Stepping Stones to Career Pathways FINAL

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Stepping Stones to CareerPathways: Pairing

Transitional Jobs with SectorEmployment Strategies

Valerie Westphal, Director of Programs and WorkforceDevelopment

Valerie Greenhagen, Director of Training and Advancement



History of The Doe Fund

Founded by George and Harriet McDonald

after:

– Feeding the homeless in Grand Central Stationfor 700 consecutive nights;

– In 1985, “Mama” Doe dies on Christmas Eve – RWA Program Model developed around the self-

identified needs of homeless individuals whorepeatedly requested assistance finding

employment and a place to live



To develop and implement cost-effective,holistic programs that meet the needs of

a diverse population working to break thecycles of homelessness, addiction, and

criminal recidivism. All of The Doe Fund's

programs and innovative businessventures ultimately strive to help

homeless and formerly incarcerated

individuals achieve permanent self-

Mission of The Doe Fund



The Ready, Willing & Able Program• Workforce Development – At the core of our program is paid transitional employment as

well as on-the-job and classroom based training. Trainees work ina Doe Fund venture, learning valuable job skills, building a work

ethic, and establishing a good reference with an employer.• Housing

– While working, trainees live in one of our five residential facilities,where they have a safe and clean environment to rebuild theirlives.

• Career Development and Support Services

– Trainees receive a variety of supportive services: one-on-onecase management, educational and occupational training,financial management classes, and job preparation classes.

• Graduate Services – Graduates continue to be engaged through the GS department

where they are incentivized ($1,000) to participate in a structuredprogram – they earn $200/month for 5 months if they maintain

their employment, housing, and sobriety. During this time theyalso develop career advancement plans with their Graduate



Existing Training Programs

• Pest Control

• Culinary Arts

• Security

• Supervisory Skills

• Office Skills and Mail House

• Commercial Driver’s License

• Energy Efficient Building

Maintenance

All of our training programs combine after-hours classroominstruction with

on-the-job training as part of their 30-hour work week.







Evolution of The Doe Fund’s Training

ProgramsEnergy Efficient Building Maintenance (previously AdvancedBuilding Maintenance):

• Shifted curriculum to focus on energy efficiency and green building• Eliminated Lead Abatement Certificate• Added Fire Guard Certificate

Pest Control:• Staff Member dedicated to assisting trainees navigating process

around conviction barriers

Back Office (Office and Mailroom Skills):

• Added classes on accounting software

Culinary Arts:• Expanded opportunities for ServSafe certification

Workplace Essentials:• Designed curriculum around soft skills to be infused throughout

RWA ro ram



Linking with EmployerPartners

• Identify partners that relate to the mission of the training

• Understand the advancement opportunities available within the

partners’ organizations or companies

• Encourage and seek out feedback from partners about the

training program and what they would like to see in future

employees

•Figure out ways to engage partners in non-employment ways



Advancement Opportunities• Provide resources on-site and partnerwith organizations that provide

additional training opportunities forgraduates

• Assist graduates with navigating andunderstanding their potential careerpath

• Hold targeted networking events forgraduates of training programs topromote advancement opportunities



What Makes these TrainingInitiatives Sector-Focused?• Include technical job-specific training

• Career Pathways classes are woven into each

training cycle and are taught through the lens of the particular sector

• Basic English and math skills education supportprovided as needed

• Training is flexible to employers’ needs and shiftswhen industry environment changes

• Clearly-defined, accessible career path

• Where barriers exist for the population served,

support is put in place to overcome or eliminate



A Sectoral Approach to Workforce

Development• Targets a specific industry or cluster of occupations, developing a

deep understanding of the interrelationships between businesscompetitiveness and the workforce needs of the targeted industry;

• Intervenes through a credible organization or set of organizations,crafting workforce solutions tailored to that industry and its region;

• Supports workers in improving their range of employment-relatedskills, improving their ability to compete for work opportunities of higher quality;

• Meets the needs of employers, improving their ability to competewithin the marketplace; and

• Creates lasting change in the labor market system to the benefit of both workers and employers.

—from Sectoral Strategies for Low-Income Workers: Lessons from theField (Conwa , Blair, Dawson, Dworak-Munoz 2007).



Keys to Our Continued Successand Next Steps• Continually engage employer

partners to check-in and getfeedback

• Review new training opportunities

that arise in growth sectors,particularly those that are certificatebearing and on a defined career path

• Engage employer partners todetermine career advancement

Documents

Stepping Stones to Career Pathways FINAL