P R E S E N T E D B Y

BUILDING THE CALIFORNIA HEALTHCARE WORKFORCEAn Apprenticeship Working Session

East Bay Health Workforce Partnership

California Apprenticeship

JFF’s Center for Apprenticeship & Work-Based Learning

P R E S E N T E D B Y

BUILDING THE CALIFORNIA HEALTHCARE WORKFORCEAn Apprenticeship Working Session

East Bay Health Workforce Partnership

California Apprenticeship

JFF’s Center for Apprenticeship & Work-Based Learning

Hi, I’m

BOB REDLOExecutive Director, East Bay Health Workforce Partnership

CALIFORNIA WELCOME

9:00 - 10:00 am Registration, Networking, Coffee

10:00 - 10:10 am California Welcome

10:10 - 10:40 am Setting the Stage: Apprenticeship Opportunities in Healthcare

10:40 - 11:40 am Panel: Voices of Industry

11:40 - 12:30 pm Panel: Navigating Apprenticeships in California

12:30 - 12:45 pm Lunch

12:45 - 1:30 pm Luncheon Panel: Role of Intermediaries in Apprenticeship

1:30 - 2:45 pm Consultancy Sessions

2:45 - 3:00 pm Closing Remarks and Next Steps

JOHN DUNN ERIC SELEZNOW

Assistant Secretary for Apprenticeship and Worker Training, California Labor and Workforce

Development Agency

Senior Advisor, JFF

APPRENTICESHIP OPPORTUNITIES IN HEALTHCARESETTING THE STAGE

P R E S E N T E D B Y

SETTING THE STAGE FOR HIGH-QUALITY WORK-BASED LEARNINGBuilding the California Healthcare Workforce

Eric Seleznow, Senior Advisor, JFF

Center for Apprenticeship & Work-Based Learning

October 30, 2018

THANK YOUFOR YOUR GENEROUS SUPPORT

Hi, I’m

ERIC SELEZNOW

Eric M. Seleznow is a senior advisor and directs JFF's Center for Apprenticeship & Work-Based Learning. He works to further the organization’s goals of advancing innovative workforce policy and programs. Mr. Seleznow is contributing to the organization’s work on apprenticeship, reentry, and sector strategies.

Senior Advisor

The American labor market is broken. Our rapidly changing economy demands skilled and adaptable workers, but many people lack the education and training employers require. JFF is transforming the workforce and education systems to accelerate economic advancement for all.

JFF designs innovative solutions, scales proven programs, and influences industry action and policymaking to drive the most transformative impact.

CENTER FOR APPRENTICESHIP & WORK-BASED LEARNINGCenter4Apprenticeship.jff.org

FEDERAL INVESTMENTS

• American Apprenticeship Initiative

• State Accelerator grants

• State Expansion grants

• Contracts to Intermediaries

• $150m current DOL FOA

• $160m proposed for 2019

Since 2015, the Federal Government has invested $503m to fund:

WORK-BASED LEARNING STRATEGIES• On-the-Job Training (OJT)• Customized Training• Incumbent Worker Training• Work Experiences and Internships• Transitional Jobs

TYPES OF

• Registered Apprenticeship• Non Registered Apprenticeships• Industry Recognized Apprenticeships (new)• Pre-Apprenticeship

WORK-BASED LEARNING

1. Support entry and advancement in a career track

2. Provide meaningful job tasks that build career skills and knowledge

3. Offer compensation

4. Identify target skills and how gains will be validated

5. Reward skill development

6. Support college entry, persistence, and completion

7. Provide comprehensive student supports

7 PRINCIPLES OF

WORK-BASED LEARNING?WHAT IS

Exposes participants to the world

of work

Strengthens academic learning

Exposes participants to a career

field

Enhances professional

skills

Provides a temporary or permanent

job

APPRENTICESHIP: QUALITY, RIGOR, STANDARDS• Paid employment with wage increases commensurate with skill gains• Structured on-the-job learning supervised by a qualified mentor, and typically a

year or more• Related training and instruction that complements on-the-job learning• Ongoing assessment of skills development• Culminating in a recognized postsecondary credential

BENEFITS TO PARTICIPANTS

BENEFITS OF WORK-BASED LEARNING

• Develop professional and career-track skills

• Gain real-work work experience

• Earn postsecondary credentials that match employer expectations and needs

BENEFITS TO EMPLOYERS

BENEFITS OF WORK-BASED LEARNING

• Employees have the information and skills needed to make informed job

and long-term career choices

• Reduced turnover – excellent

retention

• Greater productivity

• Lower costs

WORK-BASED COURSES

Key features:

• Integrates the classroom and workplace by formalizing instruction that happens during work• Reflects the unique production needs of a company because teaching happens on the job• Fulfills program requirements for a community college certificate or degree• See www.jff.org/workbasedcourses

An innovative way to bring college to the production line by using the job as a learning lab

V I S I T U S T O D A Y A T J F F. O R G

THANK YOU!Center4Apprenticeship.jff.org

Hi, I’m

JOHN DUNNAssistant Secretary for Apprenticeship and Worker Training,

California Labor and Workforce Development Agency

SETTING THE STAGE: CALIFORNIA

GOVERNMENT PARTNERS

CA Future Health

Workforce

LWDA

DAS

CWDB

DCAETP

CCCCO

ROCP

APRIL 2018’S WORKFORCE EXCELLENCE AND SUSTAINABILITY FOR HEALTHCARE SYMPOSIUM

v The building trades ensure adequate workforce pipelines by maintaining a ration of one apprentice for every two journeyworkers turning sixty-one on a given year.

v Whether such a system could take hold in health is yet to be determined.

v Statutory, regulatory, and cultural obstacles must be surmounted.

SPECIFIC CHALLENGES

Licensure

Fragmented Funding Process

Program Inflexibility

Paucity of Instructors

Additional Rural Obstacles

Cultural Resistance

NEXT STEPS

DAS work to eliminate statutory & regulatory barriers

Rebrand apprenticeship

Expand multi-employer partnerships & form regional consortia

AB 2105 legislative report

Future Health Workforce Commission's strategic plan

BRITTANY BROWN

SARAH CURRIER

Manager of Recruitment, Renown Health

Director, Workforce Development, Dartmouth-Hitchcock, New Hampshire State Workforce Innovation Board

LARISSA ESTES

ERIC SELEZNOW

Manager, Community Partnerships, Department of Community Health and Engagement, UCSF Benioff Children’s Hospital Oakland

Senior Advisor, JFF

VOICES OF INDUSTRYPANEL

Moderator

NATIONAL REGISTERED APPRENTICESHIP EXAMPLEDartmouth-Hitchcock in New Hampshire

Sarah Currier

Director, Workforce Development, Dartmouth-Hitchcock

New Hampshire State Workforce Innovation Board

Ready-to-Work and Apprenticeship Programs at Dartmouth-Hitchcock

About Us• Dartmouth-Hitchcock has more than 12,000

full- and part-time employees at locations in New Hampshire and Vermont

• Dartmouth-Hitchcock is the largest private employer in the state of New Hampshire. • 1,395 physicians, residents and fellows,

and associate providers,• 1,925 direct-care nurses • 1,437 allied health professionals

• More than 500 volunteers provided 60,000 hours of service in 2014 – at an added value $1,371,600

• Train nearly 400 residents and fellows annually

Local and Regional Conditions• Aging Population:

• Vermont (41.2) and New Hampshire (40.4) have the 1st

and 4th oldest populations in the country• In 1990, NH had 5.4 people in the prime working

age population for every person age 65 and over. By 2030, that figure will drop to 1.8

• De-Younging and Youth Migration:• Despite all our region has to offer….in-migration

has slowed• Vermont and New Hampshire population growth

approximately 1.0%, compared to 4+% nationally

• Talent War:• 2017 Unemployment rate in NH & VT is trending

between 2-3% - every business is competing for good employees

NH Health Sector is Treading Water

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Replacement

Growth

RNs

LNAs

LPNsMAs

We are back-filling more than we are recruiting to meet the growing needs for healthcare

The D-H WRI has trained: ü 157 Medical Assistantsü 45 Pharmacy Techniciansü 93 Licensed Nurse

Assistantsü 28 Surgical Technologistsü 30 Patient Service

Representativesü 13 Medical Codersü 3 Phlebotomistsü 11 Ophthalmology Techs

The D-H Workforce Readiness Institute was created as a mechanism to ‘grow our own’ talent by educating and engaging apprentices in a variety of entry-level roles.

D-H Workforce Readiness Institute

MA Program OverviewThe Medical Assistant Apprenticeship program an innovative approach we are using to recruit, develop and retain great employees at Dartmouth-Hitchcock

• Intensive 11 week training program followed by a 2000 hour, competency-based registered apprenticeship

• Curriculum developed around CMA standards but also teaches students the “D-H way” of doing things so that they can be effective on day one

• Students sit for the Certified Clinical Medical Assistant (CCMA) exam at the conclusion of the program

Program Impacts & Lessons Learned• More than $1.8M in grant funding used to-date to upskill NH and VT

residents

• Programs have significant economic impact and align with population health mission

• Department of Commerce Study highlights the positive ROI of ready to work programs for D-H

• Programs shed light on areas ripe for process improvement and managerial weaknesses

• Programs build a sense of accomplishment and desire to grow

• Provides experienced staff with mentorship and growth opportunity

• Programs build a sense of organizational commitment/communitythat can flourish when cultivated within the ongoing work environment

• Involuntary turnover centers around behavioral challenges not technical skill

Who is Renown Health?

Strengthen Organizational Capability Recruitment Top Talent/Enrich Our Staff

Why an Apprenticeship?

Strengthen Organizational Capability Recruitment Top Talent/Enrich Our Staff

Strengthen Organizational Capability Recruitment Top Talent/Enrich Our Staff

How we got started?

Success Stories• “I promised myself I would rediscover myself and take some classes; I wanted a career change at

the age of 54. It was like an answer to my prayers when I got into the program – a full time job and a new career path with Renown in an all-in-one package. The apprenticeship helped us realize our dreams and bridge that gap between where we were before and where we wanted to be in the future. Some of us wanted to be unit clerks, LPNs, RNs or physicians someday. There are many great possibilities that are open to us after our life as CNA apprentices.” – Carmela Palijo

Strengthen Organizational Capability Recruitment Top Talent/Enrich Our Staff

37

CHAMPS ProgramCommunity Health & Adolescent Mentoring Program for Success

Building the California Healthcare WorkforceVoices of IndustryOctober 30, 2018

Presented By: Larissa J. Estes, DrPHManager of Community PartnershipsDepartment of Community Health and Engagement

38

CHAMPS at UCSF Benioff Children’s Hospital Oakland

Inspiring Youth for Careers in Health & Medicinev A Children’s Hospital community

benefit program

v Under the Department of Community Health & Engagement

v Founded in 2000

L to R: Leonel Mendoza, 2005 Linh Dao, 2003, Stacy Dao, 2005

L to R: Co-Founder Dr. Barbara Staggers, MD, MPH & Edwin Guajardo, 2017

Over 15 years of experience, preparing students to participate in clinical internships, and providing comprehensive youth development that connects career goals with college readiness and personal (social-emotional) development.

CHAMPS program annually serves 75-100 highschool students.

39

v Formal Application Processv Hospital Trainingv Internships (1:1 Supervisor:Intern)

v Workshop Seminarsv (College Prep, Career Panels, etc)

v Capstone Projects

H.S. Timeline & Learning Opportunities

Student Recruit Grade 10, FallRecruitment SelectionBegin Wellness& PsychosocialSupport

Program EntryGrade 10, SpringHealth Careers Prep Curriculum PsychosocialSelf-AwarenessCareer Exposure & ExplorationCollege Prep

Internship EntryGrade 11, Fall & SpringClinical Internships Psychosocial

Life SkillsCareer Exposure & ExplorationCollege PrepGraduation ReadinessSAT prepSoft Skills Development for Health Professionals

Exit & Next StepsGrade 12, Fall & SpringClinical InternshipsPsychosocialLife SkillsSenior Projects SupportMeeting Graduation RequirementsCollege ApplicationsCareer PlanningNext Steps Financial Aid & Literacy Support

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Our Clinical & Community SupportIn-Kind Support from Children'sv Administrative Support & Internshipsv Over 100+ Staff & Residents every year

Collaborative Partner Agencies include:v Alameda Health Systems, Highland Hospitalv Alameda County Public Health Dept.v Samuel Merritt Universityv Alameda County Health Pathways Partnershipv Mentoring in Medicine & Science (MIMS)v CSU East Bay, School of Nursing

Sacari Brown, 2011

Luis Zarate, 2017

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Program Successes CHAMPS PercentagesClass of 2018

Retention Rates (Approx. 30 students per cohort)

97%

High School Graduation Rate 100%

Enroll into College (2yr or 4 yr) 100%

Acceptance into 4-yr College 93.9%

Sonoma StateSFSU

CSU East BayHumboldt

Sacramento StateSan Diego State

SJSU

UCB UCD

UCLAUCSCUCSBUCSDUCRUCI

UCM

Positive Outcomes

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CHORI Summer Student Research Program

v Founded in 1981v High school and college students interested in biomedical or clinical research

careersv Over 1,000 alumni with an average of 50 students/yearv 9-week program with placement in research setting under supervision of

scientific mentor• Weekly seminars and meetings• Presentation of research findings at one-day annual symposium

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Pediatric Residency Programv Residency Recruitment

• Last year started a Diversity Scholars program, awarded $2000 stipend to highly sought after medical students to offset rotation expenses.

• Coalition for Diversity and Advocacy-resident group that provides support to residents of color, helps in recruiting efforts and mentors youth in community.

v PRIME-US (Program in Medical Education for the Underserved)• 5 year joint program, UC Berkeley and UCSF School of Medicine• Equip medical students with desire to pursue careers working with the

underserved the skills to do so.• We host 1st and 2nd year students for educations seminars, site for 3rd year

required pediatric rotation.• Since affiliation in 2014, 4 out of 8 residents from UCSF SOM (50%)

were a part of this program

44

Pediatric Residency Program, cont…

v Training Location: Children’s Hospital Oakland • in Federally designated Health Professions Shortage Area and Medically

Underserved Area.• Over 74% of all patients on MediCal-among highest in all CA Hospitals

v Training Location: Our Federally Qualified Health Center• Our primary care and adolescent department are FQHC sites.• All residents have their continuity clinic at this site.• All residents spend 4-8 weeks on Community, Advocacy and Primary

Care (CAP) rotation based in our FQHC, in addition to continuity clinic time.

• CAP partners with over 50 community agencies and entities to educate and prepare residents to pursue careers working with the underserved.

• Cultural Humility Training• Trauma-Informed Training

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Other Apprenticeship Programs

v Medical Social Services• MSW Internships• Post-Grad Fellowships

v Nursing Training• Clinical placement• Preceptorships with APRNs, Administrative, ED, Ambulatory, Juvenile Justice• Interdisciplinary Simulation Education

46

Thank You & Any Questions?

CHAMPS 2017-2018:Class of 2018, 2019, & 2020

At CHAMPS, students envision their futures as healthprofessionals, identify career pathways and master the

life skills needed to realize their goals.

ERIC ROOD

ROBERT MEYER

Chief, Division of Apprenticeship Standards, California Department of Industrial Relations

Director of Economic Development, Employment and Training Panel

HELLAN ROTH DOWDEN

JOHN DUNN

Chief Executive Officer, HR Dowden & Associates, Consultant SEIU 1000

Assistant Secretary for Apprenticeship and Worker Training, California Labor and Workforce Development Agency

IMPLEMENTING APPRENTICESHIPS IN CALIFORNIAPANEL

Moderator

California Apprenticeship

WHAT IS CALIFORNIA APPRENTICESHIP AND ON-THE-JOB TRAINING?

Labor & Workforce Development Agency

Department of Industrial Relations

Division of Apprenticeship

Standards

California Workforce Development Board Employment Training

Panel (ETP)

Employment Development

Department (EDD)

Organizational Structure

Assembly Bill AB 235

Strengthens traditional apprenticeship programs in building trades/firefightersCreates a new Interagency Advisory Committee on ApprenticeshipProvides pre-apprenticeship registration

California Apprenticeship Council

18 member Council◦ 6 employer group representatives◦ 6 employee group representatives◦ 2 public representatives◦ 4 ex officio members

◦ Chancellor of the California Community Colleges◦ State Superintendent of Public Instruction◦ Director of the Department of Industrial Relations◦ Chair of the Firefighters Joint Apprenticeship Committee (CAL-JAC)◦ DAS Chief serves as Secretary of the Council

Interagency Advisory Committee

12 member Committee◦ 2 each for employee, employer and public representatives◦ 6 ex officio positions

◦ Secretary of Labor and Workforce Development◦ Executive Director of Workforce Development◦ Director of Industrial Relations◦ Executive Director of Employment Training Panel◦ Chancellor of California Community Colleges◦ State Superintendent of Public Instruction

Apprenticeship Goals◦Grow apprenticeship to 100,000 registered apprentices by 2020

◦Grow registered apprenticeship to 500,000 by 2029

◦Develop pre-apprenticeship opportunities with proposition 39 and proposition 1 funding

Job-Skills Trainingfor Workers in Healthcare and Apprenticeships

EmploymentTraining Panel

Robert MeyerDirector of Economic Development

ETP and Healthcare

WWW.ETP.CA.GOV

Since FY 14/15, ETP has funded $23.7M for healthcare

training, including $5.9M in FY18/19. Most of this training

has been skill upgrade training for new and existing RN

and other allied healthcare workers.

ETP can fund:

• Skill Upgrade (Retraining),

• Pre-Employment Training (New Hire)

• CNA training, including CNA to LVN

• Pre-Apprenticeship* and Apprenticeship*

ETP has previously funded training for non-profit

healthcare though alternatively sourced funding.

ETP and Apprenticeship

WWW.ETP.CA.GOV

ETP has funded approximately $94M in apprenticeship training since FY12/13, including over $21.2M this fiscal year.

Under our Apprenticeship Training Program, ETP funds the RSI component of DAS recognized apprenticeship programs. ETP can also fund:

• Pre-Apprenticeship and Journeyman Level. • Apprenticeships prior to DAS recognition.

ETP can not reimburse training that is directly funded through another government-based grant or funding source.

ETP Contact Information

Northern/Central California

Barry Worthington 916-327-5262 Barry.Worthington@etp.ca.gov

San Francisco Bay Area California

Renee Pierce 916-327-5258 Renee.Pierce@etp.ca.gov

Inland Empire/San Diego Area

Ryan Swier 619-881-2407 Ryan.Swier@etp.ca.gov

Greater Los Angeles Area

Yvonne Jonason 818-755-1309 Yvonne.Jonason@etp.ca.gov

Statewide

Robert Meyer 916-327-4391 Robert.Meyer@etp.ca.gov

Hi, I’m

HELLAN ROTH DOWDENChief Executive Officer, HR Dowden & Associates,

Consultant SEIU 1000

IMPLEMENTING HEALTHCARE APPRENTICESHIPS

LICENSED VOCATIONAL NURSES (LVN) TOREGISTERED NURSES (RN)

LUNCH12:30 - 12 :45 PM

Boxed lunches are available to eat during the upcoming luncheon panel or to take with you.

Employers, you are welcome to stay for the afternoon sessions or to adjourn.

GERRY GHAZI

DANIEL BUSTILLO

JFF Consultant, Co-Founder & President, Vermont HITEC, Inc.

Executive Director, Healthcare Career Advancement Program (H-CAP)

FRAN KENNEDY

Director, JFF

ROLE OF INTERMEDIARIES IN APPRENTICESHIPLUNCHEON PANEL

Moderator

WORKFORCE INTERMEDIARYv Serve dual customers: employers & workers

v Organize/convene multiple partners & funding streams

v Provide/broker labor market services

v Project a vision to guide partnerships & activities

v To be effective, needs to be valued & trusted organization

v No simple formula, but need an organizer

v Value in having dedicated staff: substantial time & energy

v Helps partners communicate their needs & challenges

Sources: JFF’s Expanding the Mission : Community Colleges and the Functions of Workforce Intermediariesand National Fund for Workforce Solutions

Employer-Focused,Employer-Centric

Workforce System

Economic Development

Labor Organizations

Local Education (K-12)

Community Organizations

Foundations

Community Colleges

State Apprenticeship Agencies

EmployersEmployers

Key Roles within Registered Apprenticeships

Employer (OJL)

ü Must be a employer(s)

ü Must drive program design / RTI

ü Provider of OJL/Work-Based Learning

opportunity

Sponsors (Administrators)

ü Responsible for administering the program

ü Can be employer, group of employers,

industry associations, joint labor-

management organizations, educational or

training providers, CBOs, or other workforce

intermediaries

Supportive Services

ü Provide basic skills/pre-apprenticeship

ü Provide training funds (through OJT

contracts, ITAs, customized training)

ü Provide support services

Educational (RTI) Provider

ü Can be employer/industry based

ü Can be Joint Labor-Management Orgs

ü Community and 4-year colleges

ü Others (non-profits, for-profits)

4

REGISTERED APPRENTICESHIP SPONSOR RESPONSIBILITIES1) Development of RA Program

2) Registration of RA Program with Federal/State Office of Apprenticeship

3) Registration of Approved RA Program with other Federal/State Agencies

4) Registration of Participating Employers into Approved RA Program

5) Registration of Participating Employer’s Apprentices

6) Monitoring of Participating Employer RA Programs

7) Monitoring of Participating Employer RA Programs

8) Monitoring of Participating Employer Apprentice(s)

9) Reporting on RA Programs and RA Apprenticeships (State/Federal)

V I S I T U S T O D A Y A T J F F. O R G

THANK YOU!