NATIONAL TRANSITIONAL JOBS NETWORK 2012 CONFERENCE1 Baltimore, MD April 12-13
INTRODUCTION Conference ObjectiveTo get together Heartland Alliance, Advocacy staff, TJ Program Managers, and stakehol...
NTJN DEFINITION OF A TRANSITIONAL JOB The Transitional Jobs model seeks to overcome . . . barriers by...
BENEFIT TO SVDP Understanding Transitional Jobs Looking at how other Transitional Jobs programs work by Site Visit Wha...
SITE VISIT TO BALTIMORE CENTER FORGREEN CAREERS Projects such as the B’More Green Energy Efficient Retrofit Program prov...
SPEAKER HIGHLIGHTS Gary MaynardSecretary, Dept of Public Safety and Correctional Services, State of Maryland If you...
CONT’D This is a patient approach, that involved visiting Sites, involving local officials, and national advocacy organ...
GUEST SPEAKER CONT’D  Mindy Tarlow Executive Director and CEO of Center for Employment Opportunities “Out of Ja...
SUCCESS AT C.E.O. At C.E.O., the clients are not dropped into a regular workplace, but organized into work crews. Altho...
EFFECTIVENESS OF THE TJ EXPERIENCE Chris Warland• Integrated, contexualized adult basic ed• Participant peer suppor...
CONT’D Can be hired to work in person from the Planning through the Implementation Can help you make a case to funders...
ENSURING TRANSITIONAL JOBS ARE MORETHAN A TIME-LIMITED PAYCHECK Chris Warland, Manager, Program and Technical Assist...
CONT’D Researchers tell us that transitional employment should provide an opportunity for experiential learning Partic...
 Provide opportunities to re-enter a TJ after termination Create a safe environmentROCAINC. findings:• Learning is a pr...
 A client can be fired from TJ but not from ROCA, they can be rehired Develop your curriculum on the hiring criteria of...
 Richard GreenwaldActing Vice President, Program Effectiveness, Public Private Ventures & Chair National TJ Network Ex...
CONT’D  4 days a week field work  Anywhere you have green space you can have people maintain the green space ...
CONT’D Office administration We develop partnerships to train people in other hard skills Industry Recognized Certific...
 Liza Ehrlich, Director of Operations and Client Services, Parks Opportunity ProgramDifferences between traditional ...
STEPPING STONES TO CAREER PATHWAYS:PAIRING TRANSITIONAL JOBS  The Doe Fund Street Clean operation • How to ...
CONT’D• Go with drivers to pickup used cooking oil and send to the warehouse which is then sold for fuelProgram Developme...
CONT’D• Assist graduates with navigating and understanding their potential career path• What makes these training i...
RETENTION MATTERS: HELPINGPARTICIPANTS KEEP THE JOBGoodwill Easter Seals - Minnesota To sustain employment outcomes Moti...
PRE-EMPLOYMENT FOCUSED RETENTIONSTRATEGY Cognitive skills classes Address criminogenic needs Address adjustment needs, ...
CONT’D Developing a culture and practice of performance management Theory of Change Process If we do this, then this w...
 The trick is to explain, not only the outcome happened but your intervention helped to make it happen ...
ROCAINC.HTTP://WWW.ROCAINC.ORG/ ROCA has customized the Stages of Change Assumptions or Answers How do we know? How do ...
POINTS TO CONSIDER Are we ready, willing and able to change?From good intention to strategic intervention• Vision, Missio...
 Organizational leadership, structures, systems Output is what is done intentionally and outcome is How it affects the ...
USING FEDERAL FUNDS TO SUPPORTEMPLOYMENT SOLUTIONS FOR INDIVIDUALS WITHBARRIERS TO EMPLOYMENT Sam Tuttelman – AC WIB Di...
CONT’D Employment Retention Education and Training Supportive Services Infrastructure ActivitiesStrategy to Advancing ...
2012 NATIONAL TRANSITIONAL JOBS NETWORKCONFERENCE PRESENTATIONS AVAILABLE  http://www.heartlandalliance.org/ntjn/201...
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National Transitional Jobs Network 2012 Conference1

Published on: Mar 3, 2016
Source: www.slideshare.net


Transcripts - National Transitional Jobs Network 2012 Conference1

  • 1. NATIONAL TRANSITIONAL JOBS NETWORK 2012 CONFERENCE1 Baltimore, MD April 12-13
  • 2. INTRODUCTION Conference ObjectiveTo get together Heartland Alliance, Advocacy staff, TJ Program Managers, and stakeholders across the US, under one platform in order to get a deeper understanding of policies and programs that support subsidized employment and transitional jobs 2
  • 3. NTJN DEFINITION OF A TRANSITIONAL JOB The Transitional Jobs model seeks to overcome . . . barriers by providing individuals with a wage- paying, short-term job that combines real work, skills development, and supportive services to successfully transition participants into the labor market . . . [the] Transitional Job is the first step toward permanent employment and economic opportunity. 3
  • 4. BENEFIT TO SVDP Understanding Transitional Jobs Looking at how other Transitional Jobs programs work by Site Visit What ways SVdP could develop its program given the realities of the current – labor market Networking with other TJ Programs 4
  • 5. SITE VISIT TO BALTIMORE CENTER FORGREEN CAREERS Projects such as the B’More Green Energy Efficient Retrofit Program provides real work through Transitional Jobs and classroom training leading to Industry recognized environmental health and safety certifications, such as OSHA Construction Safety Cert, Painting Certification and EPA renovation repair. Engages low-income Baltimore residents through transitional jobs Poverty Opportunity 5
  • 6. SPEAKER HIGHLIGHTS Gary MaynardSecretary, Dept of Public Safety and Correctional Services, State of Maryland If you address chronic unemployment you can address homelessness, race, …. Some people have problems other than economic unemployment, they require ingenious solutions Some 15 yrs ago, practical ingenious individuals came about with solutions in the UK, Scotland 6
  • 7. CONT’D This is a patient approach, that involved visiting Sites, involving local officials, and national advocacy organizations. TJ now exists in over 36 states, services hundreds of thousands of low-income individuals with barriers to work Cultivate public officials to understand TJs 260,000 people were placed into temp jobs under the Stimulus Plan 7
  • 8. GUEST SPEAKER CONT’D  Mindy Tarlow Executive Director and CEO of Center for Employment Opportunities “Out of Jail and into a Job”…Opinionator, NY Times online MDRC published its evaluation of the program and found that for people who started within three months of getting out of prison, the program reduced recidivism by 16 to 22 percent. 8
  • 9. SUCCESS AT C.E.O. At C.E.O., the clients are not dropped into a regular workplace, but organized into work crews. Although most of the time, felons are not allowed to have contact with other felons, the parole system makes exceptions for programs like these. The men work together, eat lunch together, take coffee breaks together. They are closely supervised by people who have served time themselves. http://opinionator.blogs.nytimes.com/2012/03/28/out -of-jail-and-into-jobs/ 9
  • 10. EFFECTIVENESS OF THE TJ EXPERIENCE Chris Warland• Integrated, contexualized adult basic ed• Participant peer support• Flexible length of the time spent in a TJFree resources and tools atwww. Transitionaljobs.netNTJN offers low cost, low intensity support by email or phone call 10
  • 11. CONT’D Can be hired to work in person from the Planning through the Implementation Can help you make a case to funders Any question related to planning, deliver, etc. 11
  • 12. ENSURING TRANSITIONAL JOBS ARE MORETHAN A TIME-LIMITED PAYCHECK Chris Warland, Manager, Program and Technical Assistance, National Transitional Jobs Network Lili Elkins, Chief Strategy and Development Officer, Roca, Inc.Ensure the TJ is a developmental experienceGoals: Earned income, job references, access to supportive services, access to EITC, skills and experience to transition into. 12
  • 13. CONT’D Researchers tell us that transitional employment should provide an opportunity for experiential learning Participants learn to work by working Participants offer encouragement to each other – peer support Supportive staff relationships is necessary, helps participants succeed in employment Offers PD to staff Reinforcement feedback through passport Be flexible to allow for mistakes 13
  • 14.  Provide opportunities to re-enter a TJ after termination Create a safe environmentROCAINC. findings:• Learning is a process that occurs over time and in stages• Transforming, modifying, re-doing attitudes, beliefs and behaviors• People change when they are ready and willing• Relapse is part of the process 14
  • 15.  A client can be fired from TJ but not from ROCA, they can be rehired Develop your curriculum on the hiring criteria of companies E.g. Marriott Hotel 15
  • 16.  Richard GreenwaldActing Vice President, Program Effectiveness, Public Private Ventures & Chair National TJ Network Exec. Comm.• Is it a real job? Qualify for tax credits?• Is there a Sectoral strategy? Does it offer employment in a particular sector?e.g. Parks Opportunity Programo Cleaning and greening parkso $9.21c for 6 months 16
  • 17. CONT’D  4 days a week field work  Anywhere you have green space you can have people maintain the green space  40 hrs per week  The counselor that day is your supervisor Work Assignments include: o Cleaning and landscaping o Maintaining comfort stations o Repairing and restoring o Staffing recreational centers 17
  • 18. CONT’D Office administration We develop partnerships to train people in other hard skills Industry Recognized Certifications Serv Safe, Time Management 18
  • 19.  Liza Ehrlich, Director of Operations and Client Services, Parks Opportunity ProgramDifferences between traditional POP and specialized Sector Focused Programs Focus less on soft skills and more on the hard skills The end result is emphasized rather than the smaller steps 19
  • 20. STEPPING STONES TO CAREER PATHWAYS:PAIRING TRANSITIONAL JOBS  The Doe Fund Street Clean operation • How to take direction from a supervisor • Graduates receive $1000 in 5 months, if they maintain employment • Learn office skills and mail house • Culinary, security that includes fire training, licenses, industry recognized certificates • Commercial drivers license 20
  • 21. CONT’D• Go with drivers to pickup used cooking oil and send to the warehouse which is then sold for fuelProgram Development• Linking with employer partners• Find partners who relate to the Mission• Understand the advancement opportunities• Encourage and seek out feedback from partners• Figure out ways to engage in non-employment ways 21
  • 22. CONT’D• Assist graduates with navigating and understanding their potential career path• What makes these training initiatives sector focused?• Include technology job specific training• Career pathway classes• Basic English and Math skills• Clearly defined and accessible career path• Support to people with barriers• E.g. Café Reconcile 22
  • 23. RETENTION MATTERS: HELPINGPARTICIPANTS KEEP THE JOBGoodwill Easter Seals - Minnesota To sustain employment outcomes Motivator for participants to remain employed Improves employer relationships Assists with job advancement Helps decrease recidivism 23
  • 24. PRE-EMPLOYMENT FOCUSED RETENTIONSTRATEGY Cognitive skills classes Address criminogenic needs Address adjustment needs, personal and family concerns Job related conflict resolution practices Employment Readiness Training Videotaped mock interviews Improve access and interaction with employers Use role play to teach how to look differently at authority figures 24 Involve peer interaction
  • 25. CONT’D Developing a culture and practice of performance management Theory of Change Process If we do this, then this will happen Looking at attendances is a pretty good indicator if a person will move through a process of not Output vs outcome, what we do, what service we provide vs what difference does it make? Move is towards a pay for success model 25
  • 26.  The trick is to explain, not only the outcome happened but your intervention helped to make it happen 26
  • 27. ROCAINC.HTTP://WWW.ROCAINC.ORG/ ROCA has customized the Stages of Change Assumptions or Answers How do we know? How do we really know? What are our outcomes, performance indicator, measures? Do we have clearly articulated methods/ strategies? Evidence based on best practices? Do we have job descriptions linked to performance, clear expectations, performance review processes, coaching, pathways for growth? 27
  • 28. POINTS TO CONSIDER Are we ready, willing and able to change?From good intention to strategic intervention• Vision, Mission, Purpose• Defined Target Population• Clearly identified outcomes• Performance Indicators• Programming operations• Staff competencies and expectations required to deliver outcomes 28
  • 29.  Organizational leadership, structures, systems Output is what is done intentionally and outcome is How it affects the world 29
  • 30. USING FEDERAL FUNDS TO SUPPORTEMPLOYMENT SOLUTIONS FOR INDIVIDUALS WITHBARRIERS TO EMPLOYMENT Sam Tuttelman – AC WIB Director Anthony Love – Dep Dir US Interagency Council on Homelessness Things to consider for Fed Funding • What are the funding streams • Does it match your population • Is Benefit worth the Cost? • Capacity of your organization • Do you have the capacity to track the outcomes? 30 • “All money ain’t good money”
  • 31. CONT’D Employment Retention Education and Training Supportive Services Infrastructure ActivitiesStrategy to Advancing Employment Collaborate with economic recovery and jobs programs Review program policies, procedures and regulations Improve coordination and integration of employment programs 31
  • 32. 2012 NATIONAL TRANSITIONAL JOBS NETWORKCONFERENCE PRESENTATIONS AVAILABLE  http://www.heartlandalliance.org/ntjn/2012-ntjn- conference.html END 32

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