Employment: General Topic

In-Home Learning System
Dallas, Texas (Dallas)

Type of Agency/Organization Coordinating/Operating the Program:
Workforce board

Funding Sources:
TANF, WIA, FSE&T, RIO, Welfare to Work, NEG, ITA, CAV, private foundations, grants

Clientele/Population Served:
all workforce clientele

Mission/Goal of the Program:
Increased earnings, employment retention, employment placement, GED acquistion, prevocational training, occupational training

Programs/Services Offered:
Customizable training according to the needs of the program. Computers in home with ISP services and technical support.

Results and/or Performance Measures:
Workforce boards report that 84% of participants are no longer receiving TANF including no dependent accounts (WorkSource for Dallas County).

Workforce boards report earnings increase - 156% earnings gain in Concho Valley Workforce Board (a rural area)

Texas Workforce Commission reports almost three times more likely to be employed after program exit and earning an average of $1,118 more per quarter.

Rutgers Center for Women and Work reports 92% program completion rate and 14% average increase in earnings.

System tracking results - 500,000+ hours of participation and 35,000 courses taken.

For more information:
http://www.business-access.com
http://www.itwd.rutgers.edu/PDF/Brief-OnlineLearningProgram.pdf
http://www.business-access.com/news/mpaag_octnov_05.pdf
http://www.itwd.rutgers.edu

Jobs Access - Residential Transportation Coordinator Program
Seattle, WA (King)

Type of Agency/Organization Coordinating/Operating the Program:
County Transportation Dept/County Work Training Program

Funding Sources:
Community Transportation Association of America/Jobs Access

Clientele/Population Served:
Low-income Residents in Public Housing Authorities

Mission/Goal of the Program:
The Residential Transportation Program identifies residents and staff in Seattle and King County Housing Authority HOPE VI sites and trains them to provide transportation information to residents.

Programs/Services Offered:
Services included: 1) Multi-lingual travel training information to address needs of refugees and new immigrants; 2) Development of the Transportation Options Workshop and Residential Transportation Coordinator Toolkit; 3) Development of the Transportation Resources Index, a website of transportation services for individuals and communities.

Results and/or Performance Measures:
The RTC program was a partnership of agencies based on the block-watch model. The efforts of individual RTCs were monitored for information they provided, such as enrollments in programs such as vanshare, vanpool, ridematch, Working Wheels, or Accessible Service. The RTCs spoke several languages including Vietnamese, Arabic, Amharic, Oromo, Tigregna and Cambodian, making it possible to provide transit and rideshare information to these communities.

For more information:
For more information about this program:
Contact Bob Flor at: bob.flor@metrokc.gov
Contact Colene Baker at: colene.baker@metrokc.gov
Contact Jennifer Hill at: jennifer.hill@metrokc.gov

Successful Beginnings
Houston, Texas (Harris)

Type of Agency/Organization Coordinating/Operating the Program:
Community-based agency

Funding Sources:
Texas Workforce Commission (TWC); Texas Parks and Wildlife Department

Clientele/Population Served:
TANF and Food Stamp participants; Low-income families

Mission/Goal of the Program:
Macedonia Outreach Center (MOC) challenges its participants and surrounding neighborhoods to accept and demonstrate self-determination, self-reliance, community pride, and good citizenship. We strive to contribute positively to the lives of the people in the communities that we serve, and in doing so, exhibit uncompromising principles and hope to accomplish aims such as 1) Restoring respect and dignity to those we serve, 2) Inspiring, motivating, enhancing, and transforming the lives of those we serve; and 3) Improving the economic well being and quality of life of our communities' citizens.

Programs/Services Offered:
Macedonia Outreach Center serves the community and offers the following programs/services: Higher Education Preparatory; K-12 core academics; Computer Technology Certification/Classes; Employment assistance; Job readiness; Counseling services; Youth services; Food & clothing banks; Health education; HIV testing and counseling; Substance abuse prevention and intervention; After-school programs & summer programs. The main core of MOC programs are educational, focusing on personal growth and development combined with employment training and acquisition.

Results and/or Performance Measures:
Over the past couple of years, the MOC administration has worked diligently to build and strengthen the organization’s coordination and partnerships with other local organizations and agencies. One noteworthy project that MOC has participated in was a $566,707 Self Sufficiency Fund (SSF) grant from the Texas Workforce Commission (TWC) in April of 2003. Upon completion of the 1-year contract, Macedonia had provided one hundred (138) TANF/Food Stamps recipients with dependent children, with training in the Successful Beginnings/Customer Service course, Certified Nurse Aide Training, and Computer Training courses.

For more information:
Kathy West
CEO, Macedonia Outreach Center
(713) 674-8898
moc1235@aol.com

Tiered Employment Program
Pittsburgh, PA (Allegheny)

Type of Agency/Organization Coordinating/Operating the Program:
Private/For-Profit Company

Funding Sources:
Pittsburgh Foundation

Clientele/Population Served:
Welfare-to Work Clients With Little or No Work History

Mission/Goal of the Program:
State and local social policy personnel and the area employers voiced their concern that there was no systemic process in place to develop the workforce. They saw entry-level employees continuing to move from one entry position to another but never seeming to move up the career ladder as they progressed from job to job. Employers complained about the short periods they were able to hold entry-level employees and of the difficulty in recruiting employees with successful employment history to fill higher-level positions within their firms. Social planners were becoming increasingly concerned about the lack of a system to assist their clients with reaching economic self-sufficiency through some upward mobility program within the employment system. Job seekers wandering in and out of entry-level employment had caused an enormous cost burden for both employers and the funding systems, at the same time as jobs that require successful employment history are going unfilled. This has also raised interest in seeking a structured retention system.

Programs/Services Offered:
The Tiered Employment Program described above is a replication of a very successful program designed and implemented by EDSI in Philadelphia under a contract with the Philadelphia Workforce Development Corporation as part of the Greater Philadelphia Works Program. This program is now being implemnented in Philadelphia, Pittsburgh, Fort Lauderdale and Delaware County, PA.

EDSI implemented a Tiered Employment Program that included interested job seekers, employment development organizations and employers within the region. Employers’ opportunities will be classified as Tier I, Tier II or Tier III based upon the position available, the wage, compensation, hours per week and benefits. Employment development organizations were trained in the processes of identifying, classifying and qualifying employers and job seekers for the program. Interested job seekers were provided with information about the program and those demonstrating a commitment to be involved l received an in-depth orientation and assessment to determine the level at which they should enter the program.

The average Tier I employers operate their businesses in highly competitive markets. Constant pressure on prices and profits discourage them from paying wages that keep a steady workforce. In fact, most Tier I employers regard the jobs they fill as temporary placements. They expect successful employees to leave. The Tiered Employment System helps with this issue.

The pay and benefit structure for Tiered Employment is: The Tier I employer typically pays $5.15 to $7.00/hr., offers thirty to forty hours per week, provides limited training and accepts applicants with little or no work history. The Tier II employer pays between $7.00 to $9.00/hr., offers forty hours per week, provides training, access to health benefits and requires a prior work record. The Tier III employer pays about $9.00/hr., offers forty hours per week, provides ongoing training, access to health benefits, requires work history and evidence that the client has succeeded in previous work based training efforts.

Under the Tiered Employment system, Tier I employers receive a dedicated employee who has been pre-screened by an Employment and Training Agency for the available position. The employee has incentive to show up for work and perform work duties satisfactorily. At the conclusion of six months of successful employment, the Tier I employer is given the option to keep the employee by progressing the individual to a Tier II position or to interview new Tier I candidates supplied by the Job Placement agency. The client has the opportunity to stay with the employer or be “placed” by the agency in a qualified Tier II position.

The Tier II employer represents an organization structured to hire, train and adequately compensate employees for their “value-add”. Their problem today is trying to find people with an employment track record who will give them the assurance that the training they provide will return benefits through an employee who will be retained. Many of the Tier II employers are also faced with the same challenges of increasing retention and lowering the cost per hire. Under The Tiered Employment system, the Tier II employer receives a pre-screened employee who has proven that he/she can maintain exemplary attendance and develop the skills necessary to perform the job. The Tier II employer will also receive documentation provided by the previous employer relating to the work experience and skills of the individual being considered for hire.

Results and/or Performance Measures:
Objectives were met. Retention percentages increased specifically with entry-level employees. A stronger base of certified Tiered Employers was gained. A significant number of people transitioned through the tiers. Employees were provided with several employment opportunities based on their skills and previous experiences

The dates that were used for the following statistics were from March 20, 2002 until March 20, 2003. 55 employers participated in the Tiered Employment Program. 435 people were enrolled/employed in the program. 76% of the 435 or 330 are still working. Enrollments for the program began to increase significantly in August 2002. It has to be kept in mind when reviewing progress attaining Tiered completion or Tiered advancement, only those enrollments that occurred in August and September have had six months employment to hit the benchmark. Out of the 61 who had an increase in wages or changed jobs, 53 improved either in wages or with benefits. 33 of the 53 had enough of an increase to move to the next Tier. 51 individuals are in the process of transitioning to Tier II. 191 people are in Tier I, 63 are in Tier II, and 76 are in Tier III. 15 people advanced from Tier II to Tier III. When someone obtained a second job, 54% were offered benefits compared to the first job where 21% were offered benefits.

The outcome for the employee was a continued system of support. Because clear goals were defined, the employee felt empowered as he/she moved towards self-sufficiency. The employee was willing to take an entry-level position for minimal money, if he/she knew at six months there would be opportunities for advancement, either with the same employer or with a new employer.

For more information:
Raymond Eibel
42 South 15 th Street, Suite 300
Philadelphia, PA 19102
215-637-5611
reibel@edsincorporated.com
www.edsincorporated.com

GoodWorks! Intensive Services
Georgia

Type of Agency/Organization Coordinating/Operating the Program:
State Employment Agency

Funding Sources:
TANF-Fedearl Funds; WtW Formula and Competitive

Clientele/Population Served:
TANF recipients with multiple barriers to employment - target long-term recipients, which may also have barriers with substance abuse, literacy challenges, domestic violence, etc.

Mission/Goal of the Program:
To provide a comprehensive workforce service strategy which includes paid work activities via a transitional jobs program which stops the TANF clock and prepares customers for unsubsidized employment opportunities. Consistent with WIA, lifelong learning is stressed and retention support is provided for up to 24 months.

Programs/Services Offered:
Referral and Recruitment: Customer is referred to GDOL-Career Center by DFCS; GDOL- Career Center and other partner agencies conduct staffing. Customers with multiple barriers to employment (long-term TANF, little to no work history, substance abuse, domestic violence, etc.) who are not engaged in other work or education activities are referred to GoodWorks! Intensive Services Provider: Intensive Services provider conducts home visits to encourage referred customers to participate in GoodWorks!

Work Evaluation First work activity for GoodWorks! Intensive Services customers; 1-3 weeks of subsidized work experience; 20 hours per week - $5.15 per hour; Intensive Services Provider (Personal Advisor and Job Coach) evaluates work behavior; Job Coach works with customer on issues directly related to job performance (following instructions, working with supervisor, tasks related to job, etc.); Personal Advisor works on issues that could impede the customer's ability to work (child care, transportation, children issues, etc.) Up to 10 hours in other activities (job readiness, GED prep, job search, etc.) Customer is not paid for participation in these activities. Career Action Plan developed at the completion of Work Evaluation with a staffing of all partner agencies: Career Action Plan is a road map of activities recommended to assist the customer become ready for competitive employment. All partners participate in staffing

Work Adjustment Customer continues in subsidized work experience for up to 30 hours per week. Customer is paid the prevailing entry wage for position. Personal Advisor and Job Coach teach the customer how to become a worker in today's labor market. Customer also participates in other activities (job readiness, GED prep, job search, etc.) for up to 10 hours per week. Customer is not paid for participation in these activities. Work Adjustment divided into three phases; each phase is for three months for a maximum of nine months. Staffings occur as needed to assist the customer in their efforts to move into competitive employment. Staffings with all partner staff are required at the end of each Phase to assess customer's job readiness. If the partners determine that the customer is job ready, the customer will be transitioned into unsubsidized employment. If the partners determine that the customer is not job ready, the customer moves into the next phase with a plan to address barriers that still must be overcome.

Job Placement Intensive Services provider is responsible for Job Placement and must coordinate with other partner staff. Provider works with GDOL-Career Center to identify potential jobs. Intensive Services Provider's Job Coach is available to assist customer, if needed, as they move into competitive employment

Individualized Job Coaching: One-on-One Job Coach assistance is available if partner agencies and customer agree that this service is needed to help with the transition into unsubsidized employment. Service available for at least 30 days

Job Retention and Follow-Up: Intensive Services provider responsible for Job Retention and Follow-Up. Provider ensures that customer remains in the labor force. As customer transitions into labor force, provider and other partners will work to move customer to self-sufficiency. Career Development and Advancement

Results and/or Performance Measures:
Data as of 3/31/02 will be submitted separately.

Study of the GoodWorks! Pilot in Augusta-Richmond County by Mathematica appears in Mathematica's April 2002 report "Transitional Jobs: Stepping Stones to Unsubsidized Employment"

For more information:
Linda T. Johnson - (404) 656-7392
Nancy F. Meeden - (404) 656-7392