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Workforce Development
Where Policy Meets Practice
Maribeth BersaniCOO
Argentum
Emily DeRoccoCEOE3
Maureen LambePresident
National Apartment Association Education
Institute
Elyse RosenblumPrincipal
Grads of Life
The Challenge
Finding, developing, and retaining a quality workforce are among the most significant cost drivers in the Senior Living Industry and likely the single biggest “pain point” for the industry’s executives.
1.4 million job openings will need to be filled by industry
through 2025.
Competition for talent with other service
industries is growing
90% + of Senior Living facility operators report a shortage of
licensed nurses, direct care workers, and other critical staff
We’re taking recruiting to a whole new level and want you to be part of the movement. From PowerPoint presentations to career posters, Senior Living Works provides the tools and tips you need to recruit and retain talented employees.
seniorlivingworks.com
The Senior Living Industry must prepare for longer-term demand ANDmove rapidly to access a continuous pipeline of talent to address
current workforce needs.
Longer-term Solutions• Join and/or lead a consortium of industry/economic sector
organizations seeking to influence Immigration Reform• Introduce a new narrative that repositions the Senior Living Industry
as a key economic driver
A Public Policy Roadmap
A Public Policy RoadmapShorter-term Solutions• Assess alignment to existing federally-funded programs to source and
train talent. • Evaluate the applicability of state business investment and employer-
driven training programs using state funds• Consider establishing an industry 501(c)(3) educational foundation to
increase the Senior Living sector’s eligibility for programs, public and philanthropic resources.
Grads of Life
• Expand the Senior Living Industry’s talent acquisition pool to target Opportunity Youth through models like Grads of Life
77
THE OPPORTUNITY DIVIDE
5.5 MILLION OPPORTUNITY YOUTH
7 MILLION JOB VACANCIES
300,000 new openings in senior living industry by 2026.
Young adults ages 16-24 who are disconnected from stable career pathways
Opportunity Youth are an untapped source of high quality talent.Sources: Bureau of Labor Statistics, Burning Glass Industries, Argentum, GOL and Accenture analysis
88
OPPORTUNITY YOUTH - OVERLOOKED SOURCES OF TALENT
99
OPPORTUNITY YOUTH - OVERLOOKED SOURCES OF TALENT
1010
STRATEGIES TO BUILD A FUNCTIONAL TALENT MARKETPLACEGrads of Life is a national initiative to build a high-functioning talent marketplace inclusive of Opportunity Youth.
We provide technical assistance, to employers with significant hiring needs for entry-level talent and to their partners.
Our collaborations seek to discover, diagnose and measure the impact of current talent practices, and then test solutions.
Grads of Life is incubated within Year Up, and builds upon its 18 years of success.
1111
TALENT PIPELINE MODEL
STRATEGY& DESIGN
OUTREACH & ASSESSMENT
RETENTION & ADVANCEMENT
WORK BASED EXPERIENCE
SKILL DEVELOPMENT
HIRING & ONBOARDING
The Grads of Life Talent Pipeline Model provides a roadmap for employers and training providers to design successful partnerships that address business needs.
1212
Recruiting: 7-SecondResumeVideo resume tool to quickly screen and assess candidates
Retention: Manager TrainingSelf-paced online program that teachesfrontline managers how to effectively coach and lead young adults
Grads of Life's suite of offerings helps employers enable innovative talent pipelines.
Deployed with: Obama Foundation, Salesforce, Starbucks•Scalable model in development
Interest from: Hyatt, McDonald’s• 5 additional companies in the pipeline• Platform to launch March 2019
OY Employer DiagnosticA set of standards to assess an employer’s practices across the talent pipeline.
Tested with: Omni, coalition of partner orgs• Set to launch on GOL website Q1, 2019
CURRENT GRADS OF LIFE PRODUCTS IN DEVELOPMENT
Deployed with: BofA, Hyatt, AHLA, NAA• 6 additional companies in the pipeline
Design LabsHuman-centered design session focused on leveraging employer data to identify challenges and arrive at solutions.
Training: Career Labs40 hours of modular professional skills curriculum, based on Year Up’s proven IP.
Deployed with: Sodexo, Expeditors, Santa Clara County, Easter Seals•17 additional companies in the pipeline
1313
Emily Stover DeRoccoCEO, E3 Engage Educate EmployVice President, Education & Workforce, LIFT(202) 360-9125 | [email protected]
CONTACT INFORMATION
Maureen LambeExecutive Vice PresidentNational Apartment Association Education Institute(703) 797-0601 | [email protected]
Elyse RosenblumPrincipalGrads of Life(617) 417-0868 | [email protected]
mailto:[email protected]
Slide Number 1The ChallengeSlide Number 3Slide Number 4A Public Policy RoadmapGrads of LifeTHE OPPORTUNITY DIVIDEOPPORTUNITY YOUTH - Overlooked Sources of TalentOPPORTUNITY YOUTH - Overlooked Sources of Talentstrategies to build a functional talent marketplaceTalent Pipeline ModelCurrent grads of life products in developmentSlide Number 13