1. Arras, Inc. CWLA CONFERENCE June 2002 WORKSHOP E-4 SHAPING A NEW FUTURE FOR OUR PROGRAMS

2. Arras, Inc. CWLA CONFERENCE June 2002 Today’s Topics: Our Workforce Who’s working for you? Who’s out there? The public, private sector picture A new look for the future The new workforce project

3. Arras, Inc. CWLA CONFERENCE June 2002 Graying of the American Workforce Too few people to replace the “boomer” generation of 76+ million More people leaving the workforce earlier More people unwilling to work ever- longer hours for large organizations

4. Arras, Inc. CWLA CONFERENCE June 2002 “Boomer” General Characteristics As a cohort compared to previous generations, they are generally: Living longer and healthier lives Greater affluence with more options for work, learning and leisure Better educated and more knowledgeable Higher expectations

5. Arras, Inc. CWLA CONFERENCE June 2002 “Traditional” Retirement Childhood Adulthood Late Adult

6. Arras, Inc. CWLA CONFERENCE June 2002 Third Half of Life: A New Definition of Aging “As life expectancies have steadily grown over the past century, these individuals now can expect to live an additional 30 years, years that are added to the middle of one’s life, not to the end.” from Jack and Phoebe Ballard, Turning Points: Create Your Path Through Uncertainty and Change (2002) and Beating the Age Game: Redefining Retirement (1994).

7. Arras, Inc. CWLA CONFERENCE June 2002 New Trends in the Boomers’ “Third Age” Motivated to: Use their knowledge, skills, assets productively Have better balance between work, learning and leisure Find meaning and passion-give back (Returnment™) Childhood Adulthood Late Adult

8. Arras, Inc. CWLA CONFERENCE June 2002 Six Key Values of Boomers A sense of belonging Giving something back Taking risks Entitlement Expectations of a good life Experimentation from James Gambone, ReFirement: A Boomer’s Guide to Life After 50 (2000)

9. Arras, Inc. CWLA CONFERENCE June 2002 Boomers Giving Back AARP/ RoperASW Survey (2001)* 6 in 10 wished they had a more socially meaningful life “Financially stable and having reached a comfortable level of well-being, we realize we have a responsibility that goes beyond our own life and our own family, and we seek meaning by helping other people.” 8 in 10 wished they could do good deeds for other people “This is how we felt when we were younger, and we haven’t lost our commitment to social responsibility.” *National telephone survey of 2118 Americans aged 18+, and an additional 1071 Americans post September 11.Boomers here means “leading edge” boomers aged 45-54.

10. Arras, Inc. CWLA CONFERENCE June 2002 Returnment™ Returnment (ri tėrn΄ mәnt), n. 1 the act of giving back or returning in some small way what the world has given you 2 as an alternative to retirement.

11. Arras, Inc. CWLA CONFERENCE June 2002 Work As Service “The purpose of life is to serve and to show compassion and the will to help others. Only then have we ourselves become true human beings.” Albert Schweitzer

12. Arras, Inc. CWLA CONFERENCE June 2002 Meaning and Purpose “Having a meaning and purpose in our lives is our number one need. If we don’t have any sense of meaning, if we can’t point to any purpose beyond our narrowly defined self-interest, all the power and prestige in the world will still leave us hollow and incomplete.” Ralph Ahlberg

13. Arras, Inc. CWLA CONFERENCE June 2002 Workforce Comparisons Private Sector Public Sector Non-Profit Sector

14. Arras, Inc. CWLA CONFERENCE June 2002 Private Sector Pros –Fast moving –Higher salaries –Career advancement –Good training –Flexibility Cons –Social conscious –Stability –Location

15. Arras, Inc. CWLA CONFERENCE June 2002 Public Sector Pros –Benefits –Stability Cons –Slow moving –Bureaucratic –Non Creative Neutral –Salary

16. Arras, Inc. CWLA CONFERENCE June 2002 Non Profit Sector Pros –Personal fulfillment –Numerous Opportunities Cons –Salaries –Promotional opportunities –Training/Development –Certification requirements

17. Arras, Inc. CWLA CONFERENCE June 2002 Using Partnership to Create Options The Model

18. Arras, Inc. CWLA CONFERENCE June 2002 Step 1: Choosing Your Partners Trust Building Establish Your Goals Establish Your Values There are Four Primary Components to the New Step 2: Laying the Groundwork Formalize the “Partnership Team” Meet with Important Players Establish Formal Agreements

19. Arras, Inc. CWLA CONFERENCE June 2002 Step 3: Starting Out Mutual Investment Parallel Systems New Systems

20. Arras, Inc. CWLA CONFERENCE June 2002 Morrison Center Child & Family Services Sec. 501(c)(3) Jay C. Bloom, President/CEO Arras Sec. 509(c)(3) Sec. 509(c)(3) Supp. Org Service Organization Performs HR & Financial functions for two member organizations & selected others Barb Hutsell, Executive Director Janus Youth Programs Sec. 501(c)(3) Dennis Morrow, Executive Director 17 million operating budget 1.9 million operating budget 9 million operating budget Children’s Campus at Edgefield Counterpoint Day & Residential Svcs. Eastwind Community & Family Ctr. Edgefield Children’s Services MESD’s Arata Creek School Children’s Land Trust Sec. 501(c)(3) Dennis Morrow, Executive Director Purpose is to develop land & property for children’s services Youth Employment Institute

21. Arras, Inc. CWLA CONFERENCE June 2002 Step 6:

22. Arras, Inc. CWLA CONFERENCE June 2002 Step 4: The Challenges You Want To Do What? What’s A MEWA Anyway? You Took Away My Vision Benefit!!!

23. Arras, Inc. CWLA CONFERENCE June 2002 Step 5: The Rewards Decreased Administrative Overhead Increased Opportunity for Staff Development Increased Overall Employee Benefit Package Improved Contracting Success Expanded Community Opportunity New Partners

24. Arras, Inc. CWLA CONFERENCE June 2002 Step 6: The Ongoing Work Value Added Maintaining the Relationships Bracing for Ongoing Change Charting the Future

25. Arras, Inc. CWLA CONFERENCE June 2002 The Eight I’s of Successful Partnerships Individual Excellence: Partners are strong in their own right. Interdependence: Partners have complementary assets and skills. Importance: The relationship fits major strategic objectives of the partners, so they care about making it work. Investments: Partners invest in each other. Information: Partners share information required to make the relationship work. Institutionalization: The relationship is give an formal status. Integration: Partners develop linkages and shared ways of operating. Integrity: Partners behave toward each other in honorable ways that justify and enhance mutual trust. Rosabeth Kanter ‘Collaborative Advantage” Harvard Business Review 1994

26. Arras, Inc. CWLA CONFERENCE June 2002 Arras New Workforce Initiative Workforce Initiative –Workforce Recruitment –Workplace Redesign –Lifework Learning Center –Model Evaluation and Replication

27. Arras, Inc. CWLA CONFERENCE June 2002 Workplace Redesign New models of employment that support the changing workforce, such as flex-time, part-time shifts, job-sharing, and project and time-limited /seasonal work Flexible compensation and benefit offerings to meet the needs of a diverse workforce with possible different needs Training programs, i.e. orientation, supervisory and management skills, diversity awareness, that prepares the current organizational culture to welcome and effectively integrate the new workforce

28. Arras, Inc. CWLA CONFERENCE June 2002 Workplace Redesign (cont.) Legislative and regulatory changes that permit the use of non-credentialed/non- licensed workers under appropriate supervision. Alternative treatment protocols such as intergenerational treatment or specialized treatment models based on diversity of clients and staff.

29. Arras, Inc. CWLA CONFERENCE June 2002 Workforce Recruitment Comprehensive, outreach innovative recruitment strategies designed to attract the experienced worker/volunteer. –Comprehensive advertising, recruitment, communication programs that reaches target workforce and educates them about flexible and meaningful employment/volunteer opportunities in the non-profit human services sector.

30. Arras, Inc. CWLA CONFERENCE June 2002 Workforce Recruitment (cont.) –Linkages with area corporations, employee groups, retirement associations, civic clubs, and volunteer organizations to market employment and volunteer opportunities to target workforce. –New media technology to screen, assess, and match interested employees with employment and volunteer opportunities

31. Arras, Inc. CWLA CONFERENCE June 2002 Lifework Learning Center A comprehensive training and education center that builds organizational employee competency and capacity through skill- building courses in traditional classroom settings and through distance learning channels.

32. Arras, Inc. CWLA CONFERENCE June 2002 Lifework Learning Center (cont.) Training programs assure that workers, incumbent and new, older and young, inexperienced and experienced, continue to add value to the organization, and build an ethic of lifelong learning into the organizations.

33. Arras, Inc. CWLA CONFERENCE June 2002 Lifework Learning Center Strategies Linkages with local community colleges to establish credited coursework and degree. tracks as well as distance learning channels. Eight week new employee training (internship) program. Training/professional development courses for supervisors to assure high quality supervision/coaching of staff.

34. Arras, Inc. CWLA CONFERENCE June 2002 Lifeworks Learning Center Strategies (cont.) On-going training in the core competencies needed in the delivery of service to children, youth and families using national standards and best practices models (North American Certification Projects). Team-building strategies including mentors and support groups for the new workforce. Leadership development training programs to develop future organizational leaders. Expanded use of distance learning technology.

35. Arras, Inc. CWLA CONFERENCE June 2002 Model Evaluation and Replication Track impact of model and disseminate results. –Advisory Council of target workforce from the community to stimulate creativity and inclusiveness throughout the project; evaluate project impact. –Track impact using the following indicators: –Rate of turnover –Employee satisfaction –Average length of employment/service –Length of vacancies –Diversity of employees –Rate of employment of Lifework Learning Center