Demand Side Strategies for Workforce Development in East Multnomah County: 1999 Community Plan and Needs Assessment

Action Plan developed at ECOS Fall Planning Retreat: October 11-12, Menucha

Goal:	Strategies to achieve Goal	Action Plan	Status of project:
Increase the success rate of job applicants	Establish testing and assessment procedures to determine if potential job applicants meet the minimum requirements for the job. These procedures will include ergonomics and strength testing, language competency, drug testing, and miscellaneous competencies that the employer has specified as critical to job performance. Provide training for agency screeners and resource specialist for: Understanding the job requirements/specifications and understanding the employer’s business or industry.	Add data to web site: specific skills needed to do a job, plus a site where employers and job seekers can research what certifications and licenses are required, by which agency: state, local, federal, city and where these can be obtained. Process, time to complete etc.
	Build the capacity within the ECOS workforce system to provide licensing and certification that could lead to more successful job candidates. Examples include: fork lift operator certification, auto body repair certification, food handler’s license, OLCC training, certain safety and OSHA training, etc.. Develop more “certificates of completion” for job seekers to add to their portfolio of accomplishments. Employers tell us, “Job seekers would be more qualified applicants if they can demonstrate successful completion of job readiness programs”.	Develop electronic links to providers of these licenses and certifications. List what is needed. Create a calendar of all classes/certification opportunities ECOS could market and broker training: (refer to existing) or encourage one of our partner agencies to begin these if demand warrants Expand the competency training tool used by Job Corps - system wide. (Skill based tool to determine level of competency prior to sending an applicant to an interview)
	Create a process and tools for employers to refer unsuccessful job applicants to training resources that could increase their potential as a candidate. Engage employer participation at the point of turning down an applicant. Develop a check list of opportunities available to job seekers that employers could use with candidates that they cannot hire due to lack of skills, training, credentials, or certification.	Completed. Fall 1999 www.1stop.org/jobhunt
	Build system capacity to support individuals after job placement. Provide support services that contribute to job retention and career advancement, bringing people to self-sufficiency and family wage earning potential. Provide supervisors with opportunities for better understanding the “world” of the new employee, such as their culture, constraints and contributions	Create a mentoring program. Former customers mentor new hires… Use the Pathways system as a support resource inventory Conduct a meaningful cultural training that has practical applications. Do one culture at a time, not try to cover all in one session. This could be a continuing education activity, not a one time training Learn more about the job retention models being developed by VocRehab…replicate system wide
Develop training partnerships with employers	Build on successful models of career development, such as those utilized by LSI/Fujtisu, Steptronics, and Kaiser, to develop a pool of competent job applicants. Work with MHCC on plans for a manufacturing training center. Explore potential and feasibility to partner with health care providers to create a career path and pool of qualified job applicants for a variety of jobs in this field. Pro-actively seek out customized training partnerships with other industries. Become more responsive as a workforce delivery system to meet specialized employer need.	Identify target industries Define roles and responsibilities for the employer as well as the ECOS partner, create a win-win Recognize that this is a long term relationship that will need to be nurtured Create a visual “road map” career path potential Create a computerized tracking system (OLMIS?) that demonstrated a likely career path if the participant and the employer fulfill their obligations…include promotion and wage increases consistent with skill development, as well as potential second and third jobs up a continuum of higher wages…even if it means changing employers and industries Regional Level: need an inventory of existing employer services, develop a delivery system, should be seamless to employers with details figured out behind the scenes, do regional training for job developers - with a business perspective and employer focus.
	Create a skill and competency building process that would allow health care workers to move from a Certified Nursing Assistant to a Registered Nurse, or other health care specialties, without having to interrupt employment. Establish opportunities to obtain required training on-site, on-line, available to those working swing and evening shifts. Make entry health care positions more desirable due to increased learning and earning potential. Partner with health care employers to provide on-site training and encourage employers to hire, train, and promote from the entry level health care positions.	One model in place: Kaiser project at Workforce Connections. Expand to other hospitals, meet with state agencies that license and certify these workers. Fee for service potential for this activity
	Work within the School-to-Work infrastructure to develop more employer connections that satisfy the CIM/CAM requirements for Oregon students. Create/enhance tools for employers to be effective partners in on-site experiential learning for schools, tech prep programs and other training activities. Encourage the development of contextual learning examples for these programs. Assist with the development of a screening and placement process for emerging tech prep and CIM/CAM students who have competed specific job-related course work. Provide training to resource specialists for high school tech prep graduate placement. Provide employers with an opportunity to value the hiring of high school graduates for complex entry-level jobs.	CAM model is being addressed and funders are being approached….to develop a virtual process for students to earn at least 50% of their CAM required activity on-line rather than physically at the worksite. Model will include virtual tours, online data regarding employment opportunities, who the company hires, skills needed to apply and an interactive project administered in conjunction with the school and the employer.
Increase the employ-ability of limited English speaking populations	Create new, and enhance existing, workplace specific language training programs. Partner with employers to develop the minimum language ability necessary to be employed at their site. Actively seek ways to alter or tweak existing services to serve limited English speaking people. Collaborate with other program; combine resources and expertise to serve this population.	Need: graduated ESL classes, better intake and triage to assess level of ability to channel into appropriate level of learning.
	Assess language ability in order to determine how to appropriately serve the individual. Assess training tools and curriculum for compatibility and appropriateness for LES populations. Create appropriate materials, whether translated or in simple English.	Inventory best practices for developing and delivering industry specific workplace language, and localize what is working elsewhere
	Consider using high school second and third year language students and other community volunteers as tutors.	Manage this resource. Needs someone to coordinate. Volunteers other than students could be engaged. Needs coordination as well as inkind resources: child care, transportation, support services for both volunteers and service recipients.
	Develop a culturally specific approach to job placement and training and share ideas with other partners. Educate staff, agencies, schools, employers and individuals about LES populations. Offer workshops for employers and human resource professionals.	Create a resource bank of services: Technical assistance is needed to explain how to use these services as well as marketing and training - train the trainer workshops as well.
	Recognize and adapt to changing demographics and emerging populations. Use the ECOS strategic planning and training infrastructure to anticipate how changing East County demographics will likely impact individual agencies and the system as a whole.	Develop a clearinghouse for demographic date within the ECOS system development efforts. Maintain, distribute, and market that it exists. This data can be shared by all agencies needing to support RFP’s and other funding/grant applications
	Encourage solutions for the undocumented worker, INS/legalization issues that restrict employers’ ability to hire competent employees. Consider legislative solutions and develop a system-wide, long range strategy to correct this problem.	Too big, Too difficult, where do you start? How can we help our nursery/farm employers with this one? Develop a process to define the problem, seek solutions, and offer advocacy support to this industry.
Begin/enhance programs on work-readiness, including basic skills and literacy	Augment existing life skill and job readiness programs to include effective training on workplace issues: ethics, culture, expectations, attire, attitude, working with teams, respect, customer service. Augment training that is responsive to employer requests: handling cash, front line hospitality, a half-day certified workshop on work readiness - for job seekers and newly hired employees. Increase the capacity of the system through collaboration and coordination of these program areas. Translate adult basic skills to employer needs.	Fee for service possibilities: 2 day certification program, cover employability skills, workplace ethics, pre-employment training that is marketed to employers to send their new hires through the class. Also a half day mini/shorter version for post hires. Be flexible with location, on or off site, incentive: pay up front costs with public funds, if still employed at 90 days, the employer pays the fee back to the public agency. ECOS could complete a policy and procedure template for employers to replicate - esp. important for small businesses.
	Expand K-12 curriculum to incorporate a program on “How a Community Works” delivered at middle school or early high school level. Curriculum will demonstrate a variety of employment opportunities: working in large versus small organizations, working in the public sector vs. the private sector, entrepreneurship/starting your own business, trades and apprenticeship programs, skills acquired from entry level work and how they lead to upward mobility, transferable skills - modeling successful employees, employers, and trainers.	Create a board game: 8^th graders, on how a community works. Conduct 4-6 sessions every other month. Use Community volunteers to administer the game/activities. Second game could be developed for people transitioning into retirement - how they fit into the community and where volunteer and employment opportunities can be found. The kids could help develop both games.
	Evaluate the potential of issuing an “Employability Readiness Certification” for students completing training, tech prep or academic programs. Pattern after successful models in other states.	Just do it. Implement, don’t evaluate. Connect with school partners and get them to do this.
	Successful job applicants should have attained a workplace language level that results in appropriate technical literacy. Work with existing literacy programs, engage high school students as adult reading tutors, and create new strategies to assess abilities and assist adult learners to achieve at a level where they can compete for family wage jobs. Educate job seekers and employers on compensation strategies and resources to ensure successful employment and retention.	Create self-paced learning labs. Expand into many locations. This is an area where the religious institutions could play a significant role. Seek grant money to fund the coordination of this activity.