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© REDF 2019 REDF
REDFLA:RISE Employer Engagement & On-the-Job Overview
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© REDF 2019 REDF
LA:RISE – Program Overview/Roles/Employer Engagement
Presenter: Elizabeth Macias
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© REDF 2019 REDF
LA:RISE Partners
PROJECT IMPLEMENTERS T.A./PROGRAM LEAD
SOCIAL ENTERPRISES
WORKS
WORKSOURCE
CENTERS
PERSONAL SUPPORTS
PROVIDERS
7 SEs:
• CEO
• CLL
• Chrysalis Enterprises
• CRCD
• YWCA Digital Learning Academy
• Downtown Women's Center
• New Earth
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© REDF 2019 REDF
Program Goals
© REDF 2017 REDF
GOALS AND OUTCOMES
Increased sustained
employment for job
seekers with significant
barriers to employment,
while reducing turn-over
cost for employers
Integrate SEs and specialized
service providers with
Workforce system to yield
stronger employment results
for job seekers with significant
barriers
Reduce recidivism and
homelessness
Pool high quality,
standardized evidence-
based training, personal
and professional support
services
INDIVIDUAL
INSTITUTIONAL
GOALS OUTCOMES
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© REDF 2019 REDF
Program Goals
Goal % of Participants
LA:RISE enrollment 100%
WIOA enrollment 70%
Complete 300 hours 50%
Pass Job Readiness Assessment 50%
Placement 50%
Engaged in Retention Services 50%
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© REDF 2019 REDF
LA:RISE SE, WSC, and PSP Roles and Partnership
Social Enterprises (SE) focus on:
❑ Program Recruitment/Intake
❑ Case Management/ Personal Barrier Removal
❑ Transitional Employment
❑ Support & Assess Job Readiness
❑ Support Job Search, Prep, Placement – in partnership with
WSC
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© REDF 2019 REDF
LA:RISE Partner Overview - Roles
WorkSource /YouthSource Centers (WSC/YSC) focus on:
❑ All CalJOBS Data Entry
❑ Co-enrollment in WIOA
❑ Case Management / Professional Barrier Removal
❑ Connection to Training/ Educational Opportunities
❑ Lead Job Search, Prep, Placement – in partnership with SE
❑ Lead referrals to “Bridge Employers” & OJT process
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© REDF 2019 REDF
LA:RISE Partner Overview - Roles
Personal Supports Providers (PSP) focus on:
❑ Retention Services & Incentives once someone is placed in
employment
❑ Safety Net/Crisis Mitigation
❑ Coach as someone continues to make progress towards self
sufficiency
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© REDF 2019 REDF
Job Placement & Employer Engagement
PAGE 9
Recruits participants & provides the transitional employment
opportunity
• Ready participants for competitive employment
• Coach participant to meet Job Readiness standards
• Soft skills training
• Directly hire participant or
• Assist with connections to competitive employment with WSCs
and Bridge Employers
Places participants into competitive employment
Individual Employment Plan
• Skills Assessments
• Job Readiness Workshops
• Resume Prep
Interview Prep
• Placement Assistance
• Employer Referrals
• Targeted Recruitments
• Hiring Fairs
• Offer On-the-Job Training
• Refer to Retention Partner
Provide stability and employment retention supports for a
minimum of one year
• Retention Services
• Employment and re-employment coaching/assistance, as
appropriate (taking lead from SE & WSC)
• Job retention and advancement strategies
Social Enterprise WorkSource Center PSP/ Retention Provider
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© REDF 2019 REDF
Employment Pathways
© REDF 2018 REDF
EMPLOYMENT PATHWAYS
Social Enterprise Program
Job Ready
Private Sector Education
Attend
workshops
at AJCCEmployer
Partner
Mainstream
Employer
Whole Person Care
Public Sector
Vocational Training
LA County or City Hire
Not Job Ready
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© REDF 2019 REDF
Contact
❑ Elizabeth Macias
❑ EWDD/LA:RISE
❑ Phone: (213) 744 - 7196
❑ Email: [email protected]
Questions – Contact:
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© REDF 2019 REDF
OJT 101
Presenter: Margo Scoble
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© REDF 2019 REDF
On-The-Job TrainingReal Trainings That Lead to Permanent
Jobs
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© REDF 2019 REDF
OJT In a Nutshell
On-the-Job Training (OJT) is a form of training which:
❑ Focuses on specific skills and knowledge required by
employers
❑ Is provided by the employer, using experienced staff to train
new workers (the
OJT participants)
❑ Addresses the “skills gaps” of otherwise qualified
candidates
❑ Results in skills acquisition, ensuring a highly competent new
worker
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© REDF 2019 REDF
Why Use OJT
On-the-Job Training (OJT) is a form of training which:
❑ Employers are incentivized to hire entry level OJT
participants as new
workers
❑ Participants are working from day one
❑ Participants are being paid during their training
❑ Employers design/customize training to be specific to their
own business
❑ Fosters team-building, high employee retention and low
turnover
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© REDF 2019 REDF
How OJT Works
On-the-Job Training (OJT) Process:
❑ A Case Manager/Business Services Representative meets with the
employer
to identify the requirements of the job
❑ An agreement is executed, which includes a training plan that
outlines each
skill area
❑ The employer hires the OJT participant as a regular
employee
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© REDF 2019 REDF
How OJT Works
On-the-Job Training (OJT) Process:
❑ The participant trains for the specified period of time
required to address skill gaps
❑ The participant learns primarily through demonstration and
hands-on practice
❑ The employer verifies training completion and invoices your
agency for 50% of the
participant’s wages for the training period
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© REDF 2019 REDF
What OJT RequiresOJT is kept as simple as possible for the
employer. Employers
must:
❑ Enter into a written/signed OJT agreement
❑ Provide training
❑ Maintain time and payroll records
❑ Evaluate/confirm worker’s skill attainment
❑ Submit request for wage reimbursement
❑ Create a certificate of completion for their new hire
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© REDF 2019 REDF
What OJT RequiresThe following key info is needed from the
employer:
❑ # of Employees per Supervisor:
❑ Total # of Employees:
❑ Job Title for OJT:
❑ Hourly Rate:
❑ Job Description:
❑ Business Name:
❑ Address:
❑ Point of Contact:
❑ IRS # and Business License #:
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© REDF 2019 REDF
Contact
❑ Margo Scoble
❑ Program Director
❑ Hollywood WorkSource Center
❑ Phone: (323) 454-6103
❑ Email: [email protected]
Questions – Contact:
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© REDF 2019 REDF
LA:RISE Employment Trends
Presenter: Reena De Asis
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© REDF 2019 REDF
LA:RISE Employer Program Analysis
In order to help partners increase placements in competitive
employment, REDF
has begun to formalize and expand an Employer Partnership
Program for
LA:RISE.
REDF conducted a series of analyses detailed in the next slides
to better
understand:
❑ The types of employers, industries and job positions that
LA:RISE
partners want to target
❑ Which industries and occupations are most attractive to target
based on
local trends in projected job growth, wage levels, SE
preferences and industry
focus, and WSC/YSC/TSE partner industry coverage.
In addition to these analyses, REDF has completed new marketing
material to
use in future outreach to employers and is creating a web page
with information
for potential employer partners as well.
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© REDF 2019 REDF
LA:RISE Employer Partner Survey
REDF analysis: Partner survey on target employers, industries
and
job positions
In September 2018, REDF conducted a survey of LA:RISE partners
(social
enterprises, WorkSource Centers/YouthSource
Centers/Transitional
Subsidized Employment) to gather input on the types of
companies,
industries and job positions that REDF should target for
placements in
competitive employment – as part of building out the LA:RISE
Employer
Partnership Program.
REDF sent the survey to 69 email addresses and received 25
responses
(from 15 partner organizations), for a response rate of 36%.
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© REDF 2019 REDF
LA:RISE Employer Partner Survey Key Findings
The six employers at the top of partners’ wish lists should be
prioritized in future
outreach efforts.
Partner feedback on the industries and positions for which they
need more job leads will
help focus employer analysis and outreach to prioritize:
❑Big-name retail companies hiring salespeople, cashiers and
customer service
reps
❑Transportation companies, particularly in the green sector
❑Construction companies, particularly for formerly incarcerated
individuals
❑Food service/restaurants with food prep/serving positions
❑Other companies hiring office clerks and customer service
reps
It is important to the majority of our SE and WSC/YSC/TSE
partners that we find
employers who will hire and retain formerly incarcerated
participants; full-time jobs and
locations accessible by public transportation are top priorities
as well
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© REDF 2019 REDF
LA:RISE Employer Partner Survey Wishlist
Wishlist employer partners: In total, respondents named 46
different
companies they wished REDF could bring in as employer partners
for LA:RISE.
❑Most wish list companies were only mentioned once, but 6 were
listed by
more than one respondent:
4 4
3 3
2 2
0
1
2
3
4
5
Target Starbucks Costco Apple Home Depot Airlines
Employers at the Top of Partners' Wishlists (# of Mentions)
Common reasons for wanting to partner with these employers
included: many
accessible locations, variety of job positions, retail/barista
opportunities, good
wages, Fair Chance employer, and appeal to youth
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© REDF 2019 REDF
LA:RISE Employer Partner Survey Target Industries
Industries to target for more job leads:
❑Retail was by far the most popular industry, with the majority
of respondents
wanting more job leads in this sector; some mentioned that
younger
participants preferred working for big-name stores and in retail
jobs (vs. the
food industry)
❑Transportation was another popular sector, particularly
“green”
transportation, which was said to be expanding in LA
❑Construction was deemed attractive as a high-growth sector that
can be
relaxed about hiring the re-entry population
❑Food service/restaurants, personal care (barber, cosmetology),
hospitals
and hotels were mentioned for their appeal to some youth
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© REDF 2019 REDF
LA:RISE Employer Partner Survey Target Industries
64%
48% 48% 48%
44% 44%
40% 40%
36%
28%
20%
12%
0
2
4
6
8
10
12
14
16
18
Industries to Target for More Job Leads(# and % of Total
Respondents Who Voted for Each Industry)
Write-ins:
• "Green" (solar, construction,
transportation)
• Labor unions
• Hospitals
• Nonprofit
• Personal care (barber,
cosmetology)
• Printing
• Hotels
• Coding
• Media
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© REDF 2019 REDF
LA:RISE Employer Partner Survey Target Positions
Positions to target for more job leads:
❑The majority of respondents wanted more Office Clerk, Customer
Service
Rep and Construction Worker job leads
❑Retail and food positions (Retail Salesperson, Cashier and
Food
Prep/Serving Worker) were also popular
72%68%
56%
48%
40% 40%36%
32% 32%
24%
0
2
4
6
8
10
12
14
16
18
20
Positions to Target for More Job Leads(# and % of Total
Respondents Who Voted for Each Position)
Write-ins:
• Barber• Cosmetologist
• Warehouse worker
• Case manager/
counselor
• Child care/ health
care worker
• Graphics/print
operator
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© REDF 2019 REDF
LA:RISE Employer Partner Survey Employment Criteria
Key employment criteria:
❑Respondents were pretty unified in seeking employer partners
who hire and
retain the re-entry population, offer full-time jobs, and have
locations that
are accessible by public transportation
❑Many respondents also want employer partners who have part-time
job
opportunities, offer stable employment and career ladders, and
are caring
and willing to coach and develop employees
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© REDF 2019 REDF
LA:RISE Employer Partner Survey Employment Criteria
52%
40% 40%
28%
24%
20%
16%
12% 12%
8% 8%
0
2
4
6
8
10
12
14
Most Important Criteria for Employer Partners(# of Mentions, %
of Total Respondents)
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© REDF 2019 REDF
LA:RISE Employer Partner Survey Job Postings
Job posting sources:
❑Indeed.com was by far the most frequently mentioned source of
job
postings
❑Other sources listed by many respondents included
Craigslist,
employer partners (outreach to and from employers), partner
agencies (e.g., other nonprofits in their network), and WSC
partners
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© REDF 2019 REDF
LA:RISE Employer Partner Survey Job Postings
56%
28% 28%
20%
16%
12%
8%
0
2
4
6
8
10
12
14
16
Indeed Craigslist Employer partners Partner agencies WSC
partners Idealist Job fairs Other
Job Posting Sources(# of Mentions, % of Total Respondents)
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© REDF 2019 REDF
LA:RISE Employer Partner Survey Job Postings
Job posting sources:
❑Indeed.com was by far the most frequently mentioned source of
job
postings
❑Other sources listed by many respondents included
Craigslist,
employer partners (outreach to and from employers), partner
agencies (e.g., other nonprofits in their network), and WSC
partners
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© REDF 2019 REDF
Los Angeles Jobs and Economy
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© REDF 2019 REDF
Over-the-Year Changes in Major Industries in LA
PAGE 35
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© REDF 2019 REDF
Los Angeles Wages Compared to National Averages
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© REDF 2019 REDF
State of California Employment Development Department Data
Seasonally adjusted unemployment rates in April 2019:
❑Los Angeles County: 4.6% (no change from March 2019) / State of
California: 4.3% / Nation:
3.6%.
Between March 2019 and April 2019
❑Leisure and hospitality grew at a higher rate than usual.
❑Educational and health services report increases. Health care
and social assistance made up
two-thirds of the growth.
❑Construction industry expanded to its highest level in more
than a decade.
❑Professional and business services saw a decrease. Losses were
seen in professional, scientific
and technical services, and administrative and support and waste
services.
PAGE 37
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© REDF 2019 REDF
State of California Employment Development Department Data
Between April 2018 and April 2019
❑Aging population continues to drive education and healthcare
services. These jobs
account for 92% of the overall sector job growth.
❑Leisure and hospitality growth increases are led by
accommodation and food services.
❑Finance and insurance subsector, manufacturing employment, and
nondurable goods
and apparel manufacturing declined. These are offset by
increases in durable goods
manufacturing.
PAGE 38
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© REDF 2019 REDF
Ideas – Best Practices
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© REDF 2019 REDF
LA:RISE Employer Program Ideas
❑ Ideas – Best Practices
❑ Idea: Share job leads – keep the relationship/contact with
employer
❑What else?
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© REDF 2019 REDF
Contact
❑ Reena De Asis
❑ LA:RISE LA City Manager
❑ REDF
❑ Phone: (323) 632-1794
❑ Email: [email protected]
Questions – Contact:
