(1)The Prosperity 10,000 Program is established in the Higher Education Coordinating Commission for the following purposes:
(a)To provide career coaching, occupational training and job placement services;
(b)To provide wraparound supports and services that are necessary to facilitate reengagement in the workforce, including, but not limited to, transportation, child care and rental assistance;
(c)To provide paid work experiences, including stipends and wages and other income supports for individuals from priority populations; and
(d)To support targeted recruitment and engagement efforts.
(2)The goals of the Prosperity 10,000 Program are to:
(a)Include at least 10,000 total individuals who participate in the program;
(b)Improve the capacity and responsiveness of the public workforce
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(1) The Prosperity 10,000 Program is established in the Higher Education Coordinating Commission for the following purposes:
(a) To provide career coaching, occupational training and job placement services;
(b) To provide wraparound supports and services that are necessary to facilitate reengagement in the workforce, including, but not limited to, transportation, child care and rental assistance;
(c) To provide paid work experiences, including stipends and wages and other income supports for individuals from priority populations; and
(d) To support targeted recruitment and engagement efforts.
(2) The goals of the Prosperity 10,000 Program are to:
(a) Include at least 10,000 total individuals who participate in the program;
(b) Improve the capacity and responsiveness of the public workforce system in this state by providing assistance for workforce development program navigation, expanding access to community-based career counseling and wraparound supports and services, and providing opportunities to earn industry-recognized certificates, credentials and degrees through work-based learning experiences;
(c) Ensure that services and benefits available through workforce programs are provided to individuals from priority populations;
(d) Provide increased access for priority populations to services and benefits available through workforce programs;
(e) Ensure that at least 50 percent of the individuals who participate in the program are women;
(f) Ensure that at least 80 percent of the individuals who participate successfully complete the program;
(g) Ensure that at least 75 percent of the individuals who participate in the program successfully obtain employment; and
(h) Ensure that at least 75 percent of the individuals who participate in the program earn at least $17 per hour.
(3)(a) The Prosperity 10,000 Program shall be administered by local workforce development boards. The local workforce development boards shall:
(A) Distribute resources and available funds to nonprofit community-based organizations, educational institutions, labor organizations and other workforce service providers to facilitate the provision of workforce development services and wraparound supports to individuals who participate in the program;
(B) Coordinate with state workforce agencies and other workforce partners to expand regional community-based partnerships that work to support and sustain workforce development services and wraparound supports; and
(C) Connect with businesses and organizations in targeted industry sectors to identify training needs and ensure that business needs relating to a skilled workforce are met.
(b) An entity that collaborates with a local workforce development board to accomplish the workforce development activities described under this subsection shall, in accordance with ORS 660.327, participate with local workforce development boards in developing a proposed local plan.
(4)(a) If an entity receives funds distributed from a local workforce development board under this section and provides paid work experience to individuals who participate in the program established under this section, the entity shall:
(A) Notwithstanding ORS 653.025 and subsection (2)(h) of this section, pay wages to individuals participating in the program at a rate that is:
(i) Equivalent to an entry-level training wage as determined by the entity pursuant to paragraph (b) of this subsection; and
(ii) In alignment with the wage progression schedule established by the entity under subparagraph (B) of this paragraph;
(B) Establish a wage progression schedule that includes the step progression requirements and the rate calculation formula upon which the entity shall make determinations about a participating individual’s eligibility to increase the individual’s wage rate from an entry-level training wage to a wage rate that is equivalent to the average area wage standard for an hour’s work in the same trade or occupation in the locality where the labor is performed;
(C) Develop a training plan for individuals participating in the program that includes, at a minimum:
(i) The entry-level training wage that will be paid to the individual;
(ii) A statement that the individual shall be paid according to the wage progression schedule established by the entity, along with a description of the requirements that the individual must meet in order to progress to a higher wage rate under the wage progression schedule;
(iii) A statement that the entry-level training wage paid to the individual may not be less than the federal minimum wage rate or the applicable state minimum wage rate, whichever is greater; and
(iv) A statement explaining that the entry-level training wage paid to the individual is a minimum standard and that a higher wage rate shall be paid to the individual if so required under other applicable federal or state laws, regulations or a collective bargaining agreement; and
(D) Provide each individual participating in the program with a copy of the training plan described in subparagraph (C) of this paragraph on the date on which the individual first begins participating in the program.
(b) For purposes of paragraph (a)(A) of this subsection, the entry-level training wage shall be a percentage amount of the average area wage standard for an hour’s work in the same trade or occupation in the locality where the labor is performed, but in no event may the entry-level training wage be less than the applicable state minimum wage rate under ORS 653.025.
(c) Each individual who performs work for an entity described in this subsection shall be considered an employee of the entity for purposes of state wage and hour laws and state laws prohibiting employment discrimination and retaliation.
(5)(a) As used in this subsection, “SNAP Employment and Training Program” means the employment and training component of the federal Supplemental Nutrition Assistance Program under 7 U.S.C. 2015(d)(4).
(b) To the extent possible, the Department of Human Services shall:
(A) Incorporate the Prosperity 10,000 Program into the statewide plan for the SNAP Employment and Training Program;
(B) Seek federal reimbursement for 50 percent of the Prosperity 10,000 Program’s costs and for other eligible activities as reported by the local workforce development boards;
(C) Refer individuals who receive supplemental nutrition assistance under ORS 411.806 to 411.845 to participate in the Prosperity 10,000 Program; and
(D) Distribute moneys received as reimbursement under subparagraph (B) of this paragraph to local workforce development boards, not later than 60 days after the department receives an invoice that is consistent with requirements under the SNAP Employment and Training Program, for reinvestment in workforce development and wraparound supports and services provided under the Prosperity 10,000 Program.
(6) The State Workforce and Talent Development Board, in consultation with the Committee for Continuous Improvement, shall:
(a) Oversee the progress of the Prosperity 10,000 Program;
(b) Ensure that program goals are met; and
(c) Identify areas for program improvement.