Kevin E. Coughlin, Chairman of the Board
Barbara O'Neil, Director

Building Bridges between Employers and Skilled Workers

Mission

The Greater Lowell Workforce Investment Board (GLWIB) is a collaborative involving employers, educational institutions, labor groups, municipal and state officials, and community-based organizations that provides leadership, policy direction, and accountability for the local workforce development system.

By securing and allocating public and private funds for high quality, innovative, and collaborative workforce development programs, the GLWIB promotes a skilled and educated workforce, meets the workforce needs of employers, and supports and sustains economic development, business competitiveness, and job creation in Greater Lowell.

Who We Are

WIB Chairman Addresses the Board

The Greater Lowell Workforce Investment Board (GLWIB) is a private non-profit organization consisting of private business representatives, educational leaders, community based organizations, local and state agencies, economic and other workforce development groups.

Becoming a Youth Vendor:
Younger Youth (YY) Performance Measures

Ages 14 - 18 at Date of Participation

Performance Measure Definition Timing Requirements for Attainment Exclusions
Skill Attainment Percentage of skill goals attained by all in-school youth and out-of-school youth assessed to be in need of basic skills, occupational skills and work readiness skills. *At least one (and a maximum of three) goals must be set each year. **If a customer is assessed basic skills deficient, a basic skill goal must be set.
  1. Within 12 months of setting the goal AND
  2. Before customer exits.
 Out of school youth not in need of basic skills, occupational skills and work readiness skills.
Diploma Attainment Percentage of customers who attained a secondary school diploma or equivalent during the program or soon after exit. During program participation through 1st quarter (1-6 months) after exit.
  1. Youth who already have a diploma or equivalent upon entry into WIA;
  2. Youth in secondary school at exit (if these youth receive a diploma during the 1st quarter after exit, the customer receives credit for attaining the measure).
Retention Several months after exit, percentage of customers in any of the following:
  1. Post-secondary education;
  2. Advanced training;
  3. Employment;
  4. Military service;
  5. Qualified apprenticeships.
 During 3rd quarter (6-12 mos) after exit. Youth in secondary school at exit.

**Note: Any customers institutionalized/incarcerated or relocated to a mandated residential program at exit, customers exited for health/medical reasons or deceased, and customers called up for active duty who do not return to WIA are excluded from all performance measures.