commercial staffing services - sourceamerica · aquent $13.1m $70.2k 78% mastech holdings $248.6k...
TRANSCRIPT
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COMMERCIAL
STAFFING SERVICES
Pathway to Integrated Employment
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2
Session Take a-ways…
Staffing Service Industry – what’s the
outlook?
Becoming a NPA Staffing Vendor
SourceAmerica Staffing Program Update
Creating jobs through Staffing – who’s buying?
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Staffing Industry Trends Outlook
5.5 million job openings
January 2016
3.2M temporaries
assigned weekly
December 2015
46% of employers plan to hire
temp, up 4%
6% growth forecasted for the U.S. temporary
staffing industry in 2016-2017
Federal Government spends $5 Billion in Staffing
Commercial employers
spend average of $4 to $80M
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Why companies choose staffing agencies
Top 5 Buying reasons:
• Quality of workers
• Quality service from specialist in their industry
• Lower cost, speed of transaction
• Consultative – business partnership
• Trial employment (try before you hire)
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Staffing Services + new ideas = new jobs
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Concept Outcomes for NPAs doing Staffing
• Set out to build a Staffing Services model to increase jobs for
individuals with disabilities in integrated settings
Business Assumptions:
• Leverage the power of the NPA Network
• Leverage the SourceAmerica sales workforce and brand
• Leverage Section 503 (7% utilization goal for PWD) with
Prime Contractors
• Augment placement outcomes of people with disabilities
for Corporations with diverse hiring goals – through
partnerships with national large staffing firms
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• Prime Contractors needing to hire individuals with
disabilities (IWD) in response to Ruling 503 under
the ADA – for Affirmative Action Plans
– Gov’t Contractors have become the 4th arm of
the Federal Government – spending $428.8B
in awards (according to OFCCP reports)
• 53% companies plan to increase diverse hiring –
disability inclusion is part of this goal
Customer Profile for Staffing for the NPA
U.S. Employers
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Section 503 is Positive Leverage
Applies to ALL Government contractors with 100+ employees
Key elements include:
• The 7% utilization goal for qualified IWDs applies to all job (classes)
groups in the company. A 8% benchmark for Veterans applies to the
entire enterprise. Contractors must conduct an annual utilization analysis
and establish specific action-oriented programs to address issues.
• Requirement to invite applicants to self-identify as IWDs at both the pre-
offer and post-offer phases of the application process and every five years
during employment.
• Requirement to establish partnerships with Vocational Rehabilitationn
agencies as part of recruitment strategies and training plans to meet goal.
• Require Contractors to document and update annually several quantitative
comparisons for the # of jobs opened vs filled; # of IWDs who apply vs.
hired
What does Section 503 require?
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• Primary contractors allocated the majority of sub awards to only 1-3 recipient staffing
firms throughout FY11-FY14. The larger staffing agencies in terms of federal
subcontracts received the majority of sub awards from only 1-7 primary contractors.
Federal Prime Contractor Spend
Northrop
Grumman
Computer Sciences
Corporation
BAE
Systems
Booz Allen
Hamilton
CGI
Group IBM Accenture
General
Dynamics
% of all
subcontracts
Allegis Group $81.8M $36.6M $30.6M $1.5M $3.2M $372K $985K 52%
Kforce $6.7M $98.7K $9.6M $22.4K $11.7M 65%
Federal Staffing
Resources $24.5M 100%
Adecco S.A. $19.1M $597K 85%
Tsymmetry $1.1M $17.7M 100%
Aquent $13.1M $70.2K 78%
Mastech
Holdings $248.6K $11.9M 96%
% of all
Subcontracts 85% 92% 98% 97% 93% 70% 94% 95%
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Top 50 Employers Recognized for hiring PwDs
The market landscape is broad and opportunities are vast…
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SourceAmerica Staffing Services Program
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SourceAmerica Staffing Program
Background History and Milestones • Decision to move into Staffing Services was made by Strategic Business
Development with outside 3rd party analysis (2013)
• Program Manager was hired May 2014
• Business Model (as Managed Services Provider) was vetted by Accenture
November 2014
Board approved
model
(Dec 2014)
44 CRPs initial
assessed (Mar 2015)
Designed Lean
Startup go to market strategy
Service Agreements
and SOPs developed
22 CRPs onboard
(Aug 2015)
Train CRP-
Staffing best
practices
(Sept 2015)
Selected technology & implemented
(Oct 2015)
VMS training for CRPs
(Oct 2015)
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Job class types:
Administrative and Professional
Contact Center (CSR and IT-Helpdesk)
Information Technology (Project Managers, Programmers)
Supply Chain Logistics
Kitting & Packaging/Assembly
Manufacturing and Production
Staffing Services Job Targets
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Phase 1 Sales Focus
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Job Class: Initial focus on Contact Centers for IT-Helpdesk and
CSR positions (range of skills good fit for IWD)
Market Segments:
Gov’t Prime Contractors, Fortune 100
Targeted Vertical Markets:
Retailers
Logistics
Tele-communications
Financial and Insurance Services
Inbound Call (Contact) Center companies
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Phase 1 - Validated Learning
Positive Leverage
• There are 70 nonprofit agencies across U.S. performing as staffing
operators.
– combined generate more than $60M (companies are buying
staffing from NPAs)
• Companies recognize there is a war on talent; and the need to
build the workforce of the future
Negative Influence
• Nonprofits providing employment services at no cost – devalues
the solution in the market
• Lack of bandwidth to aggressively sell along with the infrastructure
to support LOB causes significantly slower progress
• Longer than expected sales cycle to land large customers, 8 to 12
months
Here’s what we’ve learned so far…
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Staffing Services is a - Bigger Bowl
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Staffing Operators Needed
What you should know:
• Staffing as a methodology involves:
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The ability to recruit and maintain a pool of qualified
(work ready) candidates that have a range of experience
and/or industry expertise.
Understanding fee for service to
customers
The ability to support hiring/staffing demands of
customers from within various industries; with high-
quality, quick response expectations.
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Staffing 101 – What is it?
Job Placement Staffing
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Customer Centric
Skill Matching/Marketing
Talent Management
Placement – for a fee
Revenue Driven
Person Centric
Case Management
Job Development/Training
Referral – at no cost
Mission Driven
Examining the Difference
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Staffing 101 – Operator Self Assessment
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What is staffing
really about?
The answer is in
the image…
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Staffing 101 – Operators Need
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Business Essentials
Service offerings that are in demand –
know your (customer) market
Capabilities that translate into solutions
Customer Service Culture
Rich pool of work ready candidates
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Staffing 101 – Operators Need
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Business Essentials
Senior Management/Board Support
Front/Back Office Staffing Software
Sales and Marketing Strategy
Miscellaneous supplies
Experienced Team
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Joining the Staffing Services Network
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Current Staffing NPA Network Map
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Current Staffing NPA Network Map
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90% of NPAs serve more than one demographic, with most serving 4 on
average. Most NPAs staff non-disabled individuals as well as other
demographics. *What is the significance to knowing the make up of the
demographic
0
10
20
30
40
Number of NPAs Serving Various Populations
4 NPAs Staff non-disabled
individuals and people with
disabilities.
26 NPAs Staff non-disabled
individuals as well as those
with vocational barriers.
8 NPAs Only staff people with
disabilities and associated
populations (e.g., vets).
2 NPAs Staff people with disabilities
and those with vocational
barriers.
Disability-Only Disability & Other Barriers
Inte
grat
ed
Dis
abili
ty-O
nly
There is no strong correlation between NPA size (measured in billable hours / week) and demographic diversity.
Current NPA Network Staffing Profile
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63%
Of those reported -45% of the NPA network indicated less than 5 business days time to
fill. SourceAmerica Staffing PMO (program management office) is targeting 80% performing at
this SLA-of a 1 to 5-day maximum time-to-fill.
Response Time by NPA (Time To Fill)
Within 24 Hours
11 NPAs
Within 5 Days
7 NPAs 5+ Days
3 NPAs
Not Tracked 16 NPAs
Other 3 NPAs
45%
0
1
2
3
4
5
6
7
Within 24 Hours Within 5 Days 5+ Days Not Tracked Unclear / Other
Thousands
Average Billable Hours per Week by Time To Fill
Network Average: 4,500 hrs/wk
Approx. 63% of FTEs in the network are filled in 5 days or less.
Response Time
by FTE (Est.)
NPA Composition and Capability
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Joining the Staffing Services Network
The SSP Program Office has established criteria and
requisites for NPA interested in participating in the SSP
program.
• Capability assessment based upon specific industry
standards and key performance indicators such as:
–Time to Fill: 48 hours – 5 Days *depending on KSA
needed
–Fill Rate: > 80%
–Volume of billable hours, or number of W2s issued
*NPA staffing business portfolio should be <20% of
internal placements or on AbilityOne or State-use
placements
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Joining the Staffing Services Network
NPA eligibility requirements (Continued):
• In order to ensure greater probability for successful
services delivery, SSP office will establish the following as
distribution criteria:
‒ Completion of RFI, signed NDA, signed NPA Agreement
‒ Completion of NPA Commercial Staffing Training
(September 2015)
‒ NPA must be current with any/all SourceAmerica
financial obligations
‒ NPA should be tracking KPI performance
measurements
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Joining the Staffing Services Network
NPA eligibility requirements continued:
‒ NPA must commit to the intent to employ people with
disabilities. The Commercial Business unit has not
established a ratio percentage (currently under review)
‒ NPA must show proof of operating processes, with
recruitment plan and applicant database management
‒ NPA must agree to Management Fee
‒ Has given consideration to a strategy for managing its
ratio regulatory compliance, while diversifying into
commercial business development
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BEFORE you ask for the paper evaluation form,
please go to the conference app to fill out the
electronic version. If you have problems accessing
the app go to the Troubleshooter for assistance.
Session Evaluations
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Thank You
SourceAmerica® proprietary, highly-confidential. Do not distribute.
Denise M. Carter, Sr. Program Manager
571-226-4668
http://www.sourceamerica.org