the work readiness indicator measuring progress of wia youth

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The Work Readiness IndicatorThe Work Readiness Indicator

Measuring Progress of WIA Measuring Progress of WIA YouthYouth

December 1-2, 2009 – Dallas, Texas

Webinar on Work Readiness Indicator ARRA Summer Employment Program 2

PresentersPresenters

Evan Rosenberg, Division of Youth Services, Employment and Training Administration, Dept. of [email protected] 202-693-3593


Today’s AgendaToday’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


RECAP: Defining Work ReadinessRECAP: 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


RECAP: RECAP: Work Readiness under ARRAWork 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


Preliminary Work Readiness DataPreliminary Work Readiness Data Thru Sept. 2009 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


Work Readiness Attainment RateWork Readiness Attainment RatePreliminary State Data thru Sept. 2009*Preliminary 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


GAO Report Findings GAO Report Findings Work Readiness under ARRAWork 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.”


GAO Report Findings GAO Report Findings Work Readiness under ARRAWork 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”


The Department of Labor The Department of Labor Response to the GAO ReportResponse 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.”


Future of the Future of the Work Readiness IndicatorWork Readiness Indicator

More RIGOR – while maintaining an efficient process

More CONSISTENCY – while respecting diversity of program models

More MEANINGFUL – in measuring impact of summer program experience– based on dual customer approach of employers and youth

WRI: Where do we go from here?WRI: Where do we go from here?


What Employers Want What Employers Want Most from Young WorkersMost from Young Workers

Skill Group Specific Work Readiness Goals

1) WORK ETHIC/ PROFESSIONALISM

• Attendance and punctuality• Workplace appearance• Accepting direction and constructive

criticism• Positive attitude, motivation, and

initiative• Demonstrating personal accountability

2) TEAMWORK/ COLLABORATION

• Build relationships with colleagues/customers

• Work with diverse teams• Manage and negotiate conflicts

3) COMMUNICATION

• Oral: effectively articulate thoughts & ideas

• Non-Verbal Communication• Written Communication

4) PROBLEM-SOLVING /CRITICAL THINKING

• Exercise sound reasoning • Communicate new ideas to others• Demonstrate creativity and innovation

Source: CommCorp


Work Readiness Indicators 2009Work Readiness Indicators 2009Most Common Measurement AreasMost Common Measurement Areas

2) BEHAVIOR

1) KNOWLEDGE & MINDSET

3) PORTFOLIO & TOOLS

What We MeasuredWhat We Measured

Mostly ObservationalTraining Evaluations

Work Supervisor Evaluations

Pre/mid/post Assessments

Work Readiness Checklists

Portfolio AssessmentsPortfolio Checklists

How We Measured ItHow We Measured It


1) Measuring 1) Measuring KNOWLEDGE/MINDSETKNOWLEDGE/MINDSET

Enrollment

Pre-Assessment

Completion

Post-A

sses

smen

t

Summer Work Experience

Mid-Point

Mid

-Ass

essm

ent


1)1) Measuring Measuring KNOWLEDGE/MINDSETKNOWLEDGE/MINDSET

___ 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.

Sample Questions: True or FalseSample Questions: True or False


1)1) Measuring Measuring KNOWLEDGE/MINDSETKNOWLEDGE/MINDSET

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.

Illinois workNet Statewide ExampleIllinois workNet Statewide Example


A) In Work Readiness Training

B) At the Worksite (more common)

2) Measuring BEHAVIOR 2) Measuring BEHAVIOR

Two Places to Measure BehaviorTwo Places to Measure Behavior

Example: The Learning Employability Profile (LEP) from Seattle King County can be used in a training or worksite

Example: The Massachusetts Work-based Learning PlanCan be found at http://www.skillslibrary.com/wbl.htm


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.

2A) Measuring BEHAVIOR 2A) Measuring BEHAVIOR

Example: The Learning Employability Profile (LEP) from Seattle King County is an example of a tool used by local providers to monitor work-readiness


2A) Measuring BEHAVIOR 2A) Measuring BEHAVIOR (see Handout)(see Handout)


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

2B) Measuring BEHAVIOR 2B) Measuring BEHAVIOR at the Work Siteat the Work Site

Example: The Massachusetts Work-based Learning Plan assesses work-site behavior: www.skillslibrary.com/wbl.htm


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


3) PORTFOLIO & TOOLS3) PORTFOLIO & TOOLSExamplesExamples

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.


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

3) PORTFOLIO Building 3) PORTFOLIO Building An Integrated Example (see Handout)An Integrated Example (see Handout)

Example: The Skill Attainment Record - Work ReadinessAttainment Skills at Tuscon Youth Development is a tool thatmeasures portfolio along with other work competency areas.


3) PORTFOLIO Building 3) PORTFOLIO Building An Integrated ExampleAn Integrated Example



More RIGOR – while maintaining an efficient process

More CONSISTENCY – while respecting diversity of program models

More MEANINGFUL – in measuring impact of summer program experience– based on dual customer approach of employers and youth

WRI: Where do we go from here?WRI: Where do we go from here?



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


Future of Performance OutcomesFuture of Performance Outcomesfor Summer Employmentfor Summer Employment

To Education (Secondary, Post-Sec., GED)

To Unsubsidized Employment

To Occupational Skills Training

Consider a TRANSITION RATE Consider a TRANSITION RATE (Transition Beyond Summer)(Transition Beyond Summer)


Question and Answer Question and Answer PeriodPeriod

What kind of work-readiness assessment tool did you use?

What did you like and dislike?


Question and Answer Question and Answer PeriodPeriod

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?

the work readiness indicator measuring progress of wia youth

Documents

work awareness

measuring work readiness

positive work habits

summer activities

summer employment71

summer youth activities

primary indicator

program officials