1. Follow-Ups and Excluded Exits
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4.   Follow-ups and Excluded Exits: getting the best performance possible Presenters: Janet Ray Suzy Mead Don Gatewood
Welcome to our webinar today:  Follow-ups and Excluded Exits – Getting the Best Performance Possible.  
I am Janet Ray, here along with my co-presenters and colleagues Suzy Mead and Don Gatewood who will also be presenting.    
Some of you may remember, we have done different versions of this webinar in the past.  Most recently we trained nearly 25 new Project Directors here at SSAI in October, and we've had similar webinars on this topic in the last year or two.  
For the newer PDs, it never hurts to hear new information more than once, and for those of you who have been around for a while, we're reviewing it again because increasing our performance in these areas is very important.  We know we can do better in this area, as we have with UE and MIN when we focused on it.    
It's important we have strong performance this year and really understand the concepts and best strategies because we know the concepts of these performance measures will carry over to the new performance measures when DOL releases them at some point next year.  Of course, it's always important to have strong performance because performance could affect our funding level in the future.  
We also know we have a lot of outstanding follow-ups – we don't get credit for those UEs unless the follow ups are done, and we need to be more proactive in managing exclusions.    

5. Why Is This Important?  
Performance can impact Congress and DOL funding decisions
PY2016 performance analysis was impacted by competition
PY2017 is first year of performance DOL will evaluate in next competition
Other reasons this topic is important now,
We know SCSEP and SSAI's overall performance could impact Congress and DOL funding decisions.  We heard in some news reports and the President's first proposed budget that said SCSEP was ineffective and should be eliminated.  So, again, we want to be sure our performance is as strong as possible to show SCSEP's effectiveness.  
As you know, SCSEP had major transitions between national grantees in the middle of PY16 as a result of the competition, so analyzing SCSEP performance data for PY16 is impacted.  
That means PY2017 is the first year of performance DOL will look at in the next competition, which could be in 2020.  
With that in mind, let's take a look at the agenda for today. 

6. Agenda SCSEP Performance Measures Excluded Exits
What triggers a follow-up
Tracking when follow-ups are due
What information is required for follow-ups
Best Practices to improve follow-ups
Questions
We'll start with a review of the performance measures we would like to improve 
We'll define excluded exits and the importance of capturing them
We'll do a review of follow-ups, what triggers them, when they are due, what information you need to collect to complete the follow-up and some best practices we know of, and hopefully we can hear some of your best practices
We will be breaking for questions several points during the presentation.  

7. SCSEP Performance Measures
Entered Employment, Retention and Average Earnings
The performance measures we are focusing on today are:
Entered Employment Rate which we sometimes call (EER)
Retention
Average Earnings

8. Entered Employment Rate
Definition:
The number of participants who are employed in the 1st quarter after the exit quarter divided by the number of all included participant exits during the same quarter
PY2017 Goal = 48%
Read definition
A 'placement' or UE alone is important, but it doesn't automatically result in Entered Employment.
The placement doesn't count toward EER unless the participant is employed during the first quarter after the exit quarter.  Even one day of work in the quarter will count, and it doesn't have to be with the same employer.  
Notice the word 'included' is in italics....that means all exited participants minus participants who exited with an exclusion.  Suzy will talk more about exclusions shortly.   

9. Entered Employment Rate
Formula:
Total number of participants employed in the 1st quarter after the exit
Total number of participants who exit during the quarter minus exclusions
Here is another way to look at the formula
Remember fractions—our numerator is the total number of participants employed in the 1st quarter after the exit quarter.  
Divided by:
Denominator –Total number of participants who exit during the quarter MINUS Exclusions

10. Entered Employment Example: 6 participants exited the program
3 were confirmed for employment in the 1st quarter after exit
Entered Employment Rate = 3 ÷ 6 = 50%
In this example....
There are no exclusions in this example 

11. Entered Employment Example: 6 participants exited the program
3 were confirmed for employment in the 1st quarter after exit
2 exits were 'excluded exits'
Entered Employment Rate = 3 ÷ 4 = 75%
Using that same example, we have 6 participants that exited the program.
Three were confirmed for employment in the 1st quarter after the exit quarter.  
But in this example, 2 of the 6 total participants that exited, exited with an exclusion.  So, the formula becomes 3 divided by 4 which results in 75% EER.  
You can see the big difference those 2 excluded exits made in the EER performance.  
You can see in this example, the number of excluded exits has a huge impact on your EER.  

12. Employment Retention Rate
Definition:
Retention in Unsubsidized Employment for six months.  
Of those who are employed in the 1st quarter after the exit quarter: the number of participants who are employed in both the 2nd and 3rd quarters after the exit quarter divided by the number of included participants who exit during the quarter
Retention—another important performance measure we need to improve upon.
Retention is defined as....
Of that group that were employed in the 1st quarter after the exit quarter...the number of participants who were also working in both the 2nd and 3rd quarters after they exited ….divided by the total number of participants who exit
Notice included  
Denominator is 'of those who entered employment'  

13. Employment Retention Rate
Of the participants that were confirmed for Entered Employment in the 1st quarter after the exit quarter:
Were they still working 6 months later?
PY2017 Goal = 76.2%
Employment Retention is another performance area we would like to improve on this year.  
Retention is defined as:  Of the participants that were confirmed for Entered Employment in the 1st quarter after the exit quarter, were they still working 6 months later?  
Our goal this year is 76.2%

14. Employment Retention Rate
What we know about Retention:
The relationship we build with participants over time contributes to success of this measure
Employment Retention begins with good Individual Employment Plans (IEP), which lead to good job matches
How can we get better at Retention?  
Your relationships with participants and employers is key to being successful in this performance measure.  Stay in regular contact with participants when they exit to offer support and help them address any challenges they may be having with staying with their job.  If you can, build a relationship with their employer so you can help troubleshoot any problems.
Of course, a good job match between the participants IEP goals, and the employers needs is more likely to lead to the participant staying employed over a long term.  

15. Average Earnings Definition:
Of those participants who are employed in the 1st, 2nd and 3rd quarters after the exit quarter: 
The total earnings in the 2nd quarter plus the total earnings in the 3rd quarter divided by the number of included participants who exited during the quarter
Successful Retention leads to success in the Average Earnings performance measure.  
Average Earnings looks at those participants that are employed for the 1st, 2nd and 3rd quarters after the exit quarter, and is their total earnings in the 2nd and 3rd quarters divided by the number of included participants who exited during the quarter. 
Notice the word 'included' in the defintion again, that means the number of participants who exit minus those that exited with an exclusion.    

16. Average Earnings Definition Continued:
This measure only looks at those individuals who are included in the retention measure
PY2017 Goal = $7,800
The Average Earning measure only looks at those participants who are included in the retention measure.  
Our goal for PY2017 is $7,800

17. For participants employed in 1st, 2nd and 3rd quarter after exit:
Average Earnings
Formula:
For participants employed in 1st, 2nd and 3rd quarter after exit:
Total earnings in 2nd quarter + total earnings in 3rd quarter
 Number of included participants who exit during the quarter
Here is another way to look at the formula for Average Earnings.  
It looks at those participants employed the 1st, 2nd, 3rd quarters after their exit quarter.   The total earnings for the 2nd and 3rd quarters after exit, divided by the number of included participants who exit during that quarter.  
It sounds complicated, I know, but SSAI has reports that can show you where you are with these performance measures.  

18. Retention at One Year
Of the participants that were confirmed for Entered Employment in the 1st quarter after exit:
Were they still working in the 4th quarter after exit?
Finally, we have Retention at One Year, which is looking at whether those participant that were confirmed for Entered Employment are still working in the 4th quarter after their exit quarter.  
Don will be going into more detail about all of these follow-ups in a little while, but basically, for example, if they exit in Q2 of this year, the 4th quarter after exit would be Q2 of next program year.  It's the same quarter as the exit quarter, but the next program year, which is one year later.

19. Why are these measures important?
The Common Measures--Entered Employment, Retention and Average Earnings--help compare SCSEP with WIOA and other workforce programs
To show SCSEP's effectiveness
These performance measures are important because these are the metrics Congress is looking at to determine if SCSEP is effective or not.  
We need to prove to Congress, and to provide data to skeptics that SCSEP is effective so funding will continue.   I think we all agree we want to be sure SCSEP continues.  

20. Why Now?
As we go through the program year, follow-up activity must be completed to get credit for PY2017
Must be entered in SPARQ regularly, before Quarter-End Close and before final Program Year-End Close
We decided to do this webinar again at this time because we still have a lot of outstanding follow-ups, and in order to get credit for PY2017 performance, you must complete the follow-ups.  
Follow-ups should be entered into SPARQ regularly as you are able to confirm the information, at least before the Quarter End Close, and before the final Program Year Close to get credit for PY2017.  

21. Let’s Take Some Questions/Comments
Raise Your Hand to Confer by Phone or Send Us a Note
That was a lot of definitions and formulas, so let's take a short break to see if there are any questions.  
If you have a question you can raise your hand and we'll connect you by phone, or you can send us a note.  
Any questions?  

22. Exclusions
Participants who exit for certain reasons can and should be excluded from the formulas used to determine the performance measures
Read slide

23. Exclusions
Both your number of Unsubsidized Exits and your included Exit total impact Performance Measures
Capturing Exclusions lowers the total number of exits, resulting in higher performance rates!
Read slide
As Janet explained earlier, 3 UEs out of 6 total exits is an EER of 50%, but if 2 of those exits can be Excluded, then the equation becomes 3 out of 4 total (or included) exits. That's an EER of 75%--much better! So you can see how important just a couple of exclusions can be!  
And this works not just for EER, but for the Average Earnings and Retention measures too. Remember, you can also capture an Exclusion that occurs after exit, when doing follow-up, for example.

24. Exclusions are Important
SSAI remains well below the average of National Grantees in Entered Employment Rate, Average Earnings and Retention (Common Measures)
SSAI also has the lowest percentage of Excluded Exits of any National Grantee, even though our  number of Unsubsidized Exits per Authorized Slot is similar
Not capturing Excluded Exits hurts SSAI's performance in the Common Measures
           
Let's talk about why Exclusions are important.
Read slide.

25. Percentage of Exits Excluded
PY2015 National Grantees
% of Exits Excluded
Experience Works
31.0%
SER Jobs for Progress
24.6%
AARP Foundation
23.5%
National Council on Aging
22.8%
National Grantee Average
26.5%
Senior Service America
19.5%
This table shows the % of exits that were excluded for the 5 largest national grantees, and the National Grantee Average for PY2015 (PY2016 data could not be analyzed due to competition transfers)
SSAI was 7% below the national average.
While this may not seem like a high number, it represents nearly 200 exits.
In PY2016 SSAI did not meets its goal for Entered Employment.  With exclusions at the National Average, SSAI would have met this performance goal.

26. To Recap:
Continuing to meet UE goals AND capturing Excluded Exits are both critical to improving Entered Employment Rate, Earnings and Retention
Exclusions can be documented at exit or during follow-up
Read slide

27. Exclusions include: Health or medical reasons
Family health or medical reasons
Institutionalized
Deceased
Over-Income, Voluntary and Durational Limit exits cannot be excluded
There are four types of Excluded Exits (Read 4)
Note some common types of Exits do not qualify for Exclusion! (Read bullet)
Let's examine each of the 4 Exclusion types more closely.

28. Exclusions 1.) Health or medical reasons
Participant’s health prevents them from working
Expected to last for at least 90 days
Approved Breaks for health beyond policy
Dig deeper: Is a Voluntary Exit really for Health? If so, it qualifies as an Excluded Exit!
Health or Medical Reasons:
For this Exclusion, one scenario is a participant whose health is expected to prevent them from working for at least 90 days.
Another scenario is a participant who is on an Approved Break for Health beyond what policy allows 
We encourage you to dig deeper to uncover hidden Exclusions for Health. For example, If the real reason behind a "voluntary exit" is health-related, then this exit qualifies for an exclusion. So, before you mark Voluntary, consider this, because the reason for the Exit matters! 

29. Exclusions 2.) Family health or medical reasons 3.) Institutionalized
Participant is caregiver for an ill family member
Expected to last for at least 90 days
3.) Institutionalized
Nursing home, jail, or a mental health or substance-abuse facility 
Expected to remain for at least 90 days
Read #2
Participant is Institutionalized: The institution could be a...

30. What If….
What if a participant exits for health, but you later find out they are working?
Could qualify for Entered Employment if the employment occurred within the first 90 days after the participant’s exit.  If so,
Correct exit reason in file and in SPARQ
Capture UE
Read slide
As I mentioned above,  Exits for Health and Institutionalized are based on the EXPECTATION of a duration of 90 days. If someone becomes employed before 90 days, then that expectation wasn't met, so the reason can be corrected to Voluntary, the Exit is no longer Excluded and the UE can be counted

31. Exclusions
4.) Deceased
Participant dies while on the program or during the follow-up period
Check obituaries
Emergency contacts
Read through red bullet
We are not trying to be morbid here! By regularly checking obituaries, you may learn of an exited participant's death. Likewise, when an exited participant is MIA, by contacting their Emergency Contacts, you might learn the participant has passed away. In this way, you not only may discover Excludable Exits, but you will also create the opportunity  to offer condolences.
This can be a recurring duty for a participant staff if you are lucky enough to have one.

32. How to Capture Exclusions
Mark type of Exclusion on the Exit Form and enter in SPARQ
Document with Self-Attest form or 3rd Party Attest form (on SSAI Partner’s Page and in Appendix II of PPM)...or with a case note
Read slide
Remember, the Exit form itself does not constitute documentation, so let's look closer at options for documenting exclusions.

33. Options for Documenting Exclusions
One Self-Attest form for three Excluded Exit types
Or, separate Self-Attest forms for each of those three Excluded Exit types
Third-Party Attest form for all four Excluded Exit types
Check Data Validation Handbook for required documentation
Read Bullet 1--Self-Attest doesn't cover the fourth reason—deceased!
Read bullets 2 through 4 (It' also listed right on the Exit form—in the Tip boxes.) 

34. What If….
What if a participant on LWOP for Health, Family Care or Institutionalized was originally an Exit for Cause because he didn't return by the agreed upon time?
Could qualify for an Exclusion rather than an Exit for Cause
If sufficient documentation was obtained, correct exit reason in his file and SPARQ
If documentation at the time of LWOP or exit is insufficient, you can still document the exclusion after the exit
Read slide
This is similar to the case of the Voluntary exit we talked about which may actually be an Exit for Health

35. Let’s Take Some Questions/Comments
Raise Your Hand to Confer by Phone or Send Us a Note
Read

36. What Triggers a Follow-Up?
Policy 500.G
Once a participant exits the SCSEP program, the project sponsor must carry out at least one follow-up to capture Entered Employment
For participants that remain employed, at least two additional follow-up activities are required to ensure that the performance measures of Average Earnings and Retention are appropriately credited
Getting the job is the first goal, but follow up is required for you to get the credit.  In addition to the quarter after exit follow up.  There are two other follow ups that capture both earnings and retention.  With these, you get additional credit.

37. Three Follow-Ups Follow-Up Captures Performance For
Activity Period Covered
Reporting Period
Suggested
Scheduled Follow –Up Date 1
Entered Employment
1st quarter after exit
1st quarter after exit quarter
1st day of 1st quarter after exit quarter 2
Retention and Earnings
2nd and 3rd quarter after exit quarter
4th quarter after exit quarter
1st day of 4th quarter after exit quarter 3
Retention at 1 Year
The first follow up is the first quarter after exit
The second and third follow up is the 4th quarter after exit (the one year mark).
The second follow up looks at the second and third quarter after exit.
The third follow up looks at the fourth quarter after exit.

38. SPARQ Follow-Up Reports
To ensure that you stay on schedule, you can generate a SPARQ report by going to management reports.  Look under the follow ups category and click on pending and displayed by quarter.

39. SPARQ Follow-Up Reports
Pending Follow-Ups
Sorted alphabetically by the participant’s name
Pending Follow-Ups, displayed by quarter (recommended view)
Grouped by scheduled follow-up date, then alphabetically by the participant’s name

40. SPARQ Follow-Up Reports
Report output options:
Print report from SPARQ
Export report into Excel
Tip – How often?
Check your Follow-Up Report monthly

41. Follow-Up 1: Credit for Entered Employment
Focuses on the Entered Employment rate and employer customer satisfaction.
Can be entered in the 1st quarter after exit
Verification of any wages received in the 1st quarter after exit
After a participant has officially entered employment, complete the first follow-up using the SCSEP Unsubsidized Employment Form and enter the data into SPARQ
Enter the 1st quarter after exit and be sure to complete this information on the Unsubsidized Employment Form.

42. Follow-up 1: What data do you need to collect?
26. *90-day date _______________________________ (MM/DD/YYYY)
27. Has the participant returned to program within the first 90 days after exit? Yes No
27a. Has the participant re-enrolled in SCSEP within the first 90 days after exit? Yes No
28. Follow-up 1:
a. * Scheduled date:_______ (MM/DD/YYYY)
b. Completed date: _______ (MM/DD/YYYY)
c. Any wages for first quarter after exit quarter?  Please also indicate method of verification
No wages
Yes, supplemental through case management, participant survey, and/or verification with the employer 
Unable to obtain information
Excluded  (Check Reason)
* No data entry in SPARQ. Field is system-generated.
Read the slide.
28c. vi  DV TIP:
Self-attest form, secure pay stubs, written statement of earnings from employer, or detailed case notes to validate.

43. Follow-Up 2: Credit for Retention and Average Earnings Performance Measures
Focuses on both Retention and Earnings
Only entered if there was a successful Follow-Up 1, meaning participant was working in 1st quarter after exit
Can be entered in the 4th quarter after exit
Verification of wages received and total amount of earnings for each of the 2nd and 3rd quarters after exit
Complete by using the SCSEP Unsubsidized Employment Form and entering the data into SPARQ
Retention and earnings are the focus.  of course you only have to do this if you completed follow up one.  This information can be entered the fourth quarter after exit.  You willl need to verify wages by timesheets, s, case notes.   You will need to input this information on the UE Form and enter into SPARQ.
In SPARQ you will be asked salary. While some folk may make hourly rate, it is important to do the math and actually include the full amount earned.

44. Data for Follow-up #2
29.
a. *Scheduled date: _______________________________ (MM/DD/YYYY)
b. Completed date: _______________________________ (MM/DD/YYYY)
c. Any wages for second quarter after exit quarter?  Please also indicate method of verification:
No wages
Yes, supplemental through case management, participant survey, and/or verification with the employer 
Unable to obtain information
Excluded  (Check Reason)
d. If yes, earnings for second quarter after exit quarter $_______
29c. vi  DV TIP:
Self-attest form or secure pay stubs, written statement of earnings from employer, or detailed case notes to validate.
Here is where the EXCLUSION should be documented if found.
29d.  DV TIP:
Earnings information must come from pay stubs, or a written statement from the employer, or case notes based on information from the employer. .

45. Data for Follow-up #2 (cont’d)i. 29
e. Any wages for third quarter after exit quarter? Please indicate method of verification
No wages
Yes, supplemental through case management, participant survey, and/or verification with the employer 
vii. Unable to obtain information
viii. Excluded  (Check Reason)
29e. 2.  DV TIP:
Self-attest or secure pay stubs, written statement of earnings from employer, or detailed case notes to validate.
Where you input information on UE form.
f. If yes, earnings for third quarter after exit quarter $____________________
29f. DV TIP:
Earnings information must come from pay stubs, or a written statement from the employer, or case notes based on information from the employer.

46. Follow-Up 3: Additional Indicator of Retention at One Year
Focuses on Retention of Unsubsidized Employment at one year after program exit
Only completed if Follow-Up 2 was successful (wages received in both 2nd and 3rd quarters after exit)
Can be entered in the 4th quarter after exit
Verification of any wages received in the 4th quarter after exit
As with the previous two follow-ups, use the SCSEP Unsubsidized Employment Form, then enter the data into SPARQ
The third follow up focuses on retention and should be Entered the 4th quarter after exit.  This effort should be noted on the UE Form and in SPARQ.

47. Follow-up #3: What data do you need to collect?
a. * Scheduled date:_______ (MM/DD/YYYY)
b. Completed date: _______ (MM/DD/YYYY)
c. Any wages for fourth quarter after exit quarter?  Please also indicate method of verification
No wages
Yes, supplemental through case management, participant survey, and/or verification with the employer 
Unable to obtain information
Excluded  (Check Reason)
* No data entry in SPARQ. Field is system-generated.
30c. 2. DV TIP:
Self-attest or secure pay stubs, written statement of earnings from employer, or detailed case notes to validate.

48. Entering Follow-Up Information

50. Follow-Ups Summary
Recorded on Unsubsidized Employment Form/SPARQ Placement Page
Required for all participants who exit into Unsubsidized Employment or have a Placement After Exit
Follow-up for participants who exit for Other Reasons may help capture Entered Employment/Employed After Exit
Follow-up is a must if you want your project to get credit for Entered Employment in performance measures
Follow up is a must to get credit for EER.  Record all follow ups in SPARQ and in UE FORMS and it required for all participants who exited for employment.
Even if participant exit for other reasons, by following up we can possibly learn about UE.

51. Follow-Up Practices to Improve Results
Stay up-to-date on who needs a follow-up: Review SPARQ “Pending Follow-Up” Management Report to ensure timely follow-up and no rejected records
At Participant Orientation, discuss the purpose of follow-ups once they later find Unsubsidized Employment
Get an Authorization for Release of Information Form signed
Ensure you have the correct employer information in SPARQ for future follow-up
Remember to view SPARQ pending follow up regularly to stay on top.  Make sure participants are aware of follow ups during orientation and have them sign a release form that authorizes you to follow up.  having the correct employer information will help your follow ups be smooth.

52. Follow Up Practices to Improve Results
Do a site visit to conduct the follow up, especially for the first follow up
Tell participant that it is not only about getting this data, but this it is an opportunity to check in and find out if you can assist them with supportive services that help ensure their success
Review the process again when a participant is deemed job ready
Include on agenda at participant and host agency supervisor meetings.
Onsight Visit for follow ups
Help participant see that this benefits them in keep the job (possibly)
Remind participant of this process when the job search process begins
Include on Agendas with participants.

53. Follow Up Practices to Improve Results
Send a letter of congratulations to participants when they are hired
Send a letter of congratulations to the host agency or for-profit employer supervisor when a participant is hired
Touch base with participant every 7-10 days in the first 30 days to ensure a placement after 30 days
Contact again at two or three months to ensure six-months retention
When calling, ask the SCSEP alumnus if there are any job leads too!
Indicate to them again that you will be following up for a number of reasons: To collect the latest information regarding their wages for the Dept of Labor. State that DOL wants to ensure that participants find success through employment which illustrates a participant is staying engaged within the community and continuing to work towards self sufficiency. Further, say that you will ask them how it’s going, what is working and what challenges are they facing so that you may try to assist.
If problems arise, they often occur during this time frame (30-90 days) Regular follow-up can identify problems and give staff an opportunity to initiate actions to deal with them before a former participant is terminated or leaves a job.
Let them know that you would be reaching out about 3 times (?) over a period of 18 (16?) months and will look forward to catching up and seeing if their wages have changed in any way.
Include a handwritten note of congratulations to both participant and supervisor to add a personal touch. Indicate in both letters about the follow up of the SCSEP alumni’s progress that will occur.

54. Follow Up Practices to Improve Results
When calling or visiting the SCSEP employer, continue to promote goodwill and inquire about future job prospects
Ask the employer if there is anything you can do to help with the participant’s success (In the congratulatory letter, include this as one reason for following up)
When doing a follow-up with the employer, let them know when you will be following up again and send them an
Consider making the next follow-up appointment during your current follow-up call
Inquire about future job opportunities
Ask if there is anything else you can do to help with organizational success
Consider making future appointment during your visit

55. Distinguish Between SCSEP Performance and Data Validation
Data in SPARQ is what counts for performance
If you are unable to obtain sufficient documentation to meet Data Validation requirements, providing partial documentation of true/accurate information may satisfy Performance requirements
Data integrity remains important – only input what is true
Sometimes, despite your best efforts, you cannot obtain documentation but are confident that your information is true and accurate. By entering such data in SPARQ, backed by the documentation you are able to  provide, along with an explanation of your efforts to obtain further documentation, you more accurately represent your performance than if you left out the data because you cannot document it. Let's look at an example on the next slide.

56. Distinguish between SCSEP Performance and Data Validation
Example:
Data Validation Handbook indicates that you must obtain documentation of earnings for entire quarter and cannot estimate based on hourly rate and average hours per week
If you aren't able to obtain documentation for entire quarter, but are able to obtain several pay stubs, enter the estimated wages based on what you were able to obtain, and use detailed case notes to explain 
While this may not meet the data validation requirements completely, entering the estimate is a more accurate representation of the outcome for this participant than not reporting her earnings
Read slide
And just a reminder, when entering earnings, enter the total amount earned over the entire quarter, not the hourly wage. And never enter zero because the amount is unknown or undocumented—these errors really mess up the data!
Next, we'll look at Due Dates and Next Steps

57. Due Dates for PY2017 Q2 Close Next Steps:
Deadline to enter CSA Hours, clear rejects and complete follow-ups for PY2017 Q2 will be in late January/early February
SSAI will notify you of the exact quarter close date once we are notified by DOL
Janet 
Here's a quick heads up about upcoming due dates and next steps.  
The Quarter 2 close will be in late January/early February so you need to enter your CSA hours, clear rejects and complete any outstanding followups.  
SSAI will notify you of the exact quarter close date once we are notfied by DOL.  

59. PY2017 Webinar Series Recertification Late January/Early February
Shouting Our Story: Older Americans Month Early April
New SCSEP Performance Measures TBA
Curtailing Your Workers’ Compensation Costs Early June
Updating Your MIN Characteristics Mid/Late June
Janet
We hope you have enjoyed and learned from our webinar today.  Thank you for your questions and sharing.  
We have outlined a schedule of upcoming webinars you can look forward to:
Late Jan/early Feb – we always review Recertification processes and procedures.
Early April, in anticipation of Older Americans Month in May, we'll have a webinar about Shouting Out our SCSEP story.
We know we'll be learning about some changes to the current performance measures at some point before the end of the program year. 
We've heard from many of you about the increase in Workers' Compensation Costs, so we'll have a webinar in early June to talk about ways to curtail those costs.  
Also, since everyone is required to update the MIN characteristics in July and August, we'll have a webinar in mid to late June to discuss those updates. 

60. Questions After This Webinar?
Contact Your Program Officer, or: or
Call: or
Open a case via SSAI Connect
Janet
If you have further questions, please contact your Program Officer, or