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TANF POLICY MANUAL

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employment. It should consist of preparing for, finding, and retaining employment consistent, to the extent of the individual's career objectives.

Employment Plans for WEI’s should be, “Specific, Measureable, Attainable, Results-oriented, and Time-Limited (SMART)” and should contain:

1. A clearly defined, realistic, and feasible employment goal. The short-term goal must be attainable in the shortest time period consistent with the recipient’s skills and interests, as well as, the months remaining in the recipient’s time limit. The recipient may also have a long-term goal which may or may not be attainable within the recipient’s remaining time with the TANF program.

2. The qualifications or strengths identified during the assessment process.

3. The barriers identified during the assessment process.

4. Clearly defined activities (core or non-core) necessary to achieve the primary goal of economic self-sufficiency for the family.

5. The location and the scheduled weekly hours for each activity.

6. Actions or steps that will help the individual follow through and/or fulfill the requirements of the activities.

7. Realistic time frames for completing each activity on the IEP.

8. Signature of the participant, Case Manager and supervisor.

Information about the available program resources must be discussed along with supportive service(s) needs and local employment opportunities. The recipient should be involved to the maximum extent possible.

1. Identification of Core Service Activity The Case Manager will discuss jobs generally available in the area, and identify a Core activity to meet TANF participation based on results of the WRA.

2. Partial Plan Completion If the CM is unable to identify a specific Core activity for an unemployed client at this point, the client may be referred to the job readiness or Employment Preparation Program (EMPP). Staffing should be completed while the client is attending these activities to identify additional Core activities.

3. Supervisory Review The TANF supervisor must review all IEP’S. The supervisor's signature on the IEP indicates that he/she has reviewed the Family Plan and approves of the IEP. Supervisory approval of the IEP ensures that a strategy for immediate employment, preparing for, finding, and retaining employment is consistent with the individual's career objectives and ability. This strategy should be included in the Family Plan. If the supervisor does not approve of the IEP, it should be revised and updated with the client.