Rapid Response Regulations Series #1: What is Rapid Response?

Posted 10/24/2017 9:32 PM by Jeff Ryan

Rapid Response is a unique program, and has a number of attributes that make it incredibly valuable. When writing the regulations under WIOA, we knew we needed to ensure a few things:

  • Retain and enhance flexibility
  • Promote layoff aversion
  • And build on what we know works 

 The result, we hope, are regulations that provide a comprehensive framework for operating successful programs in a way that promotes and encourages innovation and maintains flexibility to successfully manage economic transitions.

So, let’s start the Rapid Response regulations series by tackling a big question—what is Rapid Response? As anyone who has tried to describe the program to a family member over Thanksgiving dinner likely knows, this is not an easy question to answer.

First, here’s the text from the Final Rule (at Section 682.300(a)):

Rapid response…encompasses the strategies and activities necessary to:

1. Plan for and respond to as quickly as possible following an event described in § 682.302; and:

2. Deliver services to enable dislocated workers to transition to new employment as quickly as possible.

As we all know, Rapid Response plays a critical role in providing customer-focused solutions to both workers and businesses. This section of the Final Rule is intended to highlight a few of the most critical aspects of Rapid Response right from the very beginning; there are a few key phrases in these lines that are intended to encourage strategic planning, promote innovation and maintains the flexibility that has always enabled Rapid Response to successfully manage economic transitions:

  • “plan for”

  • “as quickly as possible”

  • “transition to new employment”

 These phrases, although brief, essentially form the basis for the entirety of the Rapid Response program:

  • We must be both strategic and operational

  • We must be prepared

  • We must be proactive

  • We must be focused on layoff aversion and rapid reemployment (another way to say this is that Rapid Response is not designed to be a recruitment tool for UI, but rather to prevent people from needing it wherever possible)

 When you read this section, what does it make you think? How do you react? Share your thoughts in the Comments below!

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Read Comments (1)

11/3/2017 6:18 PM by Curtis Wray

It depends upon the level where you are operating. At the strategic level is where the vision and mission is provided..at DOL. At the operational level, this is where the how to, the planning and policy are made and executed. So you left out a level...the tactical level, This is your tactical field operation, where your RR Coordinators and Practitioners operate. It is at this level where creativity, ideas, and innovation are achieved, because they do the work, and by doing the work, they see the problems and know the best practices. Example: I can only tell you how to make something better, by only first understanding how it works. Ideas are often thwarted or suppressed, because policy or a program is implemented without first asking "the doers." Pro-action is more art than science; it is more mindset than physical. Everyone interprets the word proactive differently and because of that, everyone thinks they are being proactive. Pro-action has to be clearly defined at the strategic level and be successfully planned and staffed at the operational level to find success at the tactical level. Layoff aversion is Rapid reemployment. They are not separate, but inextricably linked. Because funding is involved, UI and rapid reemployment present competing interests.

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Views: 220
Posted: 10/24/2017 5:32 PM
Posted By: Jeff Ryan
Posted In: Business Engagement Collaborative
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