作为 南希介绍，这是我们春季 WCTF 博客系列的四篇文章中的第三篇， 实现有影响力的成果：WCTF 的观察.在今天的帖子中，WCTF 项目经理 Anthony Britt 将探讨成功项目设计中一些经常被低估的元素。

  我从公共教育领域来到 CommCorp，在那里计划最有效的课程时要牢记最终目标。在 最后一篇博文, Theresa 分享了我们如何使用数据来为我们的决策提供信息，并最大限度地让参与者参与可持续就业——我们的主要目标。马萨诸塞州失业率为 3.6%, many businesses are having a tougher time finding qualified candidates for their open positions. How can sectoral employment programs help close this gap? While the programs we fund take on different forms based on the needs of local businesses and job-seekers, we’ve seen a number of 基本要素 成为成功的关键，例如雇主知情的技术技能培训和综合支持服务。同时，我们也看到项目设计的一些要素经常被低估，例如招聘和安置策略。

开始…

  Given the significant amount of work that goes into planning training, the time and resources it takes to effectively recruit robust cohorts can be overlooked. There is value in starting your outreach early and making multiple points of contact with candidates as you may need to speak with four-plus people for each slot in the class. Choosing partners strategically can expand your reach. In addition to working with One-Stop Career Centers, our programs have found it beneficial to partner with a diverse set of referral sources. Recently, one program in Western Massachusetts held a 双语活动 in partnership with a longstanding community-based organization who possessed Spanish-language proficiency in order to provide potential participants with exposure to hospitality and food preparation, the chosen occupational target. Other programs engage recruits through social media in addition to traditional flyers or by canvassing at natural gathering spots such as the local supermarket or DMV office. Once a program has graduated a cohort or two, word-of-mouth from alumni can help spread awareness amongst their networks and even result in a level of familiarity amongst participants from day one.

…牢记最终目标

  Successful programs are able to identify the gap between businesses’ needs for skilled workers* and the current credentials and skill levels of their target participant population. They engage employers to identify the required technical skills and work readiness competencies as well as company-specific hiring requirements to increase the likelihood of placement beyond program completion. When it comes to filling slots in a cohort, they implement processes that select participants who can benefit most from training, which requires a clear understanding of the factors most relevant to persistence in the training program AND to retention once hired. Factors such as:
  • 识字/算术水平
  • 工作准备/软技能
  • 在目标职业中工作的动机和兴趣
  • 交通通道
  • CORI 审查和药物测试
One program in the Merrimack Valley held a half-day event with potential trainees to assess aptitude, desire, commitment, and readiness to succeed in transportation and construction careers. Over 20 prospective students attended this “try-out day” to fill one of eight positions in the class. Employer and training partners in attendance completed a survey that included collaboratively-defined metrics and were involved in making the final candidate selections. Throughout this process, participants were able to demonstrate sufficient commitment and readiness for training and employment in a way that met both businesses and jobseekers where they were at. Experiences such as “try-out day” provide opportunities for jobseekers to learn more about the job and assess whether it is a good match for their own personal goals, work styles, aptitudes, and interests. Strategic selection and assessment policies also enable programs to match their support services to their participants’ needs. In fact, we are currently trying out some of these ideas and more with our most recent round of WCTF 受助者. Well-executed sectoral employment programs bridge businesses’ needs for skilled workers and residents’ needs for good-paying jobs. We know that early and on-going collaboration with employers is fundamental. Also, by gaining a deep understanding of the individuals served, programs can anticipate gaps and build appropriate supports into their program design. This requires working in and across business, education, government, and community cultures. Stay tuned for Rebekah’s upcoming post about developing sector partnerships! *我们希望在 5月11日CWC会议th  Theresa 和 Rebekah 将介绍重要的第一步，即通过需求驱动的部门就业计划确定您正在寻求解决的劳动力市场问题. 由劳动力竞争力信托基金的项目经理 Anthony Britt 撰写。 Anthony 于 2016 年 7 月加入 CommCorp，致力于通过增加获得优质教育和经济机会以及系统改革的机会来改善边缘化人群的成果。