention, it is important to remember when the Exit Quarter is, not when it is reported!  It will always be reported in the quarter after the exit date takes place because it takes 90 days to determine that an actual exit happens.

## Entered Employment

- The status of those Participants who are employed (earning wages) in the first quarter **after** the Exit Quarter
- This is the most significant definitional change for HVRP and VWIP under the Common Measures because it measures Entered Employment at the point in time at which HVRP and VWIP are accustomed to measure 90 Day Retention

## Entered Employment Quarter

- The Entered Employment Quarter is the quarter **AFTER** the Exit Quarter
- By extending the point of measurement for Entered Employment by one quarter the Common Measures also extend by one quarter the points of measurement for 90 Day and 180 Day Employment Retention

## Employment Retention

- Employment (earnings) in **both **quarters after the Entered Employment Quarter
- Does not have to be the same employer or continuous employment but the Participant must have had some  employment in **both** quarters after the Entered Employment Quarter

## Average Earnings

- Based on earnings during the two quarters after the Entered Employment Quarter
- Includes only those Participants who meet the Employment Retention criteria
- A Participant who Entered Employment but did not meet the Employment Retention criteria would **NOT** be included in the Average Earnings

## Employment Retention and Average Earnings Quarters

- The Employment Retention and Average Earnings Quarters are the two quarters after the Entered Employment Quarter
- Those two quarters provide the basis for measuring both Employment Retention and Average Earnings

## A Four Quarter Sequence

**Quarter 1: **A Participant** **is placed or terminated or drops out and the quarter of that event becomes the _Exit Quarter_
**Quarter 2: **A Participant is employed in the quarter after the Exit Quarter and that quarter becomes the _Entered Employment Quarter_
**Quarters 3 & 4**: A Participant is employed in the two quarters after the Entered Employment Quarter and those two quarters become the _Employment Retention/Average Earnings Quarters_

## What is Changing?

_**This Year**_
**Participants**
**Placements**
**Exiters**
**Entered Employment**
**90 Day Emp. Retention**
**180 Day Emp. Retention**
**Average Earnings**

_**Last Year**_
**Enrollments**
**Entered Employment**
**N/A**
**90 Day Emp. Retention**
**180 day Emp. Rete**
**N/A**
**Average Hourly Wage**

## How are we going to get it?

- Supplemental Data may be used to establish employment and retention
- Approved Supplemental Data include:
- Surveys of participants (pay stubs)
- Contacts with employers (letter)
- Supplemental Data and methods must be documented and are subject to audit
- Obtaining quarterly pay stubs from Exiters who still are in touch with the grantee would be a good standard procedure to employ

## Current Method

| Quarter (Cumulative) | 1 | 2 | 3 | 4 | 5 | 6 |
| --- | --- | --- | --- | --- | --- | --- |
| Enrollments | 100 | 200 | 300 | 400 | ---- | ---- |
| Entered Employment | 62 | 124 | 186 | 248 | ---- | ---- |
| Entered Employment  Rate | 62% | 62% | 62% | 62% | ---- | ---- |
| 90 Day Retention | ---- | 40 | 80 | 120 | 160 | ---- |
| 180 Day Retention | ---- | ---- | 36 | 72 | 108 | 144 |

## Common Measures

| Quarter (Non-Cumulative) | 1 | 2 | 3 | 4 | 5 | 6 | 7 |
| --- | --- | --- | --- | --- | --- | --- | --- |
| Participants | 100 | 100 | 100 | 100 | ---- | ---- | ---- |
| Placements | 62 | 62 | 62 | 62 | ---- | ---- | ---- |
| Exiters (not receive svc for 90 days) | Exit
Qtr | 100
Reported | 100 | 100 | 100 | ---- | ---- |
| Entered Employment | ---- | 44 | 44 | 44 | 44 | ---- | ---- |
| 90 Day Emp. Retention | ---- | ---- | 36 | 36 | 36 | 36 | ---- |
| 180 Day Emp. Retention  | ---- | ---- | ---- | 34 | 34 | 34 | 34 |
| Average Earnings | ---- | ---- | ---- | $___ | $___ | $___ | $___ |

- *** VOPAR will do the Entered Employment and Retention RATE calculations!

**Notes:**
NOTE:  We are having the grantee enter the actual #s and the VOP
AR PROGRAM will calculate the RATES

## Some Exiter Technicalities

- Those Participants experiencing a gap in service of 90 days or more due to:
- Delay before the beginning of training
- A serious health/medical condition
- Temporary departure from the area such as for National Guard/Reserve duty
- 	may be _temporarily_ exempted from being exited for a portion of the grantee’s period of performance

## More Exiter Technicalities

- The general rule is that _ALL Participants are to be exited_ by the conclusion of the grantee’s period of performance
- The two conditions that could exempt certain Participants from exiting are:
- A serious health/medical condition
- Temporary departure from the area such as for National Guard/Reserve duty
- But NOT due to delay awaiting training

## The Carry-in Controversy

- The general rule to exit all Participants helps to clarify the appropriate approach to carry-ins:
- All Participants during a grantee’s one-year period of performance should be exited
- For those who were exited because the grantee’s period of performance ended while they were still active Participants (i.e. they were not placed, were not terminated and did not drop out), the grantee may choose to re-enroll all, some or none of those exiters in the next period of performance

## Entered Employment RATE

-    (Remember that “*exit”* is retroactive to the previous quarter. So, for quarterly reporting, the Entered Employment Rate is the percentage of those employed in the current quarter out of those who exited during the prior quarter.)
- *** VOPAR will do the calculations!

**Number Employed in the Entered Employment Quarter**

**Number of Exiters during the Exit Quarter**

*** ******divided by***

## Employment Retention RATE

- ***VOPAR will do the calculations!

**Number Employed in Both Quarters After the Entered Employment Quarter**

**Number who Entered Employment in the Entered Employment Quarter**

*** ******divided by***

**Notes:**
Demonstrate on board.

## Average Earnings

- Grantees must verify, and document in the participant case management files, wages from the participants.

- Total earnings for those Participants who are employed in both of the Employment Retention/Average Earnings Quarters

- The number of participants who are employed during both of the Employment/Average Earnings quarters

*** ******divided by***

## Questions?????