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P R E S E N T E D B Y
BUILDING THE CALIFORNIA HEALTHCARE WORKFORCEAn Apprenticeship Working Session
East Bay Health Workforce Partnership
California Apprenticeship
JFF’s Center for Apprenticeship & Work-Based Learning
P R E S E N T E D B Y
BUILDING THE CALIFORNIA HEALTHCARE WORKFORCEAn Apprenticeship Working Session
East Bay Health Workforce Partnership
California Apprenticeship
JFF’s Center for Apprenticeship & Work-Based Learning
Hi, I’m
BOB REDLOExecutive Director, East Bay Health Workforce Partnership
CALIFORNIA WELCOME
9:00 - 10:00 am Registration, Networking, Coffee
10:00 - 10:10 am California Welcome
10:10 - 10:40 am Setting the Stage: Apprenticeship Opportunities in Healthcare
10:40 - 11:40 am Panel: Voices of Industry
11:40 - 12:30 pm Panel: Navigating Apprenticeships in California
12:30 - 12:45 pm Lunch
12:45 - 1:30 pm Luncheon Panel: Role of Intermediaries in Apprenticeship
1:30 - 2:45 pm Consultancy Sessions
2:45 - 3:00 pm Closing Remarks and Next Steps
JOHN DUNN ERIC SELEZNOW
Assistant Secretary for Apprenticeship and Worker Training, California Labor and Workforce
Development Agency
Senior Advisor, JFF
APPRENTICESHIP OPPORTUNITIES IN HEALTHCARESETTING THE STAGE
P R E S E N T E D B Y
SETTING THE STAGE FOR HIGH-QUALITY WORK-BASED LEARNINGBuilding the California Healthcare Workforce
Eric Seleznow, Senior Advisor, JFF
Center for Apprenticeship & Work-Based Learning
October 30, 2018
THANK YOUFOR YOUR GENEROUS SUPPORT
Hi, I’m
ERIC SELEZNOW
Eric M. Seleznow is a senior advisor and directs JFF's Center for Apprenticeship & Work-Based Learning. He works to further the organization’s goals of advancing innovative workforce policy and programs. Mr. Seleznow is contributing to the organization’s work on apprenticeship, reentry, and sector strategies.
Senior Advisor
The American labor market is broken. Our rapidly changing economy demands skilled and adaptable workers, but many people lack the education and training employers require. JFF is transforming the workforce and education systems to accelerate economic advancement for all.
JFF designs innovative solutions, scales proven programs, and influences industry action and policymaking to drive the most transformative impact.
CENTER FOR APPRENTICESHIP & WORK-BASED LEARNINGCenter4Apprenticeship.jff.org
FEDERAL INVESTMENTS
• American Apprenticeship Initiative
• State Accelerator grants
• State Expansion grants
• Contracts to Intermediaries
• $150m current DOL FOA
• $160m proposed for 2019
Since 2015, the Federal Government has invested $503m to fund:
WORK-BASED LEARNING STRATEGIES• On-the-Job Training (OJT)• Customized Training• Incumbent Worker Training• Work Experiences and Internships• Transitional Jobs
TYPES OF
• Registered Apprenticeship• Non Registered Apprenticeships• Industry Recognized Apprenticeships (new)• Pre-Apprenticeship
WORK-BASED LEARNING
1. Support entry and advancement in a career track
2. Provide meaningful job tasks that build career skills and knowledge
3. Offer compensation
4. Identify target skills and how gains will be validated
5. Reward skill development
6. Support college entry, persistence, and completion
7. Provide comprehensive student supports
7 PRINCIPLES OF
WORK-BASED LEARNING?WHAT IS
Exposes participants to the world
of work
Strengthens academic learning
Exposes participants to a career
field
Enhances professional
skills
Provides a temporary or permanent
job
APPRENTICESHIP: QUALITY, RIGOR, STANDARDS• Paid employment with wage increases commensurate with skill gains• Structured on-the-job learning supervised by a qualified mentor, and typically a
year or more• Related training and instruction that complements on-the-job learning• Ongoing assessment of skills development• Culminating in a recognized postsecondary credential
BENEFITS TO PARTICIPANTS
BENEFITS OF WORK-BASED LEARNING
• Develop professional and career-track skills
• Gain real-work work experience
• Earn postsecondary credentials that match employer expectations and needs
BENEFITS TO EMPLOYERS
BENEFITS OF WORK-BASED LEARNING
• Employees have the information and skills needed to make informed job
and long-term career choices
• Reduced turnover – excellent
retention
• Greater productivity
• Lower costs
WORK-BASED COURSES
Key features:
• Integrates the classroom and workplace by formalizing instruction that happens during work• Reflects the unique production needs of a company because teaching happens on the job• Fulfills program requirements for a community college certificate or degree• See www.jff.org/workbasedcourses
An innovative way to bring college to the production line by using the job as a learning lab
V I S I T U S T O D A Y A T J F F. O R G
THANK YOU!Center4Apprenticeship.jff.org
Hi, I’m
JOHN DUNNAssistant Secretary for Apprenticeship and Worker Training,
California Labor and Workforce Development Agency
SETTING THE STAGE: CALIFORNIA
GOVERNMENT PARTNERS
CA Future Health
Workforce
LWDA
DAS
CWDB
DCAETP
CCCCO
ROCP
APRIL 2018’S WORKFORCE EXCELLENCE AND SUSTAINABILITY FOR HEALTHCARE SYMPOSIUM
v The building trades ensure adequate workforce pipelines by maintaining a ration of one apprentice for every two journeyworkers turning sixty-one on a given year.
v Whether such a system could take hold in health is yet to be determined.
v Statutory, regulatory, and cultural obstacles must be surmounted.
SPECIFIC CHALLENGES
Licensure
Fragmented Funding Process
Program Inflexibility
Paucity of Instructors
Additional Rural Obstacles
Cultural Resistance
NEXT STEPS
DAS work to eliminate statutory & regulatory barriers
Rebrand apprenticeship
Expand multi-employer partnerships & form regional consortia
AB 2105 legislative report
Future Health Workforce Commission's strategic plan
BRITTANY BROWN
SARAH CURRIER
Manager of Recruitment, Renown Health
Director, Workforce Development, Dartmouth-Hitchcock, New Hampshire State Workforce Innovation Board
LARISSA ESTES
ERIC SELEZNOW
Manager, Community Partnerships, Department of Community Health and Engagement, UCSF Benioff Children’s Hospital Oakland
Senior Advisor, JFF
VOICES OF INDUSTRYPANEL
Moderator
NATIONAL REGISTERED APPRENTICESHIP EXAMPLEDartmouth-Hitchcock in New Hampshire
Sarah Currier
Director, Workforce Development, Dartmouth-Hitchcock
New Hampshire State Workforce Innovation Board
Ready-to-Work and Apprenticeship Programs at Dartmouth-Hitchcock
About Us• Dartmouth-Hitchcock has more than 12,000
full- and part-time employees at locations in New Hampshire and Vermont
• Dartmouth-Hitchcock is the largest private employer in the state of New Hampshire. • 1,395 physicians, residents and fellows,
and associate providers,• 1,925 direct-care nurses • 1,437 allied health professionals
• More than 500 volunteers provided 60,000 hours of service in 2014 – at an added value $1,371,600
• Train nearly 400 residents and fellows annually
Local and Regional Conditions• Aging Population:
• Vermont (41.2) and New Hampshire (40.4) have the 1st
and 4th oldest populations in the country• In 1990, NH had 5.4 people in the prime working
age population for every person age 65 and over. By 2030, that figure will drop to 1.8
• De-Younging and Youth Migration:• Despite all our region has to offer….in-migration
has slowed• Vermont and New Hampshire population growth
approximately 1.0%, compared to 4+% nationally
• Talent War:• 2017 Unemployment rate in NH & VT is trending
between 2-3% - every business is competing for good employees
NH Health Sector is Treading Water
29
Replacement
Growth
RNs
LNAs
LPNsMAs
We are back-filling more than we are recruiting to meet the growing needs for healthcare
The D-H WRI has trained: ü 157 Medical Assistantsü 45 Pharmacy Techniciansü 93 Licensed Nurse
Assistantsü 28 Surgical Technologistsü 30 Patient Service
Representativesü 13 Medical Codersü 3 Phlebotomistsü 11 Ophthalmology Techs
The D-H Workforce Readiness Institute was created as a mechanism to ‘grow our own’ talent by educating and engaging apprentices in a variety of entry-level roles.
D-H Workforce Readiness Institute
MA Program OverviewThe Medical Assistant Apprenticeship program an innovative approach we are using to recruit, develop and retain great employees at Dartmouth-Hitchcock
• Intensive 11 week training program followed by a 2000 hour, competency-based registered apprenticeship
• Curriculum developed around CMA standards but also teaches students the “D-H way” of doing things so that they can be effective on day one
• Students sit for the Certified Clinical Medical Assistant (CCMA) exam at the conclusion of the program
Program Impacts & Lessons Learned• More than $1.8M in grant funding used to-date to upskill NH and VT
residents
• Programs have significant economic impact and align with population health mission
• Department of Commerce Study highlights the positive ROI of ready to work programs for D-H
• Programs shed light on areas ripe for process improvement and managerial weaknesses
• Programs build a sense of accomplishment and desire to grow
• Provides experienced staff with mentorship and growth opportunity
• Programs build a sense of organizational commitment/communitythat can flourish when cultivated within the ongoing work environment
• Involuntary turnover centers around behavioral challenges not technical skill
Who is Renown Health?
Strengthen Organizational Capability Recruitment Top Talent/Enrich Our Staff
Why an Apprenticeship?
Strengthen Organizational Capability Recruitment Top Talent/Enrich Our Staff
Strengthen Organizational Capability Recruitment Top Talent/Enrich Our Staff
How we got started?
Success Stories• “I promised myself I would rediscover myself and take some classes; I wanted a career change at
the age of 54. It was like an answer to my prayers when I got into the program – a full time job and a new career path with Renown in an all-in-one package. The apprenticeship helped us realize our dreams and bridge that gap between where we were before and where we wanted to be in the future. Some of us wanted to be unit clerks, LPNs, RNs or physicians someday. There are many great possibilities that are open to us after our life as CNA apprentices.” – Carmela Palijo
Strengthen Organizational Capability Recruitment Top Talent/Enrich Our Staff
37
CHAMPS ProgramCommunity Health & Adolescent Mentoring Program for Success
Building the California Healthcare WorkforceVoices of IndustryOctober 30, 2018
Presented By: Larissa J. Estes, DrPHManager of Community PartnershipsDepartment of Community Health and Engagement
38
CHAMPS at UCSF Benioff Children’s Hospital Oakland
Inspiring Youth for Careers in Health & Medicinev A Children’s Hospital community
benefit program
v Under the Department of Community Health & Engagement
v Founded in 2000
L to R: Leonel Mendoza, 2005 Linh Dao, 2003, Stacy Dao, 2005
L to R: Co-Founder Dr. Barbara Staggers, MD, MPH & Edwin Guajardo, 2017
Over 15 years of experience, preparing students to participate in clinical internships, and providing comprehensive youth development that connects career goals with college readiness and personal (social-emotional) development.
CHAMPS program annually serves 75-100 highschool students.
39
v Formal Application Processv Hospital Trainingv Internships (1:1 Supervisor:Intern)
v Workshop Seminarsv (College Prep, Career Panels, etc)
v Capstone Projects
H.S. Timeline & Learning Opportunities
Student Recruit Grade 10, FallRecruitment SelectionBegin Wellness& PsychosocialSupport
Program EntryGrade 10, SpringHealth Careers Prep Curriculum PsychosocialSelf-AwarenessCareer Exposure & ExplorationCollege Prep
Internship EntryGrade 11, Fall & SpringClinical Internships Psychosocial
Life SkillsCareer Exposure & ExplorationCollege PrepGraduation ReadinessSAT prepSoft Skills Development for Health Professionals
Exit & Next StepsGrade 12, Fall & SpringClinical InternshipsPsychosocialLife SkillsSenior Projects SupportMeeting Graduation RequirementsCollege ApplicationsCareer PlanningNext Steps Financial Aid & Literacy Support
40
Our Clinical & Community SupportIn-Kind Support from Children'sv Administrative Support & Internshipsv Over 100+ Staff & Residents every year
Collaborative Partner Agencies include:v Alameda Health Systems, Highland Hospitalv Alameda County Public Health Dept.v Samuel Merritt Universityv Alameda County Health Pathways Partnershipv Mentoring in Medicine & Science (MIMS)v CSU East Bay, School of Nursing
Sacari Brown, 2011
Luis Zarate, 2017
41
Program Successes CHAMPS PercentagesClass of 2018
Retention Rates (Approx. 30 students per cohort)
97%
High School Graduation Rate 100%
Enroll into College (2yr or 4 yr) 100%
Acceptance into 4-yr College 93.9%
Sonoma StateSFSU
CSU East BayHumboldt
Sacramento StateSan Diego State
SJSU
UCB UCD
UCLAUCSCUCSBUCSDUCRUCI
UCM
Positive Outcomes
42
CHORI Summer Student Research Program
v Founded in 1981v High school and college students interested in biomedical or clinical research
careersv Over 1,000 alumni with an average of 50 students/yearv 9-week program with placement in research setting under supervision of
scientific mentor• Weekly seminars and meetings• Presentation of research findings at one-day annual symposium
43
Pediatric Residency Programv Residency Recruitment
• Last year started a Diversity Scholars program, awarded $2000 stipend to highly sought after medical students to offset rotation expenses.
• Coalition for Diversity and Advocacy-resident group that provides support to residents of color, helps in recruiting efforts and mentors youth in community.
v PRIME-US (Program in Medical Education for the Underserved)• 5 year joint program, UC Berkeley and UCSF School of Medicine• Equip medical students with desire to pursue careers working with the
underserved the skills to do so.• We host 1st and 2nd year students for educations seminars, site for 3rd year
required pediatric rotation.• Since affiliation in 2014, 4 out of 8 residents from UCSF SOM (50%)
were a part of this program
44
Pediatric Residency Program, cont…
v Training Location: Children’s Hospital Oakland • in Federally designated Health Professions Shortage Area and Medically
Underserved Area.• Over 74% of all patients on MediCal-among highest in all CA Hospitals
v Training Location: Our Federally Qualified Health Center• Our primary care and adolescent department are FQHC sites.• All residents have their continuity clinic at this site.• All residents spend 4-8 weeks on Community, Advocacy and Primary
Care (CAP) rotation based in our FQHC, in addition to continuity clinic time.
• CAP partners with over 50 community agencies and entities to educate and prepare residents to pursue careers working with the underserved.
• Cultural Humility Training• Trauma-Informed Training
45
Other Apprenticeship Programs
v Medical Social Services• MSW Internships• Post-Grad Fellowships
v Nursing Training• Clinical placement• Preceptorships with APRNs, Administrative, ED, Ambulatory, Juvenile Justice• Interdisciplinary Simulation Education
46
Thank You & Any Questions?
CHAMPS 2017-2018:Class of 2018, 2019, & 2020
At CHAMPS, students envision their futures as healthprofessionals, identify career pathways and master the
life skills needed to realize their goals.
ERIC ROOD
ROBERT MEYER
Chief, Division of Apprenticeship Standards, California Department of Industrial Relations
Director of Economic Development, Employment and Training Panel
HELLAN ROTH DOWDEN
JOHN DUNN
Chief Executive Officer, HR Dowden & Associates, Consultant SEIU 1000
Assistant Secretary for Apprenticeship and Worker Training, California Labor and Workforce Development Agency
IMPLEMENTING APPRENTICESHIPS IN CALIFORNIAPANEL
Moderator
California Apprenticeship
WHAT IS CALIFORNIA APPRENTICESHIP AND ON-THE-JOB TRAINING?
Labor & Workforce Development Agency
Department of Industrial Relations
Division of Apprenticeship
Standards
California Workforce Development Board Employment Training
Panel (ETP)
Employment Development
Department (EDD)
Organizational Structure
Assembly Bill AB 235
Strengthens traditional apprenticeship programs in building trades/firefightersCreates a new Interagency Advisory Committee on ApprenticeshipProvides pre-apprenticeship registration
California Apprenticeship Council
18 member Council◦ 6 employer group representatives◦ 6 employee group representatives◦ 2 public representatives◦ 4 ex officio members
◦ Chancellor of the California Community Colleges◦ State Superintendent of Public Instruction◦ Director of the Department of Industrial Relations◦ Chair of the Firefighters Joint Apprenticeship Committee (CAL-JAC)◦ DAS Chief serves as Secretary of the Council
Interagency Advisory Committee
12 member Committee◦ 2 each for employee, employer and public representatives◦ 6 ex officio positions
◦ Secretary of Labor and Workforce Development◦ Executive Director of Workforce Development◦ Director of Industrial Relations◦ Executive Director of Employment Training Panel◦ Chancellor of California Community Colleges◦ State Superintendent of Public Instruction
Apprenticeship Goals◦Grow apprenticeship to 100,000 registered apprentices by 2020
◦Grow registered apprenticeship to 500,000 by 2029
◦Develop pre-apprenticeship opportunities with proposition 39 and proposition 1 funding
Job-Skills Trainingfor Workers in Healthcare and Apprenticeships
EmploymentTraining Panel
Robert MeyerDirector of Economic Development
ETP and Healthcare
WWW.ETP.CA.GOV
Since FY 14/15, ETP has funded $23.7M for healthcare
training, including $5.9M in FY18/19. Most of this training
has been skill upgrade training for new and existing RN
and other allied healthcare workers.
ETP can fund:
• Skill Upgrade (Retraining),
• Pre-Employment Training (New Hire)
• CNA training, including CNA to LVN
• Pre-Apprenticeship* and Apprenticeship*
ETP has previously funded training for non-profit
healthcare though alternatively sourced funding.
ETP and Apprenticeship
WWW.ETP.CA.GOV
ETP has funded approximately $94M in apprenticeship training since FY12/13, including over $21.2M this fiscal year.
Under our Apprenticeship Training Program, ETP funds the RSI component of DAS recognized apprenticeship programs. ETP can also fund:
• Pre-Apprenticeship and Journeyman Level. • Apprenticeships prior to DAS recognition.
ETP can not reimburse training that is directly funded through another government-based grant or funding source.
ETP Contact Information
Northern/Central California
Barry Worthington 916-327-5262 [email protected]
San Francisco Bay Area California
Renee Pierce 916-327-5258 [email protected]
Inland Empire/San Diego Area
Ryan Swier 619-881-2407 [email protected]
Greater Los Angeles Area
Yvonne Jonason 818-755-1309 [email protected]
Statewide
Robert Meyer 916-327-4391 [email protected]
Hi, I’m
HELLAN ROTH DOWDENChief Executive Officer, HR Dowden & Associates,
Consultant SEIU 1000
IMPLEMENTING HEALTHCARE APPRENTICESHIPS
LICENSED VOCATIONAL NURSES (LVN) TOREGISTERED NURSES (RN)
LUNCH12:30 - 12 :45 PM
Boxed lunches are available to eat during the upcoming luncheon panel or to take with you.
Employers, you are welcome to stay for the afternoon sessions or to adjourn.
GERRY GHAZI
DANIEL BUSTILLO
JFF Consultant, Co-Founder & President, Vermont HITEC, Inc.
Executive Director, Healthcare Career Advancement Program (H-CAP)
FRAN KENNEDY
Director, JFF
ROLE OF INTERMEDIARIES IN APPRENTICESHIPLUNCHEON PANEL
Moderator
WORKFORCE INTERMEDIARYv Serve dual customers: employers & workers
v Organize/convene multiple partners & funding streams
v Provide/broker labor market services
v Project a vision to guide partnerships & activities
v To be effective, needs to be valued & trusted organization
v No simple formula, but need an organizer
v Value in having dedicated staff: substantial time & energy
v Helps partners communicate their needs & challenges
Sources: JFF’s Expanding the Mission : Community Colleges and the Functions of Workforce Intermediariesand National Fund for Workforce Solutions
Employer-Focused,Employer-Centric
Workforce System
Economic Development
Labor Organizations
Local Education (K-12)
Community Organizations
Foundations
Community Colleges
State Apprenticeship Agencies
EmployersEmployers
Key Roles within Registered Apprenticeships
Employer (OJL)
ü Must be a employer(s)
ü Must drive program design / RTI
ü Provider of OJL/Work-Based Learning
opportunity
Sponsors (Administrators)
ü Responsible for administering the program
ü Can be employer, group of employers,
industry associations, joint labor-
management organizations, educational or
training providers, CBOs, or other workforce
intermediaries
Supportive Services
ü Provide basic skills/pre-apprenticeship
ü Provide training funds (through OJT
contracts, ITAs, customized training)
ü Provide support services
Educational (RTI) Provider
ü Can be employer/industry based
ü Can be Joint Labor-Management Orgs
ü Community and 4-year colleges
ü Others (non-profits, for-profits)
4
REGISTERED APPRENTICESHIP SPONSOR RESPONSIBILITIES1) Development of RA Program
2) Registration of RA Program with Federal/State Office of Apprenticeship
3) Registration of Approved RA Program with other Federal/State Agencies
4) Registration of Participating Employers into Approved RA Program
5) Registration of Participating Employer’s Apprentices
6) Monitoring of Participating Employer RA Programs
7) Monitoring of Participating Employer RA Programs
8) Monitoring of Participating Employer Apprentice(s)
9) Reporting on RA Programs and RA Apprenticeships (State/Federal)
V I S I T U S T O D A Y A T J F F. O R G
THANK YOU!
