A Literacy@Work Training Case Study

Community Literacy SummitWashington, D.C.March 19, 2007

Douglas Marriott, Outreach Director

“Challenges in Measuring and Collecting Data for Evaluation”

The Literacy Network of Greater Los Angeles (LNGLA) Guiding Principles and Current Programming

Literacy@Work Project Background

General project challenges of data measurement with MTA collaboration training

The unique and successful case of the MTA training, community literacy in action, measuring and collecting data for evaluation

Presentation Overview

Guiding Principles of LNGLA

We envision a Greater Los Angeles where all people are empowered by literacy to achieve their full potential in our community, a community which is socially just, culturally dynamic and economically productive.

Our goal is make literacy resources easily accessible to learners, literacy service providers, and employers in our community through partnerships, advocacy, and direct program services.

Current ProgrammingResource and Referral

That Literacy Phone Book

www.literacynetwork.org

1-800-707-READ

Special Events

Literacy In Media Awards

Literacy Summit

Volunteer Program – Recruits, trains, and places volunteers at partner provider site. Spun off from the Literacy@Work.

Literacy@Work – Develops and implements workplace and workforce literacy trainings for workers within Los Angeles

Project Background Employment Policy Foundation study gave rise to Literacy@Work: The L.A. Workforce Literacy Project

Literacy@Work is a public/private partnership of organizations dedicated to the advancement of workforce literacy

Project has developed and implemented a 25 hour Trainer Certification program and a Quality Standards Handbook

Implementation of planning began in Spring of 2006 and has included workplace trainings at local businesses and workforce trainings at social service agencies

The MTA Bus Driver ProjectWe Make the Road by Walking (or riding)…

Between 2002 and 2006, the Los Angeles County Metropolitan Transportation Agency (Metro) began providing more bus service in Los Angeles County.

Over the past two years, Metro has been unable to fill from 200 to 300 bus operator vacancies, costing millions in overtime labor

Metro performed an analysis of the high failure rate in their training program, determining that the bus operator success rate could be significantly improved by offering interested applicants a pre-training program tailored to help them succeed in bus operator training.

Recruitment, data management, support services, case management

Lead on project coordination, job training and customer service instruction

Employment! HR orientations, program support

Literacy@Work instructional services workshops), trained instructors, customized curriculum development, volunteer support services, resource and referral information

Collaboration in Action

RecruitmentRecruitment

MetroMetro OrientationOrientation

Project Overview Pre-Screening

Basic Skills Assessment

Score Above 10.0Score Between

8.0 - 10.0Score Below 8.0

WIA Registration

Hired by Metro

Interview w/ MetroInterview w/ Metro

Central Literacy Training

Referred toTraining Provider

and/orWorkSource Center

Background Check & Drug Testing

WIA Registration

Interview w/ MetroInterview w/ Metro

Background Check & Drug Testing

Customer Service &Study Skills Training

Includes:Customer Service &Study Skills Training

Ongoing Challenges for MTA Project

Skills Assessment

Implement a standard intake and assessment system and develop customized training for workers and employer.

Performance Measurement

Create MTA training components and requirements for program completion.

Data Management

Design and implement a shared, data management tool to support needs of all partnering agencies.

Skills Assessment

Need or Expectation:

•A uniform tool to place participants in program

Challenge:

•Meeting the needs of all partnering agencies and adult learners

Skills Assessment

Solution:•A standardized assessment tool (CASAS Workplace Exam) is implemented to determine placement in two week, five week, or sixteen week trainings

•An MTA customer service exam is used as a pre and post assessment tool

Performance Measurement

Need or Expectation:

•Customized training course to prepare participants for success at Metro

Challenge:

•Creating a customized curriculum to reach parallel missions of collaborators and individual needs of participants

Performance Measurement

Solution:•Participants are provided with job readiness training, customer service training, English as a Second Language (ESL) when needed, basic skills training in reading and writing, study skills and critical thinking skills all contextualized to the needs of successfully completing the Metro training. The training is constantly adapting to lessons learned.

Data Management

Need or Expectation:

•Each participant needs to be followed to evaluate needs of the program and provide accurate accounting for all partners.

Challenge

•Identifying resources and best methods for capturing data

Data Management

Solution

•WorkSource center dedicates staff member to data management and support services with direct links to MTA HR departments and partner agencies.

Results to Date

Between Aug. 2006 and Jan. 2007 there were 7 trainings that reached 233 participants219 completed trainings and earned certificates198 passed MTA interview and began new employment orientationMTA statistics show the agency is ½ way to meeting their goal of 300 new operators. The vacancy rate is down 161 from a high of 315Part-time attrition decreased from 100% to 33.49% as many are succeeding in MTA training program

Conclusions

Continual process improvement impossible without detailed data collection for evaluationAll stakeholders must share a vision for what program success will look like with mutually agreed upon outcomes to be evaluatedParallel missions, mutual respect for roles and resources, creativity and flexibility are key components to project success.