References: Chapter V, Section 5, and Chapter XI, Section 1, ET Handbook No. 391. Instruction: SESAs should provide copies of the attached Federal pay schedules to appropriate staff members engaged in UCFE claims activities. Action Required: SESAs should follow the above instructions and provide the attached revised Federal pay schedule to appropriate staff.

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References: Sections 162 and 303 of the JTPA; Training and Employment Guidance Letter (TEGL) No. 2-91 dated December 27, 1991. Background: TEGL No. 2-91 describes the reallotment process that was used to identify and reallot unexpended formula funds that were in excess of statutory limits at the end of Program Year 1991. Reallotment of funds has been based on expenditure reports submitted by the States. Action: Copies of the attachment should be distributed to appropriate staff. Equitable procedures for making funds available for reallotment, and distribution of funds requirements, are addressed in the notice.

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Background: The Employment and Training Administration (ETA), State Employment Security Agencies (SESAs), the Interstate Conference of Employment Security Agencies (ICESA), and others have been cooperating in an effort to increase the number of job openings included in the IJB and to develop innovative strategies for increasing access to IJB for individuals seeking employment. These efforts do not alter basic interstate procedures, which remain in effect. Many individual States have included the IJB in public access strategies such as placing job search kiosks in shopping malls, transportation centers, and other locations outside of the local office. The Multi-State Job Bank demonstration project achieved increased reliance on IJB by the participating States of Pennsylvania, West Virginia, Delaware, Maryland, Virginia and the District of Columbia. The Department of Defense, in cooperation with ICESA, is currently implementing personal computer access to IJB in 350 military installations world wide. The Department of Defense, is also establishing transition programs to assist service members, spouses of service members and civilian workers affected by defense downsizing. Because transition centers are located throughout the world, IJB users at these centers will be contacting local offices directly, without the assistance of other employment service staff. These innovations represent both an exciting opportunity and a challenge to the State employment security agencies. Increased Direct Contacts from Individuals: Much of the new access to the IJB will occur outside of local offices. For example, at the 350 military installations, eligible service members, spouses, and civilian defense employees will have access to IJB through a personal computer. The job orders provide the name and address of the local job service office which holds the order. Especially when the access to IJB occurs outside of the United States, no employment service staff are available to assist applicants in making contact with the local office. These individuals will contact local offices directly. Increased Exposure for Job Orders Through IJB: The extension of access to IJB in non-traditional settings affords access to IJB job orders for individuals who have not had such access in the past. Many of these individuals have high levels of technical skills required in some of our hardest to fill jobs. Such expanded access should increase the likelihood of filling orders which may not have been filled through the Employment Service in the past, and thereby lead to expanded employer use of the IJB. New Uses for IJB: Individuals may access IJB at an earlier time in their total job search experience. At the 350 military installations where IJB is being accessed, many of the individuals who are using IJB are using it prior to separation, sometimes months in advance of separation. Use of IJB at such early dates may have more direct labor market information utility, than immediate placement productivity. Such early exposure to highly qualified candidates may present unique job development opportunities. Action Required: State Administrators are requested to: a. Provide the above information to appropriate staff. b. Assure appropriate local office response to direct contacts from individuals even if they are not registered. Local office response should assist all these individuals, including those who are affected by defense downsizing, especially those who get exposure to IJB through transition assistance programs overseas. Special procedures may include job development activities for individuals who will be returning to a local labor market in the future. c. Review State policies and procedures for entering jobs into IJB. States should recognize that, especially in relation to defense downsizing, the IJB offers exposure to highly skilled potential applicants, who may have strong attachments to local labor markets. When States perform a daily telecommunication with the IJB Center to submit and receive interstate job orders, and rely on automated selection of unfilled job orders, which are appropriate for the full range of jobseekers, States are taking concrete steps to strengthen the public employment service.

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Reference: Job Training Amendments of 1992. Background: Section 121(a)(2) of the JTPA provides that "Any State seeking financial assistance under this Act shall submit a GCSSP for two program years to the Secretary describing the use of all resources provided to the State and its service delivery areas under this Act...." Section 121(b)(7) requires that a modification to the GCSSP be submitted by the Governor to the Secretary if major changes occur in labor market conditions, funding, or other factors during the period covered by the plan. Since the States' submission in May 1992 of the GCSSP's for Program Years 1992 and 1993, the JTPA Amendments of 1992 have been enacted, requiring major changes to Title II programs for Program Year 1993. Section 104(c) states that "If changes in labor market conditions, funding, or other factors require substantial deviation from an approved job training plan, the private industry council and the appropriate chief elected official... shall submit a modification of such plan....." Accordingly, all Governors are expected to review the following sections of the Amendments and interim final regulations and, where appropriate, modify the State's GCSSP for PY 1993. Development of modifications shall proceed on the basis of the statutory language and interim final regulations. In addition, all Governors of single State service delivery areas (SDA's) must modify the State's job training plan. JTPA Amendments of 1992: Modifications to the State's current GCSSP, and, as appropriate, the Statewide Service Delivery Area Job Training Plan, are necessary as a result of the following sections of the 1992 Amendments: a. Private Industry Council Section 627.475 of the JTPA regulations provide that the Governor shall establish general standards for Private Industry Council (PIC) oversight responsibilities. The required PIC standards shall be included in the GCSSP. (20 CFR 627.475) b. Governor's Coordination and Special Services Plans Section 121 (b)(2). The GCSSP shall describe the measures taken by the State to ensure coordination and avoid duplication between agencies administering the Job Opportunities and Basic Skills (JOBS) program and programs under Title II in the planning and delivery of services. The plan shall describe the procedures developed by the State to ensure that the State JOBS plan is consistent with the coordination criteria specified in this plan; and shall identify the procedures developed to provide for the review of the JOBS plan by the State Job Training Coordinating Council (SJTCC). Section 121(b)(3). The Plan shall describe the projected use of resources, including oversight of program performance, program administration, and program financial management, capacity building, priorities and criteria for State incentive grants, and performance goals for State-supported programs. The description of capacity building shall include the Governor's plans for technical assistance to SDA's and service providers, interstate technical assistance and training arrangements, other coordinated technical assistance arrangements undertaken pursuant to the direction of the Secretary, and as applicable, research and demonstration projects. c. State Education Coordination and Grants Section 123 requires the Governor to allocate 8 percent of the State's funds to any State education agency in accordance with a jointly agreed upon plan. Pursuant to Section 123(c), the Governor shall include in the GCSSP a description of the use of State's 8 percent funds in conformance with Section 123 of the Act and 20 CFR 628.205 and 628.315 of the regulations. d. State Human Resource Investment Council Section 701 of the JTPA, as amended, authorizes the establishment of a State Human Resource Investment Council (HRIC) to advise the Governor on coordination of Federal human resource programs within the State. The HRIC may replace existing State councils dealing with Federal human resource programs. The option for the Governor to designate the HRIC to carry out the responsibilities of the SJTCC, in lieu of establishing a SJTCC, is authorized at Section 122(d)(1) of JTPA, as amended. (20 CFR 628.215) e. Services for Older Workers Section 202(c)(1)(D) of JTPA, as amended, specifies a 5 percent set-aside to support Services to Older Individuals. Plans for the use of-such funds for PY 93 shall be developed in accordance with Section 204(d) of JTPA, as amended, and 20 CFR 628.320. f. Linkages Section 205 of JTPA, as amended, requires SDA's to establish appropriate linkages with federally authorized programs including: the Adult Education Act; the Carl D. Perkins Vocational and Applied Technology Education Act; the Rehabilitation Act of 1973; the Wagner-Peyser Act; JOBS; the Food Stamp Act; the National Apprenticeship Act; the U.S. Housing Act; the National Literacy Act of 1991; Head Start; Title V of the Older Americans Act, and other provisions of JTPA. Additionally, SDA's are required to establish other appropriate linkages with other organizations and agencies, such as State and local educational agencies, local service agencies, public housing agencies, community organizations, business and labor groups, volunteer groups working with disadvantaged adults, and other training, education, employment, economic development and social service programs. ~Section 205 and 20 CFR 627.220) Nontraditional Employment for Women: The Nontraditional Employment for Women (NEW) Act requires SDAs toinclude goals in their PY 92 and 93 plans. Such goals have been included in most of the GCSSPs submitted by Governors for PY 92-93. While the Amendments do not specifically require changes to the NEW goals, the general changes in program design and targeting of services may result in changes to the NEW goals included in the GCSSP for PY 93. Furthermore, Governor's staffs may find that the goals initially set warrant refinement, given the relatively short period provided for the initial goal setting. Accordingly, Governors should consider refinement of their NEW goals in the development and submission of this modification. Format: Given the wide variety of approaches taken by the States in constructing the GCSSP and the Job Training Plan, the Department believes that it would be more expeditious if a common outline was followed. Therefore, we are Re guesting that these modifications adhere to the attached outlines. Submittal: Modifications to the PY 1992/1993 GCSSP's and the Statewide Service Delivery Area Job Training Plans must be submitted for receipt by the Administrator, Office of Job Training Programs, by May 15, 1993. Also, a copy should be sent to the appropriate ETA Regional Office. Burden Hours Estimates: The National Office estimates that the burden estimate of 40 hours includes time for reviewing instructions, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information.

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Reference: 20 CFR 653.108 (e), 20 CFR 658.602 (c) and 20 CFR 658.603 (f)(12). Background: The National Monitor Advocate Training Conference is held annually in conjunction with other migrant and seasonal farmworker (MSFW) national activities. Training is provided specifically on the Monitor Advocate program and corresponding regulations, allowing opportunity for the National, Regional, and State Monitor Advocates to jointly participate in the discussion and resolution of operational concerns of the Employment Service (ES) Monitor Advocate Program. The 1993 training is scheduled for February 23-26, 1993. This year's Training Conference will be held in conjunction with the Midwest Association of Farmworker Organizations' (MAFO) national conference entitled "Future Partnerships Evolving from Common Ground." Participants in this conference will include JTPA 402 grantees, other MSFW service providers, and Monitor Advocates. Also, the participation of the Monitor Advocates has been expanded from previous years. Aside from the training, the Monitor Advocate Program will also facilitate events on the MAFO conference agenda. First is a plenary session through which an overview of the Monitor Advocate Program will be presented, the second will be a workshop on the topic of the ES Complaint System. Both will be facilitated in full by Regional and State Monitor Advocates. Annual Monitor Advocate Training: Aside from the technical assistance training, a major objective of the Monitor Advocates is the development of a paper which could more clearly define the role of advocacy in the Monitor Advocate Program. Upon completion, this paper will be presented to the National Office for review and comment. Mr. David Webb, Region IX's Monitor Advocate has taken the lead on developing this paper. In order to make a contribution to the preparation of this paper, we request that Regional and State Monitor Advocates respond to the following questions: 1) State Monitor Advocate's definition of advocacy; 2) What is the State Monitor Advocate doing in terms of advocacy; 3) What some of the issues are that should be addressed in terms of advocacy; 4) Who else within your State advocates on behalf of MSFWs and what are they doing; 5) According to Migrant and Seasonal Farmworkers within your State, what should the State Monitor Advocates be advocating. The State Monitor Advocates are requested to submit their responses to these issues to the following address: Mr. David L. Webb ETA Region IX Monitor Advocate P.O. Box 193767 San Francisco, California 94119-3767 Participation: It is important that all State Monitor Advocates participate in the conference. Accommodations: The conference will be held at the Kona Kai Resort, 1551 Shelter Island Drive, San Diego, California 92106. Participants should contact the hotel directly at (800) 325-2218 or (619) 221-1191 to ensure the availability of the pre-arranged room rate of $65 plus tax per day for single or double room. The conference will begin at 8:30 a.m., February 23, 1993 and end at noon on February 26, 1993. Conference registration fee is $125.00; please send directly to MAFO, P.O. Box 06129, Milwaukee, Wisconsin 53204. Early registration is highly recommended. Action Required: SESA Administrators are requested to encourage attendance of State Monitor Advocates. State and local Agricultural Program Specialists and Outreach Staff are also encouraged to attend.

References: Chapter V, Section 5, and Chapter XI, Section 1, ET Handbook No. 391. Background: Recently, the Office of Personnel Management issued official 1995 pay tables (copies of Tables A and B attached) authorized by the President reflecting new pay raises for GS employees. Table A shows the new salaries for GS employees incorporating a 2.00% increase effective January 1995. Table B shows the new salaries for GS employees incorporating the 2.00% increase and a locality payment of 5.48% for the locality pay area of Washington- Baltimore, DC-MD-VA-WV (Net Increase 3.22%) effective January 1995. The locality rates of pay are considered basic pay for retirement, life insurance, premium pay, and severance pay purposes and for advances in pay. They are also used to compute worker's compensation payments and lump-sum payments for accrued and accumulated annual leave. They are NOT considered basic pay for other pay administration purposes. All eligible white-collar workers automatically get the 2% national pay raise. But many civil servants who already are paid higher rates because they are in hard-to-fill jobs (such as Grade 2 through 7 clerical workers, scientists and engineers) will not get the 1.22% raise. A few will get part of the locality adjustment. Postal workers and DC government employees do not get either the national or locality raise. Federal and military retirees, whose pensions are linked to inflation, will get a 2.8% cost-of-living adjustment. That adjustment will show up in their April annuity checks. Instructions: SESAs should provide copies of the attached GS Tables to appropriate staff members engaged in UCFE claims activities. Action Required: SESAs should follow the above instructions and provide the attached revised Federal Pay Tables to appropriate staff.