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Workforce Development
Where Policy Meets Practice
Maribeth BersaniCOO
Argentum
Emily DeRoccoCEOE3
Maureen LambePresident
National Apartment Association Education
Institute
Elyse RosenblumPrincipal
Grads of Life
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The Challenge
Finding, developing, and retaining a quality workforce are among
the most significant cost drivers in the Senior Living Industry and
likely the single biggest “pain point” for the industry’s
executives.
1.4 million job openings will need to be filled by industry
through 2025.
Competition for talent with other service
industries is growing
90% + of Senior Living facility operators report a shortage
of
licensed nurses, direct care workers, and other critical
staff
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We’re taking recruiting to a whole new level and want you to be
part of the movement. From PowerPoint presentations to career
posters, Senior Living Works provides the tools and tips you need
to recruit and retain talented employees.
seniorlivingworks.com
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The Senior Living Industry must prepare for longer-term demand
ANDmove rapidly to access a continuous pipeline of talent to
address
current workforce needs.
Longer-term Solutions• Join and/or lead a consortium of
industry/economic sector
organizations seeking to influence Immigration Reform• Introduce
a new narrative that repositions the Senior Living Industry
as a key economic driver
A Public Policy Roadmap
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A Public Policy RoadmapShorter-term Solutions• Assess alignment
to existing federally-funded programs to source and
train talent. • Evaluate the applicability of state business
investment and employer-
driven training programs using state funds• Consider
establishing an industry 501(c)(3) educational foundation to
increase the Senior Living sector’s eligibility for programs,
public and philanthropic resources.
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Grads of Life
• Expand the Senior Living Industry’s talent acquisition pool to
target Opportunity Youth through models like Grads of Life
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THE OPPORTUNITY DIVIDE
5.5 MILLION OPPORTUNITY YOUTH
7 MILLION JOB VACANCIES
300,000 new openings in senior living industry by 2026.
Young adults ages 16-24 who are disconnected from stable career
pathways
Opportunity Youth are an untapped source of high quality
talent.Sources: Bureau of Labor Statistics, Burning Glass
Industries, Argentum, GOL and Accenture analysis
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OPPORTUNITY YOUTH - OVERLOOKED SOURCES OF TALENT
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OPPORTUNITY YOUTH - OVERLOOKED SOURCES OF TALENT
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1010
STRATEGIES TO BUILD A FUNCTIONAL TALENT MARKETPLACEGrads of Life
is a national initiative to build a high-functioning talent
marketplace inclusive of Opportunity Youth.
We provide technical assistance, to employers with significant
hiring needs for entry-level talent and to their partners.
Our collaborations seek to discover, diagnose and measure the
impact of current talent practices, and then test solutions.
Grads of Life is incubated within Year Up, and builds upon its
18 years of success.
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TALENT PIPELINE MODEL
STRATEGY& DESIGN
OUTREACH & ASSESSMENT
RETENTION & ADVANCEMENT
WORK BASED EXPERIENCE
SKILL DEVELOPMENT
HIRING & ONBOARDING
The Grads of Life Talent Pipeline Model provides a roadmap for
employers and training providers to design successful partnerships
that address business needs.
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Recruiting: 7-SecondResumeVideo resume tool to quickly screen
and assess candidates
Retention: Manager TrainingSelf-paced online program that
teachesfrontline managers how to effectively coach and lead young
adults
Grads of Life's suite of offerings helps employers enable
innovative talent pipelines.
Deployed with: Obama Foundation, Salesforce, Starbucks•Scalable
model in development
Interest from: Hyatt, McDonald’s• 5 additional companies in the
pipeline• Platform to launch March 2019
OY Employer DiagnosticA set of standards to assess an employer’s
practices across the talent pipeline.
Tested with: Omni, coalition of partner orgs• Set to launch on
GOL website Q1, 2019
CURRENT GRADS OF LIFE PRODUCTS IN DEVELOPMENT
Deployed with: BofA, Hyatt, AHLA, NAA• 6 additional companies in
the pipeline
Design LabsHuman-centered design session focused on leveraging
employer data to identify challenges and arrive at solutions.
Training: Career Labs40 hours of modular professional skills
curriculum, based on Year Up’s proven IP.
Deployed with: Sodexo, Expeditors, Santa Clara County, Easter
Seals•17 additional companies in the pipeline
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1313
Emily Stover DeRoccoCEO, E3 Engage Educate EmployVice President,
Education & Workforce, LIFT(202) 360-9125 |
[email protected]
CONTACT INFORMATION
Maureen LambeExecutive Vice PresidentNational Apartment
Association Education Institute(703) 797-0601 |
[email protected]
Elyse RosenblumPrincipalGrads of Life(617) 417-0868 |
[email protected]
mailto:[email protected]
Slide Number 1The ChallengeSlide Number 3Slide Number 4A Public
Policy RoadmapGrads of LifeTHE OPPORTUNITY DIVIDEOPPORTUNITY YOUTH
- Overlooked Sources of TalentOPPORTUNITY YOUTH - Overlooked
Sources of Talentstrategies to build a functional talent
marketplaceTalent Pipeline ModelCurrent grads of life products in
developmentSlide Number 13
