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