Building Cross-Sector Partnerships for Systems Change: Job Preparation

Transcription

1 Building Cross-Sector Partnerships for Systems Change: Job Preparation Kurt Karakul, Third Federal Foundation, Fund for Our Economic Future Rebecca Kusner, New Growth Group Courtney Hodapp, JPMorgan Chase

2 Kurt Karakul President and Executive Director Third Federal Foundation, a member of the Fund for Our Economic Future

3

4 Our High-level Goals Our residents can get, keep, and advance in jobs. Our talent pool is a comparative advantage for companies who stay, expand in, or are attracted to Northeast Ohio.

5 Source: National Skills Coalition

6 Source: National Skills Coalition

7 Source: National Skills Coalition

8 What Underlies the Problem? X No service delivery ecosystem X Limited meaningful business connection to workforce services X Entrenched ineffective practices

9 Why Our Fund? Connection between local and regional actors Systems perspective Multi-sector approach Objective perspective Growth & Opportunity

10 What Can We Do? Support networks that strengthen the service delivery ecosystem Foster critical industry partnerships Provide philanthropic R&D to test new systems practices

11 Strengthening the Service Delivery Ecosystem

12 What is WorkAdvance? An integrated delivery of workforce services (training, education, transportation and childcare assistance) Sector-focused and tied to in-demand jobs with advancement potential Designed to support unand underemployed NEO residents and businesses in need of talent.

13 History

14 What Success Looks Like

15 Key to Success = Partnerships The Centers for Families and Children Compass Family and Community Services OHPenn Mahoning County Manufacturing Initiative WIRE-Net MAGNET Cleveland Industrial Training Center Lakeland Community College The Literacy Cooperative The Center for Health Affairs Cuyahoga Community College

16 Improve System Practices

17 A skills-based approach to hiring Rebecca Kusner, Director of Strategic Planning and Policy New Growth Group

18 The Problem

19 CLOSINGTHEGAP The Gap Between 2013 and 2018, there will be more than 450,000 job openings in Northeast Ohio. During the same time, approximately, 280,000 workers are projected to be available to meet demand of top 150 occupations. A SUMMIT TO ADDRESS THE GAP BETWEEN SKILLS & JOBS IN THE US Current system costly and missing many!

20 The Tradition Moving to a Skills and Competency Based System The Reality There are, in reality, many pathways to employment from traditional education to competency based and credentials that provides the skills and competencies for employment

21 A solution that is 5X more predictive of on-the-job performance than just hiring based on degrees. These tests measure critical thinking, which is the key skill for all jobs.

22 Northeast Ohio Project Take learning and technology from the New Mexico pilot to: Integrate with existing work Increase the focus on measuring outcomes Connect to career pathways Prioritize remediation

23 Who are we targeting? Employers have open job positions Machine operator Welder Illustrative Help desk Developer Hidden Talent : Phase 1 target population 1 Job seeker goes to service provider Applicant needs determined based on life stability, foundational skills, technical skills and job readiness Barrier removal (e.g., housing, transport, etc.) 2 Near Term Hire : Phase 2 target population Future Candidate : postpilot targets - longer term training needed 3 Candidate enrolls in KeyTrain course Enrolls in longer-term upskilling and Job Preparation services Pre-placement support (e.g., work readiness &/or technical training) Candidate interviewed and placed Post-placement support (e.g., ongoing career pathway training programs)

24 How does TalentNEO fit into a larger workforce system? Employers post open job positions on OMJ Machine operator Welder Help desk Developer Hidden Talent 1 Job seeker goes to service provider Barrier removal (e.g., housing, transport, etc.) Near Term Hire 2 Pre-placement support (e.g., work readiness &/or technical training) Applicant needs determined based on life stability, foundational skills, technical skills and job readiness Future Candidate 3 Enrolls in longer-term upskilling and Job Preparation services Candidate enrolls in KeyTrain course Candidate interviewed and placed Post-placement support (e.g., ongoing career pathway training programs)

25 What does Talent NEO add? Employers post open job positions Machine operator Welder Help desk Developer KeyTrain courses, manage service provider Hidden Talent 1 Grant funding will be used to administer the WorkKeys assessment to candidates, provide networks, serve business partners, update job postings, purchase and maintain the technology platform, and for regional integration Job seeker goes to service provider Applicant needs determined based on life stability, foundational skills, technical skills and job readiness Barrier removal (e.g., housing, transport, etc.) Near Term Hire 2 Future Candidate 3 Candidate enrolls in KeyTrain course Enrolls in longer-term upskilling and Job Preparation services Pre-placement support (e.g., work readiness &/or technical training) Candidate interviewed and placed Post-placement support (e.g., ongoing career pathway training programs)

26 How do we leverage existing resources? Other elements of the program (job placement, ongoing follow-up and support, barrier removal) will be leveraged Employers post from existing funding streams through existing service open job positions Hidden Talent providers in Cuyahoga 1 and Summit Counties. Machine operator Welder Illustrative Help desk Developer WorkKeys test Job seeker goes to service provider Applicant needs determined based on life stability, foundational skills, technical skills and job readiness Barrier removal (e.g., housing, transport, etc.) 2 Near Term Hire Future Candidate 3 Candidate enrolls in KeyTrain course Enrolls in longer-term upskilling and Job Preparation services Pre-placement support (e.g., work readiness &/or technical training) Candidate interviewed and placed Post-placement support (e.g., ongoing career pathway training programs)

27 Northeast Ohio Project Partnership driven designed to exist within a system, not an organization. Characteristics include: Leadership focused on collaboration Diverse set of implementing partners Workforce system engagement Business community commitment

28 Partners Current partners include: >15 companies with letters of support and commitments to interview >20 community based organizations Philanthropy State and local government

29 Scale of state partnership Significant revisions to Ohio Means Jobs website TalentNEO on OMJ pages Changes to posting form to use O*Net to skill score cross walk Add O*Net title Add Industry Add Partner Employer

30 Scale of state partnership Significant revisions to Ohio Means Jobs website Changes to searches Adding search by skill score to job-seeker search function Adding suite of WorkKeys assessment to search options for businesses Search beyond NCRC Support from BSC Adding skill scores to all postings Adding Partner Employer tag

31

32 Corporate Responsibility at a Glance Global Strength: At Work in Cities Corporate responsibility has always been central to how we do business. We strive to develop innovative programs that leverage the core strengths, capabilities and expertise of our business and our people and those of our partners to maximize our impact. Our investments include multi-year, global initiatives aimed at increasing economic opportunity around the world. Our initiatives focus on expanding workforce readiness, growing small businesses, improving consumer financial health and expanding the economic vitality of the world s cities. Initiatives New Skills at Work Invested in Detroit s Economic Recovery Global Cities Initiative Financial Solutions Lab Small Business Forward The Fellowship Initiative Social Finance NatureVest Environmental & Social Risk Management Military & Veterans

33 New Skills at Work OUR COMMITMENT Around the world, employers, educators, policymakers, training organizations, and others have recognized the critical importance of tackling the skills gap. Through our $250 million, five-year initiative, New Skills at Work, JPMorgan Chase is using our resources, expertise, and global reach to help inform and accelerate efforts to support demand-driven skills training. Build a Demand-Driven System through cross-sector gatherings to encourage collaboration, share findings and formulate strategies Invest in the Best Training and make targeted investments to strengthen and scale the most effective workforce training programs Rely on Data and produce data-driven analyses of the gap between demand and supply Key Markets US Europe Chicago Detroit Miami Spain Germany Columbus Houston New York France United Kingdom Dallas Los Angeles San Francisco

34 Our Ohio Commitment In 2015, JPMorgan Chase has made $4.5MM in grants to partners in Ohio. Workforce readiness efforts account for more than 40% of the statewide portfolio. Grant strategy in each market is highly contextualized to local strengths and opportunities, but adheres to core New Skills at Work principles: demand-driven, sector-focused, and data-rich. Grantees Industry Leadership Northeast Ohio Systems Thinking Systems WorkAdvance TalentNEO Towards Employment Foundational Strengths Training Historic Wealth Robust Non-Profit Community NewBridge Tri-C Strong Educational Institutions El Barrio UA/Wayne State

35 For Discussion 1. What are the implications of what you heard today for your own work? 2. What role can or does philanthropy play in workforce efforts in your own community? 3. What might systems change look like in your own community?