Submitted by: 

Workforce Initiative Association 

300 Market Avenue North 

Canton, OH 44702

Dan Sipe, Planning and Contracting Supervisor 

Phone:  (330) 455-7121, ext. 151 

Fax:      (330) 455-2457 

Email:  djsipe@aol.com  

1. Identify the workforce investment needs of: 

1. businesses
   
   The economic growth in the Counties of Stark and Tuscarawas and the City of Canton, along with the relatively low unemployment in the area, has created a demand for both entry level and highly skilled workers to fill new and vacant jobs. So local businesses can increase productivity and remain competitive in today’s global economy, our area employers require workers who possess the educational background, the occupational skills and the life skills to obtain and retain employment in these industries. 

In order to quickly find and hire these quality workers, our employers also need a labor market and job matching system which provides open access to area job seekers, without limitations. Further, some area businesses may require training for incumbent workers due to technological and industrial advances. 

2. job seekers 

Our area’s job seekers are usually those who possess the necessary occupational and life skills for employment, but are currently unemployed or underemployed. At a minimum, our job seekers require a labor market and job matching system which quickly delivers suitable employment opportunities in the area. This system needs to provide open access to job vacancies and job postings, without limitations. Our job seekers may also require additional Core Services such as initial assessment, career counseling, unemployment claims assistance, eligible training provider information, and other activities as defined in the Section 134(d)(2) of the WIA. 

In addition to Core Services, some of our area’s job seekers may also need Intensive Services such as comprehensive assessment, career planning, prevocational services, and other activities as defined in Section 134(d)(3)(C) of the WIA. 

Finally, Training Services such as occupational skills training, on the job training, skill upgrading, adult education and literacy and other activities as defined in Section 134(d)(4)(D) of the WIA may also be required for those job seekers who do not possess the necessary skills for suitable employment. 

3. workers in the local area 

Generally, workers in our local area are those who are currently employed and possess marketable skills. Members of this group usually desire to either obtain like or similar work to their current occupation, or they are seeking to improve their current employment position. Since these persons usually possess marketable skills, they may only require the Core Services cited previously under section (b). However, based on each individual assessment, Intensive and Training Services listed under section (b) may also be required for some workers to obtain suitable employment. 

Most importantly, like the job seekers, these persons need a job matching system which quickly delivers labor market information and employment opportunities in the area, without limitations. 

4. youth 

Youth aged 14-21 may have more workforce needs than other groups due to their lack of marketable skills and education in addition to the lack of a substantial work history. At a minimum, youth may require assistance in achieving academic and employment success through tutoring, on-going mentoring, summer employment, internships, and/or work experience. This group may also need occupational skills training, on the job training, and life skills such as leadership, decision making, citizenship and community service and other related activities. 

5. dislocated workers 

Our area’s dislocated workers normally possess some level of job skill, however, often times these skills are either in need of updating or they are no longer marketable due to a declining industry. As a result, in addition to the Core and Intensive Services cited under section (b), in order to obtain suitable employment, these workers may also need occupational skills training, on-the-job training, and other Training Services as listed under Section 134(d)(4)(D) of the WIA. 

6. adults 

The adults in our area seeking assistance under the WIA, whether economically disadvantaged or not, will be individually assessed to determine specific levels of Core, Intensive, and Training Services which are needed. However, at a minimum, our adults require a labor market and job matching system which quickly delivers employment opportunities in the area. This system needs to provide open access to area job vacancies and job postings, without limitations. 

7. displaced homemakers 

Generally, displaced homemakers have a unique set of needs. Many times, these persons have been pushed or forced into the workforce due to unhappy or unsettling circumstances. As a result, the displaced homemaker usually requires some type of Intensive Services such individual or group counseling in addition to the Core Services cited previously under section (b). Additionally, this group normally does not possess marketable skills for suitable employment. Therefore, the displaced homemaker may also need occupational skills, on the job training, and other activities as listed under Training Services in section (b). 

8. incumbent workers 

Incumbent workers may be viewed from both the employer and employee perspective. 

First, as referenced in section (a), employers may require incumbent worker training to remain competitive in today’s global economy. For example, businesses may need to improve the technical skills of their workers to increase productivity. 

As employees, incumbent workers usually possess some level of job skills. However, these individuals may be in need of additional training to achieve either a significant wage increase or a promotion in their current occupation. On the other hand, it is also possible that incumbent workers may require some level of Intensive and/or Training Services as listed in section (b) to prevent dislocation due to out-of-date skills. 

and other groups of workers identified by the local workforce investment board. 

The Workforce Investment Board (WIB) has also identified Mature Workers as a category of customer to be served when developing workforce development initiatives for our area. Although a few programs consider individuals aged 45+ in this category, for our service area mature workers are classified as those persons 50 and over. These workers may also access Core, Intensive, and/or Training services as listed in the above sections. 

The information for this section is based on the labor market information for the Job Training Partnership Ohio SDA #23 for the past several years. 

2. Describe the current and projected employment opportunities in the local area WIA Sec. 118(b)(1)(B) HB 470 Sec. 6301.07(A)(1) 

The primary current and projected employment opportunities within the local area of the Counties of Stark and Tuscarawas and the City of Canton are varied and numerous as demonstrated in the list below. This list is based on the labor market information for the Job Training Partnership Ohio SDA #23 for the past several years, as well as data for the State of Ohio as included on America’s Career InfoNet at www.acinet.org. It includes those occupations which provide a self-sustaining wage, benefits, and the opportunity for advancement. Please note, this list is not intended to be an all inclusive listing of the employment opportunities of the area. 

Business/Office Computer Technology 

Accountants/Bookkeeper(1) Computer Engineer(2) 

Admin.Assistant/Secretary(1) Computer Repair(2) 

General Office Clerk(1) Electronic Data Processing(1)(2) 

Receptionist(1) Network/Systems Analyst(1)(2)

Medical Maintenance/Mechnical 

Dental Hygienist (2) Carpentry/Construction 

Emergency Medical Technician (2) Computer Aided Drafting 

Home Health Aide/Medical Assistant (1)(2) CNC/Manual Machining 

Licensed Practical Nurse (LPN) (1) Diesel/Automobile Mechanic 

Medical Billing/Medical Secretary Electronic Technology 

Medical Records Technician (2) General Engineering 

Registered Nurse (RN) (1) General Maintenance (1) 

Heating/Ventilation/Air Conditioning 

Truck/Bus Driving 

Welding

Social Services/Teaching 

Elementary School Teachers (1) 

Human/Social Services (2) 

Secondary School Teachers (1) 

Special Education Teachers (2)

(1) Included in Top 25 Occupations With the Most Openings for Ohio as listed on America’s Career InfoNet. 

(2) Included in Top 25 Fastest Growing Occupations for Ohio as listed on America’s Career InfoNet. 

3. Describe the job skills necessary to obtain such employment opportunities. WIA Sec. 118(b)(1)(C) HB 470 Sec. 6301.07(A)(1) 

The key skills that will be in demand throughout the next several years include English (writing, verbal, and reading comprehension), mathematics, computer (general computer knowledge, keyboarding, and internet proficiency), soft skills (works as a team, accepts direction, accepts responsibility, conflict resolution, punctuality, attendance, grooming, persuasive/interpersonal, and managerial leadership). These skills allow a worker to effectively relate with the public in service and trade related functions. Current occupational and industry projections suggest that these skills reveal the image of occupations in the foreseeable future. As service sector and information based employment increases, profession, technical, healthcare and computer related occupations will require additional training in information technology, geographic information system, and skills associated with healthcare. 

4. Provide a description of the one-stop delivery system to be established or designated in the local area including: WIA Sec. 118(b)(2) HB 470 Sec. 6301.08 

To ensure our customers receive a full array of workforce development services, our One Stop delivery system is designed to include Partners from community colleges, local school systems, community based organizations, vocational rehabilitation services, mature worker programs, and others, as well as the Ohio Bureau of Employment Services and County Departments of Human Services (to be merged as the Ohio Department of Jobs and Family Services beginning July 1, 2000). The LEOs will integrate funding and programs from Workforce Investment Act (WIA), Wagner-Peyser (W/P), Temporary Assistance for Needy Families (TANF), Prevention/Retention/Contingency (PRC), TANF Employment and Training (TANF E&T), Welfare to Work (WtW) and other workforce development sources to be managed by the Workforce Investment Board in the One Stop system. Each Partner Agency’s services provided under the One Stop will be outlined in the Memorandum of Understanding listed in 4(b). 

To further benefit our customers, we will utilize our current electronic One Stop system, the Employment and Training Connection, or ETC. The ETC is an Internet-based system that links employers to qualified applicants and provides job seekers with access to employment and training opportunities. Additionally, this system provides shared customer management capabilities for the Partners. 

The One Stop system was certified by the State of Ohio in January 1999 and was officially unveiled by Governor Bob Taft at a ceremony at Stark State College of Technology. Access to the ETC is available over the Internet at www.etconnection.org. 

A co-location site for One Stop services is currently being explored by the Workforce Investment Board / Local Elected Official (WIB/LEO) partnership. At this time, a specific site has not been named. 

1. a description of how the local board will ensure the continuous improvement of eligible providers of services through the system and ensure that such providers meet the employment needs of local employers and participants. WIA Sec. 118(b)(2)(A) HB470 Sec. 6301.07 (A)(5) 

In accordance with Section 121(e) of the Act, administrative entity for the service area, the Workforce Initiative Association, (formerly known as Job Training Partnership Ohio SDA #23), has been designated as the One Stop Operator. As such, the Executive Director of the Workforce Initiative Association shall ensure the assignment and scheduling of staff to conduct monitoring/evaluation of the service providers and programs including (1) compliance of all applicable laws, regulations, policies and procedures; (2) attainment of performance standards and continuous improvement standards; and (3) for impact and follow up. This information shall be forwarded to both the Local Elected Officials (LEO) and the Workforce Investment Board (WIB) membership. 

In order to accomplish the monitoring/evaluation, the Workforce Initiative Association may utilize three types of reporting: (1) The Monthly Enrollment and Placement Report, (2) The Quarterly Interim Review Report, and (3) On-Site Monitoring Visits. 

All information gathered as a result of the monitoring/evaluation process shall be submitted to the Executive Director of the Workforce Initiative Association who shall distribute copies to the LEO, the WIB, and appropriate staff members. Reports shall be written to reflect the information gathered and shall outline all findings and include documentation to substantiate the findings. Additionally, the reports shall contain recommended corrective action to resolve any findings. Having established corrective action to be taken, the Executive Director shall ask that such action be taken in a timely manner. Once corrective action is in place, a follow-up report shall be completed. However, if corrective action is not completed, the Executive Director shall have the discretion to develop appropriate alternatives as needed. The Executive Director shall inform the Chairs of the WIB/LEO of such alternative actions. 

The results of this monitoring/evaluation system shall impact the planning in several ways. First the periodic monthly/quarterly reviews of performance shall allow the LEO and WIB, through the Workforce Initiative Association, to take correction action as soon as variances and findings are noted. Further, the continual examination of data shall alert the staff of any necessary programmatic changes and/or what program activities should be increased or decreased within the current program year. Secondly, the WIB exercising its responsibility under the Act shall provide policy guidance in monitoring/evaluation, and together, in partnership with the LEO, shall participate in directing the Workforce Initiative Association during the planning process and have an active participation both in the development and implementation of the Workforce Investment Plan. 

2. a copy of each memorandum of understanding between the local board and each of the one-stop partners concerning the operation of the one-stop delivery system in the local area. WIA Sec. 118(b)(2)(B)

Please see attached Draft Memorandum of Understanding which will be utilized by the WIB, LEOs and One Stop Partners. Please note, this document may be modified to meet the needs of the Partners during the implementation phase. Additional Partners and/or Participating Entities may be added as the One Stop continues to grow in response to area’s workforce development needs. 

3. in local areas covering multiple jurisdictions, submit a copy of the Intergovern- mental agreement. WIA Sec. 118(b)(1) HB 470 Sec. 6301.07(A) 

Please see the attached Service Area Agreement. 

5. Provide a description of the local levels of performance to be negotiated with the Governor and chief elected officials to be used to measure the performance of the local area. These measures will also be used by the local board for measuring the performance of the local fiscal agent (where appropriate), eligible providers, and the one-stop delivery system in the local area. WIA Sec. 118(b)(3) HB 470 Sec. 6307.07(A)(5) 

At the time of this plan development, the Governor has not established performance guidelines and/or parameters for levels of performance for use in local workforce development performance accountability systems. Once these issues are fully resolved and such information is officially available, performance measures may be negotiated and determined. Performance measures will then be applied, as appropriate, to local program providers throughout the WIA one-stop system. 

It is expected that the local performance accountability system will be developed in accordance with the U.S. Department of Labor and State of Ohio policy guidance in the following areas of Core Measures of Performance: 

Proposed Levels 

1. Adult Entered Employment Rate 69% 

2. Adult Employment Retention Rate 75% 

3. Adult Earnings Change $2,800 

4. Adult Employment and Credential Rate TBD 

5. Dislocated Worker Entered Employment Rate 69% 

6. Dislocated Worker Employment Retention Rate 75% 

7. Dislocated Worker Earnings Replacement Rate 89% 

8. Dislocated Worker Employment and Credential Rate TBD 

9. Older Youth Entered Employment Rate 63% 

10. Older Youth Employment Retention Rate 75% 

11. Older Youth Earnings Change $1,875 

12. Older Youth Credential Rate TBD 

13. Younger Youth Skill Attainment Rate 72% 

14. Younger Youth Diploma or Equivalent Attainment Rate 40% 

15. Younger Youth Retention Rate 54% 

16. Participant Satisfaction TBD 

17. Employer Satisfaction TBD 

The WIB reserves the right to amend the proposed performance levels listed above during performance negotiation with the State WIB. 

6. Provide a description and assessment of the type and availability of adult and dislocated worker employment and training activities in the local area. WIA Sec. 118(b) 

Employment and training activities for adult and dislocated workers in the local area may include the following: occupational skills training, on-the-job training, customized training, basic and remedial education, literacy and English programs, and nontraditional 

employment training. These activities are offered through the State eligible training provider list which includes post-secondary training institutions, vocational education districts, adult basic education programs, proprietary training institutions and other vendors as approved by the WIB/LEO partnership in accordance applicable laws and regulations. 

7. Include a description of the local Individual Training Account (ITA) system and the procedures for ensuring that exceptions to the use of ITAs, if any, are justified. WIA Sec. 134(d)(4)(G)(ii) and 20 CFR 663.430 

Individual Training Accounts (ITAs) will be utilized in the local area to provide training services to eligible adult and dislocated worker (DLW) participants. In accordance with the Act, ITAs will not be used to provide training services to youth participants, unless those youth participants are age 18 or above and eligible for concurrent enrollment in adult or DLW training programs. Individuals will have access to the ITAs through the one-stop delivery system as well as directly through the local WIB administrative entity. 

The Board will establish local policies to ensure training services made available to eligible participants will be for occupations currently in demand in the local area, or currently in demand in another area to which an eligible participant is willing to relocate. In certain instances, the Board may also fund training services for occupations not currently in demand if it has been demonstrated that the occupation has a high potential for future sustained demand or growth. 

The Board will make the State eligible training provider list available to customers through its administrative entity and through the local one-stop system. This list will show, at a minimum, information on each provider’s approved programs and performance and cost information specific to those programs. 

Once a WIA participant is deemed in need of training services, that participant will be allowed to select a training program from the approved provider list in consultation with his/her case manager, provided the participant is determined suitable for that particular training program. Suitability for a specific training program will be locally defined, but will certainly require the customer to possess the skills necessary to successfully complete the selected program. If approved for training in accordance with local policies, the participant will then be referred to the eligible training provider of his/her choice. An ITA will be established for participants after they have been approved for training services. 

Payments for training services will be administered through a training voucher system established under the participant’s ITA. The WIB will establish local guidelines for the ITA vouchers. The Board intends to limit which specific training costs are funded under the voucher, the dollar amount of the voucher, and the duration of the account/voucher. Typically, these limits will be established by training program with a maximum voucher amount and duration set for all programs. Any and all limits will be established in accordance with local policy in a manner that ensures maximum customer choice, within the constraints of limited funding, and with full consideration given to community return on training dollar investment. 

Under unusual circumstances, the Board may set voucher limits on an individual basis according to the participant’s approved individual employment plan, without classifying the occurrence as an exception to the ITA policy and requiring the need to contract for training services. 

Depending on the training program, voucher payments may be made for the entire length of training, or incrementally throughout the training period. It is the intent of the Board to issue vouchers for the current training period only, with vouchers for subsequent training periods within the participant’s ISS dependent upon successful completion of the prior period and satisfactory participation in the program. 

Additionally, certain ITA costs may be handled on a case by case basis outside of the voucher process. 

The Board is also coordinating its ITA processes with the surrounding workforce investment areas of the Counties of Summit, Cuyahoga, Lake, and Lorain and the City of Cleveland as part of our regional planning process.

Exceptions to ITAs 

As previously described, the Board intends to use ITAs as the primary mechanism to provide training services to customers. However, under the following circumstances, it reserves the right to make exceptions to the ITA process and may elect to provide training services via a contract for services, in lieu of ITAs: on the job training, customized training programs, training programs for which there are insufficient local providers, and training for multi-barriered special populations. 

8. Include the process to procure contract for training services, if exceptions to the ITA process are made. WIA Sec 134(d)(4)(G) 

Contracting for training services in cases designated as exceptions to the ITA process will be handled in accordance with the Board’s established Request for Proposal (RFP) procedures. These procedures are specifically addressed in Question 14 of this plan. 

9. Provide a description of how the local board will coordinate workforce investment activities carried out in the local area with statewide rapid response activities. WIA Sec. 118(b)(5) 

The local area is committed to the coordination of statewide rapid response activities as described in the State Workforce Investment Plan. 

It is anticipated that State’s Rapid Response Unit will exercise the initial contact with affected companies experiencing dislocations. Once this initial contact is established, the local area will involve its staff in the developmental meetings, the worker orientations, mass application of services and enrollment of workers into Core, Intensive and/or Training Services based on individual assessment. 

The commitment of funds for a dislocated worker plant closing is reviewed and approved by the local WIB/LEO Boards. When the State Rapid Response Unit makes a specific recommendation of services which is not consistent with the local plan or the local area’s operating procedures, that recommendation will be reviewed by the Workforce Initiative Association and the WIB/LEO Boards for its application and merit. 

10. Provide a description and assessment of the type and availability of youth activities in the local area, including an identification of successful providers of such activities. WIA Sec. 118(b)(6) 

Please see the area's Youth Transition Plan which outlines in detail the Youth Activities for the service area. This Plan was adopted by the WIB/LEO on March 1, 2000 and approved by the Ohio Bureau of Employment Services on April 3, 2000. Please note the definition of the sixth criterion has been changed to the following: 

An individual who requires assistance to complete an educational program, or secure and hold employment is defined as any youth, who based on initial assessment, needs a basic skills, work readiness, or occupational skills attainment goal. 

11. Provide a description of the process used by the local board to provide an opportunity for public comment and input into the development of the local plan. The process must include the opportunity for comment by representatives of businesses and labor organizations prior to submission of the plan. WIA Sec. 118(b)(7) HB 470 Sec 6301.07(A) 

Legal notice announcing plan review and comment was published in the area's local newspapers. Proof of publication statements were provided for the proposed plan published prior to April 10, 2000. 

This legal notice has also been sent to the following labor organizations within the Service Area. Additionally, the Greater Stark County AFL/CIO and the Tuscarawas County AFL/CIO are represented on the WIB, as are numerous local area businesses. 

Ms. Sherry Sallez, President
Communication Workers of America CIO Local No. 4302 
2656 S. Arlington Rd. 
Akron, OH 44319

Mr. Jim Repace, President 
International Brotherhood of Electrical Workers (IBEX) 
Local 1985 
111 South Main 
North Canton, OH 44720

Mr. John Mroczkowski, SubDistrict Director 
United Steel Workers of America (USWA) District 1 
4069 Bradley Circle, NW 
Canton, OH 44718

Mr. Todd Beagle, President Tuscarawas County AFL/CIO 
P.O. Box 2274 
Dover, OH 44622

Mr. Robert Jackson, Vice President 
Teamsters Local #92 
1127 9th Street SW 
Canton, OH 44706

Mr. Dan Sciury, President 
Greater Stark county AFL/CIO 
115 DeWalt Ave. NW 
Canton, OH 44702 

12. Submit any comments that represent disagreement with the plan, as an attachment to the local plan. WIA Sec. 118(c)(3) 

No comments representing disagreement with the plan were received. 

13. Identify the entity or entities responsible for the disbursal of grant funds (fiscal agent). (WIA Sec. 117(d)(3)(B)(8)(i)(III), 118(b)(8) 

The LEOs have designated the Workforce Initiative Association, formerly known as Job Training Partnership SDA #23, as the administrative entity for the local service area as the fiscal agent. Since the area utilizes a Regional Council of Government, funds shall be received by the Administrative Entity directly from the State on behalf of the Counties of Stark and Tuscarawas and the City of Canton. This method shall eliminate the duplicative administrative step of funding each individual county and municipality . 

As stated above, the Workforce Initiative Association previously was the fiscal agent for the Job Training Partnership - Ohio Service Delivery Area #23 since 1982. It has a successful 17 year history of sound fiscal management, processing millions of dollars within strict federal guidelines and never incurring a disallowed cost. The Workforce Initiative Association’s administrative staff includes an Executive Director, Controller, and Planner; each possessing a bachelor’s degree in Accounting. Further, financial personnel also currently includes three fiscal staff who each have over 15 years of accounting and clerical experience with workforce development programs, policies, and regulations. 

14. Describe the competitive process to be used to award the grants and contracts for activities carried out under this plan. WIA Sec. 118(b)(9 ) 

The local Workforce Investment Board (WIB) and the Board of Local Elected Officials (LEO) approves all Request for Proposal (RFP) solicitations. The Workforce Initiative Association is responsible to review the RFP packet prior to publication. 

The RFP is publicized by placing legal notices in area newspapers within the Service Area. Additionally, a solicitation mailing is conducted to notify all service providers who have expressed in writing a desire to have their names placed on the solicitation mailing list. 

Each proposal submitted to the Workforce Initiative Association is logged and date stamped. The Planner is responsible for the handling of received proposals. Proposals which arrive after the required due date are stamped and identified as "late" but still routed through the formal review process. The WIB/LEO reserves the right to accept, conditionally accept or reject these proposals. 

The WIB/LEO have directed the Workforce Initiative Association to conduct the initial review and rating of proposals. The WIB/LEO maintains full and final authority in determining ratings. The WIB/LEO is solely responsible for acceptance or rejection of all proposals received by the Workforce Initiative Association. 

In rating the proposals, consideration is given to, but not limited to the following: demonstrated need of service, organizational ability, cost per participant, cost per service hour, cost per placement and/or enhancement and/or educational attainment, staff to participant ratio, and total cost. 

The WIB/LEO maintains the right to attach both general and specific conditions to all proposals which the Boards have recommend for funding. Funding is contingent upon the satisfaction of the WIB/LEO specified conditions. 

15. Provide a description of the criteria to be used by the Local Workforce Investment Board/Local Workforce Policy Board, to determine whether funds allocated to a local area for adult employment and training activities are limited, and the process by which any priority will be applied by the one-stop operator. WIA Sec. 134(d)(4)(E) 20 CFR 663.600 20CFR 661.350(a)(11) 

In the event that funds become limited for the local area, the WIB/LEO may choose to implement a "most in need and most able to benefit" policy. "Most in need" may be defined as a youth or adult facing the most barriers to employment. Employability barriers which are listed below will be identified during the objective assessment period. 

These participants are served based upon their individual employability needs as identified in the Individual Service Plan. Resident individuals facing the most Department of Labor prescribed barriers to employment may be given priority for service provided that these individuals are able to benefit from the provision of service. 

At present, no designated system has been established to rate or rank participants. 

Barriers to employment may include, but may not be limited to the following: 

Public assistance recipients 

Needy individuals under 200% of poverty 

Homeless / Runaway 

Dislocated workers / homemakers 

Offenders 

Pregnant and/or parenting youth 

Disabled individuals 

Drop out 

Basic skills deficient / Learning disabled 

Long term unemployed 

Underemployed individuals 

Additionally, the service area will provide priority for veterans in compliance with Ohio Revised Code, Section 5903.11 which indicates the following hierarchy: 

1. Special disabled veterans 

2. Vietnam era veterans 

3. Disabled veterans 

4. All other veterans 

5. Other eligible veterans 

6. Other eligible persons 

7. Non-veterans 

16. For counties and cities under the Ohio Option Area only; describe the distribution of any workforce development resources and funding, in addition to WIA funds to be distributed for each workforce development activity to meet the identified needs. HB 470 Sec. 6301.07(A)(3) 

This area does not operate under the Ohio Option. However, as outlined in Question 4, in addition to WIA and Wagner-Peyser funding, the LEOs intend to integrate Temporary Assistance for Needy Families (TANF), TANF Employment and Training (TANF E&T), Prevention/Retention/Contingency (PRC), Welfare to Work (WtW), and other related funds and resources to be managed by the WIB in the One Stop System to ensure the workforce development needs of our customers are met. 

17. For counties and cities under the Ohio Option Area only; if the local Workforce Policy Board does not include membership from the one-stop partners, describe how the one-stop partners will be involved in designing, planning, and implementing the one-stop services delivery system. WIA Sec. 117(b), 118(b)(10) 

This area does not operate under the Ohio Option. One Stop Partners are included in the membership of the Workforce Investment Board for the Counties of Stark and Tuscarawas and the City of Canton.