Okaloosa County BOCC — April 19, 2016 — CareerSource Okaloosa 2016-2020 Plan for County Commissioners Review — reading text

how this will assist them in obtaining better paying jobs. Follow-up activities will be documented in the form of counseling notes in EFM and files in ATLAS. The ISS will be updated as necessary. Follow-up services will continue for 12 months following successful completion of a program component by the participants. j. Comprehensive Guidance and Counseling: Guidance and counseling will be on-going and integrated into the entire program, with the activity incorporated on the ISS. All information gathered will be used to enhance counseling activities based on each participant’s ISS. Constructive, positive feedback will be provided to participants through regular counseling sessions conducted twice per month by the Program Manager. All program personnel will be trained in counseling techniques during staff training. All assessment and counseling information will be documented in writing by the Career Planner or other appropriate staff person. Counseling notes will be maintained in the participant's counseling file and EFM, and updated as needed. The CareerSource Okaloosa Walton Board has made it a priority to build the capacity to expand youth opportunities and work experiences within a comprehensive service strategy based on lessons learned while administering the program and other workforce programs around the state. In building its capacity the CareerSource Board will require to consider the following: CareerSource Okaloosa Walton April 30, 2016 26 | P a g e  a. How to improve participants’ employability skills through work readiness training; b. Work with the private sector, in addition to the public sector, to provide more work experience opportunities for economically disadvantaged and disconnected youth in private sector employment; and c. Strengthen activities that transition youth from subsidized work experiences into unsubsidized employment, career pathways, occupational skills training, or co- enrollment into the WIOA Adult Program. WIOA Youth Program Design Considerations As part of designing the CareerSource youth opportunities and work experiences throughout the year; and to ensure quality enrollments, the CareerSource Okaloosa Walton Board and Councils considered the following design elements: a. Focusing on Youth Most in Need b. Focusing on Older Youth c. Focusing on Out-of-School Youth d. Focusing on Out Reach and Recruitment Strategies e. Improving Eligibility and Intake Processes f. Using Technology to Aid Program Administration and Reporting Focusing on Youth Most in Need The CareerSource Okaloosa Walton Board encourages staff to focus services on eligible youth most in need such as: out‐of‐school youth and those most at risk of dropping out; youth in and aging out of foster care; youth offenders and those at risk of court involvement; homeless and runaway youth; children of incarcerated parents; and youth with disabilities. The hardest to serve youth, like dropouts and out-of-school youth, require additional time and assistance to attain positive outcomes as measured by the Workforce Innovation and Opportunity Act (WIOA) Youth common and statutory measures. Therefore, the CareerSource Okaloosa Walton Board encourages staff to implement strategies that promote longer term services for these youth to prepare them for post-secondary education and/or the labor market. Focusing on Older Youth Regular WIOA formula funds require staff to serve youth 14 to 24 years old. Sometimes it is difficult to locate the older youth population, especially those without a high school diploma or GED and are unemployed or underemployed. Staff will focus on reaching out to this difficult youth population, including eligible veterans and their spouses. Focusing on Out Reach and Recruitment Strategies CareerSource Okaloosa Walton April 30, 2016 27 | P a g e The CareerSource Okaloosa Walton Board has cited several strategies to improve outreach and recruitments efforts to the older youth population: a. Think beyond “youth” when designing and promoting youth activities given that many veterans and young adults have children and household responsibilities; b. Avoid alienating young adults by characterizing the summer component as only a youth program; c. Develop new partnerships or reframe old partnerships with organizations that already serve these young adults; and d. Implement strategies to differentiate services based on the unique needs of these older participants. Improving Intake and Eligibility Processes According to the Employment and Training Administration (ETA) lessons learned from the Recovery Act Youth Program in 2009, local areas have improved its eligibility process. During 2009 CareerSource had challenges managing an increased volume of youth and in processing and collecting adequate documentation from youth and parents. Using the ETA information, the CareerSource Okaloosa Walton Board and Councils adopted the ETA recommendations as strategies to improve eligibility processes, such as: • Providing more training to less experienced staff members to prepare them for summer tasks if needed; • Relying more heavily on experienced staff to perform eligibility determination; and • Examining other possible strategies to maximize staff resources such as streamlining intake procedures through prescreening applications and coordinating with schools and social service agencies to determine youth eligibility. Using Technology to Aid Program Administration and Reporting Where possible, staff will utilize creative and efficient approaches to program administration through the use of technology. The CareerSource Okaloosa Walton Board uses technology to provide online training and webinars as a way to reinforce information provided to support work readiness training offered to youth participants. For example, Virtual Job Shadow.com will be introduced to the youth program. It is a highly engaging career exploration tool for youth and job seekers. Virtual Job Shadow (VJS) is an award-winning career exploration product designed to excite, inspire, and inform. Students learn by exploring interactive career profiles enhanced with highly-produced videos of real people in real careers. Its in-depth videos take students behind-the-scenes for a true inside look at life on the job. Students learn how to identify careers of interest, create effective career plans, and prepare for college and careers all at Virtual Job Shadowing.com. Virtual Job Shadow.com also has an e-Mentor component, Mentor Me! ™, that allows youth participants to ask questions and seek advice directly from professionals. Students get a chance to interact with professionals in the working world in a safe, secure, moderated environment, training on-site workshops or teleconference orientations. VJS is idea for working with incarcerated youth where facilities have Smart Board Technology with a central control CareerSource Okaloosa Walton April 30, 2016 28 | P a g e system where all youth have access to the internet and view the same webpage at the same time. All access to the internet is controlled by the Juvenile Justice Program staff or CareerSource Okaloosa Walton Board staff. Ensuring Youth Preparation and Support A major purpose of the CareerSource Youth Program is to provide a quality experience for the youth in Okaloosa and Walton Counties. An experience that will prepare them to acquire the skills and experience needed to transition into the labor market and obtain and maintain employment leading to a self-sufficient wage. To make this journey successful, the CareerSource Okaloosa Walton Board requires staff emphasis on the following areas: a. Work Readiness Training and Other Non-Worksite Activities b. Focus on Career Pathways c. Measuring Work Readiness d. Academic and Occupational Linkages e. Supportive Services Work Readiness Training and other Non‐Worksite Activities The CareerSource Okaloosa Walton Board requires staff to integrate work experiences with related work readiness training, academics, occupational skills training, and/or leadership development as a year-round focus. Work readiness training is one of the most useful aspects of the CareerSource Youth Program. When implementing work readiness training, staff are encouraged to consider the following strategies to maximize the impact of work readiness and related training: a. Training Design Components The CareerSource Youth Program model includes these training design components: (1) Group orientations that communicate the overall benefits of a work experience, provide program expectations for work behavior, address any outstanding procedural questions from youth prior to the start of the program, and are interactive and motivational; (2) Work readiness training prior to worksite placement that is engaging, focuses on the foundation skills desired by employers, lasts at least one week with the length of time dependent on participants’ needs, and ensures youth are adequately prepared for their work experience; (3) Onsite group or individual orientation by the employer on the first day of worksite placement to introduce youth to the worksite, and review expectations outlined in the worksite evaluation; and (4) Ongoing training integrated throughout the work experience that continues a few hours each week in combination with the work experience. The Region is looking at ways to better incorporate this element. CareerSource Okaloosa Walton April 30, 2016 29 | P a g e  b. Training Content Areas Work readiness topics focus on training content areas, such as: (1) Foundation skills such as communication skills, teamwork, decision making, problem solving, conflict resolution, work habits, customer service, responsibility, appearance, integrity, leadership, and time management; (2) Jobseeking skills such as portfolio building (resumes, cover letters, references), job applications, entrepreneurship, interviewing, networking, and transition planning into unsubsidized employment opportunities; (3) Career planning including career assessments and options for continued education; (4) Financial literacy such as budgeting, use of credit, opening of bank accounts; (5) Industry specific training relevant to the work experience; and (6) Basic skills including math, reading and computer literacy. Measuring Work Readiness Measuring work readiness is not a required activity for a year-round program; however, WIOA provides flexibility in designing work readiness programs. Career Planners should continue to evaluate methods that will be an effective indicator of whether a youth is ready to be placed in a work experience opportunity or unsubsidized employment. One method can use is a self-evaluation tool that each youth