Welcome to Workforce3 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
Where are you?
Enter your location in the Chat window – lower left of screen
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Moderator
Caroline M. Hertel
Division of Strategic Investment
Employment and Training Administration, Office of
Workforce Investment
United States Department of Labor
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Presenters
Presenter: John Metcalf
Title: Consultant
Organization: Coffey Consulting
Presenter: Michael Lawrence
Title: Consultant
Organization: Coffey Consulting
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Today’s Objectives
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
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Partner Continuity
• 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)?
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Partner Continuity
– 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
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Poll
• How would you rate your strength of
partnership?
– Strong
– Good, but needs some work
– Weak, and needs a new start
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Employer Engagement
• 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
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Employer Engagement
• 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
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Poll
• Our relationship with employers is built around
industry sectors?
– Yes
– No
– Somewhat
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Staff Transition
• 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?
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Staff Transition
• 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
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Staff Transition
- 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
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Poll
• 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
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Participant Career Pathways
• Focus on employers that align to the sectors
associated with your grant
• Also, consider transitioning participants along their
career pathways to other partners
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Participant Career Pathways
• 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
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Poll
• How well are you aligning participants to their career
pathway?
– Very well
– Fairly well, but needs strengthening
– Not well at all
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American Job Center
• 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
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American Job Center
• 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
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American Job Center
– 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
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American Job Center
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
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Poll
• 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
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Quick Question
Using the “Chat Box”
please describe your
biggest concerns with
grant completion!!!
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Resources
Resource Links
– Apprenticeship
https://21stcenturyapprenticeship.workforce3one.org
– American Job Centers
http://jobcenter.usa.gov
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Follow Up
Expect a list of ideas, strategies, and effective
practices from this session
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www.workforce3one.org