Maximizing Job Development in the 21 st Century Sunday, June 1, 2008

Maximizing Job Development in the 21 st Century Moderator: Kim Coulter, Chief Operating Officer, JVS Toronto Maximizing Job Development in the 21 st Century June 1, 2008 Presenters: Carol Grady Vice President, Partnerships & Learning, JVS Boston Building Comprehensive Partnerships with Employers Suzanne Volpe Manager, Youth Services & Job Developer Training, JVS Toronto Developing Top-Level Employer Relationship Joe Cipolla Director, Corporate Employer Services, JEVS Jerry Tapley Director, Employment Services, JEVS Utilizing New Technology and Data

Maximizing Job Development in the 21 st Century June 1, 2008 Building Comprehensive Partnerships with Employers Presented by: Carol Grady Vice President, Partnerships for Careers & Learning JVS Boston

Building Comprehensive Partnerships with Employers Maximizing Job Development in the 21 st Century June 1, 2008 Share with you our project Share with you our outcomes Give to you our lessons learned Most importantly, what does this tell us about Employer Relationships?

Building Comprehensive Partnerships with Employers Maximizing Job Development in the 21 st Century June 1, 2008 U.S. Department of Labor Career Ladder Initiative The goals of the JVS Sectoral Initiative were: to identify and partner with Boston-area employers in high-growth industries address employer workforce development needs provide entry-level workers with the skills and education they require to advance

Building Comprehensive Partnerships with Employers Maximizing Job Development in the 21 st Century June 1, 2008 U.S. Department of Labor Career Ladder Initiative Sectoral Approach Two industries Sector Groups 6 employers Career Ladders Return on Investment Sustainability Lesson Learned

Building Comprehensive Partnerships with Employers Maximizing Job Development in the 21 st Century June 1, 2008 Participant Demographics Gender 80% female 20% male Education 8% less than High School Diploma 55% High School Diploma 12 % Bachelors 25% No response Race 42% White 32% Hispanic 15% Black 5% Asian/Pacific Islander 6% No response Age 17% (20-29) 23% (30-39) 22% (40-49) 15% (50-59) 23% No response

Building Comprehensive Partnerships with Employers Maximizing Job Development in the 21 st Century June 1, 2008 Employer Partners Harvard Vanguard Medical Associates multi-specialty medical group practice, 3,500 employees. East Boston Neighborhood Health Center is among the largest community health centers,800 employees. Radius Management Service, Inc. 2 skilled nursing facilities 1600 beds. These facilities employ approximately 300 individuals. Goddard House is a skilled nursing facility. Approximately 100 employees.

Building Comprehensive Partnerships with Employers Maximizing Job Development in the 21 st Century June 1, 2008 Services Delivered Career coaching Mentoring Program ESOL (English for Speakers of other Languages) Pre-College Preparation Computer Training

Building Comprehensive Partnerships with Employers Maximizing Job Development in the 21 st Century June 1, 2008 Goals 110 participants 80% receive a skills gain 80% meet one or more coaching goals 20% enroll in higher education 10% higher retention than employer Outcomes 182 participants 80% receive a skills gain 83% reached one or more coaching goals 23% enrolled in higher education -1%-83% higher retention than employer U.S. Department of Labor Career Ladder Initiative

Building Comprehensive Partnerships with Employers Maximizing Job Development in the 21 st Century June 1, 2008 U.S. Department of Labor Career Ladder Initiative More outcomes: 75% of participants had a wage gain 5% was the average wage gain 7% of participants received a promotion 462 instructional hours were delivered 302 coaching hours were delivered

Building Comprehensive Partnerships with Employers Maximizing Job Development in the 21 st Century June 1, 2008 Beyond the Outcomes… Sector Group Meetings Workforce Needs Analysis Internal Advisory Teams Customized Services Contextualized Curriculum Pre and Post Testing

Building Comprehensive Partnerships with Employers Maximizing Job Development in the 21 st Century June 1, 2008 Evolving Partnerships 24 months + business tripled = 20 employers, 500 employees (lessons learned, priceless)

Building Comprehensive Partnerships with Employers Maximizing Job Development in the 21 st Century June 1, 2008 Impact on Comprehensive Partnerships 1.The Approach 2.Industry Sectors 3.Initial Engagement 4.The Workforce Needs Analysis 5.Integration into the Employer 6.Scope of services

Building Comprehensive Partnerships with Employers Maximizing Job Development in the 21 st Century June 1, 2008 Lessons Learned… Our approach Employer Driven Business Case Outcomes Return on Investment Having resources opens the door

Building Comprehensive Partnerships with Employers Maximizing Job Development in the 21 st Century June 1, 2008 Lessons Learned… Sector Differences Culture of the industry Capacity for workforce development (staffing) Data available for ROI Sustainability Willingness to financially invest

Building Comprehensive Partnerships with Employers Maximizing Job Development in the 21 st Century June 1, 2008 Lessons Learned… Initial Engagement Board Member connections General Manager Executive Director Vice President HR Staff Operations Staff

Building Comprehensive Partnerships with Employers Maximizing Job Development in the 21 st Century June 1, 2008 Lessons Learned… Who is involved in the workforce need analysis? CEO Front line staff Supervisors and managers HR staff and training staff Multiple departments, cross functions

Building Comprehensive Partnerships with Employers Maximizing Job Development in the 21 st Century June 1, 2008 Lessons Learned… Integration into the organization Leader Facilitator Cheerleader Expert Task master Support staff Educator Negotiator

Building Comprehensive Partnerships with Employers Maximizing Job Development in the 21 st Century June 1, 2008 Lessons Learned… Scope of services… Traditional ABE/ESOL, Career Coaching, Pre-College, Pre- Employment Advanced Services Intermediary, HR Consultant, Educational Expert, Resource Developer

Building Comprehensive Partnerships with Employers Maximizing Job Development in the 21 st Century June 1, 2008 Multiple connections at one employer Inclusion in decision making meetings Multiple services at one employer Fee based services Advance services Sustainability conversations Return on investment conversations Shared reporting on outcomes

Maximizing Job Development in the 21 st Century June 1, 2008 Developing Top-Level Employer Relationships Presented by: Suzanne Volpe Manager, Youth Services & Job Development Training JVS Toronto

Developing Top-Level Employer Relationships Maximizing Job Development in the 21 st Century June 1, 2008 Canadian Retail Industry 3 rd largest industry in Canada by number of businesses 2 nd largest labour force in Canada Provides more than 12% of jobs in every community across Canada Key concerns: Labour shortage and turnover Store managers hardest position to fill Finding alternative recruitment strategies

Developing Top-Level Employer Relationships Maximizing Job Development in the 21 st Century June 1, 2008 The Retail Source Established in 2000 Funded by Ontario Works (Welfare) and United Way Train at-risk youth and adults with barriers to employment in retail sector 4 weeks in-class training, 2 weeks unpaid retail placement Supported by 1 trainer, 1 job developer

Developing Top-Level Employer Relationships Maximizing Job Development in the 21 st Century June 1, 2008 The Retail Source Curriculum: Customer service, effective communication Sales techniques, retail skills Operating a cash register Outcomes: 75% will gain employment after 2 week placement Of those, 70% will continue to be employed after 3 months Of those, 85% will continue to be employed after 6 months

Developing Top-Level Employer Relationships Maximizing Job Development in the 21 st Century June 1, 2008 The Retail Source – Marketing To participants: Social services networks, case workers, Employment Resource Centres, direct mailing to housing projects, Web sites, community newspapers To retailers: Job fairs, direct mail, outreach to national chains, Retail Council of Canada

Developing Top-Level Employer Relationships Maximizing Job Development in the 21 st Century June 1, 2008 Retail Council of Canada Value of membership: Access to retailers and HR contacts Industry presence Builds credibility Participate in industry events Insider’s view of industry

Developing Top-Level Employer Relationships Maximizing Job Development in the 21 st Century June 1, 2008 Employer Partnership Mark’s Work Warehouse Brand: Clothes that Work Customer demographics: years quality casual and business wear, outdoor apparel for men and women, work wear, and safety footwear 350 stores across Canada Aggressive expansion Owned by: Canadian Tire Corporation Brand: Goods for everyday use

Developing Top-Level Employer Relationships Maximizing Job Development in the 21 st Century June 1, 2008 Employer Partnership Mark’s Work Warehouse Challenge Staffing new urban location in downtown Toronto Previous urban expansions failed Other non-profit employment agencies provided untrained youth, not successful Associates need to meet high standards in product knowledge, multi-functional roles

Developing Top-Level Employer Relationships Maximizing Job Development in the 21 st Century June 1, 2008 Employer Partnership The Retail Source addressed challenges Built relationship with regional manager and store manager simultaneously Clear understanding of Mark’s needs Only offer retail trained candidates Participants have other life and work skills to enhance retail training

Developing Top-Level Employer Relationships Maximizing Job Development in the 21 st Century June 1, 2008 Employer Partnership The Retail Source addressed challenges Participant demographics 25 – 55 years Incorporated Mark’s standards into curriculum Selected participants for work placements who fit Mark’s brand Participants interested in retail career

Developing Top-Level Employer Relationships Maximizing Job Development in the 21 st Century June 1, 2008 Employer Partnership Success Stories 12 clients referred for job trial placements 100% completed their placement 100% offered permanent positions 83% completed 3 months probation 75% still employed, 1 as supervisor, 1 as team lead Other store locations looking to hire through The Retail Source

Maximizing Job Development in the 21 st Century June 1, 2008 Utilizing New Technology and Date Co-presented by: Joe Cipolla Director, Corporate Employer Services Jerry Tapley Director, Employment Services JEVS Human Services

Utilizing New Technology and Data Maximizing Job Development in the 21 st Century June 1, 2008 JEVS Human Services Our Job Placement Programs Career Solutions for serving older workers Career Strategies – serving displaced professionals and persons seeking career change Center for Customer Service Excellence – serving people seeking careers in retail and other customer service-based careers Center for New Americans – serving job seekers who are refugees or new immigrants College Strategies – serving students just entering the job market Employment Network - ?? Maximizing Participation Project – serving the hardest to place TANF recipients Northeast EARN Center –serving nearly 3000 TANF job seekers annually Orleans Technical Institute –Building Trades – serving graduates in electrical, plumbing, and other building trades –Court Reporting Institute – serving graduates seeking employment in Court Reporting or Closed Captioning Program for Offenders – serving newly released and soon to be released prisoners Retail Skills Center – serving people seeking careers in retail Work & Recovery Programs – serving persons with developmental disabilities who are seeking employment

Utilizing New Technology and Data Maximizing Job Development in the 21 st Century June 1, 2008 JEVS Human Services

Utilizing New Technology and Data Maximizing Job Development in the 21 st Century June 1, 2008 The Problem Multiple job placement programs and activities across JEVS, no connection to each other Inability to serve ALL hiring needs of employers Territorialism of job development Can’t market JEVS employment services to employers as a single product because it is NOT a single product

Utilizing New Technology and Data Maximizing Job Development in the 21 st Century June 1, 2008 The Solution A single point of access for ALL jobs developed at JEVS An online solution that is accessible by participants, job developers and management 24/7 A way of maintaining the integrity of Job Developer/Employer relationships

Utilizing New Technology and Data Maximizing Job Development in the 21 st Century June 1, 2008 THE JEVS Job Board

Utilizing New Technology and Data Maximizing Job Development in the 21 st Century June 1, 2008

Utilizing New Technology and Data Maximizing Job Development in the 21 st Century June 1, 2008

Utilizing New Technology and Data Maximizing Job Development in the 21 st Century June 1, 2008

Utilizing New Technology and Data Maximizing Job Development in the 21 st Century June 1, 2008

Utilizing New Technology and Data Maximizing Job Development in the 21 st Century June 1, 2008

Utilizing New Technology and Data Maximizing Job Development in the 21 st Century June 1, 2008

Maximizing Job Development in the 21 st Century Questions