The Work Readiness Indicator Measuring Progress of WIA Youth

1. The Work Readiness Indicator Measuring Progress of WIA Youth December 1-2, 2009 – Dallas, Texas

2. Presenters Evan Rosenberg, Division of Youth Services, Employment and Training Administration, Dept. of Laborrosenberg.evan@dol.gov202-693-3593

3. Today’s Agenda A) The Work Readiness Indicator (WRI) What happened this summer? B) How Did We Measure Work Readiness? Concepts and Examples of Tools C) Where Do We Go From Here?Your Turn: Informing the System

4. RECAP: Defining Work Readiness The Work Readiness Skills Goal, as specified in TEGL No. 17-05 includes a measurable increase in work readiness skills including: World-of-work awareness, labor market knowledge, occupational information, career planning and decision making, and job search skills Independent living skills, positive work habits, attitudes and behaviors, showing initiative and reliability, and assuming the responsibilities involved in maintaining a job The definition of a Work Readiness Skills Goal, as specified in TEGL No. 17-05, Attachment B Definition of Key Terms found at http://wdr.doleta.gov/directives/attach/TEGL17-05_AttachB.pdf

5. RECAP: Work Readiness under ARRA • Any youth in summer employment funded by the Recovery Act were included in the work readiness indicator, even if a youth receives services beyond summer or before summer • The work readiness portion of the WIA skill attainment rate was the primary indicator used for youth who participate in “summer employment” only and are only being served with Recovery Act funds

6. Preliminary Work Readiness Data Thru Sept. 2009 347,782 total youth served 306,466 in summer employment 71%* Summer Employment Completion Rate 63%* Work Readiness Attainment Rate(67 % median) *In this preliminary data some states report lag in data that accounts for lower rates than expected

7. Work Readiness Attainment RatePreliminary State Data thru Sept. 2009* State Range: High: 95%; Low: 3%* Over 90%: Florida, New Hampshire, & Rhode Island Over 80%: 12 states Over 60%: 30 states 40 - 60%: 11 states Under 40%: Nine states *In this preliminary data some states report lag in data that accounts for lower rates than expected

8. GAO Report Findings Work Readiness under ARRA Observational Success, But Difficult to Measure“While many program officials, employers, and participants we spoke with believe the summer youth activities have been successful, measuring actual outcomes has proven challenging and may reveal little about what the summer activities achieved.” More Consistency = More Comparability:“the methodologies used to measure work readiness varied widely, calling into question the comparability and the usefulness of the indicator when rolled up at the national level.” The Illinois Exception: “Of the 10 states, only Illinois established a single approach to be used statewide in measuring work readiness gains.”

9. GAO Report Findings Work Readiness under ARRA Cited Local Example:“youth… were given a 20-question true-false survey that included questions such as “I understand the importance of demonstrating a positive attitude in the workplace.’” Outcomes Beyond Work Readiness Indicator:“Seven of our 10 states reported they plan to track long-term outcomes, such as job placement and employment retention, for at least some of the youth they served this summer”

10. The Department of Labor Response to the GAO Report DOL’s Future Plans: “The Department plans to further refine the work readiness indicator and determine a more effective way of measuring work readiness.” Further Guidance: “In the event that a significant number of local areas have Recovery Act funds available for summer employment in 2010, or if the Dept. receives funds for future summer employment activities…, the dept. will issue further guidance for measuring work readiness that allows for the reporting of more consistent and meaningful data.” Future TA: “In either case, the Dept. will provide technical assistance to states and local areas on effective ways to measure work readiness based on the information learned this summer and further research on best practices.”

11. Future of the Work Readiness Indicator • More CONSISTENCY – while respecting diversity of program models WRI: Where do we go from here? • More RIGOR – while maintaining an efficient process • More MEANINGFUL– in measuring impact of summer program experience • – based on dual customer approach of employers and youth

12. What Employers Want Most from Young Workers Source: CommCorp

13. Work Readiness Indicators 2009Most Common Measurement Areas What We Measured How We Measured It 1) KNOWLEDGE & MINDSET • Pre/mid/post Assessments • Work Readiness Checklists 2) BEHAVIOR • Mostly Observational • Training Evaluations • Work Supervisor Evaluations 3) PORTFOLIO & TOOLS • Portfolio Assessments • Portfolio Checklists

14. 1) Measuring KNOWLEDGE/MINDSET Mid-Assessment Post-Assessment Pre-Assessment Summer Work Experience Enrollment Mid-Point Completion

15. Measuring KNOWLEDGE/MINDSET Sample Questions: True or False • ___ Attitude:“I understand the importance of demonstrating a positive attitude in the workplace.” • ___ Attendance:“Employers are happy when employees stay home from work because they don’t have to pay them for days missed.” • ___ Appearance:“If you are not dressed appropriately, you will probably pass a job interview.” • ___ Career Goals:“You can state a career goal (employment or education leading to employment goal) without any assistance.” • ____ The four questions above represent effective indicators to measure a participant’s work readiness competencies.

16. Measuring KNOWLEDGE/MINDSET Illinois workNet Statewide Example • Developed through Bureau of Workforce Development Illinois, Department of Commerce and Economic Opportunity • Innovative Delivery: Utilized an online assessment tool to measure work readiness knowledge, leading to efficient, real time results. • Statewide Consistency: Tool was consistent for ALL local providers in Illinois. • Flexibility: Some local providers complemented assessment with worksite employer evaluations.

17. 2) Measuring BEHAVIOR Two Places to Measure Behavior • A) In Work Readiness Training • B) At the Worksite (more common) Example: The Learning Employability Profile (LEP) from Seattle King Countycan be used in a training or worksite Example: The Massachusetts Work-based Learning Plan Can be found at http://www.skillslibrary.com/wbl.htm

18. 2A) Measuring BEHAVIOR • Can be used for work readiness training or worksite • Those with satisfactory/high rating are awarded a work readiness attainment. • Greatest Tool Attribute: Tool provides definitions of grading scale in effort to reduce levels of subjectivity and increase levels of comparability and consistency. Example: The Learning Employability Profile (LEP) from Seattle King Countyis an example of a tool used by local providers to monitor work-readiness

19. 2A) Measuring BEHAVIOR (see Handout)

20. 2B) Measuring BEHAVIOR at the Work Site • Expectations: Supervisor and young person review expectations on “Day 1”, and use tool to help define those expectations. At least two reviews take place over the summer. • Foundational Skills: Youth’s Individual Service Strategy must include at least one specific skill goal from any of the three soft skill groups: (1) Career Readiness Skills, (2) Work Ethic/Professionalism, and (3) Communication and Interpersonal Skills. • Flexibility is included for local site supervisor to include job-specific skills not addressed in the foundational soft skills Example: The Massachusetts Work-based Learning Plan assesses work-site behavior: www.skillslibrary.com/wbl.htm

21. 2B) Measuring BEHAVIOR Work-Site Evaluation Example (Handout)

22. 3) PORTFOLIO & TOOLS Examples • Prepares RESUME • Completion of Cover Letters • Completion of Sample Master Application • Sample Follow-up Letter • Employer Reference (s) • Informational Interviews with Employers • Opening of Bank account • Etc.

23. 3) PORTFOLIO Building An Integrated Example (see Handout) • Work-readiness tool rates 12 different personal competency areas. Six are pre-employment tasks and six are job-specific • The State of Arizona requires 5 pre-employment goals be met • Employers assess youth at completion of work experience; Youth must receive a supervisor rating of at least 80% to be considered successful Example: The Skill Attainment Record - Work Readiness Attainment Skills at Tuscon Youth Development is a tool that measures portfolio along with other work competency areas.

24. 3) PORTFOLIO Building An Integrated Example

25. Future of the Work Readiness Indicator • More CONSISTENCY – while respecting diversity of program models WRI: Where do we go from here? • More RIGOR – while maintaining an efficient process • More MEANINGFUL– in measuring impact of summer program experience • – based on dual customer approach of employers and youth

26. Future of the Work Readiness Indicator • Focus on proficiency more than increase in skills – whether a youth is work-ready? • Potentially require consistent, observational component from either worksite supervisor or case manager / worksite monitor. • More standardized across the country, but allow for some flexibility within parameters

27. Future of Performance Outcomesfor Summer Employment Consider a TRANSITION RATE (Transition Beyond Summer) • To Unsubsidized Employment • To Education (Secondary, Post-Sec., GED) • To Occupational Skills Training

28. Question and Answer Period • What kind of work-readiness assessment tool did you use? • What did you like and dislike?

29. Question and Answer Period • What are your general thoughts or concerns about DOL providing guidance around a more consistent and rigorous work readiness indicator in the future? • What would you do if you were DOL?