Workforce Development Initiatives

HUMAN SERVICES

Child Welfare Workforce Initiative

SkillsNET Foundation delivers web-based applications that provide an accelerated and effective way of conducting occupational analysis. This online process helps child welfare agencies to:

  • place the right talent, in the right place, at the right time, with the right results

  • enable talent attraction, retention and growth

  • direct change leadership and workforce transformation

  • provide reliable, valid and current data that defines the skills and experiences required of a child welfare workforce

  • establish standardized, detailed data for improving hiring and selection criteria

Integrated Staff Development System for Human Services

A proposed strategy that is integrated, comprehensive, and focused on fulfilling the mission of human service agencies by building the value of human capital and by investing in improved  processes for the selection, management, placement, and training of staff  members. This is a competency-based and capacity-building approach.


         >VIEW POWERPOINT PRESENTATION


Foster Care-to-Career Initiative

A Community/Technology Based Approach:

Service Gap Analysis:SkillsNET Alliance Architecture? helps identify, describe, and organize information on programs that serve dependent youth transitioning out of the foster care system and perform a gap analysis of current and needed services.  The Foster Care-to-Career Initiative (FCCI) gathers data on independent living and employment training already available in the community. This analysis contains the following information:

  • Employment training opportunities

  • Funding sources for programs

  • Eligibility requirements and costs

  • Training format and curriculum

  • Availability and duration of training

  • Job placement history

  • Program’s capacity to target youth aging out of Foster Care

  • Outcome Evaluation process

Labor Market Information (LMI): SkillsNET’s Alliance Architecture? explores the business sector to determine current and emerging jobs available in a select geographic area. The LMI contains the skills, abilities, unique knowledge, and competencies needed to fill those positions. Other possible areas that can be researched are:

  • Special incentives to hire from the foster care population

  • Trends in major employers hiring youth in the area

  • Labor market issues, needs, and skill shortages

  • Turnover rates, hiring standards, and screening protocols

  • Wage structure of various companies

  • External and internal career paths

  • Policies regarding educational requirements

  • Employer assistance for continued education and training

Youth Employability Profile: SkillsNET’s Alliance Architecture provides an assessment of foster care youth that identifies the strengths and abilities that the youth possesses to achieve their employment goals.

The teens aging out of foster care provide information about their job history, education, training, skills and occupational interests, as well as their family and life situation. The employer then can weigh the foster youth’s employability against the identified needs of the business. The employer can provide the foster care youth with apprenticeships, internships, or job coaching to help the work experience be successful. 

Community Building Strategies: SkillsNET’s Alliance Architecture? will facilitate collaborative efforts with independent school districts, community colleges, workforce commissions, technical schools, non-profit agencies, governmental entities and other foster care advocates, to assist dependent youth leaving foster care to successfully transition into business communities.

          >SEE ILLUSTRATION OF SKILLSNET'S ALLIANCE ARCHITECTURE

CHURCH/NON-PROFIT

Churches and other faith-based organizations must manage a very diverse workforce across different settings and locations. These ministries face many critical issues in the changing nature and methods of ministry. One area of increasing concern to churches and church-related nonprofits is the development and management of their workforce, both paid and volunteer. The recruitment, retention, and training of their staff and volunteers are as crucial to the fulfillment of their mission as it is to any business. Church governing bodies, regulatory agencies, major donors, Board of Directors, and the agencie’s executive leadership are demanding higher standards for the selection, supervision, utilization and training of staff and volunteers. 

SkillsNET Foundation has  three specialized applications for use by church or faith-based ministry entities.  Job Profiler; Assessment Profiler; Spiritual Formation Module.

          >VIEW POWERPOINT PRESENTATION

DEVELOPING NATIONS WORKFORCE DEVELOPMENT

SkillsNET Foundation assists with establishment of computer learning centers and job skills related training for individuals in developing nations. The Foundation is currently working with ministries in Sudan to develop these jobs-skills oriented learning centers. These centers will be a part of the local outreach for churches and ministries in those areas.