This ICR relates to the Wagner-Peyser
Act Staffing Flexibility final rule (final rule), published January
6, 2020. This final rule gives States increased flexibility in
their administration of Employment Service (ES) activities funded
under the Wagner-Peyser Act. The final rule modernizes the
regulations to align them with the flexibility allowed under the
Workforce Innovation and Opportunity Act (WIOA). The final rule
eliminates language relating to the “compensation approved by the
civil service classification system” at 20 CFR 653.108 (c) and the
affirmative action language at 20 CFR 653.111. Accordingly, ETA is
proposing to delete the same affirmative action language from the
ETA Form 5148. These changes are not expected to affect the burden
to the states. Pursuant to 20 CFR 653.109, SWAs use ETA Form 5148
to submit quarterly data to ETA on the services they provide to
MSFWs. ETA uses that data to monitor and measure the extent and
effectiveness of SWA service delivery to MSFWs and overall
compliance with 20 CFR 651, 653, and 658. Additionally, 20 CFR
658.602(e) requires the ETA National Office to develop tools and
techniques for reviewing and assessing SWA performance and
compliance with ES regulations; and 20 CFR 658.602(f)(2) requires
the National Monitor Advocate to review the performance of SWAs in
providing the full range of employment services to MSFWs. The
collection of data through ETA Form 5148 allows ETA to comply with
these regulations and monitor SWA performance. The regulations at
658.411(a)(3) require that staff must ensure the complainant (or
his/her representative) submits the complaint on the
Complaint/Apparent Violation Form or another complaint form
prescribed or approved by the Department or submits complaint
information which satisfies paragraph (a)(4) of this section. The
Complaint/Apparent Violation Form must be used for all complaints,
including complaints about unlawful discrimination, except as
provided in paragraph (a)(4) of this section. Pursuant to 20 CFR
658.410(i), “State agencies must ensure any action taken by the
Complaint System representative, including referral on a complaint
from an MSFW is fully documented containing all relevant
information, including a notation of the type of each complaint
pursuant to Department guidance, a copy of the original complaint
form, a copy of any ES-related reports, any relevant
correspondence, a list of actions taken, a record of pertinent
telephone calls and all correspondence relating thereto.”
Therefore, SWAs use the ETA Form 8429 to record and process
complaints. Additionally, ETA Form 8429 is helpful because it
identifies whether a complainant is an MSFW which implicates
additional actions that must be taken by the SWA (i.e. 20 CFR
658.410(m) requires that the State Monitor Advocate follow-up
monthly on unresolved complaints submitted by MSFWs). SWAs may also
use ETA Form 8429 to meet the 20 CFR 658.419 documentation
requirements for apparent violations.
US Code:
29
USC 49i Name of Law: Wagner Peyser Act as Amended
PL: Pub.L. 113 - 128 302 Name of Law:
Workforce Innovation and Opportunity Act (WIOA) of 2014
On behalf of this Federal agency, I certify that
the collection of information encompassed by this request complies
with 5 CFR 1320.9 and the related provisions of 5 CFR
1320.8(b)(3).
The following is a summary of the topics, regarding
the proposed collection of information, that the certification
covers:
(i) Why the information is being collected;
(ii) Use of information;
(iii) Burden estimate;
(iv) Nature of response (voluntary, required for a
benefit, or mandatory);
(v) Nature and extent of confidentiality; and
(vi) Need to display currently valid OMB control
number;
If you are unable to certify compliance with any of
these provisions, identify the item by leaving the box unchecked
and explain the reason in the Supporting Statement.