CTI - Training

California Training Initiative

California Training Initiative (CTI) – Training

Training 
This online catalog allows CWA Members access to several of the Nation’s premiere trainers and facilitators, in workforce. Not a CWA Member yet, click here to become a member today > Join CWA
The California Workforce Association will initiate contact between you and the trainers and facilitators in order to tailor a training to your organization’s specific needs. Contact Program Director Matt Hidalgo at mhidalgo@calworkforce.org
Training Topics
  • Accessibility of the AJCC with regard to individuals with disabilities
  • AJCC Customer Trainings
  • Alignment of Workforce Investment, Education, & Economic Development
  • Apprenticeship
  • Assessment
  • Asset-mapping
  • Board Development
  • Business Services and Employer Engagement
  • Career Pathway Development
  • Career Planning
  • Case Management
  • Change Management for Supervisors in Multi-Agency Environment
  • Conflict Resolution
  • Continuous Quality Improvement (CQI)
  • Coordinating Service Delivery for Target Populations
  • Cost Allocation
  • Cost Sharing Negotiation
  • Customer Career Assessment and Planning
  • Customer Service Orientation
  • Customer Skills Assessment Strategies
  • Data Analytics and Reporting
  • Disability Awareness and Sensitivity
  • Eligibility
  • Ex-Offender Population Training
  • Facilitation
  • Fiscal and Financial
  • Forging Relationships with Probation/Mental Health Programs
  • Grant Writing, RFP 101
  • Human-Center Design
  • Integrated Service Delivery
  • Leading Organizational Change
  • Live Your Brand
  • Local Strategic Planning (Alignment with State Standards)
  • Marketing
  • Measuring and Tracking Performance Goals
  • Motivating Staff and Building Capacity
  • MOU Partnership Development
  • One-Stop Certification
  • Partnership Development
  • Performance – Development of Contractual Performance Goals
  • Performance – Indicators and Reporting – Meeting Performance
  • Performance – Understanding of Contractual Performance Goals
  • Performance & Capacity Building
  • Procurement
  • Professional Development
  • Quality Career Development Coaching
  • Regional Strategic Planning
  • Sector Strategy Development
  • System Monitoring and Compliance
  • Time Management and Project Management
  • Understanding Labor Market Information
  • WIOA 101
  • WIOA 102
  • WIOA Budget and Principles Allocation
  • Work Experience
  • Youth Services
EDD Capacity Building Unit Trainings

Click here for more information regarding EDD Capacity Building Unit Trainings

Click here to download the EDD WSD Training Catalog

Training Topics:

• WIOA 101 – Overview
• WIOA 101 – Administration, Structure and Funding
• WIOA 101 – Reporting & Performance
• Career Coaching – The Career Development Model
• Career Coaching – Essentials in Job Search
• Elements of Performance – Performance Basics
• Elements of Performance – Advanced Performance
• CalJOBS System Training – Case Management Training
• CalJOBS System Upgrade Webinar
• CalJOBS Requests and Expenditure Reporting

Browse CTI by Facilitator and Name of Trainings

Access

Developing Career Pathways and Career Academies for at-risk youth: In this course we examine agency and program level planning to develop career pathways, as well as specific strategies to implement them…

Human-centered program design: This course will cover in depth the assumptions of human-centered design, and then focus on specific examples taken from the field of practice, especially the organizational context of where the course is being offered.

Managing WIOA performance: In this course we share strategies we have developed over fifty years managing DOL-funded programs.

Outreach to at-risk youth for WIOA programs: In this course we discuss a community-wide, integrated approach to outreach, with specific strategies including youth-oriented events, communication and effective use of broadcast and print media, as well as internet and social media.

The Executive Coaching Model of mentoring for at-risk youth: This course covers the theoretical basis for executive coaching for youth, as well as practical, step-by-step methods for its implementation in a WIOA program context.

Trauma-informed service in the WIOA context: This course examines how trauma, whether psychological or physical, affects youth development, and how services can be adapted to take into account the trauma suffered by youth clients.

WIOA Youth Case Management Boot Camp: This is a crash-course designed to show case managers unfamiliar with the WIOA framework what each of the common measures requires in planning and providing client services, and how they can be documented.

ACCORD Community First

Alignment of Workforce Investment, Education, & Economic Development: Training session will cover specific strategies related to the short-term and long-term goals and objectives to be used to develop the action plan.

Bridging Internal and External Customer Service: This critical workshop covers ideas of focused communication training and describes the implementation experience on real-life examples.

Building a Stellar Business Service Team: This critical workshop covers ideas of focused communication training and describes the implementation experience on real-life examples.

Building an Effective Board: Developing an effective board can serve as critical agents of system changes, provide advisement on service direction; agency/system integration, capacity building, alignment of programs and policy implementation.

Career and Job Development Techniques: Creating an effective Career and Job Development technique will develop clients into “candidates” and supports a match-making system for employers.

Case Management and Job Retention: This skills development workshop is designed with the purpose of implementing case management strategies to increase job retention by promoting effective workplace habits, attitudes and choices.

Conflict Resolution: This workshop is designed to help participants identify their personal beliefs about conflict, learn how to resolve conflict with greater composure and achieve more positive outcomes. They will also learn about the causes of conflict, how to transform emotional situations into a collaborative climate and how to negotiate mutually-satisfying terms.

Customer Service Excellence Model: This training gives the newest strategies and model used to develop excellent customer service skills needed to communicate professionalism, gain respect, enhance customer relationships and secure an overall competitive advantage.

Effective Communication Skills: People with strong communication skills can build relationships (from the initial building rapport to a longer-term relationship), listen well, and vary their communication to suit the circumstances.

Goal Setting: Unleash the hope of opportunity and the power of action with this goal setting workshop. You will learn the obstacles to goal setting and how to overcome them.

Grant Writing and RFP 101: Grants are not written in a vacuum; this session covers fundamentals of how to train staff to assist with all aspects of a grant; How to strategically ask for support letters, methods to track match requirements, budgeting and partnership development.

Labor Market Information to Increase Competitiveness and Performance: How can LMI be used in grants, annual reporting and Center performance and employment strategies? How can LMI provide be useful in case management, business service teams for employers and customers?

Local Strategic Planning (Alignment with State Standards): Conduct review and assessment of Local Plan (prepared in advance). As appropriate, training session would cover specific strategies related to the short-term and long-term goals and objectives to be used to develop the action plan.

Management Processes: Learn how to effectively manage and communicate with your staff; deploy continuous improvement processes that save time, money and impact service delivery.

Marketing and Branding You: Whether you are branding yourself or branding your business or service, this training will help you gain clarity and consensus on key strategic and creative decisions that impact your success.

New Time Management Strategies: This workshop will help you reach your goals by learning how to budget your time wisely and effectively – and help you rethink and reprioritize on a moment’s notice.

Organizational Development: Organizational Development is a field of research, theory and practice dedicated to expanding the knowledge and effectiveness of people to accomplish a successful organizational change and performance. Using behavioral-science based knowledge and techniques, you will learn how to effectively communicate and manage your team to embrace change!

Performance and Personnel Management: In this workshop you will gain the skills and learn the tools being used to capture data and maintain a productive and effective work environment.

Public Presentations: While there are lobbyists and organizations working the field on WIOAs behalf, the public has never heard of One-Stop Centers (America’s Job Centers) so this training will prepare you to be a voice of the system to ensure effective public presentations and exposure in playing a critical role at the local level.

Regional Strategic Planning: Training session would cover specific strategies related to the short-term and long-term goals and objectives to be used to develop the action plan.

Sector Strategy Development: Conduct review and assessment of the Local and Regional Plan and Board Membership (prepared in advance). As appropriate, training session would cover specific strategies related to the short –term and long-term goals and objectives to be used to develop the action plan.

Social Media Marketing for Organizations and Small Business: In this workshop you will learn the how to create and implement a social media marketing plan to your marketing communication and branding goals.

Soft Skills Development: Employer requirements are increasingly requiring both, hard skills and soft skills. Hard skills include the knowledge you need to do the job. Soft skills include your interpersonal (people) skills and both are important to the success of almost all businesses, but especially customer-focused organizations.

Strategic Planning: Learn how to formulate and implement new strategies to set you and your organization or business up for growth and new opportunities!

Stress Management: Learn the science of what stress does to you and take the steps now to take back your life and balance your work!

Team Building Techniques: While every team and context are different this workshop will provide you with team building techniques that provide the basis for which to develop and grow your new or current team.

Transferrable Skills: This workshop will provide you with tools and exercises you need to help you and clients identify transferrable skills and see how your skills can be utilized across different industries and sectors.

AGS Data Systems

Bridging Views of Innovation: Workshop explores strategies to develop ways for education, workforce, and industry build a more collaborative partnership for better preparation of students for professional life and the enhancement of public-private partnerships.

How to Demonstrate Your Economic and Social Impacts to Stakeholders – It’s Not Rocket Science, It’s Data Science: This workshop will focus on how to use data for communicating progress and outcomes within your organization, region, or state. Indicators along do not show impact. But by making the connection between activities and outcomes, with a focus on quantitative measures, we will show you five ways you can express your impact.

The Future of Work – The Impact of AI and Automation: With advancements in machine learning and deep learning, automation threatens forty-seven percent of the jobs in the U.S. workforce; nearly half of the activities associated with $15 trillion in wages in the global economy will potentially become automated. The workforce industry has spent decades training individuals in many job classifications that will simply disappear in the coming years.

American Institutes for Research

Aligning Systems Through Design Thinking and BI: By teaching and helping organizations implement HCD and how to apply insights from BI, we turn attention away from siloed programs toward solutions that work for all stakeholders.

Integrating Sophisticated Geographic Information Systems Mapping and Facilitated Data Interpretation into Regional Planning:  This training is for state and local workforce boards that want to learn how to differentiate resources and supports across diverse contents, and better align them with investments from other agencies to maximize impact.

Managing Effective Business Advisory and Industry Sector Committees: In this training, we will provide training and assistance on how to use planning tools to develop the goals and purpose of an advisory committee, develop structure and accountability measures for the advisory committee, use communication and facilitation protocols to manage the advisory committee, and plan for sustainability of the advisory committee.

Supporting Effective Work-Based Learning and Apprenticeships: In this training, we will share lessons from the evidence base and proven practices related to effective work-based learning programs, including apprenticeships. We will help participants understand the implications for workforce development systems in supporting work-based learning and set expectations and provide ongoing management of work-based learning.

Understanding and Implementing SEL in Your Programs: We will teach workforce providers seeking to impart employability skills to understand the core elements of the SEL framework and brainstorm ways in which they might integrate SEL in their programs. We will provide guidance on how to conduct a needs assessment, plan for SEL implementation, and monitor progress.

Understanding and Implementing Trauma-Informed Care Principles in Your Programs: We will teach how to adopt organizational trauma-informed care. This is a systemic approach to service delivery that is grounded in an understanding of the causes and consequences of trauma and that promotes the resilience and healing critical for achieving improved employment outcomes.

Using Behavioral Science to Increase Program Take-Up, Retention, and Effectiveness: This training is for program administrators and providers who want to learn how to use proven approaches from behavioral science to remove barriers to action and improve employer and jobseeker engagement with services and staff delivery of services.

Using Existing Data and Research and Evaluation for Continuous Improvement: We will provide insights and tools on how to tap these data to understand what is working and what is not and for whom and how to use resulting insights to improve program design and quickly test new ideas for program improvement.

Using Facilitation Methods That Enhance Partnership Building and Successful Convening: This training is for people who want to improve the quality of meetings and events, help people listen to each other with trust and respect, help build shared awareness of a problem or task, increase participation, get more value for the time spent, and convene deep conversations that lead to change.

Using HCD for Service Delivery Improvement: By teaching and helping organizations implement HCD, we can help organizations redesign services that work in today’s labor market environment.

Ascend Program, Inc.

Working with Targeted Populations (Ex-Offenders):

• Understanding and delivery of Ascend legal education curriculum to ex-offenders
• Understanding and delivery of Ascend psychology curriculum to ex-offenders including advanced decision-making skills
• Understanding of criminogenic risk factors (factors that predict crime) to see an ex-offender’s risk of re­ arrest and aid them in avoiding that fate such that they maintain their employment

Business U

Business Engagement Boot Camp: Business Engagement Boot Camp® trains participants in Business U’s market responsive, customer-centric framework needed to reengineer business engagement teams and networks to maximize business engagement. During the event, participants will be actively involved with learning how to expand their portfolio of services to increase reach, improve market penetration and collaborate with regional partners (workforce, education, economic development, adult education, K-12, chambers, SBDCs, labor and associations).

Business Engagement On-demand Webinar Series: This four-part webinar series is an efficient way to upskill business engagement efforts resulting in increased market penetration and repeat business customers in support, and in, the spirit of the Workforce Innovation and Opportunity Act. The series includes a comprehensive toolkit and four one-hour live webinars that culminate in a coaching session to implement the learning outcomes from each webinar. Whether participants are just starting to work with employers, or are seasoned practitioners with an expanded reach to business and industry, this series strategically elevates the practice of business engagement.

Business Engagement Practitioner Certification: Business U’s accredited Practitioner Certification is designed to gain the necessary knowledge and skills to engage business and industry successfully as a partner in sector strategies, career pathways, work-based learning, and as a customer with government-funded services. The course culminates in an interactive capstone project—a strategic business engagement action plan (BEAP) that includes a one-on- one consultation (oral exam) with the course facilitator. This provides the practitioner with the opportunity to demonstrate that she/he have achieved the learning outcomes. Practitioners will be introduced to Business U’s demand-driven business engagement framework and relationship building approaches that includes a variety of ‘lenses” to strategize your engagement efforts and tactics.

California Employers Association

Attitude Makes a Difference: An employee’s attitude can make the difference between success on the job or failure. Bad attitudes in the workplace can deteriorate morale, lower productivity, and increase costs. It doesn’t take much for a co-worker, manager, or customer to feel the negative effects from someone with a bad attitude. The good news is there is now a process for dealing with these difficult people!

Becoming a Customer Service Star: The customer service training addresses the employers need from their employees representing their company, product and reputation. Customer service is receiving a great deal of attention in almost every business and industry. The purpose of this training is to measure and increase customer service performance in both employees and managers.

Building an Engaged Workforce: According to Gallup’s 2013 State of the American Workplace report businesses are losing billions of potential revenue because most of their employees are disengaged. An employee’s engagement can make the difference between success on the job or failure. An actively disengaged employee in the workplace can deteriorate morale, lower productivity, and increase costs.

CEO Roundtable Series: CEA will to bring organizations and small business owners together to exchange ideas, share experiences, offer advice, and act as a business and personal confidant and advisory board. Roundtable members are mentors and coaches to each other and each meeting provides an insightful and powerful exchange focused on critical business issues.

Change Management – Moving at the Speed of Change: Leaders will learn to identify the external and internal forces that cause change, such as leading a new initiative or project, working to change the culture of the organization, launching new products or entering new markets. Participants gain the skills to understand and lead others through the challenges of change.

Emotional Intelligence: Emotional intelligence (EI) can be defined as the ability to be aware of one’s own emotions and those of others and regulate personal emotions to facilitate effective thinking, action and relationships. This training will enable you to identify and develop the EQ of you and your team.

Employer Forums: 2 hour trainings designed just for employers. With a focus on compliance and HR issues, offer these workshops at no charge and see how many employers flock into your one stop centers! Over 40 trainings available. See our website for a complete listing and description of each employer focused forum. www.employers.org.

Facilitation of Community and Regional Meetings: It often helps to have an individual who is familiar with the WIB world and also familiar with the Private sector world facilitate your community and regional meetings. With a special tie to the employer community CEA can help bring in businesses (if requested) to ensure your meetings are well rounded and balanced with all parties interest being heard.

Five Dysfunctions of a Team: Leaders spend most of their time focused on improving their teams. They want their teams to perform better, innovate more, resolve conflict, and independently solve any problem that emerges. This training focuses how to utilize strengths on teams and in the workplace. Participants will be given practical tools to develop team trust and develop their leadership style.

How to Run A Meeting: There are ways to run effective, efficient meetings that leave your employees feeling energized and excited about their work. In this workshop you will learn the tips, the tools and the seven steps to running the most effective meeting possible!

Introduction to Social Media The Power of LinkedIn: Participants will be given an overview of social media and learn how to use social networking in their career strategies. Training includes social media tools: LinkedIn, Facebook, YouTube, Blogging and Twitter.

Job Readiness Techniques: CEA offers training designed specifically for local one stops. This training and methodology focused on strategies for connecting long term dislocated workers to the One Stops and reengaging job seekers with cutting edge tools to provide successful employment.

Lead With Strengths: ASSESS, EDUCATE, ACTIVATE, and ALLELERATE

Leadership Assimilation for Executives & Managers: Leadership Assimilation process is to make a conscious effort to avoid the all-too-human elements that threaten the development of a trusting team and limit the potential for executives to display their talents. It is a simple learning model that is efficient, engaging, and meaningful for any team with a new leader. Leadership Assimilation aligns expectations, preferences, and items that might create obstacles to success among the team members.

Professional Edge: CEA offers training designed specifically for to address the challenges of the dislocated and long term unemployed.

Professional Edge Essential Skills: CEA’s Professional Edge offers soft skills training that focus on employer’s expectations in customer service skills, communication, self leadership and team assimilation.

Professional Edge for Youth: The CEA Professional Edge Series for Youth is a 32 hour training series that participants attend in-class or on-site at local business for training in the job readiness and soft skills needed by local employers. CEA will leverage our relationship with local employers to develop internship opportunities for our participants.

Professional Edge Training for Vets: CEA provides career transition assistance to veterans participating in a comprehensive job readiness training program that leverages experiences in a peer supportive environment.

Running Effective Board Meetings: Don’t worry about having to reinvent the wheel to run a board meeting correctly. We can help you understand and learn the specific method a chairperson must use to conduct a board meeting and provide a copy of the rules to follow during the meeting.

Strategic Planning: Strategic planning is an organization’s process of defining its strategy, or direction, and making decisions on allocating its resources to pursue this strategy. In this process your team will set goals, determine actions to achieve the goals, and mobilizing resources to execute the actions.

Strengths Finders 2.0 Assessment Leading through Strengths: This training includes the Gallup StrengthsFinder 2.0 book and online assessment. Each participant will receive an analysis of their top 5 strengths results in an interactive session. The training reviews how to utilize strengths on teams and in the workplace. Each participant will be given practical tools to achieve career goals and develop their leadership style. This training is well suited for professionals from entry to mid-management levels.

Vision Planning: Similar to strategic planning, there are some times it makes particularly good sense to use this process.These times include:
-When you are starting a new organization.
-When your organization is starting a new initiative or large project, or is going to begin work in a new direction.
-When your group is moving into a new phase of an ongoing effort.
-When you are trying to invigorate an older initiative that has lost its focus or momentum.
-When you’re applying

Youth Finances 101: CEA has trainers certified in the FDIC Money Smart Training series for adults and Youth. Each segment is two hours in length.

California State University, Sacramento - College of Continuing Education

Building High Performing Teams: Designed to provide an overview of the five key elements to high performing teams, this course will provide participants a deeper exploration of how to: build trust in teams; effectively engage in productive conflict; gain commitment and hold teams and team members accountable for following through on commitments to produce results.

Business Engagement and Sector Strategies: As workforce development professionals, participants will learn how to successfully engage business as leaders within the workforce development industry. Topics will include: how businesses operate in their own marketplace and how they view workforce development; Workforce Innovation and Opportunity Act (WIOA) strategies that pertain to the role of business; working with industry to implement successful sector partnerships and career pathways. Participants will also explore how the political climate, community planning, economic development, and existing business/industry base impact initiatives.

Career Coaching: Designed to provide an overview of career coaching in the America’s Job Centers of California (AJCC), participants will study the levels of services. Topics will include: customer-centered coaching techniques, determining the needs of populations with barriers to employment, and identifying ways to better serve them. Participants will learn how to: assist customers in interpreting and applying a variety of assessment tools to identify their academic and occupational skills and create an employment or action plan.

Communicating for Results: Designed to give workforce development professionals communication strategies that will enable them to achieve better results in one-on-one interactions, meetings, and presentations, this course will teach participants how to understand their own and others’ personal communication styles. Participants will explore how this knowledge can help them become better listeners and craft more effective messages. Techniques for facilitating meetings as well as the essential components of executive briefings will be provided and practiced in role-play scenarios.

Facilitation Skills: Participants will learn the process of group facilitation methodologies, including the Technology of Participation (ToP) method, and other facilitation models that can be used to meet organizational goals. Participants will practice methods, design meetings and provide follow-up.

Managing Successful Projects: Participants will gain a practical understanding of projects, including: the project life cycle from initiation through closing; the project’s role in business; steps involved in designing and planning a project; managing the project through completion; achieving project objectives; and managing risk. Participants will apply project management principles to an actual project through class activities.

Organizational Change: Participants will study the process of change and transition with direct application to the workforce development system; explore the opportunities and challenges inherent in the natural cycles of organizational change; and review tools and tactics that can assist in managing resistance while creating successful strategies for change.

Relationship Development and Negotiation Skills: Participants will learn the importance of partnerships described in the Workforce innovation and Opportunity Act (WIOA). Topics will include: developing relationships through networking; co-locating; cross-training; team building; and negotiating resource commitments from America’s Job Centers of California (AJCC) partners. Through clearly identifying customers, services and resource commitments in Memorandum of Understanding (MOU) and Resource and Cost Sharing Agreements, participants will learn to develop and maintain useful community linkages and resources.

Service Excellence: Participants will explore the importance of quality customer service in the design and provision of services in the publicly funded workforce development system. Topics will include: the needs of jobs seekers, employers, and partners in order to design and provide quality customer service. Participants will become familiar with human-centered design (HCD) principles and apply these principles in the creation of one-stop services.

The Art & Science of Leadership: This course will provide an overview of the five practices of exemplary leaders and a deeper exploration of the 30 behaviors. Topics will include: articulating personal values; exploring fundamental leadership theories; creating shared visions for team success; strengthening others’ abilities to excel; and increasing employee engagement. The 7 step process of effective decision making will be reviewed, as well as individual strengths and awareness of how these strengths affect and impact building, motivating and developing high performing teams.

The Future of Workforce Development: Designed to examine the history of the workforce development system in the United States and the Workforce Innovation and Opportunity Act (WIOA), this introductory course explores the role of the workforce development professional in the publicly funded workforce development system. Topics include the state’s Workforce Development Plan, the governance structure, the relationship between federal, state and local government, the relationship to industry and labor, and the principle customers and stakeholders in the workforce development system.

Workforce Development Professional Capstone Presentation (only available with purchase of WDAP Program): Participants will demonstrate understanding and application of the content presented in the Workforce Development Professional’s series. Participants will deliver a short presentation on a workplace issue or project, using the skills and tools gained in the courses. Feedback will be given and an Individual Development Plan (IDP) will be created to help further competencies beyond the program.

Workforce Development Professional Certificate Program (contains all of the following classes): The Workforce Development Professional Program is competency-based with practical application tied to experiential learning activities, discussions and a capstone project, presented as an executive briefing, related to a change initiative the participant would design in their job center. The training will provide workforce executives, managers and supervisors with practical training to advance their professional development, leadership capabilities and the organizational mission.

Career TEAM, LLC (CTL)

Accessibility of the AJCC with regard to individuals with disabilities: Understand the basics of WIOA ADA compliance relevant to customer access and creating an exceptional customer experience for every customer.

AJCC Customer Trainings: Tap into Career EDGE (self-paced on-line, workbook, or workshop) for career planning and development as well as student success. Plus, learn how to optimize your AJC “online learning center” to support credentials and certifications for AJC customers. *Includes converting workshop content into online modules and developing online learning centers within your AJC

Alignment of Workforce Investment, Education, & Economic Development: Identify critical leverage points, common ground strategies, activities, and best practices across workforce development, economic development and education systems while optimizing outcomes relevant to each system.

Board Development: Engage your board in regular professional development to advance WIOA knowledge, improve committee functioning, build a cadre of brand ambassadors, and lead effectively.

Business Services and Employer Engagement: Develop a world-class, industry-relevant employer engagement strategy that includes individual outreach as well as sector-based pipelines. Use Career EDGE employer support products to offer online content and support.

Career Pathway Development: Learn how to emphasize career competencies (and education/training resources) within and across career pathways and adjust service delivery approaches in response to customer needs (e.g., youth earn and learn while building competencies toward a larger goal)

Career Planning: Learn best practices in career coaching based on the Career Guarantee and other books written by Career TEAM CEO and industry influencer Christopher J. Kuselias

Case Management: Learn techniques and competencies to build a proficient client-centered, empowerment-based model that also addresses all WIOA (or other funding source) compliance requirements

Change Management for Supervisors in Multi-Agency Environment: Learn techniques and approaches to lead change and to create an environment that embraces change in the context of partners and/or volunteers (as well as direct reports)

Conflict Resolution: Learn how to identify, mediate and resolve conflicts

Continuous Quality Improvement (CQI): Create a culture of quality assurance and continuous quality improvement that drives key performance indicators and informs staff training

Coordinating Service Delivery for Target Populations: Improve your customer work flow process by focusing on integrated service delivery and optimizing common service delivery functions

Customer Career Assessment and Planning: Improve your customer assessment and career planning process by incorporating technology enhancements and customer segmentation based on brief screens

Customer Service Orientation: Improve your “conversion rate” from orientation and other outreach/engagement activities (*Includes option to convert orientations into hybrid or online models)

Disability Awareness and Sensitivity: Understand the basics of WIOA ADA compliance relevant to customer access and creating an exceptional customer experience for every customer.

Facilitation Techniques: Learn how to improve your presentation and facilitation techniques and become an amazing brand ambassador

Integrated Service Delivery: Improve your customer work flow process by focusing on integrated service delivery and optimizing common service delivery functions – including technology enhancements to increase access by customers and employers

Leading Organizational Change: Learn techniques and approaches to lead change and to create an environment that embraces change in the context of partners and/or volunteers (as well as direct reports)

Live Your Brand: Strengthen your brand identity and visibility to achieve your goals

Measuring and Tracking Performance Goals: Develop and maintain a performance-based culture that aligns with key performance indicators across all levels – organizational, functional teams or departments, and individuals

Performance – Development & Understanding of Contractual Performance Goals: Define and/or negotiate appropriate and measurable objectives that create value from your contractors, partners (and even staff)

Performance – Indicators and Reporting – Meeting Performance: Embrace the courageous conversations about planned v. actual performance, and developing next steps

Quality Career Development Coaching: Learn best practices in career coaching based on the Career Guarantee and other books written by Career TEAM CEO and industry influencer Christopher J. Kuselias

Time Management and Project Management: Learn how to increase productivity, reduce stress and improve results through efficient time management

Understanding Labor Market Information: Learn how to access and use labor market information to reach your objectives

Career Vision

Career Vision Training Package consists of 3 modules for 3 consecutive days.

TRAINING MODULE #1: Focus on the organization

Redefining the Role of Work
Understanding the connotation of work and how it is similar and different for staff and clients
Identifying Client Barriers

  • Motivational Interviewing (MI)*
    • Helping supervisors partner with staff toward needed change
    • Helping staff partner with clients toward needed change
      • Learn to cultivate change
      • Create mutuality
      • Cultivate environment of respect
      • Overcome ambivalence by focusing on values
  • Defining client barriers to employment and creating a plan to reduce, remove or compensate for barriers
  • Digging Deeper with further Motivational Interviewing for at risk clients

TRAINING MODULE #2: Focus on the client

Creating a Career Vision

  • Addressing Gaps in Staff and Client Career Education
  • Wellness Recovery Action Plan (WRAP) Fostering in the workplace:
    • Hope
    • Personal Responsibility
    • Education
    • Self Advocacy
    • Support
  • Developing an “I AM”

Assessing clients

  • Evaluating client interests and skills
    • Using interests to drive career planning
  • Mapping interests and skills to career pathways
    • Learning how to identify local resources more effectively

Creating a working resume based on Career Vision

  • Creating a resume from scratch
    • Finding work experience in the most unlikely places
    • Addressing “Google University”
  • Creating entrepreneurial opportunities
  • Conducting a proactive job search
    • Cultivating local resources centered on client needs

TRAINING MODULE #3: Focus on Collaboration

  • Partnering with others in the agency/ community to create a wraparound for success.
  • Providing ongoing support for clients in an efficient manner.
  • Conflict resolution with staff and clients
  • Client partnerships
Cause Impacts

Agency Cohort Planning- Cohort of Cross-Agency Partners Strategic Planning Working Group: How to align the contracted organization’s mission and goals under a unifying banner while developing service providers who have their own voices and strengths and have consensus on how to best serve youth. Cohort of contracted organizations assigns 1-2 people per organization to participate in a cross-agency capacity building session once monthly.

Board Development – Make your Board a Working Board: Learn how to make your Board an action-oriented working Board that facilitates connections, brings resources, and makes your life easier.

Client Outreach 101-Tools and Tactics for Creating an Outreach Campaign: Develop a strategic and effective client outreach campaign. Learn how to find and enroll clients (Street outreach, networking, and referral networks).

Coalition building and facilitation: How to facilitate dialogue and develop a lasting and impactful coalition. How to facilitate community and regional meetings.

Community, Resources, 101/Asset, Mapping 101: This training teaches providers how to identify supplemental wrap-around service providers in their area that complement their services and provide needed supports for their clients. Training includes asset-mapping resources that help identify resources in their service area and strategies for connecting with them.

Curriculum Development 101: Introduction to the key principles of curriculum development including setting clear learning objectives, lesson planning, assessment, and tailoring content for diverse learners: young people, adults, limited English speakers, etc.

Employer Engagement/Employer Partnership Development: How to develop sustainable partnerships with employers that add value to both parties.

Employer Partner Training: How to prepare employer partners for working with your clients to ensure effective placements and retention (How to employ disconnected youth and adults)

Meeting Facilitation 101: How to facilitate engaging meetings that accomplish things, build relationships, and get results.

Program Design 101: How to develop a program from idea to implementation, including how to articulate a clear logic model, ensure quality control, and demonstrate impact. Ideally every team member who has a role on a project – from administrative staff to Managers and Director – participate in the training or learn the same content. By adopting common language and protocols, team members stay aligned, engaged, and become more efficient.

Project Management 101: How to establish strong project management protocols for projects that require coordination, seamless communication, and the engagement of a broad range of stakeholders.

Youth/Client Ambassador Training: Trains current or former clients to become outreach ambassadors for the organization. This is best done as a cohort of outreach ambassadors who can conduct outreach network-wide.

Center for Employment Opportunities (CEO)

Providing effective workforce services to formerly incarcerated people: Trains current or former clients to become outreach ambassadors for the organization. This is best done as a cohort of outreach ambassadors who can conduct outreach network-wide.

Understanding and expectations when working with people on parole and probation seeking employment: This training will provide strategies for effective means of communicating with people under criminal justice supervision that will increase engagement and communication with job seekers. The training will emphasize more traditional methods for eliciting conversation and understanding such as motivational interviewing as well as guidance on language that serves to humanize and engage people under parole and probation supervision.

Understanding context of criminal justice supervision: This training will provide an overview of parole and probation supervision practices and how they can affect job seekers under criminal justice supervision. This training will provide a basic overview of the challenges parole and probation may impose on job seekers and effective ways of navigating those challenges.

Civic Solutions Initiatives - Works, LLC (CSI - Works)

AJCC Management Capacity Training: CSi-Works custom creates each training curriculum through a collaborative effort with every client to consider specific factors in each location. That being said, we do include best practices components that have been field tested at multiple WDB’s around California and the U.S. and that are in compliance and supportive of current WIOA and EDD legislative guidelines. With each client, we assess what their goals are, and what outcomes they want to achieve.

Budget Development and Financial Management: Staff will be introduced to WIOA budgets and how they may be developed for the four primary programs – Adult – Dislocated Workers – Youth – Rapid Response / Business Services.

Building Career Pathways: CSi-Works custom creates each training curriculum through a collaborative effort with every client to consider specific factors in each location. That being said, we do include best practices components that have been field tested at multiple WDB’s around California and the U.S. and that are in compliance and supportive of current WIOA and EDD legislative guidelines. With each client, we assess what their goals are, and what outcomes they want to achieve.

Business Engagement: Strategic: The overarching goal of California Workforce Development Board is the reorientation and replacement of California’s workforce programs to support a dynamic and globally successful state economy.
Programmatic: This approach focuses on learning how to listen to employers and tailor services to meet their needs. WDBs are now providing targeted job fairs and recruitments, developing and/or finding training options to meet the demands of employers with skilled job seekers. Working on helping business and employers helps job seekers and creates a “Win-Win” situation. This training is designed to help local and regional boards gain a greater understanding of how and why it should be a primary goal to engage local and regional businesses.

Career Planning 101: CSi-Works custom creates each training curriculum through a collaborative effort with every client to consider specific factors in each location. That being said, we do include best practices components that have been field tested at multiple WDB’s around California and the U.S. and that are in compliance and supportive of current WIOA and EDD legislative guidelines. With each client, we assess what their goals are, and what outcomes they want to achieve.

Case Management: Key to High Performance and High-Quality Customer Service: AJCC Staff will hear how to engage and retain both job seekers and employers. The proactive support allows staff to get a realistic snapshot of each client, develop a strategy to overcome barriers, and objectively document each interaction. As we learn about the history of each client, we make data driven recomendations on what services are appropriate. Done correctly, the Career Coach (Case Manager) maintains compliance and creates a file system that is always ready to be audited. This system supports high quality Follow-Up and maximizes program performance.

Developing Cross Functional Teams Across Partners: CSi-Works custom creates each training curriculum through a collaborative effort with every client to consider specific factors in each location. That being said, we do include best practices components that have been field tested at multiple WDB’s around California and the U.S. and that are in compliance and supportive of current WIOA and EDD legislative guidelines. With each client, we assess what their goals are, and what outcomes they want to achieve.

Entrepreneur Training: CSi-Works custom creates each training curriculum through a collaborative effort with every client to consider specific factors in each location. That being said, we do include best practices components that have been field tested at multiple WDB’s around California and the U.S. and that are in compliance and supportive of current WIOA and EDD legislative guidelines. With each client, we assess what their goals are, and what outcomes they want to achieve.

Facilitation of Procurement Process: CSi-Works custom creates each training curriculum through a collaborative effort with every client to consider specific factors in each location. That being said, we do include best practices components that have been field tested at multiple WDB’s around California and the U.S. and that are in compliance and supportive of current WIOA and EDD legislative guidelines. With each client, we assess what their goals are, and what outcomes they want to achieve.

Incorporating Educational Partners: This training will review how to create positive relationships with School Districts, Community Colleges, Colleges and Universities, and high-quality Training Providers. Csi-Works will present methods to build mutually beneficial collaboratives that work together so your region can secure additional resources. We will review aligning training needs with local training programs and create pathways that support career ladders in demand occupations. This training will provide staff insights on how working with Educational Partners is a value-added proposition and everyone wins.

Job Readiness Techniques: CSi-Works custom creates each training curriculum through a collaborative effort with every client to consider specific factors in each location. That being said, we do include best practices components that have been field tested at multiple WDB’s around California and the U.S. and that are in compliance and supportive of current WIOA and EDD legislative guidelines. With each client, we assess what their goals are, and what outcomes they want to achieve.

Labor Market Information – Foundation Level: LMI training is geared for AJCC, WDB staff, and Board Members to give them a basic foundation and an understanding of traditional, real-time, and wage related data. Staff will be able to identify growth sectors and verify employer demand within their region. This data driven decision making will ensure WDB programs and trainings offered are employer and job driven and lead to promising career pathways for program participants.

Maximizing Youth Performance: CSi-Works custom creates each training curriculum through a collaborative effort with every client to consider specific factors in each location. That being said, we do include best practices components that have been field tested at multiple WDB’s around California and the U.S. and that are in compliance and supportive of current WIOA and EDD legislative guidelines. With each client, we assess what their goals are, and what outcomes they want to achieve.

Monitoring of local sub-contractors: CSi-Works custom creates each training curriculum through a collaborative effort with every client to consider specific factors in each location. That being said, we do include best practices components that have been field tested at multiple WDB’s around California and the U.S. and that are in compliance and supportive of current WIOA and EDD legislative guidelines. With each client, we assess what their goals are, and what outcomes they want to achieve.

Monitoring/Audit Prep: Now more than ever the State and DOL requires detailed records for performance accountability. This training will assist WDB staff and AJCC management staff on steps necessary to ensure monitoring and audit preparedness at all times.

Performance Indicators, Measuring, Tracking, and Reporting: The purpose of this training is to assist local areas in establishing performance accountability measures that can apply across their core programs – Youth, Adult, and Business Services. Attendees will hear how to document program performance, and come to understand the potential sanctions for under performing at the WDB level.

Performance Management: CSi-Works custom creates each training curriculum through a collaborative effort with every client to consider specific factors in each location. That being said, we do include best practices components that have been field tested at multiple WDB’s around California and the U.S. and that are in compliance and supportive of current WIOA and EDD legislative guidelines. With each client, we assess what their goals are, and what outcomes they want to achieve.

Preparation for WIOA (DOL, State) Audits: CSi-Works custom creates each training curriculum through a collaborative effort with every client to consider specific factors in each location. That being said, we do include best practices components that have been field tested at multiple WDB’s around California and the U.S. and that are in compliance and supportive of current WIOA and EDD legislative guidelines. With each client, we assess what their goals are, and what outcomes they want to achieve.

Running Effective Board Meetings: CSi-Works custom creates each training curriculum through a collaborative effort with every client to consider specific factors in each location. That being said, we do include best practices components that have been field tested at multiple WDB’s around California and the U.S. and that are in compliance and supportive of current WIOA and EDD legislative guidelines. With each client, we assess what their goals are, and what outcomes they want to achieve.

Sector Strategies and Framework: CSi-Works custom creates each training curriculum through a collaborative effort with every client to consider specific factors in each location. That being said, we do include best practices components that have been field tested at multiple WDB’s around California and the U.S. and that are in compliance and supportive of current WIOA and EDD legislative guidelines. With each client, we assess what their goals are, and what outcomes they want to achieve.

Soft Skills Training for Clients: CSi-Works custom creates each training curriculum through a collaborative effort with every client to consider specific factors in each location. That being said, we do include best practices components that have been field tested at multiple WDB’s around California and the U.S. and that are in compliance and supportive of current WIOA and EDD legislative guidelines. With each client, we assess what their goals are, and what outcomes they want to achieve.

Strategies for Working with Ex-Offenders: CSi-Works custom creates each training curriculum through a collaborative effort with every client to consider specific factors in each location. That being said, we do include best practices components that have been field tested at multiple WDB’s around California and the U.S. and that are in compliance and supportive of current WIOA and EDD legislative guidelines. With each client, we assess what their goals are, and what outcomes they want to achieve.

Strategies for Working with Veterans: CSi-Works custom creates each training curriculum through a collaborative effort with every client to consider specific factors in each location. That being said, we do include best practices components that have been field tested at multiple WDB’s around California and the U.S. and that are in compliance and supportive of current WIOA and EDD legislative guidelines. With each client, we assess what their goals are, and what outcomes they want to achieve.

WIOA 101 – An Introduction: WIOA 101 is an overview of workforce development and addresses the fundamentals of the Workforce Innovation and Opportunity Act. In addition to learning about the history and policy initiatives that shape today’s workforce system, participants will gain an understanding of the key principles of WIOA, system roles and responsibilities, the One-Stop environment, service delivery strategy, customer eligibility and performance accountability.

Working with Economic Development: CSi-Works custom creates each training curriculum through a collaborative effort with every client to consider specific factors in each location. That being said, we do include best practices components that have been field tested at multiple WDB’s around California and the U.S. and that are in compliance and supportive of current WIOA and EDD legislative guidelines. With each client, we assess what their goals are, and what outcomes they want to achieve.

Youth Program Redesign: Course Description not provided. Please contact Matt Hidalgo at mhidalgo@calworkforce.org to be put in contact with trainer to discuss course details.

ClearBest

Complex Decisions and Communications at the Speed of Agile Training:  In this session, students will learn 1) methods, concepts, and best practices that yield effective decisions and communications among multiple stakeholders in an Agile (or any) project and 2) who and what needs to be in place for you to succeed. This course is ideal for Project managers, program managers, PMO managers, mid-level managers, and team leads in all areas of the project.

Deliverable Assessment 101 Training: As part of our QA Services, we assist our clients by defining and evaluating the format and content of identified key vendor deliverables prior to the commencement of work on those deliverables. We then support the deliverable review process and critically assess each deliverable to ensure it meets project requirements; adheres to industry standards (where applicable); is consistent internally and with companion documents; meets client objectives (fit for use); and is delivered on-time.

Employment Services 101 Training: Employment-related services such as Welfare to Work (WtW), General Assistance (GA) / General Relief (GR), Refugee Cash Assistance (RCA), and Cash Assistance Program for Immigrants (CAPI) help recipients find employment, stay employed, and move on to higher paying jobs, which will ultimately lead them to self-sufficiency and independence. The objective of this course is to discuss the convergence of WtW and Workforce Innovation and Opportunity Act (WIOA) participants; how best to facilitate their success in the ever evolving job market; and how to promote economic development and gainful employment for all.

Funding Request Training: This course is ideal for staff that are responsible for creating, maintaining, and reporting on funding requests, which may include budget managers, project managers, program managers, PMO managers, and fiscal support staff.

HIPAA Compliance Training: The HIPAA Compliance training course will cover such topics as the Privacy Rule, Security Rule, and the Breach Notification rule as well as organization specific policies, procedures, and safeguards. In order to ensure that this training course remediates actual vulnerabilities in your organization, we will review policies and procedures, interview IT staff to gather examples of past security incidents at the organization, and use up to date information about current threats to technology.

Independent Project OversightServices (IPO) 101 Training: For organizations with projects that require IPO services, ClearBest can provide training to prepare the organization for thetype of reporting that is required; what to expect in working with an IPO vendor; and what the organization should expect or require from their IPO vendor. This course is ideal for directors, project managers, program managers, PMO managers, and project leads.

Independent Verification and ValidationServices (IV&V) 101 Training: For organizations with projects that require IV&V services, ClearBest can provide training to prepare the organization for the type of reporting that is required; what to expect in working with an IV&V vendor; and what the organization should expect or require from their IV&V vendor. This course is ideal for directors, project managers, program managers, PMO managers, and project leads.

Meeting Facilitation Training for Managers: The Manager Facilitation Training will cover topics such as meeting roles and responsibilities, group dynamics, and facilitation tools and techniques. It includes hands-on facilitation exercises to allow for practice and reinforcement of material. Course includes demonstration and handson practicing of facilitation techniques. This course is ideal for project managers, program managers, PMO managers, and mid-level managers in all areas of the project.

Meeting Facilitation Training for Team Leads/Meeting Facilitators: The Facilitation Training will cover topics such as meeting roles and responsibilities, group dynamics, and facilitation tools and techniques and includes hands-on facilitation exercises to allow for practice and reinforcement of material. Course includes demonstration and hands-on practicing of facilitation techniques.

Monitoring and Assessing Project Controls Training: The objective of the Monitoring and Assessing Project Structure and Controls 101 course is to introduce students to structuring a workplan and then monitoring, assessing, and evaluating progress on project tasks. Topics include how to:
– Structure a Work Plan
– Assess a Work Plan and document high-level findings§Monitor and evaluate progress
– Identify Work Plan issues and risks and recommend corrective action or mitigation strategies
– Review key triggers that could indicate areas of concern
– Assess whether changes identified have been accurately reflected in the updated Work Plan.

This course is ideal for project managers, schedule managers, quality managers, PMO managers, quality assurance team members, deliverablereviewers, and process reviewers.

Monitoring and Assessing the System Development Life Cycle (SDLC) Training: This one-day course introduces the organization to methods and techniques used to effectively monitorand assess the SDLC. Highlighting best practices, the course covers processes and tools for each phase of the SDLC (Initiation/Planning, Impact Analysis, Design, Development, Testing, and Implementation) and identifies key considerations for assessment. The methods identified here can be applied to waterfall, Agile, and other iterative development methodologies.

Preparing for Staff Transitions 101 Training: Staff attrition and transitions are part of work life. Being prepared for those transitions can minimize the knowledge and skill loss that could negatively impact to the organization and its customers. In the course, we will provide ways to prepare for known staff transitions and how to mitigate risks and issues associated with sudden staff attrition. This course is ideal for anyone that manages staff, including: directors, program managers, HR managers, PMO managers, project managers, mid-level managers, supervisors, and team leads.

Quality Assurance 101 Training: The objective of the Quality Assurance (QA) Training course is designed to introduce the students to the basic QA principles; understand the foundation of a good QA program; and help them improve their assessment skills. The QA training course provides time for both covering the material and completing exercises. Customization of this course is available to meet the specific facilitation needs of the client organization. This course is ideal for quality managers, PMO managers, quality assurance team members, deliverable reviewers, and process reviewers.

Strategic Planning 101 Training: Good strategic planning can help organizations set goals, identify gaps, and create workable plans to achieve those goals over a set period of time. This course is customizable and provides guidance on how to get started; who to involve; the planning process; creating the plan; gaining approval; and implementing the approved strategies. This course is ideal for directors, managers, supervisors, PMO managers, project managers, program managers, and planning support staff.

User Acceptance Testing (UAT) 101 Training: The objective of the UAT 101 course is to introduce students to how to plan, prepare, and execute UAT; what to expect; how to avoid common pitfalls; and how to report on UAT results to teams, managers, and executives.

Welfare 101 Training: Our Welfare 101 Training provides an introduction to Health and Human services terminology; a high-level overview of the eligibility application process and criteria; key policy points; client reporting requirements; and renewals.

Collaborative Economics Inc.

Hands-on Coaching in the Launch of a Next Gen Sector Partnership: A mix of capacity-building training and direct technical assistance in preparing for and executing the launch of a next gen sector partnership.

Hands-on Coaching on Aligning Workforce, Education, and Economic Development: Specific guidance on shifting roles and levels of collaboration required of public partners to support industry sector partnerships.

How to Launch a Sector Partnership Step-by-Step: Step-by-step training on the proven process of launching an effective next gen industry sector partnership.

Next Gen Sector Partnership “Bootcamps”: An intensive and interactive orientation to the principles and practices of sector partnership-building.

Core Factors

Group Facilitation Training: Foundational Skills for Building Collaboration, Enhancing Teamwork & Moving to Action: The two-day training on Basic Group Facilitation provides participants with an understanding of underlying group processes that can impede or improve collaboration and help create more effective teams. During the training, participants learn how to focus group conversations, build consensus, and keep the conversation oriented toward reaching conclusions and taking action. All processes garner group buy in and ownership to agreements that are reached.

Staff Leadership and Development Training: This general training helps staff get more focused, more intentional, less distracted, and more relaxed and in touch with the joy of this work.

Workforce Board Training and Strategic Planning Sessions: Workforce Board training typically covers the basic roles and responsibilities of Board members and identifies key ways in which they can contribute to the overall performance and outcomes of the programs and services. Strategic planning consists of having Board members participate in an environmental scan of their communities, that includes the major issues facing both employers and job seekers, and familiarizing the members with the current regional and local plan that has been developed for their area.

Corporation for a Skilled Workforce

Aligning Workforce Development, Economic Development and Education: What are the intersection points among these related areas of focus? What are opportunities to strengthen alignment among them?

Building Integrated Service Delivery Systems:  Rethinking service delivery systems through human-centered design – what should the system look like from vantage point of the customer, rather than the agencies or funding sources? How do you develop that vision? What are levers and key action steps for implementing integrated service delivery?

Building Partnerships to Implement Robust Career Pathway Models: Understanding the elements of comprehensive, high quality career pathways and how partners can contribute to their development and use.

Building Successful Apprenticeship Strategies: Aligning apprenticeships with further education and advancement; elements of successful apprenticeship initiatives; scaling successful models

Connecting Credentials – Combining Degree and Nondegree Credentials Effectively: Understanding full array of post-high school credentials – degrees, certificates, industry certifications, licenses, microcredentials – and how to leverage them to help learners communicate what they know and can do

Developing, Implementing and Managing Regional Plans: Emphasis on partner relations, measuring success, setting strategic direction

Establishing metrics and utilizing data: What are the choices for metrics, and what informs which make sense in a given situation? What data sources can be used to support various metrics?

How to develop and reach agreement on benchmarks: Exploration of tools for setting shared metrics, patterns in metrics chosen and what they represent, process choices for reaching agreement on shared measures. Builds from work within the National Benchmarking Network that CSW manages.

Leading Organizational Change: Organizational change strategies – how to gain buy-in at all levels and how to create a win-win environment

Multi-partner implementation of strategic plans: Working across partners – developing common goals, implementation strategies, and measuring success, with emphasis on alignment of workforce development, education, and economic development

Quality Career Development Coaching, using an integrated career development coaching model: Defining ingredients of effective career navigational support, including skills, tools and approaches.

Sector Strategies and Job Centers 101 – Potential Planning: Examining regional sector strategies with emphasis on emerging role of job centers – an overview and group based assessment of center potential

Sector Strategies and Job Centers 201 – Action Planning: Follow-up to the examination course above to determine clear implementation potential and steps for connecting job centers to sector strategies in a resource constrained world– group planning across partners emphasized

Turning Competencies into Currency: Using Connecting Credentials Framework to learn how to make competencies the basis for shared language and action among employers, educators and learners/workers

Using Earn and Learn Approaches to Increase Success of Low-Income Workers: Key elements of using earn and learn models to accelerate development of strong basic skills and entry into career ladders

Workforce Development Boards – measuring success: Creating measures that matter, are compatible with WIOA measures and fit the local story

Workforce Development Boards Strategic Planning: Operating in a WIOA, regional world; setting priorities and measuring success

Council for Adult and Experiential Learning (CAEL)

Advisor Training: This six-module, 12-week course covers the foundations of career development theory, education and training for adults, data gathering for career planning, the career planning process, advising a diverse workforce and job search skills. Professionals from higher education, the workforce system, business and industry, as well as independent professional advisors have completed this course which includes a case study final project to demonstrate advising skills.

Building Effective Business Services Team: 

  • Prioritizing target sectors and key target sector employers
    • Planning employer outreach
    • Employer workforce needs assessment
    • Convening and facilitating employer meetings generally, and at the sector and sub- sector levels
    • Enhancing and validating work-based and experiential learning
    • Creating metrics and tracking results
    • Leveraging education and training partners for customized services

Career Pathways Development: This workshop will be interactive for workforce professionals, and uses a career pathways development framework. CAEL can highlight relevant past examples of career pathway development and documentation.

Career Planning 101: CAEL has both designed and delivered career planning workshops for adults and directly delivered and/or trained individuals and organizations to deliver career and career and education workshops for over 30 years. Workshop titles have included “Career Planning for Personal Success,” Creating My Career Plan,” “Returning to LearningTM,” “Career Planning for the 40+Crowd,” “Positioning Yourself for Career Success,” “Looking In and Out: Linking Values, Skills and Interests to Jobs and Careers,” and “The Important Role of Labor Market Information in Career Planning.”

Convening Strategies: CAEL’s long history working to foster partnerships, assembling strategic partnerships, coalitions, and aligning workforce and economic development initiatives positions us to provide workshops to help workforce professional management staff develop convening strategies. CAEL has found success in convening groups of different sizes, from a range of organizations, both public and private, nonprofit and education, to address common concerns and issues. CAEL will highlight best practices from our prior work to develop a training in convening strategies for workforce professionals.

Developing Cross Functional Teams Across Partners: The workshop will which include creating an initial inventory of staff at the Workforce Board with corresponding skills and areas of expertise; defining roles and identifying staff members assigned to each task; as a group, establishing the common goal and objectives and using consensus building to gain buy-in among staff and partners; setting timeframes for reaching desired outcomes; and discussing the challenges of implementing cross functional teams.

Facilitation of Community and Regional Meetings: This workshop will focus on building the capacity of Workforce Board staff to facilitate and lead the discussion of public forums.

Strategies for Working with Veterans: Translating Military Strengths and Skills into Civilian Careers: This workshop will train case managers and other staff working directly with veterans on how to interpret military forms, such as the DD-214 (discharge papers) and the Joint Services Transcript (record of training and occupations) to effectively advise veteran jobseekers on translatable skills, potential career paths and opportunities to earn college credit.

Strategies for Working with Veterans: Your Nex Mission: School: CAEL would provide training to veterans about the tools they need to make college and/or training program a success. This workshop helps veterans understand how the postsecondary education world operates, what to consider and what questions to ask when making decisions about what and where to study, what resources are available to them including an overview of GI education benefits, how military learning might translate into academic credit through a process called prior learning assessment, the benefits as well as the challenges of being an adult/nontraditional learner, and strategies for success.

Understanding Economic Development Practices: This workshop will help Workforce Board staff find a common ground with economic development groups. CAEL will help Workforce Board staff develop an inventory detailing the target sectors of importance to both the board and economic development groups in the region to draw out areas of interest that overlap.

Working with Economic Development: This workshop will focus on developing a strategy for the CWA to foster meaningful partnerships with economic development initiatives. What would these partnerships look like? How can these entities help each other?

Economic Modeling, LLC (Emsi)

Career Pathways Development: In this session, Emsi will discuss how workforce development professionals can develop data-driven career pathways using information on regional sustainable wages, required training levels, job compatibility, and other data metrics. Don’t just get your customers a job; set them on a path toward a meaningful and rewarding career.

Impact Analysis: Understand the impact that local businesses or your WDB have on the regional economy. By understanding a sector’s supply chain and workforce needs, we can paint a detailed picture of its importance to the region. Impact analysis can answer the questions: “What would happen if X business left town?” “Who else would be affected?” “What does that do to the regional tax base?”

Layoff Aversion and Business Engagement Strategies: In this session, Emsi will explain how to efficiently identify at-risk businesses and larger sectors in your economy. This training focuses on using key data metrics including location quotient, shift share, and overall growth or decline, in a targeted industry approach. We’ll also cover the use of job postings to highlight spikes or dips in posting activity, which can be a leading indicator of change.

Program Development: Labor market data can be used to develop training programs that your workforce actually needs. By connecting jobs data to the programs that typically train for them, we can effectively identify regional training gaps and work towards filling those gaps with qualified, well-trained workers.

Sector Strategies and Framework: Industry Cluster Analysis and Identifying In- Demand Jobs: In this training Emsi will explain how to use data to identify your region’s workforce and industry strengths to better understand what makes your region competitive. We go a few steps further than most sector analyses and teach you about advanced metrics like supply chains and gross regional product to help you develop a more detailed understanding of your region’s economy.

Strategic Planning: To plan for the future, a clear picture of the past is often the best place to start. By analyzing your region’s economy with labor market data, you get a full sense of where it’s been and where it’s likely to succeed or fail in the future. Transform data into a powerful ally to inform your future planning by learning the basics of how to harness data to form an objective foundation.

Understanding Labor Market Information:  In this training session, Emsi will explore best practices for using traditional labor market data alongside job postings and hires data to conduct an in-depth analysis of your local labor market. We will highlight the key metrics and analyses you will need to make informed strategic plans that truly benefit your economy, and discuss how these data and techniques can be applied in a variety of scenarios.

Working with Economic Developers: This session will highlight key data and reports that are most beneficial to developers, including workforce availability summaries, identifying in-demand sectors, and finding industries with a high impact on the region. Using labor market data to uncover sectors that stimulate the economy through job creation and increased taxable earnings can help focus development efforts on the businesses that will benefit your workforce the most.

 

Grant Associates

Board Engagement Training: We will work with board and staff leadership to assess current levels of board engagement, provide “tips and tools” to establish more dynamic board meetings and more engaged members and help design robust plans for board members to truly engage within the system in their volunteer capacity, such as fundraising, attending community meetings, as well as using their expertise and networks to interact within community partners.

Data Systems Analysis, Customization, Implementation and Customer Relationship Management Staff Training:                           • Training for Initial Users.
o Our Developer will provide two (2) training sessions to all initial users with active accounts prior to the user acceptance testing. Training materials will be provided for use by additional users as new accounts are added.

• Train-the-Trainer.
o The Developer will provide an additional three (3), two (2) hour in-depth training sessions for designated staff that will become trainers of other users and/or super users of the database.

This training will include, but not be limited to, training on:
-Running, Creating, and Customizing Reports
-Creating and Customizing Dashboards
-Acting as a Delegated Administrator – this allows the super user to make simple, real-time adjustments to the database as needed by the organizations utilizing the system.

Strategic Business Development Services Program: Grant Associates will help clients translate regional labor market information into tangible development targets, identify key stakeholders and build out the key performance indicators to enable your teams to effectively manage the process. Additionally, we offer our own internal business services sales training program to members of your business services team. We will leverage our experience empowering businesses to utilize the public workforce system to help the client map out business engagement plans for their region and build the sales skills of their business team.

Strategies on Sector-focused Workforce Development: Grant Associates will leverage our extensive experience in operating multiple sectoral workforce initiatives, including the nation’s largest sector-focused center in New York City, the Workforce1 Industrial and Transportation Career Center (ITC), to help CWA members develop a sector strategy, build the acumen of staff in administering a sectoral initiative, and provide management tools for board staff and service provider management to ensure ongoing success.

Human Solutions

Access for All (Case Management Series): Case Management: Effective Service Delivery:

• Identify the components of action-oriented case notes
• Develop a plan for documenting sensitive information
• Identify new online and offline tools for effective job search
• Describe the key components necessary for effective job interviews
• Develop a plan of action for client disability disclosure

Access for All (Case Management Series): Case Management: The Basics:

• Define professional boundaries & why they’re important
• Create a welcoming environment that supports & encourages customer disclosure
• Deliver an accessible customer orientation that addresses key program elements
• Describe available disability-related programs & how they relate to the screening process
• Explore techniques to create sizzle, sparkle & pizzazz on a resume

Access for All (Case Management Series): Case Management: Training & Job Retention Strategies:

• Explain the difference between available training strategies
• Document your customer’s approach to training activities
• Create a script for customer disability disclosure
• Develop a plan of action to address post-placement retention issues
• Identify tools for determining next steps on a customer’s career ladder

Access for All (Leadership Series): Building & Strengthening Employer Relations:

• Describe your role in building productive employer relationships
• Define disability law & employer responsibilities as it relates to hiring and retaining employees with disabilities
• Identify guidelines and strategies for strengthening employer relationships

Access for All (Leadership Series): Building Partner Collaboration for Integrated Service Delivery:

• Increase your awareness of who and how you serve your customers
• Perform a Gap Analysis to evaluate available partner services
• Create an Outreach Plan base on your results
• Problem-solve potential outreach challenges and develop a strategy to overcome each challenge

Access for All (Leadership Series): Key Strategies to Increase Facilitation Skills:

• Identify key audience engagement & management techniques
• Demonstrate how to write effective learning objectives
• Enhance facilitation skills, through practical application, to maximize the transfer of learning
• Utilize practical strategies for effective training delivery & meeting facilitation
• Identify steps to prepare a workshop plan

Access for All (Online Training):

• Evaluate basic programmatic and physical accessibility considerations as it relates to each customer
• Review strategies for creating a welcoming environment that increases disability disclosure
• Develop a plan for reasonable accommodations requests

Access for All Series: Organizational Access for Customers with Disabilities:

• Describe the law & its direct impact on service delivery
• Differentiate between the major disability types & basic etiquette considerations
• Identify basic physical & program accessibility issues & how to address them
• Describe the reasonable accommodation process

Access for All Series: Strategies for Serving Customers with Psychiatric Disabilities:

• Differentiate between symptoms, treatment & functional limitations of common psychiatric disabilities
• Explore approaches to job placement
• Evaluate your center’s current Code of Conduct
• Describe strategies for effectively dealing with “difficult” people
• Identify key resources for serving individuals with psychiatric disabilities

Access for All Series: Strategies for Serving Customers with Substance Dependence:

• Differentiate between the symptoms, treatment & functional limitations associated with substance dependence (SD)
• Describe the prevalence of SD & the role you play in service delivery
• Demonstrate the appropriate way to document behavior/issues related to SD
• Identify key resources for serving individuals with SA issues

AJC Basics: Job Readiness Techniques: Strategies for Preparing Customers for Work!:

• Determine the key components needed for effective client screening
• Identify strategies & resources for successful resume development
• Review online/offline strategies for successful job search
• Describe the key components necessary for effective job interviews

Business Engagement: Business Consulting 101:

• Explain WIIFM (What’s In It For Me) Factor related to hiring/marketing clients with disabilities
• Learn how to talk “the talk” or speak the language of employers
• Determine how to tie candidate qualifications with employer business needs
• Explain consultative interview process used with employers

Civil Competency & Confidentiality: What Every Workforce Professional Needs to Know!:

• Describe the law/policies protecting customers & how they impact service delivery
• Explain steps necessary for ensuring customer confidentiality
• Identify & implement strategies focused on protecting customer civil rights

Job Development Part 1: Opening the Door to Opportunities:

• Differentiate between a traditional job placement model & job placement model focused on retention
• Describe role retention plays in career planning process
• Identify strategies for successful resume development
• Explore additional resources for resume writing & skills development

Job Development Part 2: Opening the Door to Opportunities:

• Identify online/offline strategies for successful job search
• Describe the key components necessary for effective job interviews
• Develop a plan of action to address post-placement retention issues
• Explore additional resources for interviewing & job retention

Maintaining Professional Boundaries as a Service Provider:

• Define professional boundaries & why they’re important
• Identify the consequences for having unclear boundaries
• Describe how dual relationships & value differences can impact the service provider/customer relationship
• Identify ethical considerations in the workplace, including the impact of social networking
• Develop an action plan for self-care

Strategies for Effectively Serving, Placing & Retaining Mature Workers:

• Identify & explain the benefits, advantages, & competencies associated with Mature Workers
• Develop YOUR “pitch” & a strategy for more effectively engaging employers
• Demonstrate ability to tie candidate qualifications with employer business needs
• Select tools & resources for assisting mature workers in job placement process

Strategies for Working with Re-Entry Customers:

• Compare the trends & statistics of the re-entry population, including the prevalence of disability
• Identify specific challenges faced by re-entry customers upon release from prison
• Describe workforce development strategies & key partner relationships necessary for a successful re-entry program
• Determine potential job placement issues & strategies to overcome them

Hunter Human Capital

Soft Skills or Hard Skills: Our process for class and workshop development mirrors group facilitation around strategic planning, consensus building, work plan development and goal attainment. Workshops can be delivered on site or virtually as appropriate to topic and audience.

ICF Incorporated, LCC (ICF)

Building Rapport with Customers: This course teaches participants how to use communication tools to interact with customers in a supportive, non-judgmental, and solution-focused manner.

Change Management: This course teaches participants how to effectively plan for, and deal with, change, as well as the critical role leaders play in helping employees transition through change.

Communicating as a Leader with a Diverse Workforce: This course teaches participants how to lead mindfully through the use of effective communication strategies with a diverse workforce.

Core Components of Project Management: This course teaches participants how to keep projects on track through careful planning and monitoring, including how to minimize scope creep and mitigate risks.

Effective Communication: This course teaches participants how to use key communication strategies to improve collaboration, resolve conflict, and increase productivity.

Leadership, Diversity, and High Performance: This course teaches participants how organizational culture and team dynamics can affect performance, as well as tools for building trust, improving communication, and maximizing performance.

Managing and Inspiring High Performance: This course teaches participants how to manage a team by building and leading high performing teams for optimal results.

Managing for Results:This course teaches participants how to effectively manage their time, resources, and workflows to optimize productivity.

Motivating Employees: This course teaches participants to explore what motivates them and how to create a positive, supportive, and inspiring environment at work.

Performance Management and Effective Feedback: This course teaches participants how to effectively manage employee performance, reward strong performance, and respond to poor performance.

Results Oriented Performance Standards: This course teaches participants how to develop performance standards, clearly communicate expectations to team members, and motivate team members to meet those standards.

Strength Based Client Appraisals:  This course teaches participants how to effectively conduct a strength based appraisal of client needs. Training based on the Online CalWORKS appraisal developed by ICF.

Using Conflict to Strengthen Rapport: This course teaches participants how beliefs about conflict can negatively impact ability to resolve conflict. This course also covers common areas of conflict, strategies for effectively resolving conflict, and de-escalation techniques.

Impact Capital, LLC

Mental Health Issues in Client Services: Practical Strategies for Dealing with Anxiety, Depression, and other Disorders that Interfere with Goal Achievement:

1. Overview of primary mental health disorders, and key symptom identification
2. Overview of primary substance abuse disorders, and key symptom identification
3. Research review on trauma, and how PTSD interferes with successful client treatment
engagement and retention

When Helping Others Hurts You: Strategies for Resolving Vicarious Traumatization:

1. Overview of research
2. Description of 5 core self/other areas affected by vicarious traumatization
3. Review of vicarious traumatization symptoms in 7 inter/intrapersonal domains
4. Strategies for mitigating vicarious traumatization in staff
5. Organizational responses to vicarious traumatization to minimize staff harm

Innovative Workforce Strategies

Alignment of Workforce Investment, Education, & Economic Development: This course will provide information and training to support the alignment of systems and investments of the WIOA programs, Education, and Economic Development

Audits and Audit Resolution: Participants will explore the Single Audit requirements, the audit process and roles and responsibilities of all parties to the audit process. Participants will benefit from a stronger understanding of the audit process for federal awards and to address findings when the arise.

Board Development: This course reviews the roles and responsibilities of local WDBs including how to strategically recruit board members, facilitate engagement, and provide a meaningful board orientation and on-boarding process.

Business Engagement, Relationship Building & Communication Skills (Written and Verbal): This course will explore strategic approaches to outreach, engage, and build mutually valuable relationships with the business community.

Continuous Quality Improvement (CQI): This course will review basic Continuous Quality Improvement (CQI) principles for assessing processes, procedures, and services. We will also review best practices to improve AJCC quality and services.

Customer Process Flow: This course will provide participants with the skills to effective map and analyze key customer processes and guide participants on how to integrate customer-centered principles to optimize the customer process flow.

Customer Service Orientation: This course will discuss essential customer service skills to create Customer Service Excellence. Participants will learn the impact of customer service on job seekers, the organization, and the Workforce System.

Executive Coaching & Leadership Development: This one-on-one designed executive coaching series explores how to make an impact through daily interactions, communication, and other situations by developing a unique and genuine leadership presence.

Fiscal and Financial Training: This course explores best practices to develop, implement and manage a WIOA program that is compliant with federal and state fiscal requirements.

Grant Writing 101, RFP 101: This course will discuss how to begin the process of building a grants strategy. Also covered: How to read federal FOAs/RFPs, determining what is required for a highly competitive response, and what evaluators look for when scoring and reviewing responses.

Integrated Service Delivery: This course will explore the fundamentals of Integrated Service Delivery (ISD). This will include partnership building, cross-functional teams, and leveraging resources for improving program outcomes for job seeker and business customers.

One-Stop Certification: This course covers the requirements for AJCC certification in California and the explore the standards for California Baseline certification and the Hallmarks of Excellence certification.

Procurement (including performance): This course will introduce and familiarize participants with basic procurement concepts, processes, key definitions, roles, and transparency.

Sub-Recipient Monitoring: Oversight and monitoring is an integral function of the One-Stop Operator. In this course, participants will review the financial and management processes required to be in compliance with WIOA.

System Monitoring and Compliance: This course will provide information on the multi- faceted requirements for system monitoring and compliance. We will cover requirements that should be in place to help reduce possible audit exceptions, sanctions, and unallowable costs.

WIOA 101: This course covers the WIOA statute, the public workforce investment system as envisioned by WIOA and how the core programs support regional economies. This class is designed for those who are new to the
public workforce system.

WIOA 101 – Budget and Basic Principals of Allocation: This course will examine WIOA funding allocations and management that is in accordance.

WIOA 102 – Stragegy & Implementation: This course is intended for workforce board support staff and explores more comprehensively the WIOA statute and regulations including strategies for developing strong partnerships, leveraging resources, and seizing the opportunity that local and regional board leadership have to align systems in their communities.

Jackie Sakane

Audit Requirements: This workshop will include the audit requirements. It will include a discussion of the types of audits that need to be performed based on grant funding and the timelines for which they must be completed. The type of audit opinions will be provided and the significance of each opinion, as well as the type of audit reports that are issued will be provided. Also, included in the workshop will be the discussion of the requirements to resolve audit administrative findings and questioned costs and the timelines to do so. A discussion of how audits are reviewed by funding sources and what they look for to determine financial viability of an organization will also be included.

Closeout: This workshop will provide information on the activities included in a federal grant program closeout, when they should occur and the timelines to do so. There will also be a discussion on the need to closeout out at all levels of funding (i.e.., federal level to lowest subrecipient level) and the documentation needed to be provided, available and maintained for each of the closeout activities.

Cost Allocation/Cost Principles (Selected Items of Cost): This workshop will provide you with an understanding of the cost principles. It will include a discussion on the type of allowable costs, identification of cost objectives and acceptable methods of cost allocation. Additionally, this discussion will include how to allocate shared infrastructure costs within the America’s Job Career Centers and document them in Resource Sharing Agreements. Also included will be information pertaining to the need for a written cost allocation plan for purposes of describing the types of costs to be allocated, which programs will benefit from the costs and the methods used to allocate. How this plan and documentation supporting the plan will be reviewed during a monitoring review or audit will also be discussed.

FEDERAL GRANTS MANAGEMENT TRAINING PROGRAM: The Federal Grants Management Training Program (FGMTP) is a long-term, cohort-based program. It will be offered to provide professional development to Workforce Development Professionals (WDPs) in the areas of federal grants management administration. The program will provide presentations in all areas of federal grants management from the enactment of Law through grant closeout. The workshop presentations, training materials and resources provided in each subject area will strengthen the knowledge of the WDP.

Financial Management and Reporting: This workshop will include the financial management and reporting requirements. It will include a discussion of the types of items that need to be reported as well as the determination of accrued expenditures versus actual expenditures and when they need to be reported. How cash is to be managed and when advances are allowable will also be discussed. It will also include a discussion of the need for adequate accounting systems and internal controls sufficient to ensure costs are reported timely and are adequately documented and approved. The need for written accounting policies and procedures including documentation requirements to substantiate the reporting of financial information to a funding source will also be discussed.

Monitoring Oversight Requirements: This workshop will provide you with fiscal and program monitoring requirements included, as well as, the areas that are to be included in each monitoring review. It will also give you an understanding of how in-house monitoring can be used as an early warning system by management prior to any external funding source reviews or an organization’s annual audit. The contents of what monitoring reports should include and how monitoring efforts should be documented will also be discussed.

Procurement/Contract Administration: This workshop will provide an understanding of the types of allowable procurements, when they are to be used and the need for an organization to have established written procurement policies and procedures. Standards for the maintenance of adequate documentation to support each procurement for monitoring and audit purposes will also be discussed. Responsibilities for procurement by non-Federal entities will be included.

Property and Equipment: This workshop will include the types of property and equipment, how it is to be accounted for and when approval must be sought from the State of California or Department of Labor prior to its acquisition and disposal. Information will also be provided on the required level of documentation to support both the approval and disposition requests.

Records Retention: This workshop will include the requirements for the maintenance of records for purpose of review and audit by Federal, State, and local levels and their designees. It will highlight the importance of the maintenance of records in a way that are easily retrievable and readily assessible. The requirements for maintenance of records for other activities will be discussed as well, such as for those alleged fraud and abuse matters included in incident reporting or as part of a civil legal remedy to unresolved questioned or disallowed costs or legal remedy for fraudulent activity.

Resolution for Findings and Questioned Costs/Remedies for Non-Compliance: This workshop will describe the process for the resolution of audit findings and questioned costs. It will also describe the documentation process for such activities. It will explain the difference between questioned and disallowed costs. Additionally, it will include the remedies a non-Federal entity as for non-compliance and the requirement for a hearing/appeal process.

Jennifer Mitchell Consulting

Alignment of Workforce Investment, Education, & Economic Development: All Curricula will be customized to meet regional needs and will incorporate the standardized core competencies developed by CWA.

Board Development: All Curricula will be customized to meet regional needs and will incorporate the standardized core competencies developed by CWA.

Business Services and Employer Engagement: All Curricula will be customized to meet regional needs and will incorporate the standardized core competencies developed by CWA.

Coordination in Serving Target Populations: All Curricula will be customized to meet regional needs and will incorporate the standardized core competencies developed by CWA.

Customer Process Flow Development: All Curricula will be customized to meet regional needs and will incorporate the standardized core competencies developed by CWA.

Facilitation Techniques: All Curricula will be customized to meet regional needs and will incorporate the standardized core competencies developed by CWA.

Forgin Relationships with Probation/Mental Health Programs: All Curricula will be customized to meet regional needs and will incorporate the standardized core competencies developed by CWA.

Grant Writing 101, RFP 101: All Curricula will be customized to meet regional needs and will incorporate the standardized core competencies developed by CWA.

Integrated Service Delivery: All Curricula will be customized to meet regional needs and will incorporate the standardized core competencies developed by CWA.

Leading Organizational Change: All Curricula will be customized to meet regional needs and will incorporate the standardized core competencies developed by CWA.

Live Your Brand: All Curricula will be customized to meet regional needs and will incorporate the standardized core competencies developed by CWA.

MOU Partnership Development: All Curricula will be customized to meet regional needs and will incorporate the standardized core competencies developed by CWA.

One-Stop Certification: All Curricula will be customized to meet regional needs and will incorporate the standardized core competencies developed by CWA.

Regional and/or Local Strategic Planning: All Curricula will be customized to meet regional needs and will incorporate the standardized core competencies developed by CWA.

Sector Strategy Development: All Curricula will be customized to meet regional needs and will incorporate the standardized core competencies developed by CWA.

WIOA 101: All Curricula will be customized to meet regional needs and will incorporate the standardized core competencies developed by CWA.

WIOA 102 – Stragegy & Implementation: All Curricula will be customized to meet regional needs and will incorporate the standardized core competencies developed by CWA.

Work Experience: All Curricula will be customized to meet regional needs and will incorporate the standardized core competencies developed by CWA.

Marcove Executive Training

Customer Service: Customer service sessions have been developed for many clients. Overall goals aim to align staff actions with the organizational mission and values to ensure consistency in the delivery of service.

Facilitation Strategies: Kathy Marcove has trained leaders and trainer to facilitate meetings, formal presentations, and training programs. Considered an expert in adult learning methodology, the implementation of the experiential learning cycle, and a Master Trainer, Kathy Marcove is prepared to design a wide variety of training sessions on Facilitation Strategies. Custom designed sessions have been successfully delivered for the US Peace Corps, Cuesta College, the San Luis Obispo Workforce Development System, Terra Livre Brazil, Scientific Drilling International, SPOKES Resource for nonprofits, and standalone Train the Trainer programs.

Integrated Service Delivery and Developing Cross Functioning Teams Across Partners: As the Director of Workforce for Goodwill Central Coast, Kathy Marcove led cross functional teams of workforce professionals in San Luis Obispo to implement service delivering integration enhancing partnership relations among all workforce partners notably the Employment Development Department, the Department of Social Services, and the community college. Several training session occurred over a one-year period to transform the delivery of services, and integrate the delivery of seamless services to employers and job seekers. As each workforce area is unique, Marcove Executive Training will draw upon firsthand experience to custom design a training solution to meeting the needs of the partners in the local area.

Leadership Development Training: Overall goals of leadership development sessions are to invest in the professional growth and development of high potential talent leading to increased engagement of individual contributors and high performing teams. A comprehensive leadership training program includes Action Learning group coaching sessions to transfer training, teach coaching skills, and develop a supportive peer group to focus on solving real leadership challenges. Marcove Executive Training has designed and facilitated many variations of leadership training to include sessions on presentation skills for leaders, business writing, and even culinary team building as a method of leadership development.

Performance Management: Marcove Executive Training has been called upon to design and facilitate Performance Management training to meet the objectives and time requirements of many of its clients. Performance Management is an 8-hour course designed to ensure supervisors understand the importance of preparing well for performance reviews, specifically how the proper writing of SMART objectives and Performance Evaluations can correct behavior, have a motivating effect on employees, and increase overall performance.

Soft Skills Training for Clients: Leading the implementation of integrated service delivery system, Kathy lead a cross function team of workforce partners to create a series of 2-hour workshops on the following topics:
1. Building and Marketing Your Resume and Cover Letter
2. Exploring Employment Opportunities
3. The Hidden Job Market
4. Interviewing for Employment
5. Identifying Job Skills and Accomplishments

Mark Graham Brown Consulting

Customer-Centered Design – Linking People, Products, and Processes to Customer Needs: This workshop is about how to listen to the voice of the customer and stakeholder to determine their real needs and priorities. Techniques for determining customer needs used by leading organizations will be covered. The workshop will include case study exercises from a variety of organizations to provide practice in identifying real customer needs. The workshop also covers how to use this voice-of-the-customer data to design and improve products, services, and work processes.

Get It! Set It! Move It! Prove It!: This dynamic one-day training program will teach you how to use the Malcolm Baldrige National Quality Award criteria to conduct an internal assessment of your organization. This is the California Council for Excellence’s most popular training program because it blends quality processes with proven performance practices. You will leave this session with a thorough understanding of the Baldrige Award criteria and proven ways to conduct an internal assessment of your organization’s key business drivers.

Linking Performance to Success: Developing a Winning Strategy & Scorecard: You will learn how to select metrics that balance the needs of stakeholders, customers, and employees, and balance your need for measuring short-term success and long-term investments for the future. The concepts of effective performance measurement will be presented using a series of case studies that cover both government and service organizations.

Managing with Numbers: How to Review, Analyze, and Improve Performance: This training seminar teaches trainees to go beyond the dreaded monthly/quarterly review of reports, PowerPoints, and spreadsheet data to analyzing and improving performance. In this interactive one-day workshop trainees will learn how to ask the right questions to determine what is really going on in their organizations and how to improve performance. The workshop also covers problem root cause analysis and decision-making skills useful in a wide variety of applications.

Process Management: This workshop introduces trainees to a four-step approach to evaluating and improving processes, teaches root cause analysis of process findings, and how to develop solutions to address identified opportunities for improvement (OFI). The course includes how to identify key value creation and support processes, how to profile processes, and how to flowchart processes. Process owners and teams are encouraged to attend together to apply skills to real-life OFIs.

New Ways to Work

Career Development Continuum: Career Development is most effective when youth and young adults are provided a sequenced continuum of activities and experiences that address career and college awareness, exploration and preparation through an intentional series of classroom activities, workplace exposures, and community experiences over time. New Ways has defined the Career Development Continuum to help practitioners deliver these opportunities over time…

Career Pathways: A Career Pathways approach offers clear direction and a context for learning and skill development. Applying a career development approach in the context of an industry, focusing on skills in the classroom and workplace, and supporting youth and young adults through the completion of post-secondary degrees and credentials effectively prepares youth for careers in the future…

Employer Engagement: Schools and programs preparing young people for careers need partners to ensure relevance, provide context and support in the classroom, and to provide opportunities for youth and young adults to be exposed to the workplace…

Foster Youth Transition: Youth in foster care face daunting challenges as they seek to transition to life as adults. Effective and powerful career preparation activities are needed while they are still in care, starting at very early ages. Child Welfare needs partners in the education and workforce communities to help sharpen their focus on preparing youth for the world or work…

High School Improvement: Our schools can’t do it alone. They need partners and strategies in the classroom, community and workplace to help better prepare all youth for college and careers. The application of career pathway approaches, partnerships with employers and articulation with post-secondary education and training options are needed to improve the ability of high schools to help prepare youth for meaningful careers…

Intermediaries: Intermediaries bring local programs, initiatives, and institutions together to connect employers and workplace partners, schools and training organizations, social services and community organizations, and families and neighborhoods to serve the needs of young people as they prepare for life as adults…

Quality Work-Based Learning: Quality Work-Based Learning provides opportunities for the acquisition of academic, technical and workplace/professional skills among youth and young adults engaged in career-focused education and training programs. Regardless of industry, employers consistently underscore that new workers must have experience and mastery in all three skill areas, with a growing priority on the development of professional skills…

Youth Ecology Corps: Youth Ecology Corps leverage public works investment with local workforce and social service dollars to provide youth and young adults with meaningful work experiences and the opportunity to explore careers in ecological and conservationrelated fields…

Youth Workforce Development: The evolving youth workforce development system increasingly calls for new and innovative approaches to prepare youth and young adults for meaningful careers. Implementation of the WIOA presents new challenges in a number of key areas, including recruiting and retaining out-of-school and out-of-work youth, applying a career pathways approach to programs, providing a range of developmental workbased learning experiences and partnering with employers to create talent pipelines in key industry sectors…

Pathways Consultants

Allyship is an Action: Creating programs where LGBTQQ youth thrive!: 

I. Explore foundational concepts related to LGBTQQ identity and terminology
II. What the difference between gender, identify, sex and sexual orientation?
III. What does it mean to be an ally?
IV. How to create safe inclusive spaces.

Building Bridges to Career & Technical Education: The Pipeline to Improved Long-Term Outcomes for Youth:

I. Learn about career and technical education options and what occupations these programs prepare students to pursue
II. CTE online search tools and resources
III. Learn about the academic requirements and pre-requisites for admission and successful completion of these training programs

Building Lasting Partnerships with the Business Community:

I. Stages of Engagement-identify, educate, persuade, activate
II. Elevator pitch
III. Recruiters vs. Job Seekers
IV. Maintaining the relationship

Building Talent-Building Impact:

I. Creating a career track in your organization for staff
II. Engaging staff in your hiring processes
III. Setting the tone for new hires with meaningful and useful on-boarding processes
IV. Keeping alumni talent engaged as mentors, resources and future staff

Career Development Theory & Application:

I. What is career development
II. Major theories:
a. Trait & Factor
b. Learning
c. Developmental
d. Transition
III. Applying these theories to practice

Career Exploration-Self Knowledge and Career Options:

I. Interests-what are they and they are defined
II. Values-What are they and they inform career satisfaction
III. Skills-assessing
IV. Online tools for clients
V. Action Planning-Interest to Action

Career Services Provider Certification:

A recognized Career Services Provider is a person who has completed the recognized Career Services Provider Certification training program and works in any career development setting or who incorporates career development information or skills in their work with students, adults, clients, employees, or the public.

Case Management 101 (for youth or adult workforce development): 

I. Conduct an intake interview & use assessment tools
II. Successfully make referrals
III. Build successful service plans
IV. Track progress throughout program participation

Coaching as Supervision: 

I. Introduction to common challenges in supervision
II. Discussion of direct supervision, coaching, mentoring and when to use each
III. 2 Coaching models
IV. Practice using coaching tools and processes

Creating Dynamic, Cohesive, and Productive Senior Management Teams: 

I. Role play
II. Brainstorm management styles
III. Management and communication style assessment
IV. Our greatest challenges exercise
V. Effective management teams
VI. Solutions to challenges
VII. Consulting hats

Creating Magic-Facilitation Techniques for Dynamic and Engaging Trainings and Meetings:

I. What does good facilitation look like?
II. Review 4 types of facilitation skills
III. Self-assessment to ID growth areas
IV. Practice new facilitation skills or plan to incorporate improved facilitation skills

Cultivating Youth Leadership Among Participants:

I. Learn to create a culture of youth leadership within your program
II. Learn to implement youth-driven activities, policies and programming
III. Use leadership as an engagement and retention strategy

Discover Your Strengths:

I. Interests-what am I interested in brainstorm?
II. Skills-Self-Assessment
III. Values-What’s important sticky note sort
IV. Optimal work environments visioning
V. Making a plan

Do You Need a Career Image Make Over? Managing Your Personal Brand (for clients – training of the trainer): 

I. What is my personal tag line bumper sticker?
II. What is my personal career branding statement
III. Creating brand alignment with web presence: LinkedIn, Facebook, Twitter and other online tools
IV. Networking for fun and pleasure
V. Managing my brand online

Do You Need a Career Image Make Over? Managing Your Personal Brand (for staff)

I. What is my personal tag line bumper sticker?
II. What is my personal career branding statement
III. Creating brand alignment with web presence: LinkedIn, Facebook, Twitter and other online tools
IV. Networking for fun and pleasure
V. Managing my brand timeline

Exit Strategy Anyone? Developing Clear-sighted Transition Plans College and Career Readiness: 

I. Service flow introduced
II. Best practices for transition plans
III. Review transition plans
IV. Resource round-robin
V. Transition planning by age discussion
VI. Art of making a referral

Facilitating Community and Regional Meetings: 

I. Setting clear outcomes
II. Deciding who to bring to the table
III. Stakeholder engagement strategies
IV. Techniques for generating and prioritizing community input
V. Defusing challenging

Facilitation Techniques for a Dynamic and Engaging Program Experience:

I. My facilitation skills: self-assessment
II. What is positive group interaction? Defined
III. Four types of facilitation skills for experiential learning
IV. Practice techniques

Get There! Impact Driven Curriculum Design for Workforce and Youth Development:

I. What are multiple intelligences?
II. My curriculum selfassessment
III. Building competency Maps
IV. Scope and sequence development
V. Making it engaging using multiple intelligences and Universal Design for Learning
VI. Daily lesson planning
VII. Mapping to competencies

Group Work with Impact: Balancing Jobseeker Services and Budgets:

I. Explore successful models of group coaching
II. Identifying case management content that can be adapted for use in groups with your clients and in your setting
III. Learning best practices and techniques in group work to foster safety, community and accountability, and that lead to employment

GRRRR! Learn to Effectively Manage Your Stress:

I. What causes stress and what is its impact?
II. Strategies for reducing stress in the workplace
III. Creating healthy work environments
IV. Resources for health

Hiring, Selecting and Interviewing:

I. What interview models are appropriate for your team, department or division?
II. Customize a protocol to fit your needs
III. Receive coaching and feedback through interview practice with partner(s)

Job Search Skills: 

I. How to effectively use social media and other online tools
II. How to create and maintain a resume and portfolio
III. How to network and make a good impression
IV. Emerging sectors, established sectors and the changing world of work

Learning Styles – Discovering Your Team’s Strengths:

I. What is learning & why is it important
II. Learning style assessment
III. Definition and exploration of different learning styles
IV. Simulation
V. Debrief & how will we use this

Life/Work Balance-Creating a Roadmap:

I. My work style inventory
II. Creating a vision for balance
III. Turning your vision into reality-asking for what you need
IV. Making the business case and negotiating
V. Implementing your plan

Logic Models—-Your Key to Program Success:

I. Logic Models: What are they and purpose
II. Key terms/components of Logic Models
III. Brainstorming components
IV. Generate a draft Logic Model

Managing Organizational Change-Surviving and Thriving in Ambiguity:

I. What are the causes of organizational change brainstorm
II. Table discussion—-what is the human response to change
III. Differentiating organizational change vs. personal transition
IV. Organizational selfassessment—- Resistance to change
V. Gaining and sustaining commitment from individuals and teams
VI. Communicating change action plan

Moving from Case Management to Career Coaching:

I. Career Coaching-What Is It?
II. Core Coaching Skills
III. Career Coaching Topics
IV. Building a Plan

Organizational Program Performance Management-How to Get the Best Out of Your Employees!:

I. Intro to Performance Management
II. Creating a foundation: clear outcomes
III. A clear roadmap: The Process Flowchart
IV. Data Visualization
V. Supporting staff in utilizing Performance Management

Outreach and Recruitment is a Science! Innovative and Effective Ways to Reach Hard to Reach Youth:

I. Conduct an analysis of your program’s target population and tie it into an analysis of your current outreach practices.
II. Learn about innovative approaches, including streetbased outreach, participant driven recruitment, and marketing through social media.
III. Learn how best to evaluate outreach methods.

Project Based Learning: College and Career Readiness Skills for the 21st Century:

I. Brainstorm, plan and present a project working in small groups
II. Practice facilitation of project development to foster more youth-centered programs
III. Learn the fundamentals of participatory decision-making, multiple intelligences and more
IV. Plan an outcomes-based project driven by 21st Century Skills

Recognizing, Rewarding and Developing Staff on a Budget: Creating Year—- Round Professional Development Plans for Your Organization:

I. Define professional development and know about different modes of and resources for staff development
II. Draft a plan to address the gaps or needs in your current professional development system
III. Share and learn personalized and systematic strategies to retain and reward staff for their hard work and successful outcomes

Tying it all together: Performance Management at the staff, program and data levels:

I. People management—-identifying and adapting systems, tools and best practices for assessing and guiding staff performance
II. Program level performance management—-Understanding, using and communicating data
III. Communication strategies and coaching practices to provide staff feedback and build capacity

Virtual Service Delivery Models:

I. What is virtual service delivery?
II. What is Mobile-Learning
III. What are the mediums for virtual service delivery
IV. What can be delivered virtually
V. Making a plan for your agency

What Do I Want to Be When I Grow Up? Career Exploration for 14-24 Year Olds:

I. Off the shelf stand-alone activities that you can implement immediately in your program
II. An understanding of the career development process and how career awareness and exploration fits within it
III. Resources for additional program development

Work-Based Learning: Designing and Implementing Learning Experiences:

I. Effectively use WBL best practices
II. Develop standards-based and 21st Century skill-based WBL activities
III. Draft a sequenced lesson plan for WBL programming linked to the workplace
IV. Promote high academic standards aligned to Common Core Standards

Youth Program Redesign

I. Logic models and theory of change
II. Getting authentic stakeholder input
III. Planning and prioritization processes
IV. Developing a plan that gets used

Point B

Business Technology:

IT Infrastructure
IT Advisory
Business Intelligence & Analytics
Software Advisory Services
Cybersecurity
Business Collaboration

Digital & Emerging Technology:

Multi-channel & Emerging Tech Strategy
Digital Transformation
Content Management
Business Collaboration
Multi-channel Commerce

Marketing & Product Management:

Market Opportunity Assessment
Marketing & Product Strategy
Product Planning & Launch
Marketing Programs & Operations

Mergers & Acquisitions: 

Due Diligence & Negotiation
Pre-close to Day One
Close +100 Days
Stabilization & Monitoring

Operations & Process Improvement:

Lean/Continuous Improvement Transformation
Operational Optimization
Strategy Deployment
Lean IT for ERP
Supply Chain Optimization
Lean Six Sigma Training & Certification

Organizational Effectiveness:

Organizational Design
Transformational Change Management
Talent Strategies
Training Design and Delivery
Organizational Development
Executive Coaching

Project Leadership:

Technology Leadership
Program Leadership
PMO/Portfolio Management
Risk, Regulatory & Compliance
Business Advisory Services

Property Development: 

Build To-Suit Development
Real Estate Development
Owner/Tenant Representation
Design/Construction Management
Program Leadership

Strategy:

Long Range Direction Setting
Competitive Positioning
Strategy Facilitation & Development
Growth Enablement & Innovation

Racy Ming Associates LLC

Consulting and Facilitation Services

Rrecord Consulting Services

Business Engagement, Relationship & Communication Skills: This training will provide a comprehensive walk-through each of the WIOA Common Measures for Adult, Dislocated Worker and Youth Programs and how to establish performance goals.

Coordinating Service Delivery for Targeted Populations: This training is intended to provide a comprehensive view and understanding of how to engage businesses and to show them the bottom line savings and value of doing business with your organization.

Local Strategic Planning: This training will provide a foundation overview and understanding of the basic principles of WIOA.

Performance – Goals Development: This training will provide a comprehensive walk-through each of the WIOA Common Measures for Adult, Dislocated Worker, and Youth Programs.

Performance Indicators and Reporting – Meeting Performance: This training will emphasize the importance of implementing strategies to effectively coordinate service delivery for target populations. You will examine proven techniques that will efficiently transition individuals into desired outcomes.

Performance Indicators and Reporting – Meeting Performance: This training will provide a comprehensive walk-through each of the WIOA Common Measures for Adult, Dislocated Worker, and Youth Programs.

WIOA 101 – Budget and Basic Principals of Allocation: This training will review the essential elements for program integration and alignment of partner resources to achieve strategic objectives.

Robbin and Associates

ARE YOU TALKING LIKE BUSINESSES THINK? HOW TO GET THE PRIVATE SECOR TO — USE YOUR SERVICES!: The workshop features important information about how to develop productive and trusting relationships with employers. The session contains marketing strategies and sales techniques that can be used in cold calling, telephone sales, in-person meetings and in online communications. People will learn a four stage model that will enable them to overcome employer resistance to hiring workforce people.

ARE YOU WORKING IN THE WIOA WAY?: This workshop will take management and staff through an assessment process in order to help them understand what they need to change in order to be working in the WIOA way on a daily and long term basis. The session looks at job seeker and business services, staff skill sets, how people work as partners, customer service and many other aspects of a workforce program. This workshop will help organizations fully implement the vision and goals of WIOA in new ways at the front line level of the work.

BARRIER BUSTER! NEW WAYS TO ELIMINATE BARRIERS TO EMPLOYMENT: This workshop reinvents how people go about removing barriers. The session also includes valuable information about using people’s strengths to help them overcome their barriers. In addition, the workshop also covers how to use role models, program alumni and the best ways to use self-disclosure as barrier removal strategy.

BUILDING BRIDGES TO THE AMERICAN WORKPLACE! EMPLOYMENT COUNSELING WITH IMMIGRANTS AND REFUGEES!: This workshop will help workforce staff close the gap between the homeland realities of immigrants and refugees and the new demands of the American hiring system and workplace. Attendees will learn about the four different cultural identity models that define immigrants and refugees. The session will show how these models bring both challenges and assets to the job search and employment process.

CAPTAIN AND COACH APPROACH TO CASE MANAGEMENT: The Captain and Coach Approach to Case Management is a revolutionary approach to case management. In this new model, people and staff are seen as a team with the customer in the role of captain and the staff person in the role of a supportive coach. The coach guides the customer through a goal setting, option sorting and decision making learning process. The customer makes choices and takes responsibility for their outcomes.

CASE MANAGEMENT SKILL BUILDER: This workshop will help staff assess if an individual hard-to-employ person is ready to consider careers instead of jobs. The workshop includes a list of the most common barriers to career success faced by people who are hard-to-employ and strategies to help them overcome these challenges. It also includes some very helpful Internet resources to support the career counseling journey.

CAREER COUNSELING WITH THE HARD-TO-EMPLOY: This training is for organizations that want to improve the skills of their staff using the best practices of the established principles of case management. It covers all the key aspects of case management. The training will give staff new ideas about how to begin the case management relationship and take it to deeper levels of engagement with job seekers so people will make more progress.

CLOSE THE GAP FROM INTERVIEW TO JOB OFFER!: This training is the result of information that comes from hundreds of employers as they made the hiring decision after an interview. This workshop will include information about dealing with interview anxiety, different styles and formats of interviews, pre­ interview research, appearance, disability and cultural differences that can all play a role in interviewing. By the end of the workshop, workforce staff will have an entirely new set of skills for teaching people how to give interviews that result in job offers.

COOPERATION, COORDINATION, AND COLLABORATION! WHAT IS THE DIFFERENCE AND HOW TO MAKE THEM WORK BETTER!: You will leave this session with a completely new level of understanding about how to build joint projects and contribute to them to make your partnerships achieve outstanding results!

CUSTOMER SERVICE SUCCESS WITH CHALLENGING PEOPLE!: This workshop will show people the cutting-edge customer service techniques used in the private sector for working with a high volume of challenging people. The workshop includes new program design elements to enhance customer service and state-of-the-art direct service skills. People will learn how to reframe customer expectations, deflect their anger and reposition their attitudes so they can be served successfully.

DIGGING FOR GOLD! HOW TO FIND HIDDEN ASSETS TO EMPLOYMENT IN THE HARD-TO-EMPLOY!: This workshop teaches staff how to discover the assets to employment of the hard-to-employ customer. As the program participant learns more about their assets, they will start to believe in their labor market value, which will increase employment motivation. This approach also helps staff make job and career matches earlier in the counseling process.The training will teach staff how to uncover hidden assets to employment that can be found in life experience, aptitudes, belief systems, hobbies, skills and many other places. This workshop will help with motivation, barrier removal and matching people with jobs, careers and training.

DISABILITY MEANS EMPLOYABILITY: This workshop will teach staff how to work successfully with people with a wide range of disabilities. Staff will learn the proper etiquette and best practices for working with people with disabilities.
Attendees will learn how to raise the vocational self-esteem of people with disabilities so they can believe they will be successful at the highest levels of employment. Training participants will learn about the biggest concerns of employers about hiring people with disabilities so they can help people eliminate these obstacles to being hired.

FROM JAILS TO JOBS! EMPLOYMENT SUCCESS WITH ADULTS AND YOUTH IN REENTRY!: Find out how to teach people the new hiring agenda and help them learn the right strategies for being a creative profit adding employee . Show them how to study their job and look for the places that could be improved using lean principles. Teach people how to look at the competition and come up with ways their employer can beat their competitors. These strategies will make an intern, work experience or subsidized employment participant so valuable, that businesses will want to retain them only this time as an employee!

FROM INTERNSHIPS, WORK EXPERIENCE, AND SUBSIDIZED EMPLOYMENT TO JOB OFFERS! TEACH PEOPLE TO WORK IN NEW WAYS THAT WILL GET THEM HIRED!: The workshop features information about the Turnaround Packet, which is a very powerful tool to reframe an employer’s perspective about applicants in reentry. Get information on the incentivized networking strategy that will help people access the hidden job market where most of the hiring takes place. Discover new job search activities that work for people in reentry. The workshop includes a very valuable Reentry and Employment Resource List as well as motivational handouts that can be used with people in reentry to keep them on the road to job search success.

FROM PINK SLIP TO PAYCHECK! EMPLOYMENT AND TRAINING SUCCESS WITH DISLOCATED WORKERS!: The workshop identifies six types of layoffs and shows staff how they create challenging attitudes and ways of thinking in the dislocated worker. In addition, the workshop will give people specific techniques for working with the various populations of dislocated workers such as blue collar, white collar, managerial, older worker and other categories of dislocated workers. The workshop includes strategies to deal with the unrealistic labor market expectations that are common in dislocated workers.

FROM PLACEMENT TO ENGAGEMENT WITH BUSINESSES!: This management training and business services staff session will show people how to go beyond hiring to create in depth mutually beneficial partnerships with businesses. People will learn how to get donations, volunteers, business-to-business referrals, job shadowing opportunities, internships, joint training projects and much more from their business contacts. Discover how to use the strategies the private sector employs to generate engagement with their customers and put them to use with your business clients.

HOW TO DESIGN THE MASTER STRATEGY FOR BUSINESS SERVICES: Most workforce organizations lack an in-depth strategy for working with the private sector. Defining a sector approach does not give you all of the things that come with a fully developed master strategy. This training for management treats business services as a business and it takes the managers through a process that is like the one used to create a successful business.

HOW TO JUMP START THE JOB SEARCH OF THE LONG TERM UNEMPLOYED!: This workshop will help workforce staff and program management redesign their models and direct services so they can engage the long-term unemployed dislocated worker and put them on a fast track to reemployment. It includes valuable information about new recruitment strategies that will get the long term unemployed to come to the program. Traditional approaches to employment counseling are not effective with this population. Staff will get new strategies for service delivery options and counseling techniques that will help people reenter the labor market in less time.

HOW TO MAKE WORKSHOPS WORK MUCH BETTER!: You can be housed in the same building and use an integrated model, but these things do not mean that your partners are operating as a truly united entity. It is easy for program differences, turf issues, old divisions, individual conflicts and competition to divide partners and hold back giving job seekers and businesses the benefits that come with working with a truly unified Job Center. This workshop will go into how people think, work and relate to show workshop participants what it takes to become an outstanding Job Center partner

HOW TO MAKE JOB CENTERS A SEAMLESS SYSTEM OF RELATIONSHIPS!: This completely new approach to developing and running workshops that will make yours standing room only with highly engaged participants. This session takes human centered design, private sector marketing, sales and customer satisfaction strategies and combines them with practical techniques to help workshop facilitators deal with challenging issues. Discover the most common complaints participants have about workshops and use this to increase the success of your sessions.

HOW TO SERVE MORE PEOPLE WITH LESS STAFF AND GET BETTER RESULTS!: In many workforce programs, staff cutbacks have made it difficult for programs to provide adequate services to their customers. Staff are overwhelmed trying to meet the needs of all the people that come to the program. This management training will show managers how to completely redesign their service delivery model into a high capacity model using innovative forms of group work. This does not mean adding more of the traditional groups offered by the workforce system. It involves creating a completely new menu of groups that are created by customer feedback.

I DON’T WANT TO WORK AND YOU CAN’T HELP ME! HOW TO ACHIEVE SUCCESS WITH WORK RESISTANT INDIVIDUALS
IS YOUR WORKFORCE PROGRAM THE STATE-OF-THE-ART?:  This workshop will show you how to reinvent your program design and direct services into a powerful pro-work force that will help to shift the attitudes of anti-work individuals. Discover the sources of their resistance to work and you can make your program respond to them in ways that will resonate deep inside each individual. Learn why it is important to use the power of role models to help convince people about the benefits of work. Get innovative counseling strategies designed to break through the anti-work mentality.

JOB READINESS FROM A PRIVATE SECTOR PERSPECTIVE: People in workforce development are often constrained in their thinking about the program by the prescriptive information that comes from their funding sources. This limits their ability to be at the cutting edge of workforce development. This workshop features a comprehensive look at all the aspects of a workforce organization and compares them with the state-of-the-art approaches used in the private sector and other fields. This information will help people start to think “out of the box” about their organization.

MAKE YOUR PROGRAM A MAGNET! HOW TO RECRUIT CHALLENGING POPULATIONS!: The session is highly customized to the population that you want to reach. You will learn why people are not interested in your program and how you can change your approach to recruitment to something that will turn their resistance into interest in your services. It takes both creative marketing and sales strategies to deliver the message that will bring them to your door. This workshop will help you develop a powerful strategy directed at their points of their resistance and bring them to your program.

ON-THE-JOB TRAINING SUCCESS WITH MARKETING, MATCHING, CONTRACTING, AND COMPLETING!: This comprehensive training will show workforce staff how to market OJT to employers. It will show them how to match the right candidates to the OJT. They will also learn how to write a good OJT contract and how to make sure the candidate completes the OJT successfully. OJT represents a marketing challenge on many levels. It is something new for most employers and they are reluctant to sign a contract. This session will present unique and proven OJT marketing strategies designed to overcome the resistance of employers to using OJT.

RESUME WRITING FOR THE HARD-TO-EMPLOY!: The resumes developed by workforce staff for people with no or limited work experience, employment gaps and other barriers are rarely powerful enough to open the doors to interviews. This workshop is driven by the feedback of employers about what they want to see in resumes from these types of job seekers. Workforce staff will learn how to deal with barriers to effective resumes in new ways. An emphasis will be placed on making the customer an active and not passive part of the resume development process.

SOFT SKILLS ARE SUCCESS SKILLS! HOW TO TEACH THEM TO YOUR PROGRAM PARTICIPANTS: Soft skills are a complex set of attributes that have a major impact on the hiring decision, success on the job, promotions and retention. They can be difficult to teach. This workshop will show people three ways to teach soft skills so people will have a variety of approaches to soft skills success. Staff will learn how to conduct a soft skills assessment so they can determine the soft skills that require attention. The workshop will show people how to analyze the different soft skills that are required for different types of jobs.

THE RADAR APPROACH TO JOB RETENTION! THE MOST POWERFUL JOB LOSS PREVENTION SYSTEM: While getting a job can be challenging, keeping the job can be a bigger challenge for many populations of job seekers served by the workforce system. Traditional approaches to improving job retention emphasize how staff should respond to a post-hiring crisis that will lead to job loss. This approach is not effective for a variety of reasons. It is too slow to respond and too late to save the job. About eighty-five percent of the reasons that people quit or are fired are present in them when they come into workforce programs.

THROUGH DISCONNECTED EYES! HOW DISCONNECTED YOUTH WANT YOU TO RECRUIT, ENGAGE, AND RETAIN THEM!: This workshop was developed with the input of hundreds of disconnected youth that were out of school and not working. They were asked why they did not go to employment programs. If they had gone to programs, they were asked why they dropped out of them. The results of this investigation will change the way you recruit, engage and retain disconnected youth for your program. To be successful with this population you have to become driven by their perspectives. Discover how to rebrand your program so its identity appeals to disconnected youth.

UPWARD BOUND! HOW TO HELP PEOPLE ADVANCE IN THE WORKPLACE: We can help people get jobs, but very few workforce programs address how to teach people to advance once they are on the job. For entry level workers the lack of these competencies will mean that they will end up in the ranks of the working poor. If people in higher level jobs do not understand advancement strategies they will find their careers stalled while other people move on up in the company. This workshop was designed with the input of hundreds of supervisors and managers about why they decided to advance some people over others.

YOU CAN BE A CHANGE AGENT! HOW TO INCREASE EMPLOYMENT MOTIVATION!: There are many people served by the workforce system that have some employment motivation, but not enough to get them to job hunt consistently and to keep job hunting for as long as it takes to find a job. Workforce development program staff have limited strategies to use to increase employment motivation. They often take a generic approach to employment motivation counseling, but this approach often does not work because individuals are motivated by different things.

Samaschool

What Does the Independent Economy mean for Workseekers and Workforce Organizations?:

1. Equip participants to define independent work and identify the benefits and risks that it represents to jobseekers.
2. Prepare participants to identify clients who may be best positioned to benefit from support in obtaining independent work.
3. Expose participants to the latest research on the world of independent work as it relates to:
a. The size and growth of the independent workforce
b. The characteristics, preferences, and motivations of independent workers
c. The distribution of independent work opportunities
4. Deepen participants’ understanding of the skills that will enable workseekers to thrive in this new way of working.
5. Provide participants with a number of case studies of how independent work readiness is being addressed by workforce programs, government institutions, and other agencies.
6. Engage participants in a collaborative effort to identify how existing services might be augmented in response to the rise of independent work.

SDSU Interwork Institute

Back to the Basics -Job Development, Job Coaching, Accommodations, and Follow-up Services for Customers with Disabilities: Some AJCCs do not have experience with meeting some of the unique needs of their customers with disabilities. Sometimes providing good service for customers with disabilities means going back to some old-time employment center skills. WIOA demands that people with disabilities be engaged in competitive integrated employment. But many times that means working to meet the needs of the employer customer by understanding the skills of the job seeker customer we are referring. Sometimes the initial match between the job and a customer with a disability doesn’t quite add up to 100% on both sides. Should we only look for 100% fits? If we do, we are likely to leave some jobs unfilled and some people with disabilities unemployed.

Building Disability Partnerships and Collaboration into Strategic Planning: The purpose of this course is to prepare AJCC staff and partners to engage in a continuous improvement process for customer with disabilities. As such, participants should represent a wide variety of potential disability partners such as representatives from Regional Developmental Centers, the local LEA or SELPA, the Department of Rehabilitation, and Independent Living Centers.

Disability Benefits Planning and Work Incentives for Successful Job Placement: Whereas Module 1 focuses on using on-line tools, Module 2 is a more “into the weeds” course. Specific benefit programs discussed will include SSI, SSDI, Medi-Cal, Medi-Care, Temporary Aid to Needy Families (TANF), Covered California (CoveredCA), and housing subsidy programs.

Expanding AJCC Accessibility for Customer with Disabilities: Is your AJCC accessible for your customers with disabilities? Is your AJCC a place in which people with disabilities feel welcome? Accessibility is more than just making sure the bathrooms are accessible.

Getting Youth with Disabilities Involved with Youth Transition Programs: The social and economic impact of competitive integrated employment for individuals with disabilities is significant. This modules will address the specialized service needs of transition age youth and the unique challenges they encounter in preparing for and maintaining employment.

Staff Disability Awareness Training and Planning: Are you interested in customizing or expanding disability awareness training with AJCC staff? Currently the Department of Rehabilitation and the Employment Development Department (EDD)offer regional trainings on a variety of disability topics. The San Diego State University Research Foundation page2current state program offers Windmills training through the Department of Rehabilitation. The EDD Disability Employment Initiative (DEI) offers an online disability awareness program in cooperation with the SDSU-II. Building on this work, the SDSU-II offers a multi-part course to increase disability awareness by AJCC staff.

Tools for Vocational Planning & Career/Employment Related Assessment for Customers with Disabilities: Most AJCCs use a variety of vocational assessment tools with customers. How do these work with customers with disabilities? Are there problems with any of the standard tools? Which tools are better to help AJCC staff assess customers with disabilities?

Using On-Line Tools to Provide Basic Disability Benefits Planning for Successful Job Placement: The SDSU-II trainers will provide an overview of the benefits planning and management supports that are needed and useful for customers with disabilities who are employed or plan to work. Disability Benefits 101 (DB101) is utilized as a framework for this module. DB101 is a web-basedtool developed by the World Institute on Disability with funding through the Department of Rehabilitation, the Employment Development Department, California’s Medicaid Infrastructure Grant, the Social Security Administration, and the California Endowment. The goal of this moduleis help AJCC staff understandhow to assistcustomers with disabilities in the areas of benefits planning and work incentives.

Work Based Learning Experiences to Youth with Disabilities: The advent of WIOA Pre-Employment & Transition Services opens a number of opportunities for AJCCs to develop work-based learning (WBL) experiences for youth with disabilities. Current trends in WBL will be presented including individualizing WBL experiences, self-advocacy skills, career exploration, career pathways, and job preparation.

Silver Rose Enterprises, LLC

Change is Inevitable; Suffering is Optional – Understanding the underlying resistance to change & how to effectively lead through it: This transformational program is designed to broaden participants’ understanding of why change can be so difficult for some. Once this awareness is in place, it then becomes easier to learn and apply the tools to navigate through it.

How to Conduct a World Café (aka Knowledge Café) – Learn this simple, effective and flexible format for hosting large group dialogue: This workshop is intended to teach individuals how to plan, develop and host a World Café either internally in their organization or in the community as a means of collaboration and partnership building.

How to Get Others to WILLINGLY Do What Needs to Be Done! – A leadership approach that builds partnerships, teamwork & capacity: This flagship and popular program has been fully documented in Silver’s 2017 book, The (Incredibly Useful) Book of Delegation – How to Delegate So It Gets Done Correctly the First Time! and deepens the leadership skills needed to succeed in today’s work environment. Customized for each audience, all levels of leaders (even those with no authority) will benefit as they learn how to motivate staff and build capacity.

Managing Emotions & Resolving Conflict – Creating win/win scenarios to avoid lingering resentments: This program is intended to give participants the tools to develop a strong level of professionalism, facilitate conflict resolution, improve relationships and decrease stress.

World Café on Business Services & Employer Engagement – An engaging conversation for strategic alignment with community stakeholders, employer engagement & innovative thinking: Based on the understanding that conversation is the core process that drives personal, business and organizational life, The World Café’ is more than a method, a process or technique – it’s a way of thinking and being together sourced in a philosophy of conversational leadership.

Social Policy Research Associates

An All Youth-One System Approach to Coordinating Youth Services: Youth Councils, workforce board staff, community providers, educators and others are striving to develop coordinated and connected youth-serving systems. In addition many funders are asking for evidence that communities and organizations are coordinating services and collaborating effectively. WIOA provides an opportunity for rethinking our approach.

Applying Design Thinking to Gang Voilence Prevention Work: Few issues challenge and devastate communities more than gang violence. This training will offer participants an interactive experience to learn more about how communities can interrupt the violence and transform their communities, reengaging youth in school, work, and enterprise. In this session, we share collective impact and design thinking practices to collaborate across systems, engage the community, and design innovative solutions for wicked social problems.

Apprenticeship 101: Intrigued by the idea of apprenticeships but need more information before you dive in? This training highlights the opportunities and challenges of apprenticeships for participants, employers, training/education programs, and the workforce system. We share what distinguishes apprenticeships from other types of work-based learning, explore the benefits for all stakeholders, detail challenges of spearheading new apprenticeships, share different models, and highlight promising programs from the field.

Career Pathways: Linking Education, Training, and Careers in Local Communities: This interactive training is designed for those working within the public education and workforce system who are looking for foundational understanding of career pathways and sector strategies. The training covers the key elements of designing local and state career pathways systems.

Common Measures Made Simple: Effective Service Design for Performance: Many WIOA Youth programs find that attaining success on the Youth Common Measures is complicated and elusive. Happily, there are several underlying principles of program design that, when implemented, make it much more likely that programs will be successful in meeting their performance goals. This session will describe these underlying principles and their connection to success on the Youth Common Measures. It will also provide information on other promising practices related to successful attainment of each of the Common Measures.

Convening Strategies: Convening is a core competency of leaders and changemakers, including workforce boards, agencies, and programs. And convening is not just about meeting. Designed for workforce board staff and board/committee officers, this training will cover different types of convenings (events, meetings, work sessions, study tours, working partnerships, etc.) aimed at a range of different outcomes, and how they can be structured to generate high-impact engagement at different scales without breaking the bank or overwhelming small staffs.

Creating Highly Effective Workforce Boards Foundational Training: Designed for new executive staff and board members or those seeking to help their WIB increase its impact, this interactive training covers the key elements of creating a highly effective board moving through the functions of grant steward, system builder and, ultimately, backbone organization ready to take on significant community challenges.

Customer Flow: Through a Human-Centered Design Lens: Grounded in human-centered design principles, this training focuses on how best to serve customers, from the customer’s perspective. This interactive training involves participants in mapping customer flow within the AJC and among partners.

Designing for Purpose: Regional and Community Meetings that Deliver: Facilitating effective community and regional meetings begins with good preparation. Designed for workforce professionals responsible for convening, this training will help participants plan from the beginning, using a modified theory of change template that centers meeting planning on its purpose, and structures engagement and facilitation around it.

Designing for the Idea Generation: Facilitating Ideation: This training is intended for workforce professionals seeking to engage “a crowd” (board members, peers, program participants, citizens, employers, social entrepreneurs, etc.) in problem-solving or ideation. We will introduce a variety of high-engagement approaches including: simulation, real-time ethnographic research, brainstorming, brain-writing and affinity grouping, and more.

Designing High-Impact Approaches to Collaboration with Probation and Mental Health Programs: Workforce, probation, and mental health organizations differ in their roles, structures, and capacity, each as unique as the communities they serve. Generic formulas for collaboration are not equally effective everywhere. This training is intended to reveal an approach suited to participants’ communities.

Designing High-Impact Approaches to Economic/Educational/Workforce Development Collaboration: Workforce, education, and economic development organizations differ in their roles, structures, and capacity, each as unique as the communities they serve. Generic formulas for collaboration are not equally effective everywhere. This training is intended to reveal an approach suited to participants’ communities.

DIY Career Pathways: Career pathway strategies are typically built on traditional employment relationships and organized around jobs. Can we use a career pathways approach to help the over one-third of workers who are freelancers and self-employed individuals, so that they have a path toward advancement in their careers? What is the role of the workforce system toward that end? This training will explore the meaning and practice of advancement along a career path in an entrepreneurial context. There’s no single recipe for this work, but there are many combinations of new tools, strategies, and resources.

Effective Case Management: This interactive workshop provides case managers with information about effective case management strategies. Participants will assess their current organizational and personal case management practices, share promising practices, and develop an action plan for improving their case management services.

Emplowering AJC Frontline Staff to Meet the Needs of Persons with Disabilities:

• Knowledge of basic ADA requirements.
• Knowledge of the ability to connect and develop service strategies to disability providers.
• Understanding of the importance of programmatic and electronic accessibility.
• Knowledgeable on WIOA Title IV and other State initiatives.

Employer Engagement: Identifying and Serving Youth-Friendly Employers: Young people between the ages 16 to 24 face enormous obstacles and competitive challenges in the job market. This workshop will focus on employers and occupations that are “youth friendly.” Attention will be given to programs and initiatives that have drawn youth into viable career paths. This workshop will include examples of successful youth-employer partnerships.

Ensuring AJC Access for People with Disabilities: The Workforce Innovation and Opportunity Act (WIOA) provides enhanced opportunities for individuals with disabilities to access employment, education, training and support services to succeed in the labor market. This training helps AJCs assess the accessibility of their services and physical space and provides information about required accommodations to support job seekers.

Envisioning Youth Success: Creating Healthy Communities: What would it take for youth to be successful in your locality? In this workshop for youth and staff, we discuss the influence of environment on youth success and the importance of designing and modeling healthy communities to engage you and promote their success. We focus on nutrition, physical activity, violence, and tobacco, alcohol and drug use.

Facilitating Collaboration between Workforce Development and SNAP and TANF Employment Training Systems: This training is intended to increase collaboration between SNAP, TANF and Workforce development systems to increase services for ABAWDs and disconnected youth. The training approach will be adapted to the individual characteristics of participants’ communities.

Getting the Most Out of Your Local RFP Process: We can help you develop scoring rubrics and score proposals in response to RFPs issued by your local workforce board. A strategic planning session includes the board, staff, and relevant partners to help plan further alignment of the procurement process with workforce development needs to support the full implementation of WIOA.

Hallmarks of Excellence AJCC Certification: Hallmarks of Excellence AJCC CertificationCalifornia’s Hallmarks of Excellence Certification require AJCCs to identify areas where their services and facilities excel, where they need improvement, and to develop a continuous improvement plan before they are certified. This workshop is either designed for the One-Stop-Operator (OSO) team, or the core system partners, or a combination of both.

Innovation Lab: Designing our Way to the Future: It’s not just federal workforce law that’s changed under WIOA. Open data, the sharing economy, crowdfunding and crowdvesting, the emergence of the benefit corporation, freelancers and makers, and the integration of Millennials – the largest and most diverse demographic to ever enter the workforce – into the workplace are just of few of the trends workforce leaders face while engaged in their core work around skills, jobs, and economic prosperity. The Innovation Lab offers a space, tools, and support for exploring new trends and designing experiments that help workforce professionals learn how to work with them.

Learning from our Practice: Evaluation 101: External forces drive sometimes program evaluation. But what might it look like if we created our own evaluation approach? In this session, we will look at the building blocks of evaluation and explore some tangible strategies for setting up an evaluation process for your organization or program. Participants will walk away with tangible tools they can use immediately and that require few resources to implement.

Linking Pre-Apprenticeships with Apprenticeships: In this training, we share successful strategies for forging connections between pre-apprenticeship and apprenticeship programs and detail how these programs are critical components of a career pathway model that can expand employment opportunities for under-represented populations.

Local Strategic Planning: This strategic planning session includes facilitating stakeholder engagement, drafting comprehensive and coordinated plans for public comment, facilitating the public comment response processes, and finalizing the package for submission to the California Workforce Development Board.

Logic Models for Improving Outcomes: In its simplest terms, a logic model is a map that illustrates how and why an initiative or program effects change. Logic models can be a great tool for developing or revising a road map for a program or initiative and can guide the goals and objectives of a program’s evaluation. This session will: Describe logic models and their uses; Identify elements of logic models; Present a logic model for improving client employment, retention and education outcomes.

Meeting Employers’ Workforce Needs through Apprenticeships: Apprenticeship is an effective workforce development model for some industries, and could be for many more. Apprenticeship 1) helps satisfy employers’ demand for skilled workers; 2) reliably shows which workers can perform on the job; and 3) adds to productivity or a higher quality of services. In this training, we share ideas for engaging employers, expanding apprenticeship into new sectors and occupations, diversifying existing apprenticeships, and strengthening the role of the workforce and education systems as partners in these efforts.

Metrics that Matter: Strategic Use of Return on Investment (ROI) Models: How do you use the data that you’re collecting to inform your area’s broader strategic plan? This training shows you how to evaluate local investments using various ROI models. You will also learn how to use visual dashboards to present your data in exciting and innovative ways to provide a clear picture of your area’s progress.

MOU Partnership Development: We help AJCs and their partners understand and embrace the goals of the partnership, assess what each is realistically willing and able to commit, craft language that accurately and clearly reflects these commitments, and ensure continued organization buy-in to promote success.

Moving Partnerships from Surviving to Thriving using Collective Impact: Though the term is still somewhat new, collective impact approaches to help collaboratives succeed have been with us for a long time. In this workshop, we will review how collective impact was harnessed even before the term was coined. We will make it our shared language and learn the latest techniques that offer a structured approach for collaboratives to approach so-called “wicked problems.” In small groups we will assess the potential for Collective Impact to make a difference and analyze the optimal placement and staffing of a backbone organization. We will also form virtual shared measurement workgroups toward qualitative and quantitative approaches of measuring collective impact over time.

New Directions: The Implications of WIOA for Business and Industry: This training will cover the basics of the law in light of the opportunities it presents for business and industry. These opportunities exist primarily at two levels: 1) the program level offers business leaders opportunities to shape and participate in programs, interventions, and initiatives designed to enhance worker skills and business competitiveness; and 2) the policy level offers business leaders opportunities to share, learn, document, and scale effective policies and practices, and experiment their way to new approaches. Participants in this training will work through two examples – one at each level – to reveal multiple pathways for participation and leadership.

Opening Doors for Everyone: Providing Outstanding Strengths-Based Customer Service: Based on the findings of a DOL project that revealed strategies for increasing access to services for clients with unique needs, this training is designed to help staff maximize their customers’ strengths in order to enhance employment and educational outcomes.

Opening Doors for Everyone: Providing Outstanding Strengths-Based Customer Service: Based on the findings of a DOL project that revealed strategies for increasing access to services for clients with unique needs, this training is designed to help staff maximize their customers’ strengths in order to enhance employment and educational outcomes.

Performance Issues to Consider During the Lifecycle of WIOA Adult and Dislocated Workers: The decisions made by everyone in the WIOA system affect performance measures—managers, providers, front-line workers, MIS specialists, WDBs and WIOA partners. Building on an understanding of the common measures, participants will learn more about the importance of collecting and using information to inform decisions in four key areas that affect performance during a customer’s involvement in WIOA—intake and registration, participation, exit and follow-up.

Performance Issues to Consider During the Lifecycle of WIOA Youth: The decisions made by everyone in the WIOA system affect performance measures—managers, providers, front-line workers, MIS specialists, WDBs and WIOA partners. Building on an understanding of the common measures, participants will learn more about the importance of collecting and using information to inform decisions in four key areas that affect performance during a customer’s involvement in WIOA—intake and registration, participation, exit and follow-up.

Performance: It’s About More Than Making the Numbers: This training covers the basics – WIOA performance measures – but also emphasizes the broader leadership role of workforce boards. Participants will explore the multiple dimensions of Board performance, comparing how different boards assess performance today and exploring how new or different metrics could accelerate the achievement of strategic and system-level goals going forward.

Preparing the Workforce System for the Future of Work: How can workforce leaders advance new strategies for navigating this terrain? We will share what we’ve learned from municipal and regional labs, programs that help workers adapt, and innovative data practices. These are all part of the emerging FOW toolkit. Participants will be engaged in a crowdsourcing activity aimed at understanding their own work in the context of the Future of Work.

The Arc Bends Toward Progress: Designing Board Meetings that Matter:

Running effective board meetings begins with good preparation. Designed for workforce Board staff, this participants training will help participants:

1. Cover the basics – plan to make meetings an enjoyable experience for participants. ideal)
2. Align strategic goals with Board activities over the course of a year (not just a single meeting) and calendar likely issues or decisions points in which their workforce boards will necessarily be involved…

Transitioning to WIOA: Structuring Policy and Building Program Capacity to Ensure Youth Success: This training focuses on helping your youth program stakeholders – from Youth Council members to program staff – continue to transition from WIA to WIOA. Participants (ideally two or more per organization) will learn about the requirements of the new law, and, as importantly, its intent, so they can design policy, program, and partnership structures that work for their communities.

Understanding Labor Market Information (LMI): Labor market information provides information on what occupations are in demand, not only in your service area, but also nationally. It will also inform you of available job openings in your area, occupational trends and projections of job growth. This training will show you how LMI can help locate resources for your participants which can help ensure successful outcomes – for both the participant and the program.

Understanding the WIOA Adult and Dislocated Worker Common Measures: This workshop is designed to help participants understand the nuts and bolts of the adult and dislocated worker measures and how they have changed from WIA —what they are, how they are calculated and what strategies can be used to enable everyone serving adults and dislocated workers to improve performance. Recognizing that the measures are complicated and time sensitive, workshop information and activities are designed to help simplify the measures and make them user-friendly.

Understanding the WIOA Youth Common Measures: This workshop is designed to help participants understand the nuts and bolts of the youth measures— what they are, how they are calculated and what strategies can be used to enable everyone serving youth to improve performance. Recognizing that the measures are complicated and time sensitive, workshop information and activities are designed to help simplify the measures and make them user- friendlier.

Using Human Centered Design to Improve Program and Community Outcomes: Human-centered design has been used to create innovative, effective, and sustainable solutions for social change. This primer on human-centered design will allow teams of 3-5 members solve design challenges of their own choosing or challenges pre-identified by us.

Using Key Performance Indicators to Measure and Track Performance Goals: In this training, Board staff will learn how well-crafted key performance indicators measure incremental progress toward WIOA common measure outcomes. We will work with you to develop indicators that can be achieved during provider contract periods. These shorter-term indicators also benefit program participants and providers by allowing contractors to manage their programs in real-time so that they can correct any problems mid-course, instead of waiting for formal WIOA reports.

Using the “WIOA Fourteen” Elements to Improve Outcomes: All youth need help to grow into healthy and productive adults, but for many struggling youth, the family, educational, and social frameworks to support them are missing. The 14 program elements required to be made available by WIOA are designed to fill these gaps in their lives. The elements combined with youth development principles are more likely to result in positive performance. This workshop will help you understand the intent of the WIOA 14 Elements, how to incorporate positive youth development principles into these elements and how they relate to improved performance outcomes.

What are You Buying and Why?: This workshop is designed to bridge the gap between WIB policy and operations, helping workforce organizations maximize the impact of their resources. Designed for teams of two or more practitioners from each participating organization,

WIOA 102 – Stragegy & Implementation: This strategic planning session helps position the Board to focus on strategic partnerships, collaboration funding/design, and a greater systems approach. We work with the Board to maximize collaborative problem-solving and strategy development.

Work-Based Learning 101: Work-based learning provides customers with vital real-world experience that enhances their skills and, in turn, increase their chances of securing living wage jobs. This primer provides an overview of all types of work-based learning experiences.

Workforce Boards as System Champions: Sector Strategies: This training on leadership, designed for WDB members, chairs, and staff explores the role that workforce boards can play as leaders in regional sector strategies to respond to workforce, business, and education issues. This session focuses on how initiating or participating in sector strategies can help WDBs address current and emerging skill gaps, engage with industry across traditional boundaries, and better align state and local programs and resources serving employers and workers. Effective practices of board members and staff already engaged in sector strategies will also be covered.

Workforce Opportunities in the Entrepreneurship, Small Business, Maker, and Social Enterprise Space: Small businesses employ half of all workers and create most new jobs; makers, creative, and other self- employed individuals comprise over one-third of the workforce; and a majority of states have passed legislation to allow the formation of benefit corporations in an effort to support purpose centered enterprises since 2010, yet the workforce system struggles to engage these important constituents. Let’s fix that. This training will share existing practices and explore new opportunities, collaboratively. Intended for WDB, program staff, and partners alike, participants will explore opportunities for working with these workers and their intermediary organizations, establish priorities that reflect the opportunities in their communities, and complete action plans to inform their next steps.

Youth Follow Up Strategy: Key Ingredient for Long-Term Success: Perhaps the least understood and most successful program strategy that has led to successful youth development has been post program support services. Unfortunately, the majority of program services cease their efforts once the formal program is over. In this training, participants examine post program strategies used by programs across the country. Participants discuss the implications of providing post program services and the opportunity it provides for improved youth services. Participants also develop a post- placement support plan for youth in their program.

Youth Follow-Up Using Social Media: Youth service providers frequently struggle with post-program support. In this modern age, connecting digitally is not only a smart strategy for case managers, but a necessary one: 78% of teens have cell phones, 95% use the internet, and 93% have access to internet at home. In this training, we will explore strategies for providing youth follow-up support using digital technologies, while protecting privacy, and how to complement outreach with effort to forge authentic and meaningful relationships.

 

TAD Grants

Building Sustainable Partnerships: This training is designed to provide tools for evaluating existing partnership, strengths and challenges, strategies for developing a focused plan to build new partnerships, gain an understanding of how to foster strong relationships to meet performance measures and how to leverage partners to improve service delivery.

Business Services Consultant Certification (CBSC™): This dynamic training is designed to provide Workforce Development Professionals with the skills and strategies they need to deliver high quality, customer focused Business Services. Attendees will be taught the four phases of CBSC process, gain tools that enable them to deliver Business Services effectively and efficiently, improving placement outcomes as well as customer satisfaction.

Career Case Management-A Bi-Level Approach: Bi-level management requires both line staff and leadership to be accountable for the customers experience. Service delivery is guided by line staff and supported by leadership though policy guidance and development. This training provides information on how to implement a bi-level career case management system.

Conflict Resolution: Conflict is inevitable and in some cases very productive. Thi s training focuses on the individual’s behaviors and attitudes toward conflict. Providing tools and strategies to utilize conflict as crucial component for growth and change.

Customer Service Design and Delivery: Providing quality customer service begins with a quality internal customer service design that can then spread to external customers. Core areas discussed are how to foster both internal and external customer service, building strong relationships, communication and developing a customer bill of rights.

Demand Driven Employer Engagement: This workshop provides practical strategies for recruiting employer partners and focuses on the connection between engagement and job placement. The session will discuss the Demand Driven System, how to approach employers, recruit them and educate them on the benefits of the workforce system.

Global Career Development Facilitator (GCDF): The GCDF Training Program is a 120+ hour competency-based certification program for individuals who work in career development. The GCDF credential was developed to provide standards, training specifications and credentialing to those working in the field who are not licensed professional counselors.

Grant Writing: This workshop will focus on the core fundamentals of responding to funding opportunities from Federal and State Agencies. Principles and strategies discussed include; How to read and interpret Federal Funding Opportunity Announcements (FOA) , scoring and evaluation process, identifying objectives and goals and organization strategies for prompt submission.

Managing Change: Behaviors, Attitudes, and Outcomes: All around us, technologies, processes, people, ideas, and methods often change, affecting the way we perform daily tasks and live our lives. Skills obtained will include the keys to developing a strategy to implement change, behaviors and attitudes associated with change and methods for leading change project meetings to achieve the desired outcomes.

The Center for Work Ethic Development

Bring Your ‘A’ Game to Work Train-the-Trainer Workshop with trainer certification: The objective of the Bring Your ‘A’ Game to Work Train-the-Trainer workshop withfacilitator certification is to increase the capacity of workforce staff to deliver effective soft skills training to their customers. Led by Josh Davies, CEO of The Center for Work Ethic Development, this engaging workshop includes both instruction and practical application through teach-back activities.

Specifically, the workshop includes:
•An introduction to the soft skills gap in America and the impact it has onindividuals, organizations, and the country
•The keys to the philosophy and application of the Bring Your ‘A’ Game toWork curriculum
•Examples of the experiential exercises designed to engage and inspireparticipants
•Skills practice and coaching where participants present one of theexperiential exercises from the Curriculum Guide

At the completion of the workshop, each attendee earns their Certified Work Ethic Trainer certification.

 

The Munoz Group

Alignment of Workforce Investment, Education, & Economic Development:

1) Inform/provide overview of subject or issue
2) Identify short/ long term goals and objectives
3) Assess opportunities to address goals/objectives
4) Reality Check:
-Identify potential
-barriers/threats to success
5) Develop an action plan
6) Identify Timeline for specific milestones
7) Provide minimum of 2 follow-up TA

As appropriate, Training session would cover specific strategies related to the short/long term goals/objectives and be used to develop the action plan.

Board Development:

A) Determine immediate, short and long term objectives
1) Assess Compliance with Federal/State/ Local Requirements
2) Develop an action plan to address objectives
3) Provide minimum of 2 follow-up TA phone sessions

As appropriate, this could be a strategic planning session with select Board members and/or Senior Staff.

Business Services and Employer Engagement (Board, Youth or AJCC Focus):

A) Determine Current Goals/Objectives of Local Region and/or Region
1) Inform/provide overview of subject or issue
2) Provide critical considerations for Region (prepared in advance)
3) Develop an action plan
4) Provide minimum of 2 follow-up TA phone sessions

Training session could include critical considerations as they relate to the goals/ objectives and the development of action plan. Ideal for Senior Staff, Standing or AdHoc Committee of the Board.

Local Strategic Planning (Alignment with State Standards):

A) Review/ Assessment of Local Plan (prepared in advance)
1) Identify short/ long term goals and objectives
2) Assess opportunities to address goals/ objectives
3) Reality Check: Identify potential barriers/threats to success
4) Develop an action plan
5) Identify Timeline for specific milestones
6) Provide minimum of 2 follow-up TA phone sessions

As appropriate, Training session would cover specific strategies related to the short/long term goals/objectives and be used to develop the action plan. Key partners might be needed.

Regional Strategic Planning:

A) Review/ Assessment of Regional Plan (prepared in advance)
1) Identify short/ long term goals and objectives
2) Assess opportunities to address goals/ objectives
3) Reality Check: Identify potential barriers/threats to success
4) Develop an action plan
5) Identify Timeline for specific milestones
6) Provide minimum of 2 follow-up TA phone sessions

As appropriate, Training session would cover specific strategies related to the short/long term goals/objectives and be used to develop the action plan. Key partners might be needed.

Sector Strategy Development (Board or AJCC Focus):

A) Review/ Assessment of Local/ Regional Plan and Board Membership (prepared in advance)
1) Present potential strategies for sector work / customized to local/region (prepared in advance)
2) Identify short/ long term goals and objectives
3) Develop an action plan
4) Identify timeline for specific milestones
5) Provide minimum of 2 follow-up TA phone sessions

As appropriate, Training session would cover specific strategies related to the short/long term goals/objectives and be used to develop the action plan. For AJCC focus session, it is recommended to include key partners.

Understanding Labor Market Information (Board Focus):

A) Develop Short and Term Objectives around Integrating LMI into Board Work/Meetings
1) Inform/provide overview of subject or issue
2) Develop an action plan
3) Provide minimum of 2 follow-up TA phone sessions

Training session could cover specific strategies related to the short/long term goals/objectives and address #1-#2. Ideal for Senior Staff, Standing or AdHoc Committee of the Board.

The Praxis Group

Coaching for Commitment: Coaching others as a leader has become an imperative in today’s world of work. This program offers practical, how-to actions to leaders who want to hone their coaching skills for a range of circumstances. In this interactive program, leaders learn how to develop self-sufficiency and strengthen competency in others through coaching.

Situational Leadership® II: This is one of the world’s most taught leadership models. Leaders learn to diagnose the needs of an individual or a team and then use the appropriate leadership style to respond to the needs of the employee. Bringing together highly engaging classroom activities with pre- and post-tools helps reinforce, measure, and cement learning. Short, fast-paced learning scenarios using real work problems capture learners’ attention.

Supervisory Series: This 6-module series of classes equips supervisors to shift from being independent contributors to getting work done with and through others. Topics include the supervisor’s role and responsibility for others, the legal aspects of supervising, interviewing skills, creating performance plans, addressing performance concerns, and developing a direct report’s career .

Team Building Using the DiSC Behavior Assessment: Team members leave this session with a better understanding of the unconscious forces that drive their behavior at work as well as knowledge about their coworkers’ preferred styles. They gain a better understanding of why conflict surfaces and how to speak their coworkers’ language. The team also has an opportunity to realign tasks based on each person’s preferred workstyle. Customized sessions also address and resolve team conflict.

Using Conflict as a Strength: Conflicts are inevitable when two or more people have to achieve results together – especially if they are not in the same department. This session explores various kinds of team conflict, assesses each person’s approach to managing conflict through the Thomas Kilmann Conflict Mode Instrument, and teaches an optimal way to collaborate with each other.

The Woolsey Group, LLC.

Next Gen Sector Partnership Development:

The Woolsey Group’s full curriculum is delivered in four parts:

1. Orientation to Next Gen Sector Partnership Development

2. Part I and II Support Partner Training targeted at an array of education, workforce and economic development stakeholders.

3. 6-month prototyping of design, launch and organizing the aftermath of a sector partnership

4. Coaching and troubleshooting during implementation, or when sector partnerships feel stagnant.

TL Phillips Consulting Services

Creating a Comprehensive Resource Development Plan in Support of Long Term Sustainability: Are you successful in securing grants and funding through both government and non-government sources? Are your WIOA Strategic Plan priorities driving resource development activities? Do you have a comprehensive and proactive resource development plan? Is there a flexible cash reserve representing 10% of your operating budget? Do you have an advocacy strategy in place targeting both existing and potential funder and policy stakeholders? Is your Board engaged in helping to raise capital?

Effective Board/Chief Elected Officials: Building Knowledge, Leadership and Strengthening the Governance Structure: Is your “Board bored or on board”? Do they possess a core foundational knowledge of the Workforce Development System locally and nationally, allowing them to be more effective leaders in supporting and promoting your organization’s important work? Are you leveraging the talents and networks of your members through more engagement opportunities at Board and other meetings, as well as events?

Facilitation 101: Effective Problem-Solving in Group Settings:

Broad components of the proposed workplan include:
• Reconnaissance – Engage directly with customer to understand organizational priorities and professional development needs/roles/capabilities of training participants.
• Advance Communication – Outreach to participants prior to training to provide key information on basic, meeting-level effective facilitation techniques/practices/tactics and to preview expectations concerning upcoming training session(s).
• Agenda Design – Develop training session agenda and distribute prior to meeting, with annotated version for senior management to ensure expectations are identified and met.
• Execution – Conduct training session, featuring goal-setting, group process management techniques, informal role playing, interactive Q&A, and clarification of next steps.
• How To Guide – Provide layperson’s “cook book” of lessons-learned from training session with practical applicability, including targeted direction/access to relevant online services.
• Work Notes – Produce and distribute written summary of key issues addressed in session and suggested related action steps to participants.
• Follow-Up – Respond to inquiries from participants following session concerning outstanding issues/concerns, via email or directly by phone.

Fine Tune Your Mission, Vision and Value and Get Your Brand Understood: 

Work with workforce board executive team, board and staff to better define your brand strengths and be better understood within your region in terms of the value you bring to them
• Assess and refine your organizational mission statement/s
• Review the purpose of a vision statement
• Outline the importance of value propositions and structure your messaging to ensure they are effectively woven into your messaging. This is done by stakeholder group. Participants will craft value propositions for businesses, job seekers, elected officials, partners; and elected officials
• Discuss ways that people can better understand your brand – who you are, what you do and your role in creating better communities.
• Outline suggestions to maximize your messages

Is Your WIOA Strategic Plan a Blueprint for Success?: Is your plan a blueprint for both short/long term success? Is your plan more compliance driven than innovation driven, as well as customer and broader community impact focused? Have and are you, your Board and Chief Elected Official(s) collectively engaged in and accountable for successful measurable results? Are your key stakeholders/partners aware of and supporting your plan’s strategic priorities? Does your plan implementation process allow for modifications to adapt to environmental changes impacting your organization? Are your plan’s priorities aligned with other strategic plans in your area such as economic development and education?

Sectors 101: Customized Demand-Responsive Talent Strategy: 

Designed for WDB board leaders, executives and staff, broad components of training offered will focus on developing a practical comfort level with and understanding of how to:
• Analyze and map out the composition and realities of the targeted sector(s) – strategic priorities, needs, and critical gaps. Emphasizing effective use of LMI analysis and industry reports, analyses, anecdotal intelligence.
• Identify and engage effectively with sector leaders to target priorities and test responsive strategies.
• Recruit, develop and support sector champions to articulate and communicate challenges and opportunities to critical audiences.

Storytelling and Framing your Message for Businesses and Job Seekers: 

Work with workforce board executive team, board and staff to better define your brand strengths and be better understood and to have your value understood within your region. Areas covered include:
• How to create a tight messaging system for businesses that will result in stronger engagement
• How to help explain to those seeking work, or better work – the value you bring to them, while also helping them to understand the system that is in place to support them.
• How to crate emotional content in your case study stories while avoiding “compassion fatigue”

Upskill California

Building and Sustaining Trust™: This course introduces Trust Builders, actions leaders can take to build and sustain trusting relationships, as well as common Trust Breakers that can erode or quickly break trust. Applying these skills to build trusting relationships enables people to take risks, identify and solve problems, and collaborate to achieve business results.

Coaching for Peak Performance™: Effective coaching is one of the most important drivers of team member performance. Whether leaders are guiding people toward success in new or challenging situations or helping people improve or enhance their work performance, their ability to coach and provide feedback makes the difference between mediocrity and high performance. By helping learners understand the importance of three coaching techniques and how to effectively handle both proactive and reactive coaching discussions, this course helps leaders have more effective and efficient interactions.

Communicating with Impact™: This foundational course provides individuals with a powerful set of interaction skills that enables them to communicate more effectively with colleagues and customers and, in the process, build trust, strengthen partnerships, and achieve desired results.

Communication for Leadership Success™: The foundation course helps leaders communicate effectively so they can spark action in others. The course teaches leaders the Interaction Essentials they need to handle the variety of challenges and opportunities they encounter every day in the workplace and beyond.

Conducting Performance Reviews™: 

This training helps leaders:
– Prepare for a focused and collaborative performance review meeting.
– Help employees prepare for the performance review meeting.
– Give their perspective of the person’s performance by focusing on core points.
– Demonstrate a set of key actions for conducting performance reviews.
– Overcome major performance disconnects with the employee.
– Increase employee motivation, learning and productivity, and ensure collaboration throughout the year.

Driving Change™: In today’s complex and competitive environment, it’s no surprise that 70 percent of workplace change initiatives fail. For workplace change initiatives to be successful, organizations need leaders who are able to turn resistance into commitment and inspire team members to take ownership of change.This course provides the skills and resources leaders need to accelerate the process of implementing change with their team members and to create an agile work environment where people are more open to change.

Embracing Change™: If there’s one thing all organizations in today’s economy have in common, it’s that they are undergoing change. But change can only be effective if the employees impacting your bottom line embrace it. Their ability to adapt will determine the competitiveness and success of your organization.This course focuses on the role of individual performers in implementing change in the workplace. Participants discover their Change IQ, learn about the phases of change that many people experience and are introduced to best practices that will enable them to tackle and overcome the new business challenges of today and tomorrow

Emerging Leaders Institute: 

Emotional Intelligence
Generational Diversity
Employer and Employee Engagement
Leadership Essentials
Values and Ethics

Lean Business Transformation: Anyone can transform an organization; however, in our experience transformation cannot sustain without a culture change. Culture change requires the buy in from the entire organization. We focus on culture change by working directly with our clients and passing on our knowledge wisdom to the client. This can only be done with a customized methodology.
Training Programs include Lean Principles, Workplace Organization, Business Process Mapping and Value Stream Mapping

Maximizing Team Performance™: Managers can misdiagnose the root causes of team conflict or less-than-optimal team performance when they consider only the capabilities or character of individual team members. Often there are more systemic conditions that undermine a team’s cohesiveness, collaboration, or ability to achieve goals.This course focuses on how leaders can work with their teams to build the infrastructure that enables maximum performance. Leaders gain experience in applying the five Team Success Factors—Results, Commitment, Communication, Process, and Trust.

Networking for Enhanced Collaboration™: This course will help learners increase personal and team value by teaching them to cultivate a network of associates they can contact for information, advice, and coaching. Learners identify what information and expertise they need, identify who can provide it, practice asking for help, and then learn techniques for maintaining strong working relationships.

Planning and Managing Resources™: This self-study course helps associates develop the skills they need to use time and manage resources more effectively so they are able to make stronger contributions to the organization. Using the tips, techniques, and tools in this course will also help learner’scomplete projects successfully by anticipating obstacles and devising a plan to address them.

Sector Strategy Development: This program focuses on providing a tool kit to design, development and implement industry partnerships, industry training consortiums, skill panels, regional industry strategies, and regional cluster strategies. What connects them conceptually? For the purposes of this toolkit, they share these characteristics: regional, partnership-based, target a critical industry, and focus on the skilled workforce needs of the targeted industry.

Setting Goals and Reviewing Results™: This course will show the positive effect of shifting the traditional role of planner and evaluator from the leader, to a shared responsibility between leader and employee. This shift builds employee ownership, and allows the leader to focus on coaching and developing throughout the performance cycle. Leaders will experience how to use effective (SMART) goals to help them and their employees track progress and fairly evaluate outcomes. A well-written performance plan is also a powerful tool for leaders to use when determining where to focus their development and coaching discussions with their employees.

Strengthening Your Partnerships™: Partnerships, whether internal or external, are more important than ever in reaching organizational goals. Strong partnerships can mean achieving objectives, yet changing boundaries and responsibilities make it difficult to build and sustain partnerships. This course focuses on six Checkpoints that help partners identify and focus on important issues and promote open communication. In addition, learners are also introduced to the Partnership Scorecard, a tool used to provide feedback and measure progress on key elements of the partnership.

Training Within Industry Job Relations: As a result of this training, supervisors learn to become good trainers by teaching them “how to get a person to quickly remember to do a job correctly, safely, and conscientiously.” This course teaches that it is the responsibility of the supervisor to train his/her employees, not the training department.

Understanding Strengths Path to Success: 

This program helps individuals:
– Identify your temperament and work style.
– Value the important contributions of each of the four styles to team success.
– Improve communication and strengthen relationships.
– Develop a plan to better utilize natural assets and build on underdeveloped areas.

Valuing Differences™:

Helps individuals:
– Contribute their unique styles, abilities, and motivations to ensure the success of their work group and organization.
– Encourage others to contribute their unique styles, abilities, and motivations.
– Work more collaboratively and productively with people who have a variety of styles, abilities, and motivations.
– Leverage the talents of their coworkers to achieve better results.
– Contribute to a climate in which people’s differences are respected and utilized.

Working as a High-Performing Team™: This course will enhance team effectiveness and maximize not only performance, but also impact on the organization as a whole. Participants learn the personal, interpersonal, and business advantages of working together as a unit and are introduced to a set of best practices for optimal results.

 

Ursula Bischoff Consulting

Aligning Services to Support Success for English Language Learners: This course is intended to provide a foundation in how to enhance partnerships, policies and practices to better serve Limited English Proficient adults, including immigrants and refugees. The course will highlight best practices from tested programs as well as strategies currently being implemented in CA.

Designing and Implementing Workforce Navigator Programs: Providing navigation supports can be an effective way to retain and accelerate progress of customers who have a priority for services under WIOA. This course provides a foundation in program models that feature navigators. Topics include navigator roles and responsibilities, and partnerships, policies and practices that make navigator models work.

Grant Writing for Workforce Development Professionals: Poorly written grant proposals that don’t meet a funder’s requirements won’t make it through the first stage of review. This course will help you understand funders’ expectations and how to frame a winning response.

Implementing a Cultural Competence Quality Improvement Framework: Cultural competency refers to strategies that promote equitable and customer­ centered service delivery. Cultural competency is an ongoing process that unfolds along multiple dimensions at system, organizational, group and individual levels. This course presents a cultural competency quality improvement framework that can be used to assess, measure and improve equity and inclusion in workforce development services.

Integrated Education and Training (IET): This course is intended to provide a foundation in IET under WIOA. More than an instructional method, IET is a key strategy to help transform and strengthen the workforce development system.

Integrated English Literacy and Civics Education (IELCE): Approximately 75% of all immigrants in CA are here legally, yet don’t have access to programs that can improve t heir language and technical skills, and prepare them to exercise the rights and responsibilities of citizenship and civic participation. This course provides an introduction to IELCE programs and activities under WIOA, and strategies to integrate these services in the workforce development system.

Workforce 180

Assessment and Goal Setting – Essential Strategies to Evaluate Skills and Create Well-Suited Action Plans: Job-seeker assessment is often an afterthought for job-readiness programs, yet sound assessment can lead to better service delivery and longer-term retention outcomes. The assessment process involves a variety of standardized tools, often of mixed value, sometimes administered incorrectly or interpreted poorly. It is a challenge to get the “full picture” quickly and effectively. This session will help practitioners conduct a strength-based assessment, understand the findings and utilize the results to develop a plan that ensures the customer will achieve their employment goals.

Career Coaching 101 – Dynamic Coaching Strategies that Get Job Seekers Hired: How do you prepare job seekers to stand strongly above the crowd and increase their chances of getting hired? Attend this comprehensive, in-depth, three-day course to learn techniques, tools and strategies for getting job seekers hired.

Case Management Certification: Designed for ALL workforce professionals–including frontline, management and board level. Led by Dr Beverly Ford, this course covers all factors of “managing” clients. Including techniques and strategies to assist with Motivation, Managing Your Caseload, Forging Relationships, Partnering Ideas and much more. Additionally, newer topics include Managing In Times of Crisis, Developing A Career Pathway, Partnering Via Referrals. Dr Ford has dozens of years of frontline experience and is recognized throughout the industry as the guru of case management! Her comprehendible and applicable content is delivered in workforce language for workforce people!

Employer Engagement Certification: WIOA mentions the word “employer” 164 times. This program can be delivered at two levels; Beginner and Advanced. Topics include: Sector Strategies, Prospecting, Proposal Writing, Building Long Term Relationships, Overcoming Objections and much more. This course goes into all the practical strategies for employer engagement. It involves overcoming the stigmas related to helping people with barriers and the value of understanding how to educate and motivate employers to partner with local workforce organizations to achieve more profitable business returns. In- person training offers the option of instructor ride-a-longs with Business Service personnel to offer on-site instruction and coaching.

Facilitation Finesse – Perfecting your Presentation Skills to Empower an Audience: Workforce professionals are increasingly being called on to lead workshops and create participatory processes involving participants from diverse backgrounds. Great facilitation skills are not only critical to empowering participants, but acquiring the skills often proves to be a daunting task for workshop leaders while simultaneously achieving the learning objectives. This training session will help to build your confidence, knowledge, skills and capacity to facilitate effective and impactful workshops. Our hands-on, practical approach enables trainees to immediately apply what is learned in their classrooms.

Getting Down the RAP – Employment Strategies for Job Seekers with Criminal Histories: For the thousands of individuals in prison and thousands more who pass through the courts, local jails, probation and parole each year, the impact of a criminal record will be felt long after they have paid their dues. Significant internal and external challenges often lock these workers into low-wage jobs—or out of the job market altogether. This training will provide you with concrete employment strategies and Motivational Interviewing techniques to assist these job seekers in overcoming numerous barriers to employment.

Leading with Confidence 101 – Practical Strategies to Help Build the Skills of New and Aspiring Managers: Becoming a new supervisor/manager means increased responsibilities, taking on greater challenges, relating to colleagues in new and different ways, and acquiring new leadership skills. Many first time supervisors are often unprepared for the demands of this new role. The leap from worker to supervisor can be a daunting task that often leaves new managers feeling anxious, overwhelmed, isolated and stressed. This training will cover proven management techniques and practical strategies you need to become a stronger, more confident leader.

Leading with Confidence 201 – Managing for Performance, Supervising for Excellence: Emerging leaders understand that it’s vitally important to consider the multiple dimensions of organizational and team success. That success goes beyond “getting results” and hinges on how the work happens and how people relate to each other during implementation. In this one-day, highly interactive course designed for mid-level and senior managers, you will learn about three important dimensions of success: results, process, and relationship (RPR). The RPR model encourages leaders to better understand varying leadership and work styles in addition to proven strategies for creating a more satisfying work experience, a higher level of productivity and sustainable results.

Managing Job Seeker Resistance – The Art of Increasing Job Seeker Engagement: Placing individuals with multiple barriers to employment in meaningful and rewarding work can be a challenge, and at times, extremely difficult. When participants lack the motivation, discipline and appropriate attitude it becomes an uphill battle for program staff, and as a result negatively impacts motivated participants and employer relationships. During this training, practitioners will learn the reasons behind participant disinterest, disengagement, and resistance, while also employing various approaches that transform attitude and encourage positive behavior.

Managing Staff Resistance – Creating an Environment that Fosters Trust and Collaboration: When leaders label an employee as resistant, either they don’t have a technique to manage what is happening in the interaction, or do not understand enough about the employee’s world to understand why he/she is responding the way he/she is – and there is always a reason. A supervisor’s role is to understand the employee’s perspective and to recognize his/her behavior for what it is and not as resistance. Developing coping skills when working with resistant staff will create an environment that fosters trust and collaboration. In the Managing STAFF Resistance training, supervisors will learn skills to reduce defiance and encourage staff.

Use Podcasting to Expand your Brand!: Having a Facebook page or twitter account guarantees you nothing! Learn how podcasting can grow, grow, grow your followers and reach the community like never before. WIOA says to be innovative! Now you can broadcast your message in a cost effective and efficient way, so that all community members, employers jobseekers, etc will understand your message. Includes creating your own App! Start your own podcast like NAWB, CWA, AARP and others!

Workforce 101 – An Overview of the Workforce Development System: This training is a unique opportunity for practitioners both in and outside of the workforce development field to learn more about who is involved in the system, types of workforce programs, how it operates, and where the funding comes from to support the wide variety of workforce development programs. Furthermore, you will gain insights on the basic features and functions of workforce programming that every practitioner should know.

Youth Program Certification: Designed to train youth workers on business etiquette skills in a mock business meeting and provide coaching skills to them on how THEY in turn will coach the youth. The youth clients are then brought in and the youth workers lead this business meeting, coaching and training their youth clients. We also teach the youth to develop presentations on topics of their choice, presenting them at the front of the room, and practicing professional business etiquette skills such as handshakes, eye contact, communication skills, leadership skills and even appearance… all skills needed for successful job interviews! This course is certified and approved for continuing education credits [0.5 CEU’s] through the National Council on Family Relations.

Youth Worker Certification: Designed for professionals who work with youth and helps them understand why they get stuck and how to reach them on a deeper level. You learn how to help them move forward in life and become employable. This training discusses early childhood, nurturing, their thought process, bullying and much more. It gives youth workers skills in teaching emotional intelligence by the connections they create with their youth clients and the relationships they build with them. There are even segments on how they view their role as youth workers and their own behavior and attitudes. This course is certified and approved for continuing education credits [0.5 CEU’s] through the National Council on Family Relations.

Workforce Alliance of South Central Kansas

Apprenticeship Strategies: WA will offer consultation with contracting entities for Leadership or LWDB members training on various benefits of utilizing apprenticeships through intentional strategies for training and fiscal policy. Topics include addressing how apprenticeships can be used to meet or improve WIOA common measure performance metrics, build collaborative relationships with employers and training partners, and creating a budget focus on earn and learn strategies. Typically offered as small group consultation with delivery in person delivery in person, via phone or video conference.

Career Pathway Strategies and Development: WA will offer consultation with contracting entities for Leadership or LWDB members training on implementation of career pathway strategies and development of relevant career pathways based on the local or regional economy. Typically offered as small group consultation with delivery in person delivery in person, via phone or video conference.

Customer Service Training for Frontline Staff: WA will offer consultation with contracting entities for customer service training of frontline staff or case managers. Specific topics will be set by contracting entity based on needs of the entity or determined by pre-training consultation or secret shopper program. If deemed necessary WA will conduct secret shopper assessments of current levels of customer service. Training typically offered as workshop format or small group sessions with delivery in person. Can be offered via video conference based on entity’s preference.

Customized Services and Training for Frontline Staff: WA will offer consultation with contracting entities for customized training or workshops for frontline or program staff based on unique needs and partner mix of the entity. Training typically offered as workshop format or small group sessions with delivery in person. Can be offered via video conference based on entity’s preference.

Developing Cross Functional and Integrated Teams Among Partners and Frontline staff: WA will offer consultation with contracting entities for integration of team or agencies and cross functional training. WA can conduct pretraining interviews, surveys or focus groups to determine challenges within the entity, and assess of current levels of collaboration. Training typically offered as workshop format or small group sessions with delivery in person. Can be offered via video conference based on entity’s preference.

Training Frontline Staff to Meet the Needs of Customers with Disabilities: WA will offer consultation with contracting entities for frontline staff or case managers on meeting the needs of customers with disabilities, building inclusive environments, offering suitable accommodations and coordinating with partner agencies that provide various forms of support to people with disabilities. Other specific topics can be requested for inclusion by the contracting entity based on current needs, or past performance, or determined by pre-training consultation or secret shopper program. If deemed necessary WA will conduct secret shopper assessments to determine current level of entity’s ability to serve individuals with disabilities. Training typically offered as workshop format or small group sessions with delivery in person. Can be offered via video conference based on entity’s preference.

Understanding WIOA Common Measures and How They Impact Frontline Staff: WA will offer consultation with contracting entities for frontline staff or case managers on understanding WIOA Common Measures and how services and activities in the AJC impact performance. Specific focus can be given to areas where entity has previously struggles with achieving goal or sanction level outcomes. Incudes tips and techniques on managing performance at the case manager or frontline staff level, allowing individuals to see how they can impact performance. Training typically offered as workshop format or small group sessions with delivery in person. Can be offered via video conference based on entity’s preference.

Workforce Institute, Inc.

Addressing the Workforce Needs of Rural Communities through Innovative Approaches: The dynamics of a rural area often dictate choices that are made in terms of services delivery, training, job placement and employer engagement. To succeedin a rural community or region, the workforce system has to be responsive to the needs of even the smallest employers as they address their hiring,incumbent workertraining and skill upgrading.This workshop will cover best practices, model programs and strategies for making your rural workforce system highly responsive to employer needs.

Case Management: Cross-Organizational and Program Partnerships: Common cross-collaborative strategies include exchanging information about services, establishing formal customer referral and follow-up procedures, and leveraging resources. Some local areas hold case conferences, where different partner organizations canwork as a team to coordinate services provided by multiple systems. In the context of a single office, case managers can support customer job placement and facilitate positive outcomes by building strong relationships with the business specialists. Case managers can use business specialists’ relationships with industry leaders and employers to assist customers or recommend the best placement given the customer’s interest and skills. This training will explore the essential elements of successful case management.

Creating and Implementing a Viable Resource Development Strategy:  Organizations typically are reactive when it comes to seeking funding support and only chase additional funding when a government agency puts a Request for Proposals on the street. Some organizations are successful using that strategy, but most are not. True success comes when an organization creates a Resource Development Strategy that includes a plan for pursuing funding that enables them to be proactive rather than reactive. This “how-to” workshop will provide guidance to attendees about creating a viable resource development strategyfor their agency and techniques to successfully implement and evaluate the plan.

Developing and Sustaining Effective Youth Committees: This first part of this training will focus on Youth Councils, why they are important, and their role in assisting youth who are homeless and/or subject to the justice system. The second part of the training will help participants recruit a diverse membership with specific roles and responsibilities given the needs and interests of their target populations. Strategies to encourage and engage the youth voice and examples of successful partnership outcomes will be highlighted.

Developing Targeted Programs for Veterans, Transitioning Military Personnel and Military Family Members: These model programs include veteran-specific one-stop centers, veteran-to-veteran peer counseling and creating understanding in workforce and education communities about the most effective methods for working with veterans to help them succeed. In addition, the workshop will look at strategies that enable veterans to receive prior learning credits and credentials for their military experiences and specific strategies for serving transitioning personnel and military family members.

Diversifying Your Organization’s Funding Streams: Foundation Funds, Non-Traditional Government Funding and Other Sources: Community, charitable and corporate foundations are all possible revenue sources for new programs and services, acquisition of technology and equipment, and evaluation. Several non-Department of Labor, HHS and Education programs can also be sources of training funds, such as the EPA Department’s Environmental Job Training Program funds. Other sources include seeking donations from corporations for equipment and technology that is needed for training, especially if you are training incumbent or future workers for that company, or direct payment from companies for training their workforce. This workshop will explore all of the potential opportunities that an organization can pursue to diversify its funding.

Exploring Partnerships for Youth Success: The LA P3 –Performance Partnership Pilot:  The P3 is an unprecedented effort in Los Angeles to coordinate and integrate the delivery of education, workforce and social services to disconnected youth ages 16 to 24. The Performance Partnership Pilot strategic plan maps out ways to bolster collaboration between the City of Los Angeles, the Los Angeles Unified School District, the Los Angeles Community College District, Los Angeles County, and host of private and community partners. The LA P3 will be used as a case study to identify points of leverage in the juvenile justice system (including diversion, probation, detention, residential out-of-home placement and re-entry), strategies to engage justice leaders in Youth Councils and effective partnerships to improve the academic and career prospects for the short and long-term.

How-to Use Economic and Labor Market Analysis to Inform WDB, Workforce System and Agency Decisions about Programs, Services and Future Directions: This “how-to” workshop by a nationally recognized labor market economist includes information on using innovative approaches to labor market research and analysis. Learn how he uses data to advise WDBs, the workforce system and agencies in local and regional planning. The research design he uses provides insights and hard data on major challenges and opportunities in either a local or regional labor market.

Industries that Lead-Bringing Together Partners to Address Sector Needs: This workshop addresses strategies and techniques to bring together partners from Youth, Industry, Education and the Non-Profit Sectors to address the needs of employers in a variety of sectors. It’s about more than a career fair, it’s about true experience and “rears in the seat”! Industry leaders are just that –leaders!How-to engage them in developing effective programs that will help local youth discover opportunities in local demand industries.

Myth Busting -What Really Works in Serving At-Risk Teens: This workshop will cover strategies, techniques and unique approaches for serving at-risk teens in summer, school year and afterschool programs andservices forout-of-school youth. Sometimes we can’t see the forest for the trees!The workshop will explore best practices and successful afterschool, summer, and alternative education models that are outside the mold AND working.

Taking Employer Engagement to the Next Level to Ensure Long-Term Success and Continual Upgrading of Programs and Services to meet Future and Changing Needs: This workshop will examine best practices that are used in different parts of the country and will thoroughly examine an employer engagement process in Ohio that is now nine years old and is being led by chief information officers and other senior executives in the IT industry across sectors.

The Cradle to College Approach to Youth Services:  This workshop provides strategies and techniques on how-to effectively work with the myriad of partners in your community to create a true continuum of services that result in a wrap-around educational pathway. Explore successful models where non-profits such as healthcare systems and afterschool programs, school districts, families, colleges AND early learning hubs have come together. These models have created a continuum of services for local youth addressing previously low early childhood engagement and high school graduation rates. Participants will leave with new paradigms about how groups can work together to serve yout.

What Every Local Workforce Board Should Know about Success in the Youth Justice Population: This training is will identify local and state barriers specific to this populations of youth; identify strategies that are effective in helping justice system-involved youth pursue and obtain post-secondary education; highlight successful 15program elements for training and other credentials as a foundation for improving career prospects for the long-term; and explore partnerships and examples of successful implementation.

Work Experience on Steroids: The Entrepreneurial Experience: This workshop covers strategies and techniques for how-to effectively engagelocal youth serving non-profits such as Boys & Girls Clubs, colleges, businesses and Small Business Development Centers (SBDCs) todevelop and implement work experience and entrepreneurial experiences for youth. Studies have shown that many at-risk youth are intrinsically entrepreneurial in nature. This workshop will explore successful examples of entrepreneurship based programs, how to build essential and non-traditional partnerships that can make REAL things happen for youth in your community.(You might even learn how to run a successful hotdog cart business!)

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