A Ventures program of Northwest Area Foundation

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A Ventures program of Northwest Area Foundation
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Where We Are Now

• WorkPlan 2007-2011 endorsed by the Northwest Area
  Foundation
• Aligning the Partnership to better implement the
  plan
• Entering Year 6 of 10 year Partnership with
  renegotiated contract with NWAF
• Board of Directors expand to regional players
• Seeking Additional Partnerships to expand
  outcomes.

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We Enable Innovation to Expand Economic
Engines Affordable Housing Healthcare

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Realignment effort for larger impact underway
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Workforce Advancement System

• A system where people have mobility to living
  wage employment by increasing training,
  education, support services and development of
  career ladders.

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• Central Oregon Partnership (established in
  2001) operates in the fast-growing region of
  Oregon. With high amenities, this area was once a
  leading force in the timber industry. However,
  market changes have resulted in 70 percent of
  area workers in jobs that fail to pay livable
  wages, and the nations highest rate of seasonal
  and part-time employment.

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Central Oregon Situation

• Low unemployment and number of job openings is
  encouraging .however
• Half of all jobs pay 20,000 or less
• Local businesses are striving to grow in the face
  of significant workforce challenges, including
  labor shortages, affordable housing and
  affordable healthcare.

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Convening Employers Workforce Developers
Employers in 3 forums told us they need
ready-to-work employees in order to expand.
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Business Work-Ready Employees Ladders to
Climb A Sustainable Workforce

• By identifying a path to higher wages and
  benefits, businesses can retain workers and grow
  their bottom line.

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What are Career Ladders?

• A planned progression of positions and/or wages
  that a person can achieve through acquisition of
  skills and good performance.

Eagle Crest Resort
Fuqua Homes
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Career Ladder Models in Central Oregon

• Two models
• Secondary wood products resort industry
  national work readiness certification process
• Healthcare career ladder through a cooperative
  business model

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Wanted Financial Partners

• Assessment centers
• Referral to support services
• Building capacity of support services for low
  income people.
• Tracking results to insure regional impact.
• Securing more partners to have bigger impact.

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Candidate Contacts CORWAS High-Road Business
Partner
Candidate Contacts CORWAS Workforce or Other
Organizational Partner
Candidate Takes Work Readiness Assessment
Business Partner Refers Candidate for Assessment
Organization Refers Candidate for Assessment
Candidate Referred to appropriate Organization
Partners
Candidate Passes Assessment
Candidate Does Not Pass Assessment
Moving Workers through the Workforce Advancement
System
Candidate Interviewed Training and Support
Services Identified Data Recorded
regularly Candidate shows credential to employer
Candidate Completes Training for Re-Assessment
CORWAS Partner Organizations Supporting
Credentialed Candidates
Credentialed Candidate Supported to Overcome
Barriers to Career Advancement
Working Wheels or Commute Options
Transportation
NeighborImpact
Childcare
Housing Works or COTAH
Housing
Best Care
Drugs Alcohol Abuse
Ochoco Health Systems
Health Care
COIC or Latino Organization
Language
COIC or Family Resource Center
Life Job Skills
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The Three Components of the System

• Job Analysis
• What skills and skill levels are needed in
  todays jobs/occupations?
• AssessmentWhat work skills and skill levels does
  the individual currently have?
• Training How can skill gaps be addressed in
  training programs?

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Job Analysis

• Job Profiling
• Facilitator-driven
• Focus groups
• SkillMapTM
• Online service
• Maximum flexibility
• WorkKeys EstimatorTM
• Paper-and-pencil
• Fastest results

The process of Job Analysis sets the bar and
gives you concrete information about the skills
required in each of your positions.
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The Assessments

• Tests include
• Reading for Information
• Applied Math
• Applied Technology
• Locating Information
• Business Writing
• Writing
• Listening
• Observation
• Teamwork
• Personal Skills
• Performance
• Talent
• Fit

Testing gives you reliable information about your
applicants and employees skills and how they
compare to skill levels required for jobs.
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Training

• Content
• Designed to fill gaps identified during WorkKeys
  assessment
• Target training dollars effectively

Gap analysis shows how the applicant or employee
performed relative to the bar. Training is
available to close any gap.
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Central Oregon Partnership

• Skills support services for low income to
  advance wages and benefits
• Credentialed employees for better economic
  development
• Employers communities committed to reducing
  poverty through career ladders.

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Next Steps

• Where Does Our Work Align?
• How Can We Work Together to Achieve Poverty
  Reduction?