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Job Readiness Training, Workforce Development and Outreach, Education and Advocacy for Mature Workers
Senior Services
Today’s Presenters:
•Patricia Wilkins, Vice President Workforce Development
•Barbara Rykaczewski, Director Quality and Procedures
•Bryan Dalton, Director Training
•Jenna Holzberg, Illinois Senior Services Program Manager
•National Able Network History•Define Workforce Development•Provide an overview for developing and implementing successful project plans•Outcomes… Next steps
National Able Network® is a nonprofit agency working to serve individuals, families and communities by bringing together qualified job seekers and businesses.
Our Mission…
“Preparing Today’s Communities to Meet Tomorrows Challenges.”
*Education *Employment *Opportunities
National Able Network® was founded in Chicago in 1977 by a grant from The Chicago Community Trust to advocate for, and promote employment opportunities for seniors.
Today, Able serves businesses in all major sectors and helps job seekers of all ages, skills and income levels.
National Able Network Programs
Universal Job
Readiness Training
(JRT)
Able Staffing Resources
Veterans Forward
Able Career Institute
Seniors Having InformationFor Tomorrow
Senior Community Service Employment Program Workforce
Investment Act
Trade Adjustment Act
AdultBasicEducationServices
SHIFT is a comprehensive training program for unemployed or retired adults focusing on improving self-sufficiency.
Seniors Having Information for Tomorrow(SHIFT)
The Seniors Having Information for Tomorrow (SHIFT) is funded by a private grant from The Retirement Research Foundation
Senior Community Service Employment Program (SCSEP)
SCSEP is a community service and work based training program for older workers. Authorized by the Older Americans Act, the
program provides subsidized, community service-based training for low-income persons 55 or older who are unemployed.
The Senior Community Service Employment Program (SCSEP) is funded by a U.S. Dept. of Labor grant administered by National Able Network®
•Illinois•Indiana•Maine•Massachusetts•New Hampshire
Service Areas
• SCSEP is the only federally funded training and employment program for mature workers in the United States.
• 43,809 mature workers will receive and provide SCSEP services throughout the United States during the 2013 program year.
• 2013 funding $424,804,974 - 5% reduction from 2012
SCSEP was established in 1965 as Title V of the Older Americans Act
What is Workforce Development?
Definition
Workforce Development is - a term used to describe employment initiative services offered by agencies and government programs.
Workforce Development Is…
•Collaborative economic development approach •Designed to enhance a region's economic stability and prosperity •Focuses on people, community and businesses•Holistic approach •Seen as a solution to issues of social equity
Workforce Development andMature Workers
Many mature workers are staying in the workforce longer for various reasons:• Necessity - finances• Americans are living longer• Health Care Benefits• Stay actively engaged• New career or skills
Self-Sufficiency
Training Employment
Subsidized Programs
Unsubsidized Programs
Comprehensive Supportive
Services
SERVICE INTEGRATIONBarbara Rykaczewski, Director of Quality Assurance
Objectives
•Define “Service Integration”•The need for service integration•Service integration goals and projects •Accomplishments and results
Service Integration
Improving service delivery to clients through coordination of efforts, resources, and knowledge
WHAT IS IT?
Flexibility
Shaped by those
involved and those served
Within agency OR within community
Able’s Service Integration History
•Feeling budget crunch•Clients using multiple resources within agency•Sharing of job leads•Access to Subject Matter Experts•Knowledge/processes/forms
Reason for Service Integration Task Force
Able’s Representation
Able Staffing Resources
Veterans Forward
Able Career Institute
Seniors Having Information For Tomorrow
Senior Community Service Employment Program
Workforce Investment Act
Trade Adjustment Act
Training Team
Service Integration
Team
Universal Job
Readiness Training
With Guidance from:
•Vice President of Workforce Development•Vice President of Workforce Services•Vice President of Veterans and Business Development•Chief Operating Officer
Input also from Chief Executive Officer & CEO, Grace Jenkins
Logistics
Work plan with actionable outcomes and due dates
Meetings
Quarterly expanded staff meetings
Ultimate Goal
To improve service delivery to clients through coordination of efforts,
resources, and knowledge
Action Steps
•Provide clients with a stronger, holistic approach to address their barriers to employment
•Utilize agency resources in collaborative manner so as to maximize agency impact on client
•Address agency challenges and issues related to communication• understanding and sharing between the different programs• help agency staff to have a more complete understanding of
the agency
•Better integrate services of remote offices and locations
Project: Program Knowledge
All Able staff know about all the programs offered and basic eligibility criteria• Create an Able program information at a glance
“cheat sheet”• Inform staff and make information available• Ensure document is current on a regular basis
•Learning tool: Able Puzzle•Take-away: Referral tool
Project: Initial Assessment
•“Program-ready participant” assessment• Definition of “program-ready”• Questions to determine program readiness
Learning tool: Participant scenarios
Project: IEP Development
•Guiding principles for development of:Individual Employment Plan (IEP)
• Best Practices Guide• Examples of “good” and “bad” IEPs
Learning tool: IEP Writing
Activity: Client Scenarios
•What services can your program provide to this client?
•What services are there in the community that the client could benefit from?
Benefit to Client
•Access to added resources•More support/opportunities to address barriers•Access to Subject Matter Expert (SME)•More seamless service
Benefit to Agency
•Leveraged resources•More seamless service•Better performance•Breaking down silos among service providers
Challenges
•Buy-in•Getting credit, sharing territory•Old habits are hard to break•“Too busy” syndrome
Results
•Increased co-enrollment•Increased cohesiveness throughout agency•Better service delivery to participants•Stronger grant proposals
Some Examples of Service Integration
Universal Client Application
Call Center
Job Readiness Training
Establishing Your Own
•Know your network•Identify common goals•Identify resources available to share•Establish MOUs/linkage agreements•Create and stick to work plan•Re-evaluate and readjust regularly
Service Integration Task Force
JOB READINESS TRAININGBryan Dalton, Director of Training
@bryankdalton
Objectives
•Describe the importance of Job Readiness Training (JRT)
•Explain how JRT pertains to those seeking employment
•Explore how JRT can contribute to self-sufficiency and quality of life
•Provide an overview of JRT as it pertains to our agency
•Share some JRT outcomes
Why the Need for Job Readiness Training
•The job search process has changed•Accessing opportunities require technology•Everyone can benefit from learning
about technology•JRT provides seniors with information contributing to:• Employment• Retention• Self-sufficiency• Quality of life
Job Readiness Training for Job Seekers
Developing an Effective Job Search PlanResume and Cover Letter Development
Preparing for the InterviewMock Interviews
How to Effectively Complete an Online Job Application
Introduction to Social MediaProviding Exceptional Customer Service
Harmony in the WorkplaceMaking a Great Impression on the Job
Job Readiness Training was named most promising practice by the Department of Labor
Developing an Effective Job Search Plan
Occupation Goal
Basic Resume
Elevator Speech
Networking
Resume and Cover Letter Development
Computer Eye Human Eye
• Research• Key words• Targeted• Accomplishments• Not dated
Preparing for the Interview
Prepare for all types of interviews
Mock Interviews
Practice makes…
How to Effectively Complete an Online Job App
• Understanding the how and why
• The must haves before starting
• Helpful computer skills to use
• General tips and cautions
Introduction to Social Media
• What is it• How people are
using it socially• How it find a job
using it
Providing Exceptional Customer Service
•External Customer Service •Internal Customer Service
• Best practices and how to deal with difficult customers
Harmony in the Workplace
• Benefits of harmony
• Methods to promote harmony
• Stress management
• Time management
• Working in cross-generational teams
Making a Great Impression on the Job
• Workplace communication etiquette pertaining to verbal, written and nonverbal communications
• Adherence to job description and to company policies and procedures
• Work habit and attitude tips
For Self-Sufficiency and Quality of Life
•Access to technology•Learning about available resources and how to find them•Exposure to eLearning (genealogy, scrap booking, etc.) •Practice communication and interpersonal skills•Class gatherings and interactions•Social Media: Virtual Communities
NETWORKING Activity from: Developing an Effective Job Search Plan
Within the Context of National Able
•Geographic and rural outreach•Budget cuts•Blended training• Live Virtual• Classroom• Self Guided
Special Considerations in the Virtual World
Some Outcomes
Attendance
Pilot Year
48%
Year Two
61%
Customer Satisfaction
ClassroomRemote
3.49/4.0 3.85/4.0
Over Pilot Year!
SUCCESS STORYA short video produced and edited by Jenna Holzberg
SENIOR AMBASSADOR PROGRAMJenna Holzberg, Illinois Senior Services Program Manager
Workforce Development & the Mature Worker
Workforce Development Program Model:• Job Readiness Training• Skills Training• On-the-job Training• Client Services
Assist in finding one’s path to employment
Workforce Development & the Mature Worker
Senior Community Service Employment Program• Also known as SCSEP or the Title V Program
National Able Network has been funded to administer the SCSEP Program for over 30 years, during this time the program has
gone through different changes.
Workforce Development & the Mature Worker
•In pursuit of other program options….
The Retirement Research Foundation&
Seniors Having Information For Tomorrow(SHIFT)
Seniors Having Information For Tomorrow
Is a workforce development program for mature workers which provides clients:
Job Readiness Training
Workshops
Supportive Services
Client Services
Job Search Assistance
Job Placement Assistance
Seniors Having Information For Tomorrow
Year One (program year 2011)
Year Two (program year 2012)
Self-sufficiency
Entered-employment
Seniors Having Information For Tomorrow
Year Three (program year 2013)
Entered-employment and employment retention
Pilot Program: Senior Ambassadors
Senior Ambassadors
What is a Senior Ambassador?
How does this fit into a workforce program for mature workers?
Senior Ambassadors
Interested in creating other learning and training opportunities for program clients outside of the traditional workforce development program model
Senior Ambassadors
The concept of “Senior Ambassadors” came out of our direct client service experience in the Job Readiness Training.
Senior Ambassadors
Definition:Senior Ambassadors are advocates and educators. They are trained and educated about different social issues that are relevant to peers in their communities.
Mission: To provide clear, straight-forward information about these social issues, share resources and facilitate referrals to community based (partner) organizations.
Discussion
What are the other things that we can identify that are issues relevant to seniors that can be incorporated into this Senior Ambassador model?
Senior Ambassador Training Objective
Understanding the Affordable Care Act
Training of Senior Ambassadors
How were the Ambassadors identified?• Current SHIFT Program
clients• Relevant IEP goals
Training of Senior Ambassadors
• Training and education of program staff on the Affordable Care Act.• Identify information relevant for Ambassador
outreach activities.
“The Culture of Coverage”Introduce a new health culture to Illinoisans who have
traditionally been excluded from coverage.
Training Material
• Online tutorials from the Assistor Training• Center for Medicare & Medicaid Services• www.illinoishealthmatters.org
http://marketplace.cms.gov/exploreresearch/talking-about-the-marketplace.pdf
http://visualizingreform.illinoishealthmatters.org/uninsured#39,95|-86,01|7|-1|4|Gender
Training Material – Online Resources
Training Material – Online Resources
Training Material
Tablet Computers• Exposes Ambassadors to new technology• Additional tools and resources in outreach
efforts.
Practice Sessions
•Created a list of “talking points”•Mock interactions, discussion & presentations•Mini-presentations at Able program orientations
•Regular Ambassador meetings• Identify areas where they may need clarification
on information • Discuss challenges
Tracking Success of Senior Ambassadors
Ambassador outreach efforts contextualized within a structured and defined Affordable Care Act enrollment project.
•Center for Economic Progress • In-Person Navigator Grant
•National Able Network’s Call Center
Tracking Success of Senior Ambassadors
Senior Ambassador Outreach
Able Call Center
In-Person Navigator
Ability to track Ambassador referrals from initial point of contact through registration with Center for Economic Progress
Senior Ambassadors
Skills Developed, Lessons Learned & Outcomes
Skills Developed
How does this translate into marketable skills for one’s job search?
Skills transferable to the professional fields of:
Sales Customer service
Social service case
management
Community outreach
Communication
Public Speaking
Networking
Skills Developed
Lessons Learned
•Challenges with rollout of www.healthcare.gov • Negative responses• Pushback
Shared teaching and learning moments for the Senior Ambassadors
Lesson Learned
Unexpected interest and enthusiasm from program clients
What will be our next Senior Ambassador project?• Medicaid/Medicare• Health and Wellness• Volunteerism• Identity Theft/Scams• Elder Abuse Awareness
Outcomes
…To Be Determined…
Questions?
Conclusion and final thoughts
• Mature workers are staying in the workforce longer
• Lack of senior-friendly, workforce development programs
• Meeting the needs of a growing mature population requires a comprehensive integrated service approach
Stay tuned and check us out @
www.nationalable.org