t hrough the development of our human assets Metro Nashvilles workforce development program at Jump Vision To become the best employment option in Metro Nashville for employers the unemployed and the underemployed that seek assistance in meeting their employment ID: 586776
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Slide1
“Strengthening Nashville Communities through the development of our human assets “
Metro Nashville's workforce development program at Jump
Vision
:
To become the best employment option in Metro Nashville for employers, the unemployed, and the under-employed that seek assistance in meeting their employment
needs;
ensuring equal opportunities, equal access to training, jobs, employee development, while improving our communities and creating one of the lowest unemployment rates in the south.
Mission
:
To address employment needs in Metro Nashville, with emphasis in pockets of
poverty,
using a creative, innovative,
disciplined,
and measurable approach to improve applicant hire-ability, which includes, but is not limited to, providing hard and soft skills training and removing employment barriers, resulting in a significantly increased skilled workforce and a decreased employment gap between minorities and non-minorities. Slide2
The Challenge; unemployment in Davidson county
9.5% unemployment rate for African Americans is the highest rate amongst all ethnic groups. 4.1% Whites6.5%Hispanics
3.7%Asians
The unemployment rates for African American between the ages of 18 and 19 years is 31.7,
double
that of other ethnic groups.
Source; US Bureau of Labor Statistics 2015Slide3
what happens to High school students that are not college bound?
Earns at or below minimum wage - At 7.4%, Tennessee has one of the highest percentage of hourly employees
making minimum wage or less
how does one make less?
Unemployment
- very few options for
e
mployment for High School Graduates/young adults
Hospitality or Service Industry jobs
- 18% of high school graduates find themselves working in the hospitality or service industry which are 24/7,
butpublic
transportation is not
Welfare
- kills incentive to work
Incarceration
– Without a job to pay life’s expenses, many turn to criminal activities to earn a living
BLS OCT 15Slide4
Symptoms of unemployment.
African Americans are 3x as likely to be arrested and incarcerated than any other ethnic group.African Americans have a considerably higher recidivism rate, with up to 70% returning to prison. Barriers to reentry are preventing many from becoming gainfully employed upon release
Most should go under slide “crime rate/recidivism, which Jerry eliminated. NOT FINISHED EDITING THIS YET
US TODAY, BLS Slide5
Crime Rate/Recidivism
High arrest rate for minoritiesAfrican American arrest rates are 3x that of non blacks in NashvilleHigh recidivism rate minorities at 70%
Difficult re-entry back to society
BARRIERS
Court costs, fees, and fines revoke driver licenses. Most places that employ ex-cons are not 9-5, and many are out-of-county warehouses, for which there is no transportation.
Insurance companies restrict hiring of individuals with background issues, often without determining what the background issue is.Slide6
The opportunityMeasurable decreases in Nashville’s unemployment and crime rate
An environment of continuous training and development Leverage a largely untapped
workforce resource
A
pipeline of previously unemployable applicants within underserved and under-represented communities
Employment relationships between employers, potential employees, and workforceSlide7
Services provided
Basic computer trainingOn-line job application assistanceLife and soft skill Job training
Hard skills job training
Criminal Record Expungement (refer to Criminal Court Clerk)
ON the ROAD AGAIN - Driver license reinstatement assistance program
Birth Certificate Acquirement
Federal, State, and Local ID Acquirement
Job placement and referrals
Community Based
O
rganization Referrals
Trade Apprenticeships in Construction and Hospitality
Voting Rights RestoralSlide8
Community Outreach -
Creating AND BROADENING applicant pool
Apprentice Programs
- for High School Graduates, Offenders, and Davidson County residents
Academies and Community College Students/Internships
Temporary Service Agencies Partnerships
Offenders Workshops
– mentoring and training programs, both within and outside of the jail system
Nashville Davidson County
– frequent job fairs and relationships forged with major Davidson County employersSlide9
Improve hire – abilityRemoving obstacles
Expungement Assistance
– the fewer issues reflected result in increased employment opportunities
Reinstatement of Driver License
– a driver license increases worker reliability, access to outlying jobs, and hospitality jobs whose hours are beyond those of public transportation
Life Skills
AND Hard Skills Training
– Teaching grooming, common courtesies, proper attire, interviewing skills, providing professional resumes, as well as hard skills construction and hospitality training
.
Referrals
-
partnerships with participating agencies to provide applicants with as many training options as
possible
Employer Education
– keep employers abreast of programs and benefits relative to hiring applicants with background issues, such as the Federal Bonding Program and the Tax Credit, which provides insurance and tax incentives, respectively
Provide Government ID
– federal law states that individuals must have ID to be eligible for employment
Assistance with acquirement of birth certificate, both local and out of county/state, if needed for ID or license
AT-RISK, IMMOBLE, UNTRAINED, UNSKILLED, UNIDENTIFIED, UNDERSERVED EMPLOYABLESlide10
SUSTAINABILITYOF PROGRAMS AND INITIATIVES
Fee for ServiceGrants
Donations
Scholarships
Apprentice Programs
Construction companies and labor sources have committed to contributing monies and training in order to supplement their labor pool, thereby increasing their profitabilitySlide11
General assumptions metro workforce
Employers need qualified employees and will hire quality applicants where they can find them.
Applicants need a holistic approach taken to improve hire-ability and to prevent many from falling through societal and judicial cracks.
There are too many obstacles preventing both employers from hiring qualified candidates AND keeping potential employees from gainful employment.
The quality of the local applicant pool can be improved with appropriate applicant screening, career development, and mentoring.Slide12
Who benefits from our efforts
City of Nashville
Reduced unemployment
Reduced crime
Reduced recidivism
Increased tax revenues
Citizens progress from being burdens on society to contributing members of society
Underserved Communities of Nashville
More training = more employment opportunities
Fewer employment barriers = more employment opportunities
Sustainable income = Hope for the Future
Citizens progress from being part of the problem to being part of the solution
Employers
Greater pool of qualified applicants
Better able to negotiate changing labor climates, such as local hire mandatesSlide13
Key Performance Indicators
Employee turn over rates
Employee conversion rate
Number of
e
mployee placements
Employee exit interviews
Customer surveys
Customer growth
Feed back for High School Guidance Councilors, Teachers Coaches, Principles
Slide14
METRO NASHVILLE’S Workforce Major initiatives
Develop continuous training programs, relative to Nashville’s workforce needs, that ensures a steady supply of skilled, trained, local workers, currently with construction and hospitality emphasis
Develop a clearinghouse for employers
searching for employees in Davidson County
Improving the quality of the local workforce
with computer lab and soft-skills training
Employer education
of Federal Bonding Insurance and Tax Incentives for hiring local workers with limited background issues
Relationships with Nashville’s top employers
, requesting that applicants’ background issues be reviewed case-by-case, rather than a blanket “no misdemeanors/felonies” policy.
ON the ROAD AGAIN
driver license restoral assistance program which greatly increases job opportunities
Partnerships with judicial entities
resulting in greater understanding of the challenges offenders face upon re-entry from the penal system