The Performance Funding Model is designed to help drive stronger performance by measuring local workforce development boards on customized, agreed-upon goals, reflecting Florida-emphasized workforce development priorities, with aligned economic rewards for achievement.
In fiscal year 2017-18, local workforce development boards are evaluated on seven metrics. The placement and exit metrics focus on job seekers, while the business metrics focus on businesses served by the CareerSource Florida network.
Unemployed Placement Rate measures the proportion of participants who did not have any earnings in the previous quarter but had earnings in the current quarter. The metric considers participants who:
Time to Earnings measures the number of quarters between the current quarter and the time when the same participants in the Unemployed Placement Rate metric either entered the system or last earned a wage. It answers the question: "How long have these participants been without a job?" Boards should aim for a low Time to Earnings rate.
Average Earnings measures the average post-exit earnings of all system exiters.
Cost per Employed Exit measures a local board's total formula funds expenditure divided by the number of employed exits from that local board. An employed exit is included in this calculation if he/she exited the system within the current fiscal year and showed a positive earning the quarter in which he/she exited. Boards should aim for a low Cost per Employed Exit rate.
Earnings per Dollar Spent measures the earnings of exiters as it relates to the local board's expenditures.
Business Engagement measures the number of customer satisfaction surveys a board sent through Salesforce to business accounts. (A customer satisfaction survey can be sent once every 90 days to a business account in Salesforce.) The number of surveys sent is the initial score for this metric.
Customer Satisfaction measures how satisfied business customers were with the services they received from a local board based on surveys distributed through Salesforce. The performance score is determined by the survey response rate, the expected response rate (either 25, 45 or 70 percent) and the average response to the first two questions on the survey:
A performance target is established for each metric for each local board. Performance targets for the placement and exit metrics are set using a statistical procedure that is objective and accounts for the socio-economic conditions in each local board service area.
Performance scores are calculated as follows:
Note: Boards will receive credit for more than one employed exit if a participant falls into more than one category.
For the business metrics, a final performance score is calculated per the description in the Metrics section above.
Actual minimum thresholds are calculated for each metric reflecting each board’s performance relative to its performance target.
Finally, a global performance score for each local board is calculated by adding together the performance scores for each metric.
Local boards are evaluated using the TIE approach if they achieve minimum thresholds that:
In the PFM, the minimum threshold is defined as the minimum threshold of performance for a given metric. The minimum threshold is essentially the percentage of the target that must be achieved to be evaluated for funding; it is a gateway to evaluation under the Target, Improve, Excel (TIE) approach.
The baseline minimum threshold is set at 75 to encourage boards to aim for at least 75 percent of their target, capped at 100 (or 100%) for a total of 700 points.
Local boards that meet the minimum threshold guidelines described above are then evaluated and rewarded under the Target, Improve, Excel (TIE) approach:
Actual Minimum Threshold: The minimum threshold of performance achieved for each metric by each local board. It is a gateway to evaluation under the Target, Improve, Excel (TIE) approach, and can be thought of as a percentage of the performance target. In fiscal year 2017-18, local boards must achieve minimum thresholds of at least 50 points or more (capped at 100 points) per metric, totaling at least 525 when summed together.
Additional Credit: Additional points added to the initial score of the job seeker metrics (placement and exit metrics) for serving certain populations with barriers to employment. In fiscal year 2017-18, additional credit will be provided for serving:
Employed Exit: For the purposes of the Performance Funding Model, a job seeker who earned a wage in the quarter in which he/she exited.
Global Performance Score: The total sum of performance scores for all seven metrics for a local board.
Global Performance Target: The minimum global performance score needed to receive Target funding. In fiscal year 2017-18, the global performance target is 700.
Initial Score: The performance score calculated for each job seeker metric before additional credit is factored in.
Minimum Threshold: The minimum threshold of performance expected for each metric by each local board. It is a gateway to evaluation under the Target, Improve, Excel (TIE) approach, and can be thought of as a percentage of the performance target.
Performance Score: The measurement of actual performance by a local board on a metric relative to the performance target set for that metric. The performance score includes any additional credit added to the job seeker metrics.
Performance Target: The expected performance in each metric for each local board.
Target, Improve, Excel (TIE): The approach used to evaluate local boards that have achieved minimum thresholds of at least 50 points or more (capped at 100 points) per metric and totaling at least 525 when summed together.