Welcome to Workforce 3 One U.S. Department of Labor Employment and Training Administration Webinar Date: December 15, 2015 Presented by: Division of Strategic Investment U.S. Department of Labor Employment and Training Administration

2# Enter your location in the Chat window – lower left of screen

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Presenter: John Metcalf Title: Consultant Organization: Coffey Consulting Presenter: Michael Lawrence Title: Consultant Organization: Coffey Consulting 4#

5# At the end of the webinar, grantees will be able to identify key strategies to: Maintain focus on meeting program outcome goals Transition staff Help participants achieve their employment goals Sustain program continuation

6 Partner continuity leads to sustainability – Consider your network of partners Who are they as an organization and on a personal level? – Gauge the level of commitment of each partner to continue the work beyond the grant Do you operate with a Memorandum of Understanding (MOU)?

7 – Establish ongoing meeting schedules Face-to-face time is an important ingredient – Establish a communications strategy to “stay in touch” Both internal among partners and external with stakeholders – Continue to measure results to maintain a level of accountability Measure what is important to establish benchmarks for success

8# How would you rate your strength of partnership? – Strong – Good, but needs some work – Weak, and needs a new start

9 Effective Employer engagement is essential to reaching your grant outcomes – Employers are the demand generator while you are the supplier – Employers are looking for ways to fill their talent needs Your work is a big part of the talent pipeline that feeds the needs of employers

10 Consider these strategies if you have not already: – Create a forum of employers spotlighting the sector they are part of – Get to know owner/CEO of each employer – Be sure employers understand the timeframe during which you can provide candidates

11# Our relationship with employers is built around industry sectors? – Yes – No – Somewhat

12 # The issue is you have staff members who have been dedicated to the grant that is now winding down – The question is how do you transition their talent to other tasks?

13# Consider these strategies: – If they are part of your permanent staff, consider utilizing a portion of their time to maintain the grant’s work and keep them in the work flow – If they are tied to grant funding and are not permanent staff, consider additional funding sources to support their positions

14# - If they are part of the grant, but there are no additional funds available, consider transitioning them to other grant work - If they cannot be retained and they have provided excellent support, connect them to your network of partners to consider for hiring

15# Our staff transition considerations – Staff is permanent and Will Be utilized to maintain the grant’s work – Staff is permanent and Will Not be utilized to maintain the grant’s work – Staff is not permanent and Will Be redeployed to other tasks/organizations – Staff is not permanent and Will Not be redeployed to other tasks/organizations

16# Focus on employers that align to the sectors associated with your grant Also, consider transitioning participants along their career pathways to other partners

17# Consider these strategies to build a list of options: – Current community partners Staffing agencies and Community-Based Organizations American Job Centers – Expand to other work-based opportunities Apprenticeships, On-the-Job Training

18# How well are you aligning participants to their career pathway? – Very well – Fairly well, but needs strengthening – Not well at all

19# The American Job Center (AJC) is the flagship product of the local workforce board where talent meets job opportunities It is the place where all services are integrated to fill both the job seekers’ and employers’ needs AJCs provide a place for worker transition, a place for connection and for networking

20# You have a choice of two paths to move participants to employment – The first is to directly connect with employers who have bought into your mission, understand the quality of your participants, and are willing to hire

21# – The second is using your connection with the AJC to link the participant with employers’ job opportunities. – The AJC can: Assist in additional assessment, case management, and employment services Provide specialized services Customize services and opportunities

22# Strategies to Enhance AJC Connections Meet with AJC staff (both management and front line) and orient them to your program and your requirements Ask AJC staff to describe their participant and employer services and process and align your program to their needs Include AJC related materials in job seeker and employer placement efforts

23# Our relationship with the AJC can be described as: – Strong – Existent, but not where it should be – Non-existent, we do not utilize their services

24# Using the “Chat Box” please describe your biggest concerns with grant completion!!!

25# Resource Links –Apprenticeship –American Job Centers jobcenter.usa.gov

26# Expect a list of ideas, strategies, and effective practices from this session