Individual Training Grants (ITG) Case Conference Model: Getting the Right Skills for the Right Jobseekers May 19, 2009

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


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



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


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


•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.


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


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:


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


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.


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


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


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


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


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


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.


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:


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

Documents

Individual Training Grants (ITG) Case Conference Model: Getting the Right Skills for the Right Jobseekers May 19, 2009