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B UILDING C APACITY W ITHIN W ORKFORCE D EVELOPMENT P ROGRAMS

B UILDING C APACITY W ITHIN W ORKFORCE D EVELOPMENT P ROGRAMS. F INDINGS F ROM T HE P HILLIPS S ECTORAL E MPLOYMENT I NITIATIVE. P RESENTERS. Salena Acox PSEI Vista Manager (Moderator). Joel Luedtke Senior Program Officer Jay and Rose Phillips Family Foundation of Minnesota.

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B UILDING C APACITY W ITHIN W ORKFORCE D EVELOPMENT P ROGRAMS

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  1. BUILDING CAPACITYWITHINWORKFORCE DEVELOPMENTPROGRAMS FINDINGS FROM THE PHILLIPS SECTORAL EMPLOYMENT INITIATIVE

  2. PRESENTERS SalenaAcox PSEI Vista Manager (Moderator) Joel Luedtke Senior Program Officer Jay and Rose Phillips Family Foundation of Minnesota Susan Crandall PhD President Workforce Results Michael Donahue Associate Executive Director International Institute of Minnesota

  3. PSEI OVERVIEW2011 - 2013 • GOAL: Expand access for low income adults to good jobs in growing industry sectors • STRATEGY: Improve capacity and quality of community-based organizations with strong, existing sector-focused job training programs

  4. PSEI OVERVIEW • PSEI grantees identified capacity-building goals in four domains: • Reaching more people • Launching new training programs or growing existing ones • Achieving better outcomes • Improving program completion • Reducing lag time from completion to placement • Reaching lower • Offering “bridge” supports to individuals who don’t meet enrollment guidelines • Systems change • Stepping up advocacy on important policy issues, or advancing change in key systems

  5. PSEI OVERVIEW • Between 2011 and 2013, PSEI included the following components: • 5 Grantees • $1 million investment from Foundation • ($830,000 to grantees) • 16 full-time AmeriCorps*VISTA members • 9 peer learning gatherings • 4 community seminars (200+ in attendance) • “Field Trip” to Boston with grantees and peer funders

  6. PSEI OVERVIEW Organization Targeted Sectors Program Goals Transportation • Develop strong industry advisory board • Launch transportation training program Healthcare • Strengthen Certified Nursing Assistant and Medical Career Pathways Program • Sustain Pharmacy Tech Program • Deepen employer and Higher Ed relationships • Healthcare • Banking Healthcare • Strengthen Health IT program • Build relationships with MnSCU • Increase completion for construction training programs • Advocate for diversity hiring on public projects • Construction • Healthcare

  7. PSEI OVERVIEW Organization Participant Profile Program Size (2 years) 78.0% Male 52.7% Caucasian 55 Enrolled Participants 77.7% African 76.9% Female 278 Enrolled Participants 47.2% African American 78.5% Female 233 Enrolled Participants 65.7% African American 98.5% Female 67 Enrolled Participants 66.2% African American 63.3% Male 1031 Enrolled Participants

  8. KEY FINDINGS • Growth from Year 1 to 2 – capacity-building works! • Use multiple tools and methods together to encourage organizational change. • AmeriCorps VISTAs were instrumental in building program capacity and improving outcomes. • Employment disparities persist, and demand intentional responses. • Gender and sector interact to create a wage gap. • We’re a long way from a living wage.

  9. PSEI OUTCOMES Year 1 as of 6-30-2012 Year 2 as of 6-30-2013 Increase from Year 1 N % N % Enrollment Completion as a % of enrollment 891 773 - 1664 - 355 46.0% 991 59.6% 13.6% Placement as a % of completion 195 25.0% 581 58.6% 33.6% Hourly wage at placement (median) Six Month Retention 185 $11.50 601 $11.55 $0.05 N/A N/A 242 88.0% N/A

  10. PSEI TOOL BOX: FUNDING • Grants of $75,000-$90,000 per year for each year • Negotiated general operating support • Used differently at each site • New staff • Sustain underfunded program • Direct current staff to new projects • Leverage other funding

  11. PSEI TOOL BOX: LEVERAGING RESOURCES 2010 Pre PSEI 2011 PSEI Yr 1 2012 PSEI Yr 2 2013 as of 5.1.13 $5,612,179 $3,639,424 $4,660,661 $5,933,685

  12. PSEI TOOL BOX: AMERICORPSVISTA • Created marketing and outreach materials (HIRED, RESOURCE, IIMN) • Developed online tools (RESOURCE, IIMN, HIRED) • Analyzed data to improve programs (RESOURCE, IIMN, PPL, Summit) • Expanded employer outreach (IIMN, PPL) • Supported coalition for systems change (Summit)

  13. PSEI TOOL BOX: LEARNING OPPORTUNITIES • Peer Learning • Field Trip to Boston • Consulting Support • Evaluation

  14. PSEI FROM THE GRANTEE’S PERSPECTIVE Michael Donahue Associate Executive Director Medical Careers Pathway Director

  15. EMPLOYMENT DISPARITIES PERSIST Aggregate - 1664 African Americans - 849 All Others - 815 Completed Training. Completers placed in employment Placed in training/industry related jobs 991 - 60% 412 - 49% 579 - 71% 581 - 59% 235 - 57% 346 - 60% 488 - 78% 183 - 68% 305 - 85% 91% 81% 88% 6 Month Retention Status

  16. THE INTERSECTION OF GENDER AND SECTOR All Participants – 1664 Direct Care - 607/36,7% Direct Care + Female - 489/80% Median Hours Annual Earnings Median Wage Wage Comparison Direct Care $11.21 25 $14,453 Other Positions $13.00 40 $27,040

  17. WE’RE A LONG WAY FROM LIVING WAGES AND LOSING GROUND? Average wage at intake was $10.00 Average wage at placement was $11.55 Living Wage for 2 parent/2 child family is $14.78 Living Wage for 1 parent/1 child household is $19.35 Net Changes in Real Income 2007 - 2012 From the Metropolitan Council -13.6% $32,531.00 $33,331.00 $32,117.00 $30,049.00 $28,705.00 $28,067.00 $28,809.00 Low Income Households 20th Percentile

  18. WHERE DO WEGO FROM HERE? • Multiple tools • At Phillips: continue to provide funding, TA and VISTAs to PSEI partners. • You could: explore partnership with national service program(s); fund cohort learning trips • Disparities • At Phillips: analyze with grantees and set targets in future grantmaking. • You could:track performance for key subgroups; follow-up with non-completers; design services specifically for men of color. • Wage Gap • At Phillips: focus funding on job upgrading and career pathways in direct care; share findings with long-term care industry. • You could: explore wage gaps in your services; join us in the push for integrated career pathways. • Getting to a Living Wage • At Phillips: support push for higher minimum wage; support stronger partnerships with higher ed., fund career pathways. • You could: be transparent about participant earnings; support ROI efforts that consider the costs of poverty-wage jobs; choose sectors carefully.

  19. Questions?

  20. Thank You! Workforce Results Advancing People: It’s Good Business! GRAPHICS

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