Enhancing Transitional Jobs with Occupational Training

A learning opportunity in collaboration with the Social IMPACT Research Center #EarnLearn August 12, 2014 1:00 PM to 2:30 PM CDT

Enhancing Transitional Jobs with Occupational Training: Implementation Lessons from Michigan Earn and Learn

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A learning opportunity in collaboration with the Social IMPACT Research Center #EarnLearn August 12, 2014 1:00 PM to 2:30 PM CDT

Enhancing Transitional Jobs with Occupational Training: Implementation Lessons from Michigan Earn and Learn




Today’s Speakers

Caitlin Schnur Workforce Research and Policy Fellow National Transitional Jobs Network

Chris Warland Associate Director for Field Building National Transitional Jobs Network

Linda West Director of Strategic Initiatives Southwest Solutions

#EarnLearn

Maggie Schultz Research Associate, Workforce Specialist Social IMPACT Research Center

Linda Tinsley Earn and Learn Project Manager Focus: HOPE

John Anderson Grant Manager Genesee/Shiawassee Michigan Works!




National Transitional Jobs Network (NTJN) The NTJN is a national coalition dedicated to getting chronically unemployed Americans back to work. We advance effective employment solutions, including Transitional Jobs (TJ), to help individuals with barriers to employment succeed in the workforce. NTJN opens doors to work through: • Technical assistance to TJ programs. • Research and evaluation. • Education and training. • Policy advocacy.

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Housekeeping • Everyone except for the presenter will be muted. • Use the Chat Tool to message NTJN with questions or

concerns. • Tweet a question! #EarnLearn • Q & A session will occur at the end of the webinar. • A video recording of this webinar will be available on the

NTJN’s website. • The webinar slides (without audio) will also be available on

the NTJN’s website.

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Webinar Objectives and Learning Goals Understand the economic and social context that led to the Michigan Earn and

Learn program;

Learn about Earn and Learn’s program design, including its funding and administrative structure;

Learn best and promising practices for providing workforce development services to people with barriers to employment;

Hear about the challenges and successes of implementing Earn and Learn, and how these lessons can be applied to the implementation of other large-scale enhanced transitional jobs initiatives.

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Get Connected. Stay Connected.

Newsletters: transitionaljobs.net

Email: [email protected]

National Transitional Jobs Network

@tjprograms

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Next Up: Social IMPACT Research Center

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Social IMPACT Research Center

An Outcome & Implementation Study of the Michigan Earn and Learn program

IMPACT’s Evaluation

Commissioned by the Joyce Foundation on behalf of the State of Michigan

http://socialimpactresearchcenter.issuelab.org/resource/michigan_earn_and_learn_an_outcome_and_implementation_evaluation_of_a_transitional_job_and_training_program

Research Questions

■ How was Earn and Learn designed?

■ How was Earn and Learn implemented?

■ What were Earn and Learn’s outcomes?

Program Origins: Economic Context ■ Great Recession caused national U.S. unemployment

rate to double; over 8 million jobs disappeared between January 2008 and February 2010

■ Between 2003 and 2007, Michigan had already experienced a net loss of nearly 200,000 jobs; during the recession years the state lost nearly 3.5 million

Program Origins: Skills Gap among Michigan Workers

■ 1 in 3 working age adults in Michigan lacks the basic skills needed to enter community college or maintain a middle skill job

■ Statewide high school dropout rate of 15%; among African American students the rate is nearly 30%

Saginaw

Peak unemployment rate*: 13.6%Poverty rate: 36.9%High school dropout rate: 25.4%

Flint


Detroit


Michigan


Funding Structure: Private

Charles Stewart Mott Foundation

Open Society Foundations

W.K. Kellogg Foundation, New

Economy Initiative, Skillman Foundation

Great Lakes Bay Michigan Works

Genesee/ Shiawassee Michigan Works

Southwest Housing Solutions

The Arnold Center,

Inc.

Mott Community

College

Baker College of Flint

ACCESS Focus: HOPE

Statewide Funder

Regional Funders providing local matched dollars

Regional Program Administrators

Local Service Providers

Funding Structure: Public

State of Michigan Workforce Development Agency

Southeast Michigan

Community Alliance

Detroit Workforce

Development Department/

Detroit Employment

Solutions Corporation

Great Lakes Bay

Michigan Works

Genesee/ Shiawassee

Michigan Works

Local Service Providers

Regional Program Administrators

Mott Community

College

Baker College of Flint

The Arnold Center,

Inc.

ACCESS Focus: HOPE

Program Components

• Work Readiness Training • Case Management • Supportive Services • Adult Basic Education • Occupational Training • Transitional Jobs • Unsubsidized Jobs

Work readiness training 71%

8%

43%

65%

16%

93%*

95%

88%

Unavailable

N/A

Occupational training

Adult basic education

Supportive services

†Excludes in progress.

Transitional job

Mean SDCompletedEnteredEntered Completed

66%*

6%

32%

N/A

Those who entered All participants

Program Component

(n=1274)

(n=1296)

(n=1296)

(n=1276)

(n=1,296)

(n=902)

(n=498)†

(n=76)†

(n=1264)†

(n=1137)†

(n=1274)†

Unavailable

• Work Readiness Training • Case Management • Supportive Services • Adult Basic Education • Occupational Training • Transitional Jobs • Unsubsidized Jobs

Next up: Southwest Solutions

A community organization located in Southwest Detroit. Our Mission is community building through improving the

health and well being of individuals and families. Southwest Solutions is a leader in human services,

affordable housing, and economic development.

Southwest Solutions offers a wide range of services and opportunities and has a 40 year history of leading complex, multi-partner initiatives.

Southwest Solutions’ philosophy is to collaborate with other agencies to address identified needs and build effective partnerships to address major, long-standing issues affecting Detroit’s residents.

Earn and Learn in Southeast Michigan targeted over 1,000 minority males who were identified as disconnected from work and education and/or formerly incarcerated males from Detroit, Highland Park, and Hamtramck. The complexity and scale of the initiative required a multi-partner collaboration.

Nearly 30% unemployment for African Americans in Detroit.

Over 54% unemployment for teenagers and 26.6% for 20-24 year olds.

Detroit has an illiteracy rate of 47%. One in three working-age adults in Michigan lacks

basic skills needed for Community College or middle skill jobs.

Dropout rate for African American students is 27.4%.

Partnership: Included 3 non-profits, 2 WIBs, State of Michigan, Local Community College.

Partners developed all policies together, identified areas of concern, and designed “fixes” or pilot programs to address these issues during the course of Earn and Learn.

Program components: 4 weeks of work readiness; case management; rapid subsidized employment; education and training programs; unsubsidized job placement; retention strategies; Participant Advisory Council.

Managing large, complex partnership resulting in tangible outcomes: Developed systems for collaboration.

Developed policies that allowed for flexibility and pilot

programs.

Developed methods for collaboration in marketing, program management, and leadership.

We were able to change and be flexible in a very large, complex program. Not easy but we met our goals.

Began late. Challenges with funding through WIA. Concurrent training and subsidized

employment proved very difficult both to manage and for individuals.

Drugs and transportation continue as major barriers to employment.

Skills at Work: Southwest Solutions pilot to place math and reading instructor at work site. Participants attended class before/after shifts to increase math and reading from 6th to 8th grade level. The skill increase would allow them to qualify for a promotion.

Fast Track 2: Focus: HOPE’s pilot for intensive basic skills training to help recruits reach 6th grade reading and math before actual entry into program.

Participant Advisory Council (PAC): Formal structure for participant feedback, involvement, and leadership in Earn and Learn. Representatives elected to PAC. PAC members learned about leadership roles and group facilitation processes. With NTJN, PAC traveled to Washington, D.C., to meet with our members of Congress.

Marketing Committee: From outset, marketing committee with staff from partner agencies including WIB and Southeast Michigan Community Alliance (SEMCA). Developed unified logo, materials, social media, video, etc., to be used throughout Detroit, Highland Park, and Hamtramck. Near perfect example of collaboration.

Genesee/Shiawassee Michigan Works!

EARN AND LEARN

Funded by: C.S. Mott Foundation

Open Society Foundation Workforce Development Agency, State of Michigan

(GSMW)

EARN & LEARN DESIGN

SESP Purpose: To expand and enhance educational programs in energy sectors and develop a coordinated approach to meeting employer demand.

SESP Focus: Green Construction Training Programs.

SESP Funding: Training funds only, no wrap-a-round services.

SESP Client Profile: Basically same as Earn & Learn.

SESP Grant Timeline: Planning: April, 2010. Implementation March, 2011 – June, 2013.

GSMW wrote the E&L Grant to braid funding with State Energy Sector Partnership (SESP) grant.

Strategy: Use already developed partnerships, i.e., training providers, employers, recruitment process.

Same population.

SESP training only.

Partnership with Mott Community College allowed the braiding of E&L with Pathways Out of Poverty grant.

Partnerships braided WIA.

EARN & LEARN DESIGN

Tier I Training: Developmental/remedial reading and math.

Tier II Training: Basic construction skills and provided short term certification.

Tier III Training: Associate Degree programs at Baker College of Flint and Mott Community College.

Throughout the initiatives, trainees received occupational skills development in the areas of Weatherization, Energy Auditing, Building Construction, Insulation/Air Sealing, Demolition/Deconstruction, and building construction fundamentals. Tier III was structured to produce attachment to the workforce

through unsubsidized employment and/or higher education degree attainment.

PARTICIPANT CLASSIFICATION TIER MATRIX

Original plan: City and county agencies would hire participants to work in weatherization and deconstruction grants projects. Reductions in funding as well as employment opportunities.

Modified plan: To increase marketability, we added additional certificates (with employer feedback), i.e., Lead Abatement, HVAC, OSHA, and First Aid.

DESIGN MODIFICATION

Training and employment placement services directly tied to demand opportunities aligning with the Workforce Development Agency of the State of Michigan (WDASOM) cluster strategy.

Locally identified clusters included Healthcare, IT, and Manufacturing.

Staff works closely with local employers to develop plans and strategies for identifying skills, gaps, and staffing plans to meet employers hiring needs.

Training can be customized to employer needs.

CHANGE FOCUS DEMAND DRIVEN

Accelerated Welding Certificate Transportation/Distribution & Logistics (TDL), Commercial Driver License (CDL) Road Construction Apprenticeship Readiness (RCAR) Machinist Certified Nurse Assistant (CNA)

Pharmacy Technician Medical Administrative

Specialist Medical Assistant Home Health Aide Computer Repair Welding Criminal Justice GED

DEMAND DRIVEN NON-CONSTRUCTION TRAINING

High unemployment rates, high levels of poverty, significant barriers (large population of formerly incarcerated individuals), high dropout rates, and many are unlikely to find a job or return to previous industry;

Economic downturn especially in the construction arena;

Participant’s low skill levels, lack of work history, lack of any formal training and/or credentials, and no high school diploma/GED.

PROGRAM CHALLENGES

Instruction in preparation for the GED exam.

Training focused on bringing participants' math, reading, computer, and communication skills up to workplace standards.

Training in success strategies to equip participants with the knowledge to address time management, goal setting skills, financial literacy, career exploration, interviewing, resume writing, interest surveys, job searches, etc.

Trainings that focus on cost-effective career pathways which have multiple points of entry and exit and lead to industry-recognized credentials; offering a variety of trainings to address participants’ different learning styles, i.e., instructor lead, self-paced, computer and/or online.

STRATEGIES

A comprehensive set of supportive services which includes one-time payments for utilities, eye glasses, rent, auto expenses (insurance and repairs), costs to re-instate driver’s licenses, substance abuse counseling, along with childcare and transportation.

Expanded the length of subsidized work experiences along with making OJTs paid externships and internships available.

Added incentive payments to motivate, encourage, and support participants who meet specific criteria in these activities: Education/Training; Subsidized Employment; and Unsubsidized Employment.

STRATEGIES

Developed a model that coordinates the leveraging of resources.

Leveraged Subsidized Employment with employers willing to take a “chance” on the harder-to-serve participants with the understanding they would consider hiring the participant after completion of Subsidized Employment.

Development of the Fast Track sessions of pre-training and pre-employment which promotes training and employment retention.

BEST PRACTICES

Braided funding enabled Earn & Learn program to be extended through December 2014: SESP

Pathways Out of Poverty

WIA

TAA NOVI grant for Healthcare training (Mott Community College)

Community Ventures

FUND LEVERAGING

Program Purpose: Initiative of Governor Snyder aimed at decreasing crime in urban communities.

Community Ventures focuses on finding employment for the long-term unemployed. These funds supported training, encouraged businesses to hire our participants through incentives and to provide supportive services along with other wrap-around services after the participant is hired.

In addition, the partnership allowed us to meet the state’s portion of the E&L match with the foundations.

COMMUNITY VENTURES: PROGRAM BACKGROUND

Projected total enrollment: 413

Total enrollment to date: 874

An increase of: 211%

Received training: 93%

PROGRAM ACCOMPLISHMENTS

FOCUS: HOPE

NEXT UP

Focus: HOPE + Michigan Earn and Learn

Program Design, Implementation, and Lessons Learned

Goals and Demographic

Develop a regional integrated service delivery model that removes barriers, develops skills, delivers demand-driven education and training, and secures employment for participants.

Connect those hardest to employ to long term employment, continued education, and opportunities to advance.

18 – 24 year old minority men, and formerly incarcerated and chronically unemployed adults, residing in the city of Detroit, who are fundamentally disconnected from the workforce and educational systems.

Program Design Elements Recruitment: Marketing materials and referrals from

other agencies. Recruited 4 times more participants than needed for enrollment.

Screening Work Readiness Education Employment Follow-up services

Planning: Start with a Focus on Career Goals

When preparing the curriculum, we interviewed employers to find out what they needed in entry level employees.

The following training was added a result of the employers’ needs: 1. International Business Training Association - Customer Service certificate 2. First-Aid and CPR certification 3. Michigan Occupational Safety Hazard Administration (MI-OSHA) Safety Training

certificate This provided an opportunity for participants to earn several certificates that enhance employability. With broad applicability in the labor market, these credentials are considered important differentiators that help the Earn and Learn candidates stand out.

Employers also wanted us to emphasize: Attendance Attitude Working in teams Financial Literacy

Requirements for Program Participants 6th grade Math and Reading levels as assessed by the Test

of Adult Basic Education ( TABE assessment) Interest Assessment Intake questionnaire (from evaluator) WIA Eligibility Background check (I-chat) All applicants must pass a Physical and Drug Screen Documentation required: State I.D./Driver’s License, Birth

certificate, Social Security Card

Intake and Participant Motivation

Comprehensive intake process, including panel interviews.

We looked for participants who were ready to change their lives—participants who wanted to go to school, find employment, and met the enrollment criteria.

All applicants to the Earn and Learn program were interviewed by program faculty and administration to ensure they meet the program eligibility guidelines and had the motivation required to work and go to school.

Career Assessments Career Assessment: To help prospective students make informed decisions regarding the area

of training they want to pursue. Online assessment consisting of 116 questions on their skills, interest, likes,

and dislikes and relates their answers to a career path. Learning Style Inventory Assessment: Helps identify users’ preferred learning method and explains the impact

this has when they are studying or learning new information. Labor Market Information: Prospective students are introduced to how to find information on the

labor market. This helps them to see what careers are in demand, entry level wages,

educational requirements, typical working conditions, where jobs are located, and skills required.

Work Readiness Work Readiness started with orientation before class

started, the student handbook was reviewed in detail. The four week training emphasized academics,

attendance, attitude, and appearance (“the 4As”). The Earn + Learn program utilizes holistic workforce

development strategies. The goal is to help participants acquire basic academic, behavioral, and occupational skills.

All participants were enrolled in our Center for Working families and financial literacy was included in work readiness.

Case Management Earn + Learn uses an intensive, client-centered, holistic case management approach to remove barriers to work, improve basic education, engage participants in specific in-demand skills training, and connect participants to employment. All students are assigned to a case manager at orientation. Case managers met students on a regular basis and provided assistance with: Transportation Clothing Medical Service, including eye exams, eye glasses, and mental health services Shelter Dental Care Counseling Career Planning Legal Assistance (expunging criminal records, drivers license, etc.) Other training and work related barriers

Stipend

After successful completion of work readiness, participants received a stipend.

If they had perfect attendance the stipend would be $250.00. We would deduct $12.50 each time they were late and $25.00 for an absence. A student could not miss more than 2 days during the 1st month of work readiness, or they would be dismissed from the program.

Those with extenuating circumstances may be allowed to start over in a different class.

Employment We kicked off the program with an employer breakfast to

introduce the program to employers and give employers an opportunity to provide input.

We looked for sustainable employment opportunities. Employers may receive a subsidy for hiring Earn and Learn

students. Earn + Learn provided employment retention incentives for

participants. Earn + Learn builds relationships with employers to

integrate their training needs and employment opportunities into the program goals.

Follow up on the Job Once participants were placed in subsidized employment,

supervisors were required to submit comments on the participants attendance and performance evaluations every pay period with their request for reimbursements.

Case Managers and Job Developers met with supervisors and participants at the job sites to discuss any issues and provide support and one-on-one the job coaching.

We used the experience from the on-the-job follow up for continuous improvement of program delivery.

Additional Training GED preparation.

Adult Basic Education via Fast Track to increase math and

reading scores from 6th grade to 8th and 9th grades.

Earn + Learn utilized the Individual Training Accounts from MI Works agencies (ITA) for specific occupational and vocational training.

Earn and Learn Fast Track Fast Track mathematics and reading is a four week

enrichment program. Many applicants to the program were denied admission due to

low math and reading scores. In May 2012 Focus: HOPE started accepting applicants with 4th

grade math/reading into intensive math/reading classes to bring their scores up to the level required to enter the core work readiness program.

This is the most challenged population. Unfortunately, these are the most under-served in our community.

The students that completed Fast Track were very successful and brought their math/reading scores up at least two grades.

Job Club Participants were required to participate in weekly job club

meetings until they obtained employment. In job club, participants were presented with job postings,

applied for jobs online and went to job fairs. There were employer meet and greet sessions held during

job club. Job club also included focused discussions on why some

individuals were having problems finding or maintaining employment. There were frequent discussions of criminal background

questions and workplace behavior scenarios. Legal aid and other attorneys participated in job club sessions.

Challenges Although we admitted participants to the Earn + Learn

program with a minimum of 6th grade math and/or 6th grade reading, many employers required 8th grade math and reading.

Focus on Basic Education - It was a challenge to get participants engaged in Adult Basic Education once they started working.

Some participants with criminal backgrounds had a hard time obtaining employment.

Successes Flexible funding targeted to specific needs i.e.,

transportation, participant incentives. Employer incentives help participants gain work

opportunity. Partnerships are key to a large scale program

implementation. The program has been the spring board for many success

stories!

Next Up:

Social IMPACT Research Center

Implementation Lessons Learned

■ Individuals with serious barriers to employment often require

considerable basic skills training

■ Developing the infrastructure to offer concurrent training and TJ in the community is challenging

Participant Transportation Barriers

No driver's license

No accessto car

SaginawDetroit

43%

26%

63%

53%

Flint

40%

23%

All

56%

44%

(n=845) (n=575) (n=128) (n=147)



■ Braided funding and complex administrative structures may lead to delays in getting the program off the ground and result differing visions for the program

Most Important Employer Reasons for Participating in Earn and Learn

0% 5% 10% 15% 20% 25%

Wanted workers withsoft or employability skills

Other

Wanted workers with hard oroccupational skills

Help community residents

Test new workersfor free or at reduced cost with the possibility ofhiring them later

Receive workersfor free or at reduced cost using the wage subsidy

8%

12%

23%

23%

23%

12%

Employers wanted to partner with Earn and Learn to satisfy both profit-related goals and community investment goals


Read the full report

Download full report

And stay tuned for the upcoming release of the impact evaluation!

http://www.heartlandalliance.org/research/





Earn and Learn Lessons Consistent with National Findings • Understand the best practices for serving people

with barriers to employment. • Supportive relationships may bolster program

participant success. • Providers should emphasize to employers the value

of partnering with TJ and subsidized employment programs.

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Question & Answer + Webinar Wrap Up




Question & Answer Session

To Ask a Question: •Use “Questions/Chat Box” or •“Raise Your Hand” or •Tweet at us: #EarnLearn

#EarnLearn




Next Steps • A webinar recording will be available in approximately one

week. • NTJN will email all webinar registrants with a link to the

recording. It will also be available on our website. • The webinar slides (without audio) will also be available on

our website.

#EarnLearn




Speaker Contacts

Caitlin Schnur Workforce Research and Policy Fellow National Transitional Jobs Network [email protected]

Chris Warland Associate Director for Field Building National Transitional Jobs Network [email protected]

Linda West Director of Strategic Initiatives Southwest Solutions [email protected]

#EarnLearn

Maggie Schultz Research Associate, Workforce Specialist Social IMPACT Research Center [email protected]

Linda Tinsley Earn and Learn Project Manager Focus: HOPE [email protected]

John Anderson Grant Manager Genesee/Shiawassee Michigan Works! [email protected]

mailto:[email protected]









Get Connected. Stay Connected.

Newsletters: transitionaljobs.net

Email: [email protected]

National Transitional Jobs Network

@tjprograms

transitionaljobs.wordpress.com

Thank you!




Enhancing Transitional Jobs with Occupational Training

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