Individual Training Grants (ITG) Case Conference Model: Getting the Right Skills for the Right...
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Transcript of Individual Training Grants (ITG) Case Conference Model: Getting the Right Skills for the Right...
Individual Training Grants (ITG) Case Conference Model: Getting the Right Skills for the Right Jobseekers
May 19, 2009
Agenda
Workforce1 Career Centers
Overview of Case Conference Model• Focus on Assessment• Collective Decision-Making
Balancing Business Driven System with High Jobseeker Demand
Management of Case Conference Model
Replicating the Case Conference Model
Workforce1 Career Center Locations
Workforce1 Career Centers, operated in each borough of the City by leading non-profit and for-profit service providers, offer a full range of free employment and training services to jobseekers and businesses. In 2008, our eight Career Centers saw about 100,000 customers, providing workshops, pre-vocational skills training, on-site recruitments and job referral services in a professional setting.
Upper ManhattanUpper Manhattan
Brooklyn Brooklyn
Staten IslandStaten Island
QueensQueens
CUNY LaGuardiaCUNY LaGuardia
Hunts PointHunts Point
Overview
BronxBronx
Workforce1 Career Centers
Services to Business and Jobseeker Customers
Grants for occupational training Retention and advancement services Community partnerships
NYC Business Solutions Training Funds State-sponsored training grants when available
Products in support of services offered
Increase income Advance career objectives
Interview only qualified and screened candidates Reduce costs of hiring Foster growth and competitiveness through better
trained workforce
Value toCustomer
Outreach, assessment, counseling, soft and hard skills training, occupational training, referrals to jobs, placement, retention services
Sales, screening, matching, human resources technical assistance, customer relationship and account management
Key Competencies Required
Workforce1 Career Centers SBS Contractors and Partners
Sales force:– SBS staff (large accounts)– Account Managers at Career Centers– NYC Business Solutions Centers
Who provides the services
Brand
1. Help acquiring a job2. Help maintaining a job3. Help advancing in a job
1. Help recruit and hire employees based on need2. Help in training and upgrading the skills of workers
Services Offered
Jobseekers BusinessesCustomer
Grants for occupational training Retention and advancement services Community partnerships
NYC Business Solutions Training Funds State-sponsored training grants when available
Products in support of services offered
Increase income Advance career objectives
Interview only qualified and screened candidates Reduce costs of hiring Foster growth and competitiveness through better
trained workforce
Value toCustomer
Outreach, assessment, counseling, soft and hard skills training, occupational training, referrals to jobs, placement, retention services
Sales, screening, matching, human resources technical assistance, customer relationship and account management
Key Competencies Required
Workforce1 Career Centers SBS Contractors and Partners
Sales force:– SBS staff (large accounts)– Account Managers at Career Centers– NYC Business Solutions Centers
Who provides the services
Brand
1. Help acquiring a job2. Help maintaining a job3. Help advancing in a job
1. Help recruit and hire employees based on need2. Help in training and upgrading the skills of workers
Services Offered
Jobseekers BusinessesCustomer
Workforce1 Career Centers
Workforce1 Career Centers
Increasing Pool of Trained Jobseekers
Fiscal Year Training Funds Issued Jobseekers Trained
2008 3,700
2009 $14 million 6,000
2010 $20 million 10,000
*FY 2009 and 2010 statistics are projections based on current system performance and budget
$9.2 million
Case Conference Model
The Case Conference Model is a sequenced assessment and decision-making process used to identify jobseekers who should receive an Individual Training Grant (ITG) and will be able to complete training and find a job after a training.
OccupationalTraining
Customer is missing key skills or certifications and has the prerequisites to succeed in the training and become employed or advance in career
Skills taught in training are in demand by employers and fill the customer’s skill gaps. Customer is ready for employment or advancement
Case Conference Model
Give Career Advisors explicit tools to use in assessing customers and helping guide them in their path to employment
Create incentives for Center Managers to oversee assessment quality and institute accountability for outcomes of ITGs
Develop standardized assessments across the Workforce1 Career Center system that lead to the most effective investments in training
Emphasis on Customer Assessment
Select strongest candidates for ITGs
Ensure ITGs are only issued when training will lead to employment
Create a system where Workforce1 Career Centers are advocates for their jobseekers and use collective decision-making
Goal Process
Case Conference Model
•Individual Employment Plan
•Occupational Research Worksheet
•Growth Occupations List
Assessment for
Employment
Assessmentfor
Training
CaseConference
•Individual Employment Plan
•Training Provider Research Worksheet
•Growth Occupations List
•Career Advisors discuss ITG requests and decision is made based on likelihood training will result in employment
Orientation
•Customers receive initial assessment; referred to Career Advisor
Customer Participation in Assessment Process
Customers actively participate in assessment through: occupational research, identification of jobs training will qualify the customer for and training provider research.
Case Conference Model
Assessment Tools
Tool PurposeContent
Occupational Research Worksheet
•Identification of skills needed to get a job in this field•Identification of skills gap between job requirements and customer’s current skills•Search for jobs customer could get after training
•To help customers learn about occupations so they can select the right one for them
•To help customers identify what skills they need to learn to work in this occupation
Training Provider Research Worksheet via NYC Training Guide
•To help customers learn about a variety of training options•To help customers select the course and school most likely to prepare them with the skills needed for employment
•Comparison of three training courses (location, course description, price, etc.)•Explanation of how the course will provide needed skills
ProveIt! •Occupational and behavioral tests
•To supplement the Career Advisors assessment by objectively testing customer skill levels
Career Compass •Compilation of labor market information and training curriculums
•To enhance knowledge about occupational requirements leading to a better match between customer needs and training courses supported by ITGs
Case Conference Model
Collective Decision-Making
Connection of Training to Employability
•Is the career goal appropriate for the customer’s skills and qualifications?•Will the training help the customer become employed?
Appropriateness of Course Selection
•Is the course at the appropriate level for the customer?•Is the course eligible to receive ITGs?
Likelihood Customer Will Complete Training
•Has the customer demonstrated motivation through the assessment process?•Does the customer have barriers that will interfere with completing training?
Each center holds a weekly case conference for Career Advisors to discuss potential ITG customers and work together to determine who is appropriate for training by assessing:
Case Conference Model
Career Advisor Responsibilities
Task BenefitsType of Process
Explain ITG policies and Case Conference Model
ITG Workshop
Help customers complete occupational and training provider research
ITG Technical Assistance Labs
Assess appropriateness for training and employment
One-on-One Meetings
Determine which jobseekers should receive ITG
Case Conference
Reengage jobseekers for employment
Phone/Email •Jobseekers connected to real jobs after training
•Increases number of jobseekers who begin ITG assessment process at same time •Jobseekers benefit from other’s questions
•Jobseekers receive help without needing to wait for an appointment
•Career Advisors use IEP, jobseeker research and assessment tools to determine if training will help jobseeker get a job •Increases likelihood that jobseeker will succeed at training and job search
•Career Advisors share information about industry standards and training curriculum•Collective decision-making improves assessment skills
Case Conference Model
Revised Customer Flow with Group Processes
ITG WorkshopOccupational and Training Provider
Research
Career AdvisorMeeting
Case Conference
Customer receives information on purpose of ITGs to meet employment goals and process for applying for ITG. Research worksheets are disseminated.
Customer completes occupational research using Growth Occupation List and recent job postings. Customer searches for training course on Training Guide and chooses course. Customer receives help with research during ITG Technical Assistance Lab if needed.
Career Advisor reviews research and assesses customer. Individual Employment Plan is completed.
Customer receives voucher if training will lead to employment or advancement.
Balancing Business Driven System with High Jobseeker Demand
90% course completion rate Customers make more
informed decisions about training options
Centers use case conference to manage allocation improving ability to connect customers to job orders after training
Successes
Increased Training Opportunities for Jobseekers
Increase in Workload
Higher volume of customers creates strain on staff resources
Requirement for customers to visit Training Providers prior to receiving an ITG requires multiple visits to center
Weekly case conference could become too time-consuming for Career Advisors
Risks
50% increase in training available from Fiscal Year 2008 to Fiscal Year 2009. More flexible processes that balance value of Case
Conference Model with increased workload needed
Balancing Business Driven System with High Jobseeker Demand
Drivers Security Guards Customer Service Representatives Maids and Housekeeping Cleaners Maintenance and Repair Workers, General
Case Conference Express: Efficient Issuance
Represents 37% of FY 2008 Issuance
Customers do no need to be discussed in case conference if training is for one of the five “Express” occupations chosen due to clear connections between customer qualifications, training and employment outcomes
Balancing Business Driven System with High Jobseeker Demand
ITG Workshop or Career Advisor
Meeting
Occupational and Training Provider
Research
•Occupational Research simplified to focus on job postings customer will be prepared for after training•Customer is no longer required to visit Training Provider site
Career Advisor One-on-One
Meeting
Prospective ITG customers may be
able to bypass discussion in weekly
case conference
•Customer receives information about appropriateness for training and assessment process for ITGs
Case Conference Express: More Efficient Customer Flow
Management of Case Conference Model
Performance Management Structure
Strategic Operating Plan
•Weekly ITG Issuance Report tracks progress towards issuance goals•ITG Pipeline Report provides centers with roster of jobseekers completing training
•Annual and quarterly outcome goals aligned with system’s business development and fulfillment goals •Results impact vendors’ ability to contract with city
Management Reports
Technical Assistance
•Monthly system-wide technical assistance calls include policy updates and best practice sharing•Monthly center-specific check-ins focus on performance goals•SBS observes center processes; implements improvements as needed
Voucher Approvals•ITG vouchers have three stages of approval-- Career Advisor, Center Manager, SBS—to ensure mutual accountability
Management of Case Conference Model
By supporting individual assessments that emphasize the connection between training and employment, the Case Conference Model—called a promising practice by
USDOL—has resulted in:
Improved Training Outcomes
•Increased awareness about training provider curriculum•Increased understanding of occupational requirements
•90% training completion rate •50% placement rate within 90 days of course completion
Improved Knowledge
Improved Connection Between Training and Employment
•Requirement to participate in assessment prior to receiving an ITG fosters idea of training for employment
Positive Impact
Management of Case Conference Model
Success Story: Using ITGs for Career Advancement
Health Care Career Ladder
42% W
age Gain
Home Health Aide
Trained by Employer
$8.00 per hour
ITG Course:Patient Care Technician
Certified Nurses AssistantTrained with ITG$13.92 per hour
When Ms. Griffiths came to the Brooklyn Workforce1 Career Center, she was working as a Home Health Aide at Beverly's Home Care for $8.00 an hour. She searched for a better-paying job but realized her options were limited due to her lack of training. In order for Ms. Griffiths to become more marketable, she needed to take a Patient Care Technician course.
After registration and assessment, Ms. Griffiths was granted an Individual Training Grant to attend Daisley II Home Care Service for a Patient Care Tech/ Nurse Tech (PCA) course. Upon completion of this training, she immediately received an interview with Coler Goldwater Hospital.
She is currently employed at the hospital as a Certified Nurses Assistant earning $13.92 an hour. This wage gain represents a 42% increase from her former position as a Home Health Aide.
Replicating the Case Conference Model
Key Guidelines
Training as a Tool for Employment
•Jobseekers are individually assessed to ensure they receive the training that fits their needs
•Jobseekers are only connected to training when it will help them find job or advance in their careers
Strong Assessments
Collective Decision-Making and Learning
•Career Advisors work together to understand occupational requirements and make appropriate training decisions
Successful implementation of the Case Conference Model is driven by an emphasis on:
Replicating the Case Conference Model
Tools in Packet
Tool PurposeContent
Occupational Research Worksheet
•Identification of skills needed to get a job in this field•Identification of skills gap between job requirements and customer’s current skills•Search for jobs customer could get after training
•To help customers learn about occupations so they can select the right one for them•To help customers identify what skills they need to learn to work in this occupation
Training Provider Research Worksheet
•To help customers learn about a variety of training options•To help customers select the course and school most likely to prepare them with the skills needed for employment
•Comparison of three training courses (location, course description, price, etc.)•Explanation of how the course will provide needed skills
ITG Workshop Presentation
•Step-by-step explanation of customer responsibilities in Case Conference Model
•To introduce customers to ITGs and explain how they could be connected to training
Frequently Asked Questions
•Guide to commonly asked questions
•To provide customers with a quick overview of ITGs