Sector Partnerships: Learning to Work Together

SECTOR PARTNERSHIPS: NLEARNING TO WORK TOGETHER

CWC Sharing Skills �– Building ConnectionsMarch 10, 2010

The Presenters

Amy M. RistWorkforce Planning Specialist & Project Coordinator WCTF GrantWorkforce Planning Specialist & Project Coordinator, WCTF GrantBaystate Health

I tt CIvette CruzExecutive DirectorPuerto Rican Cultural Center Springfield MassPuerto Rican Cultural Center, Springfield, Mass.

Rexene PicardE i DiExecutive DirectorFutureWorks, Career Center, Springfield, Mass.

AgendaAgenda

An Employer-Led Partnership? About Baystate Health

Our Partnership: A Brief History & Overview

Perspectives from an EmployerPerspectives from an Employer

Perspectives from a Community-Based OrganizationPerspectives from a Community Based Organization

Perspectives from a Career Center

Questions for the Panel

Our objectiveOur objective

By the end of this presentation, you will have:An appreciation for why an employer decided to convene and lead a workforce development partnershipAn understanding of what employers DON�’T know about the workforce development systemAn understanding of how our employer-led grant project developed a partnership that provided learning and outcomes for allMost importantly, an understanding of how you can better educate and connect with employers and achieve the same outcomes.

An Employer Lead Partnership?

Amy M. Rist, Workforce Planning Specialist & Project Coordinator WCTF GrantProject Coordinator, WCTF GrantBaystate Health

About Baystate HealthAbout Baystate Health6

A Multi-institutional integrated health care system with over 10,000 employees serving a population of nearly one million in Western New England:

Baystate Medical Center, Springfield, MA: a 653-bed, academic teaching hospital center; 6,500 employees; Western campus of Tufts Medical School.p

Baystate Franklin Medical Center, Greenfield, MA: a 90-bed community medical center.

Baystate Mary Lane Hospital Ware MA a 31 bed Baystate Mary Lane Hospital, Ware, MA: a 31-bed community hospital.

Baystate Visiting Nurses Association & Hospice

Baystate Medical Practices: 450 physicians & mid-level providers; 90 locations in Western Mass.

Health New England, Springfield, MA: One of largest g , p g , gmanaged care organizations serving Western Mass. with 10,000 members.

Our 10 Year Destination GoalOur 10 Year Destination Goal

B H l h�’ kf i ffi i d Baystate Health�’s workforce is sufficient, engaged, high performing and reflective of the communities

we servewe serve

Create a coordinated educational structure to develop employee and leadership talent to meet

Diversitydevelop employee and leadership talent to meet

critical current and future workforce needs

Development (External)BH

Workforce of the Future

Development (Internal)

Engagement & Retention

Create/expand external partnerships, supporting a regional approach to address upcoming labor

h t d d t i li fEngagement & Retention

Compensation & Benefits

shortages and ensure adequate pipeline for critical jobs

Hot off the Press!Hot off the Press!

Baystate Health was just awarded Employer of the Year in the State of Massachusetts by Workforce Solutions Group for it�’s �…. (add detail from presentation tonight)

Our Partnership �– A Brief History


The Springfield-Holyoke Workforce fDevelopment Initiative for Healthcare

Partnership in the making since 2007Received $25,000 Planning Grant from the State of Massachusetts Workforce Competitiveness Trust FundFor the first time, competing employers, education institutions, community organizations begin working towards a solution to common challenges in a positive wayExtensive research compiled

Employer Demand/Educational Supply definedFocus Groups with the community held to identify barriersCareer Path leading to self-sufficiency driving force

The Funded Project ComponentsThe Funded Project Components

Ti f J l 2008 J 30 20 0Timeframe: July 1, 2008 �– June 30, 2010Two Major Components:

Convene a Regional Workforce Development Partnership for Healthcare

L d b R i l E l t B d f H d C tLed by Regional Employment Board of Hampden CountyAcute Care CNA Training Pilot Project

Led by Baystate Medical Center EMPLOYER LEADLed by Baystate Medical Center EMPLOYER-LEADTotal Internal Employees Trained = 10Total External Participants Trained = 45Total External Participants Trained 45Total Backfill Positions Filled = 10Job placements split between employer partners (70/30)p p p y p ( / )New curriculum developed for �“Acute Care CNA�” or Patient Care Technician and sustained after the grant

The PartnershipThe Partnership

Employers Education Providers

One-Stop Career C

Community-Based

O i i

Baystate

Providers

HCC

Centers Organizations

New North Citi �’ C ilBaystate

Medical Center

MCDI

Career Point Citizen�’s Council

Puerto Rican

Mercy Medical Center

MCDI

STCCFutureWorks

Cultural Center

Urban League Center STCC gof Springfield

Additional Partners added since project inception include:Additional Partners added since project inception include:Valley Opportunity Council; Springfield Housing Authority; MLK Jr. Community Center; enLace;and more 13

The Career PathwayThe Career Pathway18

Plan vs. Actual Pilot Project Outcomes INCUMBENTS

19

Pilot Project Outcomes - INCUMBENTS

Measure Planned ActualMeasure Planned Actual

Total # of participants completing training 10 10# f ti i t i i kill d ti l 10 10# of participants gaining skill credential 10 10Total # of participants with wage gain 10 10

3 9%Average wage increase anticipated 5% �– 15% 35.79%Number of job placements/new hires 10 10

Average wage at hire $12.00 $16.00 $12.10 $17.04Total # of participants with promotion 10 10

Total # participants retaining employment 10 10All participants began new positions in the week immediately following

d f t i i (NO GAP!)end of training (NO GAP!)3 Participants almost reached level of family self-sufficiency and have reduced their need for public benefits

Plan vs. Actual

l d l

22Pilot Project Outcomes - COMMUNITY

Measure Planned Actual

Total # of participants completing training 45 13*# of participants gaining skill credential 45 13*Total # of participants with wage gain 45 13*

Average wage increase anticipated 35% 75%Number of job placements/new hires 45 10

Average wage at hire $12.00 $13.00 $14.00 $16.85

DIFFERENTIALS �– makes the difference and helps us N S a es e d e e ce a d e ps us make a BIG jump of wage gain8 out of 13 placed so far came off unemployment8 out of 13 placed so far came off unemployment7 still in active job search; 27 still in training

Th P hi P i f The Partnership: Perspectives from an Employerp y


Learning as a Grant Lead Partner

L i f W ki ith O St26

Learning from Working with One-Stops

Employer Recruiters think One-Stops are Placement Agencies!!!

A housekeeper in hospitality is not the same as a housekeeper in health careEducate your employers!Wait �– there is a career counselor and a business account representative? WIA what?Section 30 what?TABE? But I thought they graduated from high school?TABE? But I thought they graduated from high school?Unemployment completely separate?

L i f W ki ith O St27

Learning from Working with One-Stops

The struggle of the one-stopVery little funding to meet the needs of the communityHow do you learn all the jobs of every industry to coach your clients �– and still enter all your reporting in WIA?Not enough time for outreach to connect more with the communityOne side state takes money; one side Recovery gives money; and now I have to report in two different ways?y p yOSCC has .5 FTE for financial aid counseling!!Healthcare Industry is entirely complex with over 300 Healthcare Industry is entirely complex with over 300 different skilled professions!

Example �– Technologists/TechniciansExample Technologists/Technicians

29 2000 Health Technologists and Technicians29-2000 Health Technologists and Technicians29-2010 Clinical Laboratory Technologists and Technicians

29-2011 Medical and Clinical Laboratory Technologists29-2012 Medical and Clinical Laboratory Technicians

29-2030 Diagnostic Related Technologists and Technicians29 2030 Diagnostic Related Technologists and Technicians29-2031 Cardiovascular Technologists and Technicians29-2032 Diagnostic Medical Sonographers29-2033 Nuclear Medicine Technologists29-2034 Radiologic Technologists 29-2035 Magnetic Resonance Imaging Technologists29 2035 Magnetic Resonance Imaging Technologists

29-2040 Emergency Medical Technicians and Paramedics29-2041 Emergency Medical Technicians and Paramedics

29-2050 Health Practitioner Support Technologists and Technicians29-2051 Dietetic Technicians29-2052 Pharmacy Technicians29-2053 Psychiatric Technicians29-2054 Respiratory Therapy Technicians29-2055 Surgical Technologists29-2056 Veterinary Technologists and Techniciansy g29-2057 Ophthalmic Medical Technicians

29-2060 Licensed Practical and Licensed Vocational Nurses29-2061 Licensed Practical and Licensed Vocational Nurses

29-2070 Medical Records and Health Information Technicians29 2071 M di l R d d H lth I f ti T h i i29-2071 Medical Records and Health Information Technicians

29-2090 Miscellaneous Health Technologists and Technicians29-2091 Orthotists and Prosthetists29-2099 Health Technologists and Technicians, All Other

Suggestions for the Future - OSCCSuggestions for the Future OSCC

Include funding for OSCC�’s in grant budgetBetter understand structure, financial makeup, services , p,provided, key contributors, etc. when writing the grantClearly identify CURRENT CBO partners and those Clearly identify CURRENT CBO partners and those CBO partners to connect the OSCC to Pl f d ti l i th ifi JOB th Plan for educational session on the specific JOB the participants are trained for BEFORE recruitment and

h b ioutreach beginsUnderstand capacity of OSCC for case management

L i f W ki ith CBO�’30

Learning from Working with CBO�’s

No two CBO�’s are alike!Even LESS capacity through funding and resourcesCrime in the community impacts their ability to truly connect with their clients �– constant struggleOne CBO strong in coaching/job preparation where one strong with healthcare prevention�…where can we collaborate?Why didn�’t you pick my candidate?y y p yNo single point of contact for project coordinator to work with due to funding, organizational and other g, gchanges

Suggestions for the Future - CBOSuggestions for the Future CBO

CBO�’s also benefit from education on healthcare jobs �– they are the direct contact for our communityBetter prepare clients with interview training, how to dress, finding the right training/career path, g g g/ pKeep with them! Support them through their training

Yo ma ha e access to ser ices that co ld help like free You may have access to services that could help like free healthcare for physicals to enter training programs, housing etchousing, etc.Make case management a partnership with the OSCC and the training provider �– demand itthe training provider �– demand it

Ti H C i h E lTips on How to Connect with Employersin Healthcare

I b t E l N d33

Incumbent Employer Needs

Hospitals WANT to invest in their entry-level workforce

We receive a longer-term commitment, retention rate and overall engagementTheir success encourages others to embark on their educational goals

What the challenge is:Most WIA funding is not available for incumbent Most WIA funding is not available for incumbent employees UNLESS a special amendment is filedTuition Reimbursement for most employers only provides Tuition Reimbursement for most employers only provides payment for FOR-CREDIT programs

How to Help Your Client get Employed

34in Healthcare

Educate! Know all you need to know about the professions, requirements, etc. of the jobs Coach your clients to be sure it is a good fit

Identify the RIGHT healthcare training programs that lead to job placementthat lead to job placementTrack your outcomes by collaborating with employersemployers

Th P hi P i f The Partnership: Perspectives from a Community-Based Organization

Ivette Cruz, Executive Director

y g

Puerto Rican Cultural Center, Inc.

Our MissionOur Mission

To advocate and provide a forum for educational leadership and economiceducational, leadership and economic

development programs and enable access to benefits from available resources to the Puerto Rican and other Spanish speaking p p g

communities and promote cultural awarenessawareness.

Our ProgramsOur Programs

English for Speakers of Other Languages (ESOL )General Equivalency Diploma (GED) English & SpanishSpanish for ProfessionalsWindows of Opportunity �–Youth Development ProgramDomestic Violence & Child Abuse Advocacy ProgramSexual Health & Health Awareness ProgramLaw Enforcement Community Participation ProgramLatinos in School/ Exito Escolar/Latino Employment Assistance Program (LEAP)

The Partnership�’s Impact on Our Organizationp p g

Close assessment of needs and connection to opportunities

Before the Grant After the Grant

�• Concentrated on participant requested service (ESOL, GED,

�• Assessment of household needs

�• Development and ( , ,Employment)

�• No connection among services

Development and implementation of Advancement Plan

�• All about career �• Minimum focus on career

pathways�• No follow up on economic

All about career pathways

�• Follow up and support system to improve No follow up on economic

health progresssystem to improve economic health

Additional Impacts at PRCCAdditional Impacts at PRCC

New Comprehensive Intake Process

Close assessment of needs and connections to opportunitiesStrategic design of services to appropriately match participant�’s needs

Connection to more grants to come and be added to this list

Innovation in systems design and service delivery

New Database tracks outcomes for all clients, from intake to job placement and beyond. Includes:

DemographicsIncome VerificationRelease of Information & Grievances ProceduresChecklist for Intake InterviewChecklist for Intake Interview

Preview of Database in DevelopmentPreview of Database in Development

Release of Info/Grievances ProcedureIncome Verification

Release of Info/Grievances Procedure

Checklist for Intake Interview

Demographics

Impact of Participant�’s HouseholdImpact of Participant s Household

Increased economic healthReach self-sustaining wage

Increased opportunity for educational attainmentTuition reimbursement available at both hospitalsTuition reimbursement available at both hospitals

Increased opportunities for community involvement d i i ibilitand civic responsibility

Increased opportunity to reach �” The American Dream�”

Local Community & Regional ImpactLocal Community & Regional Impact

Knowledgeable, skilled and able workforceEconomic DevelopmentpRevamped tax structure and economyS i l hSocial change

Why the Partnership WorksWhy the Partnership Works

Quality & effectiveness of the partnershipFocus on purpose Problems and opportunities are p p ppmutually understood Working principles based on value and practice-Working principles based on value and practice-determine what impact the partnership can achieveAll ti ll l d diff t t th All parties are equally valued, different strengths & needs are recognized High degree of trust and honesty

Career Center Connections

Rexene Picard, Executive DirectorFutureWorks Career Center

FutureWorks Mission StatementFutureWorks Mission Statement

Our mission is to exceed the expectations of all customers (staff, members, jobseekers, employers, and community) by providing the best available career services to bring jobseekers and employers together in fostering economic growth and development for the community.

FutureWorks ServicesFutureWorks Services

Labor Exchange/ Job PostingsJob Related WorkshopspBasic Computer SkillsC C li & S t R f lCareer Counseling & Support ReferralsTraining & Education ReferralsAccess to Resource Room Staff and Computers, Phones and Fax Machines

Our CustomersOur Customers

Career Center Job Seeker CustomersRepresent The Entire CommunityJob Skills Range From Professional To Entry-levelDiverse Customer Base Including Ethnicity & Languageg y g gNewly Trained WIA And Experienced CandidatesDedicated Employer Representativep y p

Employer Services OfferedEmployer Services Offered

Affordable & No Cost Employer ServicesSingle Account Manager ContactMultiple Recruitment Tools

Job Postings GETAJOB.CCJob Fairs On-site Direct RecruitmentsCareer Center Staff Referrals

Outcomes of the Partnership for FWOutcomes of the Partnership for FW

More jobseeker access to career ladder opportunities through employer-customized referral processStrengthened partnership with #1 growing industryg p p g g yIncreased staff expertise in health careC t ib ti t l t lContribution to placement goalsCareer center on regional partnership for sectorTargeted healthcare recruitment events resulting in job placement at higher ratesj p gHealth Care VP on FW Board

Additional Outcomes for FWAdditional Outcomes for FW

New or strengthened connections to CBO�’s through grant referral process

4045

WCTF Grant Referral Source 35% of grant applicants new

li FW

20253035 clients to FW

through CBO connections

5101520 connections

05

Outcomes that Strengthen Connection to Employers

More effective screening of applicant pool for healthcare

Reduces flooding of applications to HR from non-qualified clientsTargets clients to apply for positions with best opportunity for job placementNew knowledge identified those suited or not suitedfor healthcareIncreased interaction with clients prior to application

Thank you.

Please feel free to take this time to ask questions of the panel.

Don�’t forget to fill out your evaluations!

Sector Partnerships: Learning to Work Together

Government & Nonprofit

Transcript of Sector Partnerships: Learning to Work Together