C. Assessment

In this part of the strategic plan you will be discussing the current reality of your area in terms of the economy, customers, workforce needs, the types and availability of workforce investment activities currently in the region and your fledgling governance and One-Stop service delivery system. This assessment is essentially your baseline: "This is where we are; this is where we need to go."

1. Local Market Analysis

Three Different Economies
Although sharing common borders and many geographic features, Benton, Lincoln and Linn counties are very different in their industrial structure, occupational mix, and measures of economic well-being.  Benton County's economic base is dominated by higher education and high-tech manufacturing, Lincoln is largely tourism oriented, and Linn County has a wide range of manufacturing industries, including primary metals and wood products.

Benton's economic base is yielding a stable source of jobs for area residents.

Although its list of employers lacks the diversity normally desired, its two largest employers, Oregon State University (OSU) and Hewlett-Packard, have in the past provided the growth and payroll levels coveted by economic planners across the nation. Oregon State University is a model of a consistent source of jobs. Not only does OSU directly provide more than 8,000 jobs during the school year. The food, shelter, and other needs of its students, faculty, other staff and their families ensure a market for a vast array of locally produced goods and services.

The presence of OSU is credited as the main reason for the location of Hewlett-Packard and other "high tech" companies in the immediate area, which together provide over 6,000 jobs. In addition, these jobs pay well. Benton's electronic equipment manufacturers (SIC 36) reported an average payroll of $55,840 in 1998, far exceeding the area's lumber and wood manufacturing average of $31,281.

Benton has fewer jobs than other Willamette Valley counties in seasonal industries, such as food processing and lumber and wood products. Benton's food processing is mostly made up of dairy products, soft drinks, and snack-type foods. The lumber industry accounts for only about three percent of its payroll employment compared with ten percent in Linn County and four percent statewide.

Lincoln County has an economic structure that is very different from either Linn or Benton counties. Lincoln County's manufacturing sector emphasizes resource-based industries like lumber and wood products, paper, and fish processing. This has important implications for Lincoln County. Most of the manufacturing employment in the county is in industries that are undergoing long-term structural changes that, in all probability, will severely limit employment opportunities for local residents.

The structure of Lincoln County's non-manufacturing sector is also quite different from its Region 4 partners. The importance of tourism to the local economy is reflected in the predominance of tourism-related industries. Fully four out of ten jobs in Lincoln County's trade and service sectors are in the eating/drinking and hotel/motel industries. That compares with fewer than two in ten for Linn and Benton counties. Further improvements, new attractions, and construction of new facilities have added to the draw of Lincoln County as a tourism destination. Major developments, including expansion at the Chinook Winds Gaming Facility in Lincoln City, the opening of the Yaquina Head Interpretive Center, as well as a variety of new retail and lodging places throughout the county, have been undertaken in recent years.

Not only Lincoln County, but also the whole coastal area, sponsors a variety of events to attract visitors. Examples include the Kite Festival in Lincoln City, seafood festivals at Newport and Astoria (in Clatsop County), the Dairy Parade and Rodeo at Tillamook (in Tillamook County), an excursion train in North Tillamook County, and the Sandcastle Day festivities at Cannon Beach (in Clatsop County).

Linn County's job situation is tied much more closely with Oregon's in that the county has strong ties to the lumber and wood products industry. Linn is paying the price of a heavy concentration of jobs in a single activity. In 1973, lumber products accounted for almost one out of every four non-farm payroll jobs in the county. At that time, Linn's unemployment rate stood at 7.1 percent, not much different from the state's 6.8 percent. By 1999, after years of layoffs and mill closures, lumber manufacturing accounts for less than one out of every ten non-farm payroll jobs. And Linn County's unemployment rate is in the six to eight percent range, about two points higher than the statewide average.

With strong export industries (including wood products, primary metals, paper products, machinery, and food processing) and shopping conveniences growing along the freeway, Linn County has one of the most-diversified industry bases of any non-metropolitan county in the state. Linn County residents who have looked past the period of resource-based job losses see a strong future for the local economies. With a prime physical location - within easy commuting distance of two established metropolitan areas: Salem and Eugene-Springfield, Linn residents are second only to Portland-area residents for the number of jobs within easy reach. Complementing these advantages is a community college located near major traffic arteries.

C. 1. a. Significant trends

Include projected workforce trends, both short term and long term, for your areas for the next 5 years.

Expect total non-farm employment to reach 112,180 in the year 2008 for the combined areas of Benton, Lincoln, and Linn counties. This is a growth of 15,900 jobs (17%) over the ten year period, although, substantially less than the 41,400 job growth (31%) between 1988 and 1998. The five-year forecast indicates that non-farm employment growth will reach 104,210, an increase of 7930 (8.2%) over 1998 figures.

A clear theme running through these latest projections is a general slowing of employment growth compared with that for the previous ten years. Every sector of the region's economy is expected to grow, but more slowly than before.

During the years between 1988 and 1998, Oregon experienced a substantial population increase. For the period between 1990 and 1997, 70 percent of Oregon's total population gain has been attributed to net in-migration. To a large extent, this increase came from California: the result of a downturn in the defense industry as well as a "bursting of the property bubble" in that state. In response, Oregon's economy expanded to accommodate the increased population and associated demands.

California's economy has since worked through many of its challenges, and unemployment rates in that state are below those of Oregon. Although Oregon's population is projected to increase 14 percent during the next decade (1998 - 2008), this is less than the 19 percent statewide population growth rate of the preceding ten years. Most of this gain is expected to be due to net in-migration. The slower population growth will, in turn, affect the demand for locally produced goods and services as well as the supply of workers - they are projected to continue to grow but at a slower pace.

One indication of the slowing economy may be seen in the decline in the number of new applications received by the Oregon Secretary of State, Corporation Division for Business incorporation, assumed business names, limited liability companies, and limited liability partnerships. Applications peaked in 1996 (57,824 total new filing for all categories), and have declined ever since then (1997: 54,934 new filings, 1998: 51848 new filings). 1999 indicates a continuation in this decline.

The Employment Projections by Industry for 1998 - 2008 suggests growth in job creation, but at a slower pace than in the last few years. When the Asian economies began having problems, State economists began to suggest that the State's economy would slow from its torrid pace and these latest projections reflect the slowdown we have seen. The economists charged with producing these data used "regression and/or time-series analysis for all of the initial forecasts, but augmented these findings with the opinions, judgements, and divinations of a group of analysts, economists, and tea leaf readers" (Brad Angle, Team Leader for the Employment Department's Region Economists).

As you go through the numbers, you will find that manufacturing's forecasted change for 1998 - 2008 is 8.2%. This works out to less than one percent per year. Employment growth in manufacturing is expected to slow due to, among other things, a continuing shift from spending on capacity increases that require labor to spending on production efficiency (automation) to stay competitive in the world market. In addition, the largest manufacturers in the region are currently having a bad case of Asian flu:

Durable goods - Metals have felt the decline from the reduced demand from Asian markets for aerospace and sporting goods. Machinery and electronic equipment has seen the same reduced demand from Asia and has seen the national markets flooded with product and large price reductions from competitive pressures. Environmental restrictions and increased production efficiency, as well as lack of demand from Asia and competitive pressures at home affect lumber and wood product employment.

Non-durable goods - Agricultural has had the same Asian problems and weak prices due to plentiful supplies both region-wide and worldwide; paper and allied products have suffered from increased competition from Asian suppliers because of the currency fluctuations, aging equipment, and increasing competition from other plants nationally and world wide.

These and other factors have contributed to modest growth projections for the manufacturing sector. In addition, the area's largest employer's (Hewlett Packard) announcement that no more expansion is planned for their Corvallis facility will have an affect on many parts of the area's economy.

Other durable goods consist of small businesses that manufacture machinery, primary metals, fabricated metals, instruments, and transportation equipment, to name a few. They, collectively, are expected to increase the number of new opening by 27.5%, but that is for only 650 positions. These increases will be spread over a large array of firms. The non-manufacturing area of the economy is forecast with a slightly rosier picture. Most of this section of the economy is subject to population fluctuations and local conditions. The services and products they provide are generally consumed locally.

With the slower projected population growth, the construction and mining sector is expected to grow but at a rate well below what we have witnessed in the last few years both statewide and regionally largely from less expected construction of large manufacturing facilities. As stated above, HP's statement that they have no plans to expand will reduce the new construction job creation in Benton and Linn Counties.

The communications and utilities parts of transportation, communications, and utilities will have their job growth influenced by the mergers and deregulation currently being undertaken. The forecast indicates transportation will lead the job creation in this sector. Transportation, communications, and utilities includes trucking and warehousing, local trucking, air trans., transportation services, communications, and the utilities (gas, electric, and sanitation). As stated above, with the slowing growth in the population, the trade sectors (wholesale trade and retail trade) will see fewer increases in job creation than in the recent past, although this sector will grow faster than all others except services. Eating and drinking places will lead the way with the largest forecast increase in the number of jobs. The areas of general merchandise and food stores will be close behind. Computer skills will be a plus for those looking for jobs in these areas. This is a diverse sector ranging from auto dealers and gasoline stations to hardware stores and furniture stores to sporting goods stores.

The recurring theme in this letter has been the slowdown in the employment and population growth. The finance, insurance and real estate sector is another that is sensitive to changes in population. Growth is projected in this sector, it will be large in percentage terms, but small numerically. This sector (and many of the service areas) has a great need for people who have basic computer skills.

The forecast shows services leading in the creation of job opportunities, out in front are business and professional services. This area includes temporary help and employee leasing firms; job growth is expected but not at the blistering pace seen between 1988 and 1998. Market penetration of may be at its height, which may limit the number of firms in the region, but they will continue to add employees. Health care services will see increases but the expected slowdown in population growth and attempts to contain costs in traditional in-patient care in hospitals will limit these increases. Other areas in health care are expected to see stronger growth. These include health and dental offices, clinics, other health services firms, and residential care. Other services areas that are expected to see job increases are; hotels and lodging places, amusements, and private schools.

The last forecast is for government. The federal sector is expected to remain flat in this area with no job increases expected. The state will see modest increases while local government will see the most growth.
 

C. 1. b. Employment Opportunities and Needed Skills

Include both current and projected opportunities and their associated skills, including wage rates.

According to the Employment Department's recently released (August 1999) occupational employment projections, Region 4's economy will add more than 16,000 jobs over the decade. This is a 16 percent increase over 1998 levels.

This growth will touch all major occupational groups, with growth in excess of 20 percent in sales, service, and professional/technical occupations.

Relatively slow growth of ten percent is expected in clerical and administrative support occupations and the aggregate agriculture, forestry and fishing group. Below-average growth is expected for managers and administrators, and production and construction occupations.

Of equal importance to rates of growth is the sheer size of the increase.

Sales occupations, with the fastest percentage growth, are in fourth place for numerical growth. The combination of production, construction, operators, maintenance, and laborers, growing slower than the average for all occupations, is in second place in total numerical growth.

Occupations with the most replacement openings generally are large, with low pay and status, low training requirements, and a high proportion of young and part-time workers. While these drawbacks cause workers to leave the job, these positions provide many people with entry-level job opportunities.

Occupations with few replacement openings are often those with high pay and status, lengthy training requirements, and a high proportion of middle-to-older working age, full-time workers. Workers in these occupations generally have spent several years in education or training that often is not highly applicable to other occupations.

While professional and technical had the most job openings due to growth, the combination of replacements and growth provided the production and related occupations with the highest total number of job opportunities for the year.

Managers and Administrators

This occupational group includes top and middle managers, administrators, and executives. Their primary duties include policymaking, planning, staffing, directing, and controlling the activities of the establishments they oversee.

Manager and administrator occupations are expected to grow by over 700 jobs over the ten-year period from 1998 to 2008. The growth rate for this group (14%) is slightly below that for all occupations (16%).

Since these occupations exist across all industries in the economy, this occupational group, as a whole, is somewhat immune from downturns in specific industries.

Adding the most managerial jobs will be the service-producing industries, like real estate, business services, wholesale trade, and social services. Even industries commonly associated with low pay, such as eating and drinking establishments will need managers as current establishments grow and as new facilities are built.

General managers exist in all types of organizations, from small family run operations to large multinational corporations. While net growth in this occupation is expected to exceed 120 by the year 2008, its growth rate (8%) is far surpassed by smaller, more industry-specific managerial occupations like engineering/math/science managers (26%), and property and real estate managers (29%).

Professional and Technical Occupations

The professional and technical occupational group will add more jobs than any other major occupational group. More than 4,200 new jobs are expected to be added between 1998 and 2008. Most of these jobs require at least some type of post-secondary education or training, many at the bachelor's degree or high level. Many of the fastest-growing professional and technical occupations are high technology occupations. Even so, Region 4's electronics manufacturing industry will not see the same level of increases as the prior ten years, nor keep up with growth statewide. Hewlett Packard, the major player in this industry, has announced that there will be no further expansion after it fills its current facility.

Teaching-related occupations have a relatively slower growth rate and are not included with the fastest-growing professional and technical occupations. However, as a group, this larger, but slower-growing, occupation sector is expected to create more than one out of four of the new professional and technical jobs. Three education-related entries are expected to provide some of the largest numbers of total openings this year.

Sales-Related Occupations

Sales-related occupations make up nearly one out of ten jobs in Region 4. Sales workers exist in nearly every industry and range from lower-paid, entry-level stock clerks to highly paid stockbrokers and sales engineers with graduate degrees.

Four out of five sales workers, over 7,500 in Benton, Lincoln and Linn counties, are directly involved in the sale of merchandise, with retail salespersons, cashiers, and stock clerks being the largest sales related occupations. Another nearly 700 workers, such as real estate agents, insurance agents, and travel agents, are in sale/service occupations. About one out of eight sales-related workers are first-line supervisors.

The number of sales-related jobs will increase by 22 percent over the next ten years, translating into about 2,100 new jobs. This rate is faster than the projected rate for the region as a whole - 16 percent - and is due in large part to the growth expected in the retail sales industry. Sales/service occupations will grow at only a slightly slower rate (+13%). Some of the fastest growing sales occupations will be travel agents, financial sales agents, and technical sales representatives, all with expected growth rates of over 30 percent.

With employment near 3,350 in 1998, retail salesperson remains Region 4's largest occupation, about 550 ahead of second place, general office clerk. Growth in the retail trade sector will provide more new retail sales person jobs in the coming decade than any other occupation (+780). However, many of the new sales-related positions will provide only part-time employment. On the positive side, the high rates of turnover prevalent in part-time employment also create many openings. As such, replacement and growth will generate nearly 500 openings a year in sales-related occupations.

Clerical and Administrative Support Occupations

The clerical and administrative support occupational group is expected to tie with agriculture, forestry, and fishing for the area's lowest growth rate (10%) of all the major occupational groups over the ten-year period 1998-2008. Rapid changes in technology will continue to impact many
occupations in this group, both in terms of the level of employment as well as the scope of functions performed in a given occupation.

In spite of recent rapid technological changes, the need for large numbers of clerical and administrative support workers still exists. The services of bookkeeping and accounting clerks, stock clerks, and other clerical occupations will remain invaluable to the operation of most companies.

Clerical generalist positions, like general office clerks and secretaries, are expected to offer the best opportunities for employment in this field over the next ten years. The occupation of general office clerk is the second largest in Region 4 and will create 375 new jobs between 1998 and 2008. Adding replacement openings and growth, general office clerks will create job opportunities 87 times during the year.

Service Occupations

Service occupations will be the second fastest-growing occupational category in Region 4 over the next decade, with the third-highest number of new jobs. While services occupations represent 16 percent of all jobs, they are expected to account for 20 percent of the growth by 2008.

This category encompasses a wide range of occupations related to food and beverages, building and cleaning services, health services, protective services, and various personal services. Occupations related to the food and beverage industry, such as food servers, cooks and food preparation workers, account of over one half of the service positions right now and will provide the most new service jobs in the coming decade - more than 1,300.

All major groups of service occupations will grow near to or faster than the average Region 4 rate of 16 percent. The personal service and health service occupations will exhibit exceptionally rapid increases over the next ten years: 41 percent and 17 percent, respectively.

Several demographic and social trends are contributing to the rapid growth of the service sector. For instance, the growing incidence of dual-income and single parent families increases demand for outside services such as food preparation and child care, either because of higher income or lack of time. Private protective service occupations may experience a boom in employment due to social trends and increasing demand for commercial and residential security. Finally, the demand for health and social service occupations will increase as the "baby boom" generation ages, and because of the continued appeal of this part of Oregon as a retirement destination.

Two similar, but distinctive, occupations expected to be the fastest growing occupations are personal and home care aides (+69%), and home health aides (+48%).

Personal and home care aides perform a variety of tasks at places of residence. Duties may include keeping house and advising families having problems with such things as nutrition, cleanliness, and household utilities. This occupation is expected to increase employment from just over 300 in 1998 to over 500 by 2008, an increase of 69 percent.

Home health aides perform health related duties in the homes of patients including changing beds, administering medications, grooming, and preparing meals under doctor's orders or direction of a nurse. The increasing number of elderly persons, combined with the desires of many patients to remain in their homes, is behind the expected increase in home health aides.

With a ten-year increase expected to be 42 percent, about 37 jobs for childcare workers are expected to become available this year due to growth and replacement.

Given the large size and projected rapid growth of this sector, service occupations, like sales related occupations, will offer excellent opportunities in the coming decade for people with a wide range of educational and work experience backgrounds.

Agriculture, Forestry, and Fishing Occupations

As a group, occupations reported in the agriculture, forestry, and fishing group are forecasted to grow more slowly between 1998 and 2008 than the average for all occupations. The number of timber cutter and logging related jobs is expected to remain steady, though there still will be about 20 jobs a year available to replace workers who leave the industry or the workforce. No change is being forecast in the fishing industry, where the need for fishing vessel deckhands may remain steady at 215 workers.

There are still several occupations in this generally depressed section that are expected to outperform the average for all occupations. The largest of these is gardeners and groundskeepers, where a net growth of 126 jobs (+25%) is this section's largest numerical increase. Adding growth and replacement openings, about 28 job opportunities per year are expected.

The largest percentage growth in occupations with projected employment levels of 50 or more is found with farm worker, farm and ranch animals, followed closely by animal caretaker and veterinary assistant. Combined, these three animal-related occupations are expected to provide about 74 new jobs by 2008. But their small size limits the annual growth plus replacement openings to only 12.

This sector's second-largest numerical increase is with farm workers, food and fiber crops. The need for 383 workers in 1998 is expected to inch upward to 424 by 2008, an increase of 41 (+11%). The agricultural industry is beset by counter trends: mechanization and the switch to less labor intensive crops, versus the emergence of the market for winery grapes and the continued strong markets for berries and other specialty products more insulated from the efficiencies of high-production technologies.

Production, Construction, Operating, Maintenance, and Laborer Occupations

This diverse group of occupations, with 26,400 workers in 1998, represents the largest major occupational group. These occupations are projected to grow by over 3,250 jobs by 2008, a rate of 12 percent, less than the 16 percent average for all occupations.

The occupations with the highest percentage increases are a diverse group of sheet metal workers, drivers, mechanics, and other related occupations. Expected growth among the larger occupations will reach 31 percent for sheet metal workers.

Combining growth with replacement openings, two of the occupations providing the largest numbers of jobs are truck drivers, heavy and light. Continued population increases, coupled with further growth in the regions wholesale, retail, and manufacturing sectors, will increase the need for transportation services.

Heavy truck drivers, including tractor-trailer and other trucks with a capacity of at least three tons, are expected to increase by 19 percent during the ten-year projection period. Growth and replacement openings should total 56 during 1999.

Light delivery trucks include trucks, vans, or automobiles with a capacity under three tons and are used to deliver or pick up merchandise. The number of light delivery truck drivers should increase by 29 percent by 2008, with growth and replacement openings adding 34 job opportunities in 1999.

A large number of replacement openings (35) for semiconductor processors, added to an expected annual growth of 15 jobs, means that 50 employment opportunities per year are expected. Semiconductor processors are responsible for the manufacture and testing of microchips for use in computers and other electronic products.

An occupation that may have a surprisingly high growth is laundry/dry-cleaning machine operator (61 new jobs; +49%).

Temporary Employment: A Growing Trend

Although not an occupation by itself, temporary work has become one of the strongest trends in the workplace. Temporary workers do not hold permanent positions within one company, except perhaps for the temporary employment agency. But the temporary worker may work full-time, at different locations, perhaps even in different occupations.

Temporary workers are used in most industries. Some temporary agencies specialize in supplying particular industries, such as manufacturing, high technology, utilities or services.

The growing trend toward temporary workers brings stark contrast to the working relationships fostered by permanent employees. Temporary workers have a greater sense of freedom and flexibility. Identity is based on occupation, not by company. But employers may not invest in training temporary workers because these workers may not be around to provide a return on that investment.

Worker Shortages

More and more employers are reporting a shortage of qualified workers for many of their job openings. Such reports have been coming in around the mid-Willamette Valley since the early 1990s. A large part of the blame for these shortages might be traced to the increased skill levels which more and more jobs are requiring these days. Worker shortages are being reported in every industry. It is difficult to find workers with specialized skills, licenses, or certifications. Within Region 4, there is a critical shortage of those in the medical-related occupations.

In Benton, Lincoln, and Linn counties alone, there can be more than 5,000 workers without jobs at any time during the year. It is not solely a question of numbers, but also a matter of qualifications and suitability. Today's workers are expected to at least have basic reading, math, computer, and interpersonal communication skills in addition to job-specific requirements. Even businesses offering low-wage jobs expect new employees to have attributes associated with work ethics - regular attendance, reliability, willingness to work, maintaining appropriate attire; and, perhaps even more important, a good attitude

Education and Training Requirements

Benton, Lincoln, and Linn's economies provide a great many jobs requiring both low and high levels of education. Short-term, on-the-job training (OJT) jobs - where job skills can typically be learned in less than one month - account for nearly four out of every ten jobs in Region 4. Most of these positions are found in retail sales and services. They include such jobs as retail salesperson, cashiers, and waiter/waitresses. Moderate term, OJT jobs account for a further 12 percent, more than one out of every ten jobs.

These represent occupations where the job skills can be learned in less than one year. The largest occupations in this group include general office clerks, bookkeeping and accounting clerks, and secretaries. Other moderate term training occupations include sales representatives and institutional cooks.

Together, five out of every ten jobs in Region 4's economy require short-term, or moderate-term, on-the-job training. Or, put another way, half of the jobs require no more than up to one year on the job, learning through formal and informal training at the job site.

On the other end of the spectrum, nearly one in four of the Regions 4's jobs require a bachelor's degree or more. Most of these occupations are teachers, engineers, registered nurses, and accountants.

Tomorrow's Jobs - High and Low Wages

One real issue of interest is whether or not local new jobs will provide a good balance between high and low wages, or whether they will be skewed in one direction or another. Interestingly, about one fourth ofthe new jobs will be in occupations where the average wage in 1997 was more than $35,000. And the smallest number of new jobs will come in middle income occupations, paying wages between $25,000 and $35,000.

Furthermore, by comparing the 1998 employment levels with the 2008 projected levels, we see that the distribution among wage levels is expected to shift slightly to lower-paying jobs. In other words, the supply of high-versus middle-versus low-wage jobs is expected to move toward the low-wage jobs in the coming years. By 2008, the average worker in Benton, Lincoln and Linn will be slightly more likely to be working in a medium-or low-wage job as today.

Top Ten Job Skills Needed for Region 4 Occupations

The Oregon Employment Department has identified skills that are needed to meet employer demands in Region 4. Three skills in the top 12 are directly related to the use of computers. When categorized by wage levels, it will be important for people seeking even low-wage jobs to be able to use a computer as well as a computer keyboard.

Four other skills in the top dozen have to do with personal interaction. Interestingly, these skills are as high or even higher ranked in the "low wage" column as in the medium- and high-wage job column. Skill number seven using correct grammar, punctuation, and spelling is important in all wage categories, it is most important in the high-wage jobs and less important in the low-wage jobs.

Undoubtedly, these five "people-related" skills reflect the many lower-paid jobs in retail trade and services that deal directly with customers and often with several layers of supervisors and managers. As retail trade and services continue to be major sources of the growing number of jobs, these skills will continue to be high on the list of necessary job qualifications.

"Use word processing software" is also higher on the "high-wage" list and less so as the wages decrease.
 
 
 

C. 2. Customers of the Workforce System

Who are your current and potential area customers, including employers? (Your Employment Department Regional Economist (RE) and their newly published Regional Economic Profile should be able to provide you with much of the data on which to base the discussion to complete this section.)
 

C. 2. a. Significant Demographics

Identify general population characteristics of your area: age, race, ethnicity, per capita income, employment by industry/occupation, etc. include specific population groups and targeted population groups.

Region 4's population increased by almost 28,000 from 1990 to 2000 and is projected to grow another 22,000 during the next 10 years. This growth rate (25%) will be slower than the projected growth rate for the state (35%). Benton County is projected to have the slowest growth rate of the three counties with 20%, adding about 6,000 new residents. While Lincoln County is projected to have the highest percentage growth rate (28%) it will add slightly more than 5,000 residents. Linn County is projected to add the largest number of new residents with slightly more than 11,000 (27%).

Aging Population

Based on Oregon Employment Department population projections for 1998, 31,379 residents of the region were 65 or older. This represents 14% of the total population. While Linn County had the highest 65+ population of 15,178 (14.8% of total Linn County; Lincoln County had the highest percentage of residents 65+ at 20% (8,696) of it's total population. This is not surprising as Lincoln County continues to draw retirees into its coastal towns and communities. Benton County had the lowest number (7,505) and percentage (9.6%) of residents 65+ of the three counties.

Another 18,983 or 8.5% of the regions existing population (55-65) will reach retirement age over the next ten years. However, the trend of Lincoln County becoming a retirement destination for other retirees will likely accelerate the "graying" of the region. This may not be completely bad news, however. As many as 28,018 current residents between the ages of 15-21 will be entering the labor market during the next ten years and with a projected 15,900 new jobs to be created over that period, many of these new labor market entrants will need existing jobs vacated to create employment opportunities for them.

The concentration of retirees in Lincoln County may turn out to be a match with its growing tourism and service based economy. Many of these retirees may seek to supplement their retirement income with seasonal or part-time work, making them a better match for seasonal and part-time employers.

Race and Ethnic Origin

While Region 4's racial/ethnic mix has become more diverse over the last decade, the region remains predominantly white (93.7). Minorities represent only 6.3% of the region's population, based on OED population projections for 1998. Minority populations differ between counties. In Lincoln County Native Americans represent nearly half of all non-whites (2.4% of total population) followed by Hispanics (1.5% of the total population). In Benton County, Asian/Pacific Islanders represent the largest minority population at 5.4% of the total population, followed by Hispanics at 2.4% of the total population. In Linn County,

Hispanics represent the largest minority population at 2.4%, followed by Native Americans at 1.8%. Based on OED population data, minorities make up a slightly higher percentage of the labor force than their representation in the general population. In Benton County minorities represent 9.4% of the total population but 10.9% of the civilian labor force. In Linn County minorities represent 4.5% of the total population and represent 6.5% of the labor force. In Lincoln County, minorities represent 6.6% of the total population and 7% of the civilian labor force.

Economically Disadvantaged

Nearly 24,000 residents of Region 4 or 10.7% of the population were economically disadvantaged, based on 1998 OED population projections. The vast majority (65%) of the economically disadvantaged was between the ages of 22 and 54. Linn County has both the highest number of economically disadvantaged (12,609) but also the highest percentage of their population 12.3%; followed by Benton County with 7,830 and 10.1% respectively. Lincoln County had 3519 economically disadvantaged residents, representing 8% of its total population.

Educational Attainment

Like the economy, the regions educational attainment varies markedly between the three counties. Based on 1990 Census data, 18.7% (23,650) of the residents 25+ years never complete high school or received a GED. Linn and Lincoln Counties were the major contributors with 14,006 and 5,362 respectively, while 4,283 were reported in Benton County. A total of 36,871 or 29% graduated from high school or completed a GED. Over 24% attended some college but did not receive a degree. Nearly 50% or 14,520 of those attending college but not receiving a degree live in Linn County. Only 6.2% or 7,838 reportedly had received an Associate Degree, which is somewhat surprising given the presence of two community colleges. The region also has 16,234 (12.8%) who had a postgraduate or professional degree. Close to 60% of those with a bachelors or graduate degree reside in Benton County. This is not surprising given the presence of Oregon State University in Corvallis and its close proximity to Linn-Benton Community College.

Per Capita Personal Income

All Region 4 counties have had consistently lower per capita personal income than the state average. Mid-valley and coastal counties are always eclipsed by the Portland PMSA and often by counties with large agricultural resources.
 
 

Source: US Department of Commerce, Bureau of Economic Analysis
 

Benton County's PCPI during the 1970s was among the lowest in the state, pulled down by university students with little or no personal income. In the early 1980s, the high tech boom and low unemployment pushed Benton's PCPI upward while other counties hit harder by the recession lost income in relation to the state and U.S.
 

Until the 1980s, Lincoln County's PCPI had been mostly in the upper one-third of Oregon counties. Retirees and tourists were given credit for Lincoln's relatively high per capita personal income. Not only did government transfer payments provide much of the elderly's income; but since these people rarely had children at home, their income on a per person basis was quite high when compared with a younger family with children.
 

Over the recent past, per capita personal income and average wages in Lincoln County have not kept pace with Oregon or the United States. A large drop in employment and earnings from the resource-related sectors of the county in the early 1980s has limited gains in income generated from industry earnings. Total real earnings from resource-related (non-farm) industries dropped by nearly $60 million, or by two-thirds, in the short period between 1979 and 1982, and has not significantly recovered since then. In real terms, there has been only very slight growth in the county's per capita personal income level, increasing from roughly $19,000 to $20,000 (in 1997 dollars) since 1986.
 

A rapid increase in transfer payments and investment income helped to staunch the loss of income. In fact, the average Lincoln County resident earned over $1,500 more from government transfer sources and investment income in 1997, than did the average Oregon resident.
 

Linn County, prior to the early 1990s, performed near the bottom of the PCPI standings. Linn had three strikes against it: 1. some of the state's higher ratios of unemployment, 2. a lower female labor force participation rate, and 3. a slightly larger proportion of (mostly non-working) young people, age 0-19, and older people, age 65+, than the rest of the state.
 

What has changed is that by 1997, Linn County jobless rates were among the lowest of the non-metropolitan areas. In 1997, Linn's unemployment rate averaged 7.3 percent for the year, lower than all but seven of Oregon's 27 non-MSA areas.
 

In response to lowering unemployment rates, Linn's per capita personal income ranking among Oregon counties improved from 33 out of 36 in 1980, to 15th position by 1997.
 

C. 2. b. Employer Characteristics

Identify the types of employers in the area: industry, size, average wages, seasonality factors, etc. if surveys have been complete recently about employer workforce needs, include general findings.

Compared with the statewide numbers, average payrolls in Region 4 were mixed. Some industries in some counties were way below or above the other Region 4 counties or statewide.
 

Benton County yielded the largest average payroll in the region ($32,042), nearly $2,500 above the statewide average of $29,548. When compared with Lincoln and Linn counties and with the Oregon averages,Benton's average payroll was especially strong in manufacturing and services and, to a lesser degree, in state and federal government.

Annual paychecks were nearly $12,000 higher than for the state in Benton's manufacturing sector, largely due to the county's "high tech" electrical equipment manufacturing industry sector. It's not so much that this high tech industry pays more in Benton County than the state, but more that it makes up two out of three jobs of Benton's manufacturing employment base compared with less than one out of seven statewide.

1 x 1,000,000

Note: Columns may not add to totals due to rounding

Source: Oregon Employment Department

Jobs in Benton's services sector averaged more than $1,200 in annual wages more than statewide. Also included here are companies involved in software and research and development, which contribute high-paying jobs to Benton's economy.
 

Benton's government sector has many higher-than-average paying state government jobs, thanks to Oregon State University in Corvallis.

Lincoln County's relatively low average payroll of just $21,963 is, in large part, due to the large relative size of its retail trade and services (tourism-related) sectors. Almost one-half of Lincoln's employment is in the retail trade and service industries, which average just $14,484 and $17,366 per year, respectively. Many of the jobs in these industries, especially in tourist areas such as Lincoln County, have low average annual wages because the jobs are seasonal.

Relatively low average payrolls in Lincoln's finance, insurance, and real estate sector, as well as in federal government, have a commonality in that many of the higher-paid professional and managerial positions are found in the metropolitan corporate or regional offices.

One area of payrolls where Lincoln shines far above the state and other Region 4 counties is in the combined agriculture, forestry, and fishery industries. While, statewide, the entire sector averaged $18,073 per worker in 1998, workers in Lincoln County averaged $29,373 thanks to the fishing industry (statewide, SIC 09, fishing, hunting, and trapping averaged $28,244).

Linn County fell short of matching the statewide annual average payroll by nearly $2,200. Only in agriculture, forestry, fishing and mining could Linn post greater average payrolls than the state. Even where much of Linn's strength lies - manufacturing - payrolls were closer matched, with Linn down about $1,200 from the statewide figure. Linn County has some advantage in the relatively high wages paid in the paper products and precious metals industries. Paper products employment makes up about one out of 12 Linn County manufacturing jobs and in 1997 posted an average payroll of $56,258, more than $18,000 above the average for all manufacturing in the county. More good news is that the primary metals industry, which averaged $51,293 per worker in 1998 and accounts for about one out of five manufacturing workers in Linn County.

C. 2. c. Educational/Skill Assessment

Provide educational and skill characteristics of the population by various factors (gender, age, race, etc.) identify significant skills found in the population. Discuss where the area experiences mismatch between the labor force and skills needed by employers. (Community Colleges, particularly your Title II provider, and school districts will be able to help provide this data for your area.)

Educationally disadvantaged

1. Adults with low literacy skills

Using the synthetic estimates of adult literacy proficiency developed by Stephen Reeder of Portland State University, which combine information from the National Adult Literacy Survey (NALS) and from the 1990 U.S. Census, and which refer to the literacy levels (on a scale of 1 to 5) defined in NALS, we can draw the following conclusions about the population of adults with low literacy levels in Linn, Benton and Lincoln Counties:

In Linn County:

· 15 percent of the adult (16+) population are at a literacy level of 1, the lowest literacy level. This translates to approximately 10,400 adults at level 1.

· 43 percent of the adult population are at a literacy level of either 1 or 2, the two lowest literacy levels. This translates to approximately 29,900 adults at levels 1 and 2.

In Benton County:

· 12 percent of the adult (16+) population are at a literacy level of 1, the lowest literacy level. This translates to approximately 6,800 adults at level 1.

· 28 percent of the adult population are at a literacy level of either 1 or 2, the two lowest literacy levels. This translates to approximately 15,900 adults at levels 1 and 2.

In Lincoln County:

· 16 percent of the adult (16+) population are at a literacy level of 1, the lowest literacy level. This translates to approximately 4,905 adults at level 1

· 41 percent of the adult population are at a literacy level of either 1 or 2, the two lowest literacy levels. This translates to approximately 12, 569 adults at level 1 and 2

Thus, according to these estimates, in Linn, Benton, and Lincoln Counties there are about 22,105 adults at a literacy level of 1, and about 58,369 adults who are at a literacy level of either 1 or 2. This represents a very significant need for adult literacy services in our area.

2. Adults without a secondary school credential

According to 1990 census data:

1. In Linn County, out of the 59,878 people over the age of 25, 4,795 people had an educational level of "less than 9^th grade", and 9,211 had an educational level of "9^th to12^th grade, no diploma." Thus, in 1990 approximately 14,000 adults over the age of 25 in Linn County lacked a secondary school credential.

2. In Benton County, out of the 40,193 people over the age of 25, 1228 people had an educational level of "less than 9^th grade", and 3,055 had an educational level of "9^th to 12^th grade, no diploma." Thus, in 1990 approximately 4,300 adults over the age of 25 in Benton County lacked a secondary school credential.

3. In Lincoln County 19.5% of all adults over the age of 25 have not earned a high school diploma.

4. The Oregon Department of Education reported the following public school dropout rates for grades 9 - 12 in 1996-97:

• •In Linn County, 6.76 percent of the student population were dropouts.

• •In Benton County, 4.23 percent of the student population were dropouts.

• •In Lincoln County, 9.81 percent of the student population were dropouts.

The population of other language speakers continues to grow in the Linn, Benton, Lincoln area. In all three counties as in many places in Oregon, there is a growing population of Spanish speakers, mostly from Mexico and Central America. Often these students come with little formal education and sometimes without literacy in their own language. Many have developed survival conversation English skills but lack literacy skills in English.

According to the Oregon Employment Department's Hispanics in Oregon Workforce, 1998, report:

In Linn County

• •5 percent of the Hispanic student population in grades 9 - 12 during 1996-97 were dropouts.
• •As of July 1, 1997, 3.6 percent of the total county population are Hispanic.
• •The number of economically disadvantaged Hispanics has increased by 25 percent since 1990.

• 9 percent of the Hispanic student population in grades 9 - 12 during 1996-97 were dropouts.

• •As of July 1,1997, 3.5 percent of the total county population are Hispanic

• 19 percent of the Hispanic student population in grades 9 - 12 during 1996-97 were dropouts.
• As of July 1,1997, 2.4 percent of the total county population are Hispanic.

• Oregon had an average annual unemployment rate of 8.5 percent for the Hispanic population in 1997.

C. 3. Types & Availability of Workforce Investment Activities

In this section describe and assess the type and availability of workforce investment activities in the workforce investment area. Include the services provided to job seekers, to employers and to incumbent workers.

As part of the above description, also include the workforce investment activities available to youth, adults, and dislocated workers.

There is a large variety of workforce investment activities in Region 4. These services are being provided by the six principle investors; Adult and Family Services, Community Services Consortium, Linn-Benton Community College, Oregon Coast Community College, Oregon Employment Department, and Vocational Rehabilitation Division, and affiliate partners, Angell Job Corp Center, Lincoln County Housing Authority and Green Thumb. While some activities, e.g. OFSET are targeted towards a specific population, many activities, e.g. Basic Skills, are available to all populations. The following matrix attempts to display those activities and identify the beneficiary of each.
 

Activity	Employers	Incumbent Workers	Youth	Adults	Dislocated Workers
Labor Market Information	X	X	X	X	X
Labor Exchange	X	X	X	X	X
Pre-screen/Referral of Job Applicants	X
Specialized Applicant Recruitment	X
Retention Intervention	X	X	X	X	X
Employment Fairs	X		X	X	X
Employer Seminars/Training	X
Tax Credit/Wage Subsidy	X		X	X	X
Rapid Response	X				X
Skills Assessment	X		X	X	X
Small Business Assistance	X
Job Search Training and Assistance			X	X	X
Access to America's Job Bank	X
Resource Rooms - full access		X	X	X	X
Basic Skills	X*	X	X	X	X
Case Management Services			X	X	X
School to Work Activities	X		X
Summer Youth Programs			X
Professional Technical Training	X**	X	X	X	X
College Transfer Programs		X	X	X
Career Counseling		X	X	X	X
Occupational Skills Training			X	X	X
Support Services			X	X	X
Child Care Information/Referral	X	X	X	X	X
Work Experience			X	X	X
Work Modification for Individuals with Disabilities	X		X	X	X
Customized Training Programs	X
Interpreter/Translation Services	X	X	X	X	X

* Currently operating "on site" Basic Skills programs at employers request

** Several local employers sending employees for professional technical training

C. 4. Governance

C. 4. a. Local Workforce Area Description

Describe the geo-political characteristics of your workforce investment area: geographic features, local government structures, economic commonality, population distribution, etc.

Workforce Region 4 consists of Linn, Benton and Lincoln counties, which are made up of 3,968 square miles in Western Oregon. This region includes the heart of Oregon's agriculturally rich Willamette Valley, as well as 60 miles of Oregon's Pacific Coast along scenic highway 101. Linn and Benton Counties are in the center of the 100-mile long Willamette Valley. This broad valley, lying between the Cascade Mountains and the Coast Range, is blessed with soils and a climate which earn it a ranking among the world's most productive agricultural areas.

Agriculture remains one of the main industries on the valley floor. Abundant and fertile soil and a temperate climate encourages the production of grains, hay, grass seed, field crops, fruits, nuts, berries, fresh and processed vegetables, Christmas trees, specialty horticulture, dairy and poultry products and beef.

The quality of life is "made to order" for those who value uncongested towns, convenience in working and living, nearness to both coastal beaches and high-mountain wilderness with hundreds of lakes and streams.

From Benton and Linn Counties, Interstate 5 and the railway give easy access to Portland, western Washington and northern California. Marketing areas within a two-hour drive of Albany include most of Oregon and Southwest Washington. Sea, and air transportation to markets in the Pacific Rim is readily available through Portland.

Within the region there are a variety of governmental units and elected bodies including Boards of County Commissioners, local municipalities, Boards of Education, and intergovernmental bodies.

County Government

A three-member Board of County Commissioners governs each of the three counties. Each board is active in regional activities including membership on the local Workforce Investment Board, Cascade West Council of Governments, and the newly formed Community Investment Board (replacing the Benton, Linn, Lane and Lincoln Regional Strategies Board).

Municipal Governments

There are 24 municipal governments within the region, ranging in size from Corvallis (49,630) and Albany (38,925) on the high end; to Yachats (685), Monroe (555) and Halsey (760) on the low end.

Boards of Education

The region has two community colleges, Linn-Benton Community College and Oregon Coast Community College, each with a locally elected board of education who governs the two institutions. Oregon State University, also located in the region has an appointed board of regents responsible for governing the institution. The region also has 16 separate school districts, each with a locally elected school board. Additionally, the LBL Education Services District has a locally elected board of directors representative of the region.

Regional Governance

The region is also home to Cascades West Council of Governments, with membership from the regions local government bodies. Cascades West also provides staff and technical support to one of the regions other regional governance structures, the Community Investment Board.

The Community Investment Board (CIB) replaces the Benton, Linn, Lane and Lincoln Regional Strategies board. The CIB membership is appointed by the LED's of the region and is focused on economic development issues. The CIB represents Region 4 and Region 5 (Lane County) as did its predecessor.

The new Workforce Investment Board (WIB) began its formation in the late spring of 1999 when the Workforce Development Board (PIC) and the Region Workforce Committee (RWQC4) merged to form the new WIB.

There were 222,000 residents in Region 4, based on 1998 data, with 46% living in Linn County (102,200). Benton County had 34.5% (76,600) and Lincoln County had 19.5% (43,200). Slightly more than 50% of the population (11,275) lived in the four largest cities; Corvallis (49,630), Albany (38,925), Lebanon (12,480) and Newport (10,240), with 40 % living in either Corvallis or Albany. A third of the population (72,490) reside in unincorporated areas of the three counties, reflecting the rural nature of the region. The balance of the population (23%) lives in the smaller towns within the region.

C. 4. b. Local board description

Describe your local Workforce Investment Board: composition, structure, including any subcommittee, legal status, how it is staffed, etc. include who the Chief Local Elected Officials are, and their interaction with the governance of the Board.

(1) If your board was certified by the governor as an alternative entity, describe how mandated partners who are not members will access the board.

(2) Describe your youth council, its membership, and how it will carry out its responsibilities for the coordination of local youth services and programs.

(3) Will staff of the local board provide core services, or intensive services, or be designated or certified as a One-Stop operator? If so, provide evidence of local elected official approval.

The Region 4 Workforce Investment Board consists of 43 members, representing Linn, Benton and Lincoln counties. The nucleus of the WIB was formed by merging the region's Private Industry Council and Regional Workforce Quality Committee. More than half of the board is made up of members who represent business interests in the private sector. Prime business partners also represented on the Board include: Cellular One, ATCO America, Corvallis Hardware, Mater Engineering, Hewlett Packard, Woodstock's Enterprises, Pacific Community Health, West Coast Bank, Citizen's bank, Oregon Coast Aquarium, Corvallis-Benton County Economic Development Partnership, Target Distribution, R. D. Bussard & Sons, Inc. and Boshart Trucking, Inc. The remaining members of the board consist of the mandated workforce partners who include representatives of public agencies, public nonprofit agencies and community at large members. Membership of the board also includes a representative of the Job Corps program, and representative of the Native American community (Confederated Tribes of the Siletz).

The board currently has four standing committees and two task forces. The standing committees include the Executive Committee, Policy and Planning, Membership, Budget and Finance. The One-Stop Steering Committee and the Youth Council are task forces to the board.

The executive committee currently consists of its four officers (all from the private sector), three chairs of the three remaining subcommittee, and the county commissioners, one each from the three county boards of commissioners. The executive committee defines the work of the board, sets the agenda, coordinates the other subcommittee and task forces and acts on behalf of the full board between regular meetings.

The policy and planning committee is charged with coordinating the policy and strategic issues of the unified planning process with the service delivery portion of that same process. The committee also identifies policy issues and makes policy recommendations to the full board, through the executive committee.

The membership committee is charged with establishing a new member recruitment, preparing recruitment materials, establishing and managing the application process, and preparing orientation materials/programs for new board members.

The budget and finance committee is charged with preparing an operating budget for the board, initially to draft a memorandum of understanding, and review the resource base of the one-stop system.

The one-stop steering committee, acting as a task force to the board, has been charged with the nuts and bolts of the unified planning process, with emphasis on the operational issues of building the regions one-stop system.

The Youth Council, also acting as a task force to the board, has not met at the time of this writing. It will be responsible for all responsibilities assigned under the Workforce Investment Act.

The Youth Council includes representatives of Linn, Benton and Lincoln counties. These members represent all WIA mandated programs and community member involvement. This includes: Job Corps, The Workforce Investment Board, Juvenile Justice Departments, Youth Services Agency, Commission on Children and Families, Public Housing Coordinator, Adult & family Services, Community Services Consortium, Secondary Education and the local Education Service District, two Parent representatives and a former Youth program participant. In selecting members, the Youth Council approached organizations identified through the work of a Youth Task Force.

The Youth Council will be responsible for:

• coordinating with all appropriate youth serving organizations in the region
• recommending youth policies and performance standards for youth services
• developing a comprehensive strategy for serving youth in the region, including program design.
• crafting the region's local plan for youth
• developing and managing a competitive contracts award process to procure youth services.
• oversight responsibility for those contracts once awarded.

Additional one-stop partners that are not part of the consortia but are represented on the Board include: County Commissioners, Linn, Benton, Lincoln Educational Service District, Oregon State University, Organized labor, Economic Development, Job Corps and The Confederated Tribes of the Siletz.

Board staff, although employed by Community Services Consortium, will for all purposes and as much as practical, be separated from the Direct Client Services Department at CSC. Potentially, a new department will be developed for the Board Staff to define the lines of responsibility clearly and to avoid any conflict of interest, either perceived or real.

C. 4. c. Partnerships

Identify organizations that are the workforce partners, both mandatory and others that participate either on the board or within the local workforce system and one-stop delivery system. Describe any special characteristics of the partnerships such as consortia or significant contractual arrangements.

Although partnering amongst workforce organizations has occurred in the region for most of the 90's, they became more formalized around One-Stop in the spring of 1997. At that time Adult and Family Services, Community Services Consortium, Linn-Benton Community College, Oregon coast Community College, Oregon Employment Department and Vocational Rehabilitation formed a partnership to implement One-Stops within the region. As partners, these six organizations have served as the Steering Committee for that implementation process and were recently made a Task Force of the WIB to facilitate the Unified Planning process within the region. These six partners are forming consortia with the intent of operating the One-Stop system in the region.

While not part of the consortia, three important partners have joined the six principal investors. They are the Job Corp. (Angell Job Corp. Centers), Lincoln County Housing Authority and Green Thumb. The Siletz Tribe is considering a role for involvement, especially in the Lincoln County service delivery network.

C. 5. Description of One-Stop Delivery System

The One-Stop Delivery System, while still evolving, began its development in the mid 1990's as workforce agencies in the region began entering into joint service delivery efforts, collaborative planning, and in some areas co-location of services. As the region approaches the implementation of the Workforce Investment Act, each of the six primary investors in the one-stop system is exceeding the provision of mandatory programs and incorporating program components not required by WIA. Since its beginning stages the principal investors focused on advancing their efforts along the partnership continuum to ultimately achieve full integration of services.

As stated earlier in this document, the Primary Investors are: Adult and Family Services (AFS)

Community Services Consortium (CSC) (JTPA and CAP), Linn-Benton Community College (LBCC), Oregon Coast Community College (OCCC), Oregon Employment Department (OED) and Vocational Rehabilitation Division (VRD).

AFS maintains its district office in Albany, with branch offices in Albany, Lebanon, Corvallis, and Newport. It is also developing a satellite presence in Sweet Home, Philomath, and Lincoln City.

CSC maintains a district office in Corvallis, with branch offices in Corvallis, Albany, Lebanon and Newport. CSC also has established and itinerant presence in Sweet Home, Waldport, and Lincoln City.

LBCC has its main campus in Albany, with satellite campuses in Corvallis and Lebanon and a satellite site in Sweet Home. LBCC has an itinerant presence in several communities in Linn and Benton Counties as it offers classes and training in the community, e.g., local churches, K-12 schools, Community Centers, etc.

OCCC has three campuses to serve Lincoln County: Newport, Lincoln City and Waldport. Because OCCC serves a district of close to 1000 square miles, the College offers classes and training throughout Lincoln County - in K-12 school buildings, churches, community centers, fire stations, etc.

OED has its district office located in Albany, with branch offices located in Albany, Lebanon, Corvallis, Newport, and Lincoln City. It also has an itinerant presence through the three counties, especially with its veterans and employer services.

VRD is somewhat unique from a geographic perspective, in that it maintains a district office in Albany, with branch offices in Albany and Corvallis. It also has an itinerant presence in Lebanon. Lincoln County, while in most other respects is linked to Linn and Benton Counties, is part of the VRD district that includes Polk, Marion and Yamhill Counties. It maintains a branch office in Newport, and an itinerant presence in Lincoln City and Waldport.

C. 5. a. One-Stop Service Delivery

How will your local area approach the delivery of core, intensive and training services across the system? How have partners determined among themselves how these services will be delivered and who will deliver them?

The region has made "common resource rooms" the delivery platform for core services and is making a sizeable investment in this strategy. Renovation of the region's Corvallis site was completed in January 2000, creating a 1,600 sq. foot resource room. The resource room is staffed by CSC, OED and LBCC to provide assistance to job seekers. Work preparation workshops and other job finding - job keeping curriculums are provided onsite by instructional staff from CSC, OED, AFS and LBCC.

Similarly, resource room space has been expended in both Lebanon sites to accommodate high customer usage and better customer service. Each is staffed by CSC, OED, AFS and LBCC staff. A consolidated work preparation curriculum is offered by instructors from each of these partners.

Both Newport and Albany will undergo a sizeable remodel to create similar common resource rooms at each site. Newport is scheduled for completion by June 30, 2000. Albany will take longer since it is part of a larger remodel project and is scheduled for completion in August 2000.

Newport will be staffed by CSC, AFS, and OED personnel. Related instructional activities will be offered by CSC, AFS, OED and OCCC personnel. Albany will similarly be staffed by CSC, AFS, OED, and LBCC personnel, as with the instructional curriculum.

In each of the four sites, equipment, furniture and supplies have been provided by the afore listed partners to create each resource room.

The matrix located in C 5 b offers an initial agreement on partner roles in the delivery of core, intensive, training, and employers services; it is recognized that agreements may be modified over time. As the delivery system is evaluated, the region may develop more efficient and effective ways to deliver these services and adjustments may occur.

C. 5. b. (2) System Sites

List all system sites and a description of any electronic system(s) that provides information about and access to customers.

Electronic access to information about services and direct access to services is one of the region's
strategic issues. The region has two WEB pages with public access; one through the Oregon
Careers Network and one in Lincoln County for the Lincoln County Employment and Training
Center. At this time neither is linked, nor does either meet the strategic needs of service providers or customers. The region has made a sizeable investment in either establishing physical sites
and/or modifying existing physical sites to accommodate One-Stop service philosophy and direct
customer service.
 

A.     Lincoln Career Services Center
        120 NE Avery Street
        Newport, OR 97365

Lincoln County satellite sites:

    Lincoln City Employment Department
    4423 NE Devils Lake Blvd.
    Lincoln City, OR 97367

    Lincoln County Housing Authority
    1039 NW Nye Street
    P.O. Box 1470
    Newport, OR 97365

    Ocean Spray Family Resource Center
    1039 NW Nye Street
    PO Box 1470
    Newport, OR 97365

    Oregon Coast Community College
    285 NW Spring
    Waldport, OR 97394

B.    Benton Workforce Development Center
        545 SW 2nd Street
        Corvallis, OR 97333
 

C.    Linn Workforce Development Center
        118 SE rd Street
        Albany, OR 973221

    Linn County satellite sites:
        Oregon Employment Division
        139 4th Ave., SE
        Albany, OR 97321
 

D.    East Linn Career Development Centers

        Oregon Employment Division
        Adult and Family Services
        320 Market Street
        Lebanon, OR 97355

        Community Services Consortium
        41 W Maple Street
        Lebanon, OR 97355

C. 5. b. (3) Access to Services by all Categories of Customers

Describe how customers access core, intensive and training services in your local One-Stop
system, including non-and limited-English speakers, people with disabilities, and others with
barriers to employment.

For the most part one-stop sites, including access points, are operating on a traditional business
schedule; 8:00 a.m. -5:00 p.m., Monday through Friday. Corvallis and Newport are experimenting with alternative hours; Corvallis 7:30 a.m. -5:30 p.m. and Newport 8:00 a.m. - 6:00 p.m. The region anticipates having core one-stop sites expand their hours over time. Most print materials in all sites are available in alternative formats and in Spanish. Several sites have bi-lingual staff present. Where not present, interpreter services are available. Common resource rooms have at least one adjustable computer table to accommodate wheel chairs. While not completed yet, attention is being paid to signage and other accommodation challenges.

Electronic access needs some work. The region is developing WEB based tools to allow greater access for job seekers and employers, but it is not yet complete. The region also needs to improve phone access for customers. Current systems have been piggy-backed on existing partner systems and need some work before fully accessible to customers. The region is also exploring "closed loop" video technology to assist customers in orienting themselves to one-stop services.

C. 5. b. (4) Services to Meet the Needs of Employers

Describe services the system provides to meet the needs of employers.

As addressed in Section C. 5. a. there are a variety of services available to employers. These
include labor market information, labor exchange, specialized recruitment, pre-screening and
referral, customized training, seminars and conferences, rapid response to layoffs, tax credits,
wage subsidies, job retention services, job-employer fairs, America's Job Bank, etc.

The region is currently developing"employer service" teams to coordinate services to employers.
These teams, made up of partner staff, will be the direct contact link between the centers and
employers, both at the center site and in the field. It is this service delivery method that will have
as much impact with the employer community as the services themselves.

C. 5. b. (5) Sharing of Confidential Information

Describe how confidential customer information will be shared, including any Release of
Confidential Information forms used within your system.

Historically, the sharing of confidential customer information has been both a standard practice and an obstacle to complete integration of services. On one hand the region recognized the individuals right to privacy. On the other hand the region also has experienced the delays in delivering services because needed information is not readily available to assist the customers.

The region is currently using the "Authorization for Release of Information" issued by DHS
(attachment D) to accomplish the exchange of confidential customer information between partners. The region is hopeful that the "smart card" research being done in Region 5 will produce a feasible, affordable alternative.

C. 5. b. (6) Name of Regional One-Stop Delivery System

Provide the name of your regional One-Stop delivery system.

The regional One-Stop system has yet to be named.

C. 5. b. (7) Names of all One-Stop Centers in the Region

Provide the names of all One-Stop Centers within your region.

Four of the one-stop centers in the region have been named: the Lincoln Career Services Center in Newport, the Benton Workforce Development Center in Corvallis, the East Linn Workforce Development Center in Lebanon, and the Linn Workforce Development Center in Albany.

C. 5. b. (8) Continuous Improvement Guarantees

Describe 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.

While a specific CQI model has not been selected for the region, this will be completed by
December 31, 2000. The one-stop provider will negotiate CQI standards with the WIB and regularly report progress to the Will. Current performance or outcome measures, customer
satisfaction data and other factors are being discussed as options from which these standards/measures will be developed.

C. 5. b. (9) Criteria for Fund Distribution

Describe the criteria to be used for determining whether Title I funds are limited for adult
employment and training activities, and the process by which any priority will be applied by the On