Strategic Plan Overview | Strategic Plan Executive Summary

Plan Introduction |One Stop System |Gap Analysis and Forecasting
Youth Ages 0-5 | Youth Ages 6-10 |Youth Ages 11-15 |Youth Ages 16-22+
Adult System Services

STRATEGIC PLAN--Adult System Services Plan

Strategic Area:
Work-focused basic and essential skills education that includes hard skills such as math, reading, writing, technology literacy and language, as well as the soft skills of critical thinking, communication, problem solving and workplace protocol, and technology literacy training.

Outcome Statement:
Under-employed incumbent workers and unemployed workers have the basic skills necessary to become employed and stay successful in the workplace. For workers this means increased job stability, job performance, and job satisfaction. Implementation incorporates a public-private alliance with employers, employment and training agencies, and other community partners. The alliances work to identify, assess, and provide services. Products are customer driven, placing the employer at the center of defining essential skills.

Objective 1:
Work-focused Basic Skills Training and Education that meets employer essential skills needs for entry-level jobs with career potential. Training and education meets both the needs of the worker and the employer. It could include such features as customized training that teaches basic skills in the context of work, worksite learning, mentoring, weekend and evening classes, multiple locations, and cohort training groups that stay together.

Management & Oversight: WIB Executive Committee
Proponent: To be recruited

YEAR 2001

• Coordinate (in conjunction with objectives 2 & 3) the mapping of a remediation and basic skills training system for low wage/low skill incumbent and unemployed workers.
• Develop immediacy in assessment-worker issues are known and identified early on. Tie this assessment to One-Stop intake process.
• Invite employers in to identify incumbent or applicant workers in need.
• Pilot several curriculums. Look at what worked and what didn't. Use best practices from such efforts as the High Tech/High wage program.
• Work with Southern Arizona Institute of Advanced Technology and other similar programs to develop remediation and basic skills program for Technology occupations.

YEAR 2002/03

• Expand successful pilots and phase in implementation.

Measures of employer and worker satisfaction and participation

Worker skill levels/job retention/performance/promotions.

Other employer tracked measures

Numbers of workers trained using this approach.

Number of Partner agencies providing resources

Strategic Area:
Work-focused remediation, basic and essential skills education that includes hard skills such as math, reading, writing, technology literacy and language, as well as the soft skills of critical thinking, communication, problem solving and workplace protocol.

Outcome Statement:
Under-employed incumbent workers and unemployed workers have the basic skills necessary to become employed and stay successful in the workplace. For workers this means increased job stability, job performance, and job satisfaction. Implementation incorporates a public-private alliance with employers, employment and training agencies, and other community partners. The alliances work to identify, assess, and provide services. Products are customer driven, placing the employer at the center of defining essential skills.

YEAR 2001

• Coordinate local Employer groups such as GTSPED Clusters, One-Stop Partners, GTEC Clusters, AFL-CIO, Adult Education, Pima and Office of Economic Development as well as training providers to identify essential skill requirements. Use what we already have available, such as SCANS, 2000 Census information, local education and training completion and job placement rates. Coordinate the effort with already ongoing work such as the Pima County H-IB Technical Skills funded project
• Initiate a marketing campaign for employers and employees. Publicize industry-based essential skills through a variety of media including One-Stop web page links for customer (employer and worker) use in such areas as Individual Training Plans and employer recruitment

YEAR 2002

• Have the capability to forecast needs of incoming employers, forecast essential skills required for economic development efforts
• Develop legislative agenda with DOE as appropriate and funding mechanisms to maintain systems.

YEAR 2003

• Coordinate an annual or bi-annual survey/update process. Review results/ adjust/use for curriculum updates.

Timeliness/Quality of Essential Skills publication

Customer use rates and for what purpose

Forecasting model development

Forecasting used to develop essential skills training for new business

Legislative agendaEssential skill surveys and analyses

Strategic Area:
Work-focused basic and essential skills education that includes hard skills such as math, reading, writing, technology literacy and language, as well as the soft skills of critical thinking, communication, problem solving and workplace protocol, and technology literacy training.

Outcome Statement:
Under-employed incumbent workers and unemployed workers have the basic skills necessary to become employed and stay successful in the workplace. For workers this means increased job stability, job performance, and job satisfaction. Implementation incorporates a public-private alliance with employers, employment and training agencies, and other community partners. The alliances work to identify, assess, and provide services. Products are customer driven, placing the employer at the center of defining essential skills.

Objective 3: Identify community resources and gaps

Management & Oversight: WIB Executive Committee
Proponent: To be recruited

YEAR 2001/02 - Partnership building

• Coordinate partnerships for efficient use of resources and delivery of service. Partnership goal includes GAP ID and recommendations for funding. Partnership looks at ways to leverage community program dollars.
• Develop Resource ID capability that includes an employer guide as well as a worker guide. Widely publish/market through a variety of media.

YEAR 2003

• Annual/bi/annual resource inventory update and corresponding gap analysis for use in program funding.

Publication of guide

Consumer satisfaction reports

Gap analysis

Expanded or new programs for resources that contribute to job stability

Strategic Area:
Work-focused basic and essential skills education that includes hard skills such as math, reading, writing, technology literacy and language, as well as the soft skills of critical thinking, communication, problem solving and workplace protocol, and technology literacy training.

Outcome Statement:
Under-employed incumbent workers and unemployed workers have the basic skills necessary to become employed and stay successful in the workplace. For workers this means increased job stability, job performance, and job satisfaction. Implementation incorporates a public-private alliance with employers, employment and training agencies, and other community partners. The alliances work to identify, assess, and provide services. Products are customer driven, placing the employer at the center of defining essential skills.

Objective 4:
Develop and implement consistent, standardized performance measurement systems for job training, education and placement activities that show basic and essential skill outcomes.

Management & Oversight: WIB Accountability Committee and Planning Committee
Proponents: To be recruited

YEAR 2001

• Work with WIB Accountability Committee to establish viable measuring system that includes process and outcome measures, is useful to employers and workers, incorporates Baldrige and Simply Better! processes, coordinates WIA measurements with locally determined measures, and provides return on investment information
• Work with Gap analysis group to use information to determine funding priorities and then measure.
• Measures could include Customer (employer and worker) Focus Measures concerning equity, utilization and market penetration, Customer Satisfaction, Community Awareness, and Cost Efficiency.

YEAR 2002

• Work with providers to incorporate measures as a regular way of doing business in self-assessment as well as external evaluation activities.
• Incorporate measurement system in local RFP processes.

YEAR 2003

• Publish measuring system results. What gets measured gets improved.
• Use measurement system positive gains as a marketing tool to recruit workers and employers to participate/trust in the system.

Published document

Provider training

RFP documents use measuring system to evaluate proposals

Number and range of publications

Number of employers/workers recruited to programs

Strategic Area: Skills Needs, Skill Competencies, Skill Standards

Outcome Statement:
Skills needed in the community, and the standards required for those skills, will be assessed, with results widely published. Developed skill standards will be used to develop curriculum for skill competency.

Objective:
Create and maintain a skill standards system that is current, easy to update, is technology driven, and includes features such a web site for widest dissemination.

Management & Oversight: WIB Subcommittee
Proponents: To be recruited

YEAR 2001: BUILD & SURVEY

• Recruit/create/support a collaboration led by business and education. Include city, county, college and university, K-12 as participants in the dialogue.
• Coordinate with One-Stop and cluster representatives to identify essential skills, and map career pathways and/or career ladders for each cluster.
• Use existing infrastructure and programs that are already being developed or working, such as Pima County-funded initiatives (H1-B grant), as well as Southern Arizona Institute of Advanced Technology.
• Identify the entry-level core competencies of each industry cluster (including foundation industries) and cross walk them with the basic work competencies already identified in other reports, such as SCANS, occupational/ manufacturing standards, etc.

YEAR 2002: DISSEMINATE

• Disseminate the findings

  a. Publish and post on the Internet all basic work competencies and entry level core competencies

  b. Disseminate the document to key government agencies, training providers, CBOs, and businesses

YEAR 2003: EXPAND & EVALUATE

• Use to pursue:

  - Funding
  - Training Curriculum
  - Further the collaboration
  - Sustain the effort

• Assess usefulness and use of product

Evidence of collaboration and evidence of collaboration outcomes

Published cluster based skill standards/ pathways / ladders.

WIB conducted evaluations at employee and supervisory level

Published document/database in a variety of formats and media

Evidence of sustainment such as a proponent agency with a budget to maintain and update the database

Survey One Stop customers, both employers and workers, to determine use and usefulness.

Strategic Area: Education and Training Services

Outcome Statement:
Training and education curriculum will be aligned with local industry skill standards and a comprehensive range of education and training services related to those skill standards will be offered.

Objective:
Use an assessment to analyze what curriculum already meets skill standards and what else is needed and to create the curriculum system to be implemented.

Management & Oversight: WIB Planning Committee and WIB ITA/ETP sub committee
Proponent: To be recruited

YEAR 2001: ASSESS/MAP/ANALYZE

• As part of the analysis, examine what is working. Validate best practices for curriculum design and training provider recruitment. Best practices include such things as contextual learning, work site learning, simulations, and laboratories.
• As part of the analysis, and in conjunction with objectives from the Basic Skills workgroup, integrate basic skills training with technical skill development that helps workers sustain employment and advance their careers.
• As part of the analysis determine which technologies are needed and align technologies taught with local business needs
• As part of the analysis, identify specific skills and knowledge gained through training & work experience, for employee credentialing/certification programs.
• As part of the analysis, identify "informal learning potential" that can be maximized, i.e. providing workers with access to learning resources on-line and on site

YEAR 2002: PILOT & IMPLEMENT

• Identify providers who can fill the gaps
• Pilot projects
• Refine current provider programs IAW skill standards and expand

YEAR 2003: REFINE & MARKET

• Deliver education and training information to the community, through the One-Stop system, to target the following groups:

  a. career planning counselors / school guidance counselors

  b. Incumbent and unemployed workersc. Human Resources staff in business and industry

• Forecast future needs

  a. work with the WIB Planning Committee to create a forecasting model which will have up-to-date / early knowledge of significant or proposed changes in the local job market.

  b. assist in the development of an information vehicle to disseminate forecasts to stakeholders in government, CBOs and industry

ALL YEARS: MAINTAIN

• Assist efforts to keep the Resource Map current· Maintain communications with providers/ employers/ clients on regular basis concerning marketing and training objectives and outcomes
• Assist with effort to keep Forecasts up-to-date
• Assist the WIB Evaluation Committee to develop further measurements of accuracy of this objective

Annual survey of employers/providers

Completed Resource Map

Published list of training resources, in print and online (linked to ITA/ETP process)

Regular survey of Internet and Distance Learning resources beneficial to the County (This can be linked to ITA process required by WIA)

Completed Gap Analysis & Resource Map

Number of Pilot projects

Initial assessment of pilots

Curriculum changes and implementation

Completed marketing plan

Level of information dissemination

Number of inquiries about education and training programs

The current Resource Map

Number of inquiries for ed & training information

The current Forecasting document

Measurements that reflect training is aligned with skill standards

Employer/worker satisfaction about training/work performance/work safety

Strategic Area: Program Service Delivery

Outcome Statement:
Training will be delivered in a manner that meets the needs of employees and employers

Objective 1:
Develop the Southern Arizona Institute of Advanced Technology as a primary method for delivery of training services

Management & Oversight: WIB Executive Committee
Proponent: WIB Executive Committee

Flexibility, accessibility, and responsiveness of non-traditional and traditional delivery methods

Modularization that responds to the "common" & customized training needs by cluster area so that the program is "job ready."

Technology-based learning methods

Multiple settings (community, employer-based, and school/campus, Internet) and satellite training locationsJob simulation facilities

Strategic Area: Program Service Delivery

Outcome Statement:
Training will be delivered in a manner that meets the needs of employees and employers

Objective 2:
Develop a universal intake system that can be used by providers, employers, and workers and use it to develop flexible work based training programs based on identified skill standards.

Management & Oversight: WIB One Stop subcommittee
Proponent: To be recruited

YEAR 2001: ASSESS & MAP

Recruit a proponent who is willing and able to coordinate the creation of the needs analysis, resource map, and universal intake system

• Work with the One-Stop system to develop a universal intake system which addresses the training and education needs of both employers and employees and uses skill standards as the basis for assessment:

a. Assist with a needs analysis and begin addressing resources gaps

b. Work with stakeholders to develop a management structure and oversight plan

c. Help to identify and obtain additional pilot project funding

YEAR 2002: BUILD

• Build a coalition of area training stakeholders - industry, education, CBOs
• Support the efforts of One-Stop and its partners, including Job Services, to coordinate strong linkages between job placement services
• Promote an Employer/Educator partnership that maximizes informal learning through the workplace: Internet access to library, tuition reimbursement, mentoring, and workplace literacy.
• Train and support employers in the "how to" and develop employer outcomes to be measured.

A universal intake system (Could be linked to the Consumer reporting system and ITA for the WIA)

The completed needs assessments and resource map

Management plan

Increased funding

Number of participants placed

Number of employment openings listed

Number of activities put in place.

Measure employer related outcomes

Strategic Area: Career Planning

Outcome Statement:
Career planning will be an integrated, common process that is non duplicative. It will include secondary and post-secondary career planning providers as well as One Stop stakeholders. In so far as possible, career planning will be technology-based and will provide tools for career planners as well as self-service tools.

Objective:
Develop a common process for career planning that can be used by providers, educators, and workers.

Management & Oversight: WIB One Stop sub committee
Proponent: To be recruited.

YEAR 2002: BUILD & DISSEMINATE

• Bring together representatives from agencies/institutions/private sector that regularly provide career-planning services. Validate the need for common processes; develop criteria for tools.
• Use existing Skill Standards and Career Ladders as the basis. Develop career planner tools agreed upon by stakeholders for adults. Use web-based tools already available to the largest extent possible. Incorporate One-Stop and WIA requirements and assessments as part of the process.
• Develop self-service tools for workers who use One-Stop self-service. Tools are primarily web-based, interactive, easy to use and brief.
• Develop career planner tools agreed upon by stakeholders for youth in conjunction with the Youth Transition work group objectives.

YEAR 2003: TRAIN, PILOT, & USE

• Work with One Stop, secondary schools, and higher education institutions to ensure that case managers and career counselors are trained in and have the tools and training to coach people throughout their career planning processes.
• Test process at One-Stop and at least one other agency/institution
• Evaluate/Adjust/Use

Level of dissemination of information

Career planning tools and instruments

Degree of common process built

Number Trained
Service provider feedback on training
Customer feedback concerning tool and service usefulness
One-Stop web site Career Planning guide
Pilot results
Ongoing customer feedback information

Strategic Area: Labor Market

Outcome Statement:
An Occupation Center (can be virtual within the One-Stop system) will be created which quickly provides centralized current occupational information to employers, employment agencies, schools, community-based organizations and job seekers. The Center will maintain a countywide Internet database of career tools, including current labor market statistics, occupational descriptions and standards, career guidance and selection tools, salary surveys, hiring pools and lists of job openings.

Objective:
Develop and maintain a clearinghouse for labor market information.

Management & Oversight: WIB One-Stop Committee
Proponent: To be recruited

• Gather appropriate partners to map out the model and requirements for the Occupation Center.
• Identify existing databases
• Define occupational categories
• Use skill standards developed for each category

  a. user friendliness,
  b. usefulness to all customers
  c. county specific information
  d. timeliness of information

• Make the center self-sustaining

  a. Federal funding
  b. state/county/city funding
  c. employers' contribution
  d. website advertising

Test locations developed

Model requirements developed

Model and database developed

Number of inquiries (hits)
Number of repeat users
Number/type of users
Types of inquiries
Satisfaction of users

Number of dollars

Sources of funding

Strategic Area:
Disabilities - Devise solutions for including workers with disabilities as a regular recruitment population for employers. Disability includes developmental, physical, mental, and learning. Implementation emphasizes results, flexibility, and simplicity.

Outcome Statement:
Disabilities will no longer be a barrier to employment

Objective:
Develop and Implement a collaborative model for accessible and integrated service delivery to adults with disabilities that blends employment activities with..…

Management & Oversight:
WIB Executive Committee, One Stop Committee, and Youth Council
Proponent: To be recruited

YEAR 2001/02

• Work with and support a collaboration between government and non-profit service providers such as DES-RSA, TANF, WtW, Goodwill, and Centers for Independent Living, that provides linkages and joint or single point of contact management and standardizes the referral process, provides for cross training of agency staff, and enables agencies to negotiate individualized employment plans that work.
• Coordinate efforts with Youth Transition Work Group objectives that involve youth with disabilities transitioning to work.
• House or initiate the collaboration within the One-Stop system and include One Stop partners to encourage integration of workers with disabilities into the regular workforce population.
• Implement a plan for the integration of adaptive technology at One-Stop centers for intake & referral.
• Identify adaptive technology resources available for employers and workers and case managers, & publish.

YEAR 2002/03

• Collaboration recommends state level or legislative agenda and additional funding needs identified through the implementation of the model (see objectives below).

Standardized referral process

Staff training

Increase in % of workers with disabilities enrolled

Customer satisfaction with system access

Adaptive technology resource inventory published and available

Other employer tracked outcomes such as job retention

Strategic Area:
Disabilities - Devise solutions for including workers with disabilities as a regular recruitment population for employers. Disability includes developmental, physical, mental, and learning. Implementation emphasizes results, flexibility, and simplicity.

Outcome Statement:
Disabilities will no longer be a barrier to employment

Objective 2:
Educate employers about employment of individuals with disabilities and provide employer support for recruitment and retention

Management & Oversight:
WIB Sub Committee, One Stop Committee, and Accountability Committee
Proponent: To be recruited

YEAR 2001/02

• Work with and support the collaboration's efforts to involve employers in actively recruiting adults with disabilities as viable workers for their companies.
• Pilot education programs for employers on the myths, benefits and resources available:
  • ADA
  • Tax credits
  • Wages paid
  • Adaptive equipment
  • Stigma vs. reality
  • Fear of litigation
  • Availability of support services
  • Media blitz for employer education including: Web based success stories, awards, ceremonies, etc.
  • Public Service Announcements/billboards to recruit employers
• Work with collaboration to develop and implement employer support strategy for helping them recruit and retain workers with disabilities. Might include such products as a Web-site specific "help" and training guide, or an employer guide for a co-worker mentoring program.

YEAR 2003

• Refine and expand based on what is working.

Number of employers involved

Number of workers recruited and retained

Employer satisfaction ratings

Worker wage structure/ full time part time analysis

See above measures

Strategic Area:
Devise solutions for including workers with disabilities as a regular recruitment population for employers. Disability includes developmental, physical, mental, and learning. Implementation emphasizes results, flexibility, and simplicity.

Outcome Statement:
Disabilities will no longer be a barrier to employment.

Objective 3:
Educate individuals with disabilities about options as they relate to self sufficiency and employment.
Management & Oversight: WIB Subcommittee
Proponent: To be recruited

YEAR 2001/02

• Work with collaboration to develop comprehensive strategy for assisting adults with disabilities to self-sufficiency through information and education about their options. Activities might include:
  • Legal support for workers denied SSIo SGA increase informationo Medical insurance options
  • New Work Incentive Act legislation informationo Local resources and support systems available
  • Types of work/skill set requirements/adaptive devices
• Use a variety of media to develop a market penetration strategy to bring more workers with disabilities into the system so they can make informed choices.
• Train agency partners to provide education/information.

YEAR 2003

• Evaluate where the initiative is, refine and continue what is working.

Increase in number of workers with disabilities in One Stop system

Increase in number of workers with disabilities earning income

Increase in workers with disabilities overall income /standard of living

Strategic Area:
Devise solutions for including workers with disabilities as a regular recruitment population for employers. Disability includes developmental, physical, mental, and learning. Implementation emphasizes results, flexibility, and simplicity.

Outcome Statement:
Disabilities will no longer be a barrier to employment

Objective 4: Ensure that individuals with disabilities have the skills that employers need.
Management & Oversight: WIB Subcommittee
Proponent: To be recruited

YEAR 2001

• Expand and/or develop, in conjunction with workers with disabilities and employers as well as training providers and service agencies, a training curriculum that identifies and trains to skill sets needed by local area employers. Emphasize high tech/high wage training programs.

YEAR 2001/02

• Pilot new initiatives, measure current programs.
• Refine and expand what is working.

Number of workers with disabilities involved in curriculum development

Number being trained

Number of placements

Wages

Number of employers involved in initiative

Strategic Area:
Devise solutions for including workers with disabilities as a regular recruitment population for employers. Disability includes developmental, physical, mental, and learning. Implementation emphasizes results, flexibility, and simplicity.

Outcome Statement:
Disabilities will no longer be a barrier to employment

Objective 5: Ensure that a variety of pre and post employment services are available to workers and employers to assist individuals with disabilities to reach work potential.

Management & Oversight: WIB One Stop Committee
Proponent: To be recruited

YEAR 2001

• Use One Stop system as the primary mechanism. Customize assessment and evaluation tools. Include screening tools for intake to identify workers with disabilities, such as learning disabilities.
• Customize post employment service delivery plan for workers with disabilities.
• Train One Stop partners and operator to raise awareness.
• Use adaptive technology.

Increase wages

Increase in % number employed

Number of people using services

Strategic Area:
Employer and worker information and resource access system

Outcome Statement:
Connect employers and employees to existing Information and Referral and other resources to help employees reduce the barriers, and obtain and maintain jobs.

Objective 1: Broaden Information & Referral focus from an agency manual to an agency and Human Resources manual (employers and employees).
Management & Oversight: WIB
Proponent: Information and Referral

YEAR 2001/02

• Introduce Information & Referral to employer groups such as GTSPED Clusters, Labor Council, SHRM, Chamber of Commerce, and City Office of Economic Development and offer training on use.
• Provide Internet information and hot links to resources.
• Invite Human Resources people to Union Counselor classes.

YEAR 2003

• Survey, evaluate, and reexamine content and format for most effective use and presentation.

Presentations to employer/Human Resources group

Number of web site hits

Number of newsletter articles

Feedback from employers on usefulness

Strategic Area:
Transportation, housing, and childcare barriers that impact on the ability to work

Outcome Statement:
Transportation, housing, and childcare issues are eliminated as barriers to employment.

Objective 1: Develop/create/improve, both public and private, transportation to work services.
Management & Oversight: WIB Executive Committee and WIB Subcommittee
Proponent: WIB Subcommittee and Support Staff

YEAR 2001

• Coordinate/work with the Sun Tran/City of Tucson Transit System Restructuring Plan. Encourage inclusion of employers, city and county social services, transportation and housing departments, as well as public housing residents.
• Provide partners with incentives to contribute cooperation and resources by an informed cost-benefit analysis of what everyone gets if the plan is successful, i.e. employee retention, increase in bus ticket revenues, etc.
• Inform partners about the degree and effect of transportation barriers.
• Provide good information for informed choice that includes census data showing miles traveled to work, demographics of unemployed or underemployed workers that could be recruited if transportation were not an issue, public buss system routes and utilization rates, among other information.
• Promote action around Public/Public, Public/Private or Private/Private cost sharing of: shuttles to central locations; transportation to targeted housing areas, auto repair programs, incentives for car pooling, among other actions, for possible implementation.

YEAR 2002

• Support implementation. Recruit additional partners, initiate a legislative agenda as appropriate, help coordinate resource leveraging efforts, and seek grant/other funding.

YEAR 2003

• Support consortium implementation. Recruit additional partners, initiate a legislative agenda as appropriate, help coordinate resource leveraging efforts, and seek grant or other funding.

Consortium membership

Plan

Resource commitments

Pilot implementation actions

Consortium membership

Proposals

Consortium membership

Proposals/new implementations

Strategic Area:
Transportation, housing, and childcare barriers that impact on the ability to work

Outcome Statement:
Transportation, housing, and childcare issues are eliminated as barriers to employment.

Objective 2:
Develop/create/improve stable housing services as a means to self-sufficiency. Stable housing allows parents to have an address and phone for employment contact purposes, to know that their children have a secure place to live, and to ensure that children regularly attend school.

Management & Oversight: WIB Sub Committee and One Stop Sub Committee
Proponent: To be recruited

YEAR 2001

• Support a consolidated alliance between city/county housing, TANF & Welfare to Work agencies, homeless, shelters, and transitional housing non-profits that seek to provide stable housing to families as a means of self-sufficiency.
• Coordinate housing alliance with transportation partnership to co-develop plans and services.
• Coordinate housing alliance with legal and financial objective proponents to coordinate any financial aid programs with case management services that address related issues of poor credit, budgeting problems, etc.
• Use One-Stop as a point of entry for case management services developed through this process as well as information and referral.

YEAR 2002

• Assist alliance in fund development and coordination of services as appropriate.

YEAR 2003

• Evaluate progress and assistance needed and determine any new objectives.

Development of alliance/ number of members

Meetings with transportation partnership & One Stop

Plans initiated and action taken

Fund development activities

Measurements of families placed in housing

Measurements of self sufficiency

Strategic Area:
Transportation, housing, and childcare barriers that impact on the ability to work

Outcome Statement:
Transportation, housing, and childcare issues are eliminated as barriers to employment.

Objective 1:
Develop/create/improve developmental, safe, affordable and accessible childcare to work services, both public and private through a partnership effort.

Management & Oversight: WIB Sub Committee and Youth Council
Proponent: To be recruited

YEAR 2001

• Work in concert with the Youth Transition Work Group childcare objectives proponent to recruit/ support/ coordinate a partnership that quantifies the need and implements a system for childcare services that meet the need of unemployed/underemployed workers.
• Engage providers in self-study to increase number of accredited providers.
• Build a plan to increase the number of certified family home providers.
• Integrate issues concerning children with disabilities in the plan.
• Use United Way, Children & Family Services, Children's Action Alliance strategic plans as the implementation start point for childcare programs. Pilot partner programs.

YEAR 2002

• Expand pilots to full implementation activities such as public/public, public/private, private/private partnerships for cost sharing, working with school districts to develop additional child care programs, sick child programs,
• Develop evaluation measures that show employer benefits.

YEAR 2003

• Assist in funding development and program effectiveness.

Implementation plan, action steps.

Partnership pilots

Pilot expansion

Measure & compare worker lost time/worker recruitment /turnover and other employer tracked outcomes.

Accredited providers increased by 25%

Evidence of resources/ program development/ assessment

Strategic Area:
Transportation, housing, and childcare barriers that impact on the ability to work

Outcome Statement:
Transportation, housing, and childcare issues are eliminated as barriers to employment.

Objective 2:
Educate employers/worker-parents/community/providers about the social and economic impact of childcare issues: resources and gaps, education and training needs, and services available.
Management & Oversight: WIB Sub Committee and Youth Council
Proponent: To be recruited

YEAR 2001/02

• Work in conjunction with Youth Transition Work group education proponent to provide and promote education.
• Perform community asset mapping and gaps.
• Analyze data to identify key issues impacting access to service and education; conduct childcare and education focus groups for employers/service providers/workers.
• Education and training for stakeholder groups: Parents/Providers/Employers
• Integrate children with disabilities or special care needs in the plan.

YEAR 2003

• Evaluate effectiveness of mapping, analysis, and training in terms of employer program support and provider performance as well as in numbers educated or trained and published analysis.

Resource Map & gap analysis

Training curriculum

Provider training

Measures of performance

Uses of analysis

Strategic Area:
Transportation, housing, and childcare barriers that impact on the ability to work

Outcome Statement:
Transportation, housing, and childcare issues are eliminated as barriers to employment.

Objective 3:
Formulate and promote a legislative agenda to influence developmental child care and education programs.
Management & Oversight: WIB Executive Committee
Proponent: To be recruited

YEAR 2001/02

• Perform in conjunction with Objectives 1 & 2.
• Build a political coalition through partnerships and create a legislative agenda based on Objectives 1 & 2
• Educate stakeholders on statewide issues
• Develop and use a list server to keep legislative momentum going
• Hold child care and education summit for legislative agenda

YEAR 2003

• Assess and refine plan as appropriate.

Executive committee meetings/ action

Referral to legislative bodies

Media

Summit

Laws/funding

Same as above

Strategic Area:
Legal, financial, domestic violence, mental illness, and substance abuse barriers that impact on the ability to work.

Outcome Statement:
Legal, domestic violence, mental illness and substance abuse issues are resolved and eliminated as barriers to employment.

Objective 1:
Develop an integrated approach using One-Stop operator for these related barriers with a strategy that includes early identification, screening and referral, enhanced case management services, and program coordination.
Management & Oversight: WIB Accountability Committee, One Stop Sub Committee, Executive Committee
Proponent: To be recruited

YEAR 2001/02

• Work with/recruit all one stop and community partners including justice system and others, to validate this approach and buy into the concept.
• Work with partners to identify and coordinate existing information/ resources for referral. (Work with Information and Referral for this piece, see Strategic Area: Information and referral).
• Determine resource gaps.
• In conjunction with service delivery providers, train one stop case managers, job developers and employer human resource departments in layperson methods for identification, screening and referral.
• Integrate quick self-screening tools into the intake processes for both self-serve and assisted One Stop clients.
• Provide worker clients with self-service information (manuals, education pieces).
• Include identified goals and objectives from referrals in the employment plan. Coach worker clients on how to talk to employers about issues.
• Determine an evaluation strategy that assesses program effectiveness as it relates to employment outcomes.

YEAR 2003

• Implement evaluation
• Coordinate/assist in bridging resource gaps.

Partner commitment as evidenced by agreements

Resource manual/web-site posting

Training curriculum and # trained/ participant satisfaction

Screening instruments

Employment plans

Evaluation Plan

Employer satisfaction

Evaluation

RFPs for programss

St