Workforce Development Maribeth Bersani Emily DeRocco COO CEO Where Policy Meets Practice Argentum E3 Maureen Lambe Elyse Rosenblum President Principal National Apartment Grads of Life Association Education Institute
The Cha he Challenge Finding, developing, and retaining a quality workforce are among the most significant cost drivers in the Senior Living Industry and likely the single biggest “pain point” for the industry’s executives. 1.4 million job openings will Competition for talent 90% + of Senior Living facility need to be filled by industry with other service operators report a shortage of through 2025. industries is growing licensed nurses, direct care workers, and other critical staff
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A Public P c Pol olicy cy R Roa oadm dmap The Senior Living Industry must prepare for longer-term demand AND move rapidly to access a continuous pipeline of talent to address current workforce needs. Longer-term Solutions • Join and/or lead a consortium of industry/economic sector organizations seeking to influence Immigration Reform • Introduce a new narrative that repositions the Senior Living Industry as a key economic driver
A Public P c Pol olicy cy R Roa oadm dmap Shorter-term Solutions • Assess alignment to existing federally-funded programs to source and train talent. • Evaluate the applicability of state business investment and employer- driven training programs using state funds • Consider establishing an industry 501(c)(3) educational foundation to increase the Senior Living sector’s eligibility for programs, public and philanthropic resources.
Grads ds of of L Life • Expand the Senior Living Industry’s talent acquisition pool to target Opportunity Youth through models like Grads of Life
THE O OPPORTUNI NITY D DIVI VIDE DE 5.5 MILLION 7 MILLION OPPORTUNITY YOUTH JOB VACANCIES 300,000 new openings in Young adults ages 16-24 senior living industry by 2026. who are disconnected from stable career pathways Opportunity Youth are an untapped source of high quality talent . 7 7 Sources: Bureau of Labor Statistics, Burning Glass Industries, Argentum, GOL and Accenture analysis
OPPORTUNI NITY Y YOUTH H - OVE OVERLOOKED SOU SOURCE CES OF S OF TAL ALENT 8 8
OPPORTUNI NITY Y YOUTH H - OVE OVERLOOKED SOU SOURCE CES OF S OF TAL ALENT 9 9
STRATEGI GIES T S TO B BUILD A D A FUNCTION ONAL T AL TALENT ENT M MARKETPLA PLACE Grads of Life is a national initiative to build a high-functioning talent marketplace inclusive of Opportunity Youth. We provide technical assistance, to employers with significant hiring needs for entry-level talent and to their partners. Our collaborations seek to discover, diagnose and measure the impact of current talent practices, and then test solutions . Grads of Life is incubated within Year Up, and builds upon its 18 years of success . 10 10
TAL ALENT PIPE PIPELINE M MODE ODEL STRATEGY OUTREACH & SKILL WORK BASED HIRING & RETENTION & & DESIGN ASSESSMENT DEVELOPMENT EXPERIENCE ONBOARDING ADVANCEMENT The Grads of Life Talent Pipeline Model provides a roadmap for employers and training providers to design successful partnerships that address business needs. 11 11
CU CURRENT NT GR GRADS ADS OF OF LIFE PR PRODU ODUCTS IN DE IN DEVE VELOPM PMENT Grads of Life's suite of offerings helps employers enable innovative talent pipelines . OY Employer Diagnostic Design Labs A set of standards to assess an employer’s practices Human-centered design session focused on across the talent pipeline. leveraging employer data to identify challenges and arrive at solutions. Deployed with: BofA, Hyatt, AHLA, NAA Tested with: Omni, coalition of partner orgs • 6 additional companies in the pipeline • Set to launch on GOL website Q1, 2019 Recruiting: 7-Second Training: Career Labs Retention: Manager Training Resume 40 hours of modular Self-paced online program that teaches professional skills curriculum, frontline managers how to effectively Video resume tool to quickly screen based on Year Up’s proven IP. coach and lead young adults and assess candidates Deployed with: Obama Foundation, Deployed with: Sodexo, Expeditors, Interest from: Hyatt, McDonald’s Salesforce, Starbucks Santa Clara County, Easter Seals • 5 additional companies in the pipeline •Scalable model in development •17 additional companies in the pipeline • Platform to launch March 2019 12 12
CONT CONTACT INF INFORMATION Emily Stover DeRocco CEO, E3 Engage Educate Employ Vice President, Education & Workforce, LIFT (202) 360-9125 | ederocco@gmail.com Maureen Lambe Executive Vice President National Apartment Association Education Institute (703) 797-0601 | MLambe@naahq.org Elyse Rosenblum Principal Grads of Life (617) 417-0868 | erosenblum@gradsoflife.org 13 13
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