Data-Driven Job Upgrade Programs: 2 Questions to Ask when Measuring Changes in Client Income

Higher is excited to bring you a guest post from META, ORR’s technical assistance provider for monitoring and evaluation.

If you’re a refugee employment specialist, you’re probably tracking your clients’ income. But of all the data you could collect, why measure this? And how exactly should you do it? The answers will depend on your project, but when measuring income as part of a data-driven job upgrade program, META proposes asking yourself two questions:

  1. What do we want to learn, and why?

In a job upgrade program, measuring income may seem like a given. But too often we collect data without a clear plan for its use. All measurement should be purposeful: if we spend the time to think through the what and the why before focusing on the how, we help ensure we get the information we need (and we don’t burden staff and clients with unnecessary data collection). So carefully consider what you want to learn and how you’ll use the information once you have it! For example:

We need to learn… In order to…
Do clients have employment income that exceeds their basic needs by the end of the job upgrade program period? Help understand if our program is effective
Are there differences between male and female clients in the average time it takes to move beyond the survival job? Help understand if our program is gender-responsive
Are employers satisfied with the clients they hire? Do more satisfied employers offer our clients more opportunities for career growth? Help build productive relationships with new partners and strengthen existing partnerships

Keep in mind that the question “Do clients have employment income that exceeds their basic needs by the end of the program period?” relates to an outcome that is quite different from, and more meaningful than, “Do clients earn more income in Job B than they previously earned in Job A?” Figuring out what outcomes we want to achieve and what we need to know (or the story we want to tell) will directly inform our measurement plan.

  1. What data will help us learn this, and where can we get it?

Now we can consider indicators, the variables we use to measure change. At this point, it pays to be specific. Ask yourself: What do we mean by “employment income,” “basic needs,” and “program period”? Will we disaggregate by gender? Where will we actually get this data (is it realistically measurable given our human and financial resources)? An indicator matrix is a useful tool to map out this and more. See the partial example below:

Question Indicator Calculation Disaggregation Source of Data (Means of Verification)
Do clients have employment income that exceeds their basic needs by the end of the job upgrade program period? % of clients whose income exceeds their basic expenses within six months of enrollment Numerator

# of clients whose income is greater than their basic expenses (sum of all employment income minus sum of all basic expenses) within six months of enrollment

 

Denominator

Total # of clients served

Disaggregate by client gender Numerator Source

Household budget form completed with the client at the end of program period (six months or earlier)

 

Denominator Source

Job upgrade program enrollment spreadsheet

Note that this isn’t the only way to answer this question! For example, your needs may lead you to measure income on the household level, rather than the individual. Or your question may be better answered by tracking all sources of income, not just employment income. To sum up, how you measure changes should correspond directly to why you measure: what do you plan to do with this data?

META can help!

Let’s work together to define the information you need to learn, choose indicators, and create useful data collection tools for your programs! Email META@Rescue.org for free technical assistance, or check out the resources below:

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Refugees in America: Employment Skills Training

As part of their ORR funded refugee employment program efforts, Catholic Social Services of the Miami Valley (CSSMV) of Dayton, Ohio has explored a variety of employer partnerships. For example, CSSMV forged a partnership with a staffing agency that works with local clothing manufacturers in need of skilled sewers, and a volunteer sewing teacher to create vocational sewing classes. Together, this partnership serves to prepare refugees with the skills required for employment as Industrial Sewers. With Dayton being the home of several niche market clothing manufacturers, the classes have played a significant role in preparing a trained workforce for this market.

Class Set-up

The vocational sewing classes started in spring of 2012 when a staffing agency approached CSSMV refugee employment staff about the need for skilled sewers. The staffing agency reported needing a large number of experienced sewers for a new employer they had recently contracted. Thus, a program intern who had sewing experience was tasked with providing one-on-one training to clients in the basement of the CSSMV office using donated materials and sewing machines. The demand of refugee trainees and employers quickly outgrew this informal arrangement and the Employment Coordinator approached Pam, a local schoolteacher and ESL volunteer about teaching sewing to clients in a more structured setting. Pam a dedicated, compassionate advocate for refugees agreed and began working with a few clients. Pam and the Employment Coordinator worked together to build a program focusing on sewing skills and job-specific vocabulary. The sewing classes quickly filled up with clients recruited by the refugee employment program, with Pam teaching 6-8 students at a time, two evenings a week.

Refugees in the CSSMV classes are now taught on basic sewing machines and industrial equipment donated by community partners and a local employer. The entire CSSMV training process usually takes eight weeks, but varies depending on the individual’s ability to master the necessary skills. Once participants pass employer skill tests, continued training takes place at the job site, and if necessary, clients can return to CSSMV classes for additional training.

A Partnership that Benefits Everyone

Since its inception in 2012, more than 200 refugees (men and women) primarily from Africa (Eritrea, Ethiopia, D.R. Congo and Sudan) have completed the CSSMV training with most transitioning to full-time company employment and some participants being promoted to team lead and supervisory positions leading to increasing wages and opportunities over time.

Do you have any volunteer-led vocational training in your community? Share with us at information@higheradvantage.org

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Webinar Alert: Welcoming and Integrating Refugee Professionals

Thursday, March 8, 2018 at 12:00 p.m. Eastern

The refugee images from overseas emphasize war and poverty, leading many in the receiving community to think of refugees only in terms of their needs, rather than their many potential contributions. Few consider refugee professionals: the many doctors, lawyers, engineers, accountants, teachers, and others who make their way to the U.S. and work to rebuild not only their lives, but also their careers.

The Welcoming and Integrating Refugee Professionals webinar will help you consider how you can do more to maximize the potential of refugee professionals in their communities. This includes implications for the development of programs, strategic partnerships, and positive communications. We’ll explore who refugee professionals are, recommendations for service providers, innovative partnerships, and ways to communicate refugee professional success stories back out to a broader audience.

Featured Speakers

  • Katherine Gebremedhin, IMPRINT/WES
  • Nicole Redford, Higher

To register, click here.

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Colorado CAREERS Program: Apprenticeships for Highly-Skilled Refugees

Emily Griffith Technical College in Denver, CO, has worked with the Colorado Refugee Services Program (CRSP) to develop Career Aligned Refugee Education and Employment Readiness Services (CAREERS), a program for highly skilled refugees. It includes promoting apprenticeships and other career pathway opportunities.

 

CAREERS Program Setup

The CAREERS program began in October 2017, with funding through the CRSP office. Individualized career plans for each participant are developed by assessing the client’s English level and making personalized recommendations based on his or her interests. Recommendations might include:

  • Short-Term Occupation Training Programs (STOT)
  • Transitional field-specific courses
  • On-the-Job training opportunities
  • Apprenticeship programs
  • Longer-term options such as entrance into a Career and Technical Education (CTE) program

 

Making the Most of Apprenticeships

When CAREERS program participants are referred to apprenticeships, Emily Griffith Technical College connects students with businesses offering “learn while you earn” programs. Emily Griffith Technical College serves as the intermediary, providing support to companies and their apprentices by completing the administrative paperwork and providing college credit for the educational component of the work experience. While most apprenticeships require evidence of high school education, Emily Griffith Technical College has worked with some businesses to waive the requirement (this may not possible if a trade Union is involved).

“The advantage of an apprenticeship is to be in the workplace immediately, doing something that is meaningful for a career,” said Heather Colwell, an Emily Griffith Technical College Language Learning Center Student Navigator. “With apprenticeships, refugees get paid while working towards a better future. It’s really about meaningful work and a pathway that helps them meet their goals.”

Emily Griffith Technical College reports that refugees need more explanation about the apprenticeship time commitment and the competitive salaries that can be achieved relative to alternatives. “While an apprentice might start at just $15 an hour, wages often increase throughout an apprenticeship,” says Heather Colwell, Emily Griffith Technical College Student Navigator.

Another benefit which is sometimes missed when clients consider apprenticeships versus traditional educational programs is the comparative cost savings. In Colorado, refugees have access to higher education upon arrival; however, if they enroll in college before being considered in-state residents, they have to pay higher non-resident costs. Apprenticeships through Emily Griffith Technical College allow newcomers to start learning in-demand skills while earning an income AND saving on tuition fees.

 

Early Successes

While the CAREERS program is relatively new, the initial successes look promising. One refugee participant in an Emily Griffith Technical College apprenticeship program, whose background is in engineering, recently started a four-year sheet metal apprenticeship program making $16 an hour.

“Apprenticeships can fill a need for these high-skilled professionals,” said Tiffany Jaramillo, Emily Griffith Technical College Pathway Navigator.

 

Have you successfully referred clients to apprenticeship programs? If so, share your story with us at informaton@higheradvantage.org.

 

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Career Pathway to Nursing in Minnesota

Employment programs can offer a variety of services to refugees in a range of ways, including career pathway opportunities. Career pathway programs are centered on moving a refugee through the steps of a career, taking into account the barriers, short term or long term goals, education requirements, and labor market projections in local areas. Career pathway programs offer assistance for refugees at different stages in their resettlement.

At Higher, we like to spotlight successful career advancement programs that can give clients access to job upgrades and provide more tailored services, like the Medical Careers Pathway (the Pathway) at the International Institute of Minnesota (IIM). The Pathway assists refugees and immigrants interested in pursuing a career in nursing or who are enrolled in nursing programs throughout the Twin Cities and Minnesota. The Pathway began with the Nursing Assistant Training (NAR) program in 1990, as a way to provide skilled workers for the growing need for certified nursing assistants in the area. Over the next nine years, NAR received requests regarding advancement training, so the Medical Career Advancement Program was created in 1999. Due to the need for additional educational support, the first College Readiness class began in 2000. Extra support services have grown over time as populations have changed, industries have evolved, and education has become more readily available.

Today, the Pathway supports participants in these ways:

As practical nursing programs take at least one year to complete and registered nursing programs take at least two years to complete, the Pathway focuses on preparing students for making the most of their time in these rigorous programs. Because many students enrolled in the Pathway are simultaneously working as nursing assistants or in other entry-level positions, it can often take 3 to 5 years for them to complete training, especially if they are English language learners. The Pathway is dedicated to assisting those with barriers to upgrading their first job and with career planning for lifelong career growth.

The Pathway students who gain employment in various nursing positions, Certified Nursing Assistants (CNA), Licensed Practical Nurses (LPN) or Registered Nurses (RN), are tracked for one year and can return for additional support as they move through higher degree programs.

Program Funding and Costs

Scholarships are available for up to two semesters of tuition assistance for the MCA program, which specifically provides support for those who have already been accepted into college-level nursing programs. MCA tuition assistance is available to all students who qualify. In 2017, MCA awarded $54,200 in scholarships to nursing students. NAR is free for participants outside of costs required for transportation, uniform, and $130 for a background check and state test fee. The Pathway is partially funded through a grant called Minnesota Job Skills Partnership from the Minnesota Department of Education and Economic Development (DEED) and received community support from the Greater Twin Cities United Way.

Partnerships

The Pathway partners with Saint Paul College and Hubbs Center for Lifelong Learning to offer the College Readiness Academy (CRA). CRA provides free college readiness classes which include college navigators to assist new Americans entering the U.S. college system, and the Academic Advantage program, , which provides support classes for nursing pre-requisites and a Test of Essential Academic Skills (TEAS) preparation class. CRA students pay a minimal fee of $20 for books. Scholarship funding for nursing students is provided through private donations and government grants. The Pathway has created relationships with employers to hire program graduates as nursing assistants, practical nurses, and registered nurses.

The Pathway Graduate Success Story

Kushe came to the United States from Burma and enrolled in the Nursing Assistant training program. After excelling in IIM’s training program, she began working as a nursing assistant in the long-term care industry. Kushe enjoyed her work, but found that she wanted to be able to do more for her residents; she needed to become a nurse. She returned to IIM for a College Readiness grammar course that strengthened her English in preparation for college courses. IIM’s Medical Career Advancement program awarded Kushe scholarships and connected her with tutors as she pursued her nursing degree.

Today, Kushe and her family are thriving. In 2015, Kushe passed her licensed practical nurse board exam. She and her husband bought their first home, and their three children are in school programs for gifted children.

NAR Program Achievements

The Pathway accomplishments are shown through quantitative proof as well as success stories; of the 140 Pathway Nursing Assistant Training graduates, 98% pass the Minnesota Nursing Assistant certification, and 85% are placed in jobs. The Pathway program graduates are earning higher incomes, too—their average starting wages were $13.96 for Nursing Assistants. Those completing the MCA or CRA are earning $21.90 for LPNs, and $29.47 for RNs.

For more information regarding the Pathway, contact Julie Garner-Pringle, Admissions and Client Services Manager, Nursing Assistant Training 651-647-0191 x314 or JGarnerPringle@iimn.orgor Michael Donahue, Medical Careers Pathway Director, 651-647-0191 x318 or MDonahue@iimn.org.

Creating a career pathway program such as IIM’s Medical Career Pathway or Hospitality Careers Pathway Program is a way to provide more intensive client services, provide trained groups of potential employees for vacant fields or needy employers, and employ labor market information to project growing industries to have long-term success.

 

Does your office have a great career pathway program you want to share? If so, please write to us at informaton@higheradvantage.org

 

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Support for Refugee and Immigrant Entrepreneurs in Silicon Valley

Immigrants are nearly twice as likely to become entrepreneurs as native-born U.S. citizens[1]. A community initiative in Silicon Valley is now engaging the immigrant and refugee entrepreneurial spirit through a program focused on supporting potential new business founders.

The Pars Equality Center created the Pars Entrepreneurship Program as a response to a forum that it held; where newly-arrived refugees were invited to hear the stories of successful Iranian-Americans. Participants began asking for more tools, mentors, and practical advice on starting businesses.

Just a couple of years after it started, the Pars Entrepreneurship Program has already become wildly popular, shared Ellie Derakhshesh-Clelland, the Senior Director of Social Services at the Pars Equality Center. Shortly after creating an Entrepreneurship Program page on Facebook, the page had more than 3,000 followers. “That by itself is an indication of what a huge need there is for a program like this,” said Ellie.

“We sat down and brainstormed with aspiring entrepreneurs for about three months to find out what their needs were,” said Ellie.

The outcome is that Pars Equality Center now hosts bi-weekly meetings featuring experts and business founders who lead roundtable discussions about particular entrepreneurship topics. Topics range from how to incorporate a company to sales planning and fundraising. The group is currently at capacity, with some 50 refugees and immigrants who have been in the U.S. for 3 – 7 years in regular attendance. In addition, a group of mentors is available for individual questions outside of the larger group meetings. Pars Equality Center staff have been successful in finding subject experts and mentors through their personal networks and LinkedIn searches.

Although the group is diverse in age and professional background, one commonality is that “they all have an entrepreneurial mindset,” said Ellie. “They came to Silicon Valley with the hope of starting their own company.”

Twelve entrepreneurial initiatives, all tech-based, have blossomed since the program began. Participants practiced describing their business concepts at a recent Pitch Day event, where investors and advisors were invited to provide feedback. From there, eight participants were selected to take part in a meeting with a capital venture firm and three vendors. Ellie said that although investors expected young refugees and immigrants would need a lot of guidance, they were “in awe of their talent” and also learned new ideas from the entrepreneurs.

The Pars Equality Center is a community-based social and legal organization that focuses on integration of Iranian-Americans, immigrants and refugees.

Written by Carrie Thiele.

[1] https://hbr.org/2016/10/why-are-immigrants-more-entrepreneurial

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Hospitality Training Programs in Minnesota

Employment in the hospitality field is one of the top three industries for newly arrived refugees in the United States. However, housekeeping can be more than just a refugee’s first job, it can also be a career. The International Institute of Minnesota knows that refugees can grow into a variety of positions in this field with the assistance of their Hospitality Careers Pathway Program (HCPP). The HCPP provides three different courses; Hotel Housekeeping, Supervisor Training and College Readiness in Hospitality. Hotel Housekeeping is a 6 week course focused on training hotel housekeepers on the basics of job. Supervisor Training is a 6 week course that helps people currently working in the industry to move into supervisory positions with a focus on managing employees, data entry and personal development plans. College Readiness in Hospitality is a 16 week course to prepare students for the Hospitality Pathways Program at Normandale Community College. The course accompanies students through a career-focused college hospitality management course, helping students to earn 8 free college credits.

HCPP uses an empowerment-focused model that draws on student experiences, allowing students to shape the classroom leadership curriculum and provide advice to each other about navigating the American workplace.  In addition, all participants are able to practice customer service industry-specific English and soft skills.

In order to register for the Hotel Housekeeping class, students need to be motivated to work in the hospitality industry and read and write in English. Hospitality experience is required for the supervisory or college readiness courses. All courses are free and include a 1-month bus pass to offset transportation costs. Program costs are primarily funded by Women United under the Greater Twin Cities United Way.

A Success Story

Dorcas is an asylee from Liberia who came to the US in 2013. After completing Hotel Housekeeping at IIM, she obtained her first job. Dorcas continued to take Supervisory Training after starting her job and she now works as the Director of Housekeeping at a hotel. She is also enrolled in Hospitality Pathways Program at Normandale Community College, pursuing a certificate in Hotel Operations. Read her entire story here.

For more information regarding the Hospitality Careers Pathway Program, contact Julie Rawe at jrawe@iimn.org or Najma Mohamud at nmohamud@iimn.org.

 

Does your office have a great career pathway program you want to share? If so, please write to us at informaton@higheradvantage.org

 

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Reader Question

After Higher blogged about the USCRI North Carolina’s job upgrade program last week, it received the following question from one of our dedicated blog subscribers:

I just read the most recent blog regarding job upgrades and certifications, and I’m wondering who has come up with the funds to put the clients through the commercial driving course at the office referenced in the article? Here in Fort Worth, we have many clients who have the goal of becoming truck drivers, but courses are estimated at $8,000 we have found. Any tips on how to overcome the financial hurdle would be much appreciated.

Do you have a job upgrade program that covers the cost of vocational courses or a creative partnership to cut down on course costs? Higher will be responding to the inquiry from Texas but, would like to add advice coming from the network. Please send your tips or information about how your program accesses these courses to information@higheradvantage.org.

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A Focused Approach on Job Upgrades and Skills Certifications

Bu* started as a counter and sorter at a laundry service company and over time earned a promotion within the company to reach a job that he loves in maintenance. Amal* came to the U.S. with an engineering degree from Iraq and is currently studying for the Fundamentals of Engineering (FE) exam while working as a Civil Engineering Inspector.

These are just two of many client success stories from Laura Honeycutt, U.S. Committee for Refugees and Immigrants in North Carolina (USCRI-NC) Employment Specialist. Laura helped launch a Career Enhancement Opportunities (CEO) program last year at USCRI-NC with funding from ORR’s Targeted Assistance Grant and private funders.  The CEO program provides targeted employment support for clients with professional experience and clients seeking job upgrades.

The CEO program has now been in operation for about a year, serving approximately 40 clients during that time. The program focuses on:

  • Job upgrades and raises: When clients have established a job history in the United States, USCRI-NC works with employers to see if clients are eligible for a promotion or wage increase at that company.
  • Career pathways to new certifications, re-certifications, and higher education opportunities: Some clients come to USCRI-NC with a specific training goal in mind and others learn about the opportunity as they talk through their career options.

Having a dedicated employment specialist to focus on job upgrades and highly skilled clients has provided additional one-on-one attention for a group of clients that can sometimes be overlooked.

Clients in the CEO program have seen successes, ranging from certification and placement in security guard positions to a promotion at Panera Bread. Another client is working at Cisco after earning recertification in Cisco Certified Network Associate and Cisco Certified Network Professional. Some CEO participants are becoming registered with the state as HVAC technicians, and several clients have earned their commercial driver’s licenses and are now work with trucking companies.

How does your team go above and beyond in seeking out job upgrades and serving highly-skilled clients? We’d love to hear at information@higheradvantage.org.

*Names changed to protect client privacy.

Post written by guest blogger Carrie Thiele

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Interactive Map Shows Foreign-trained Occupational Licensing Law Updates

IMPRINT has created a map showing legislative updates related to the occupational licensing of foreign-trained immigrants and refugees. IMPRINT is a coalition of organizations such as the Welcome Back Initiative, the Massachusetts Immigrant and Refugee Advocacy Coalition, and Upwardly Global that identifies and promotes best practices in the integration of immigrant professionals.

Click here to see if your state has laws that are either pending or have been enacted from 2014-2017. Several of the laws focus on healthcare professionals; educational and architectural professionals are also included. Other laws establish task forces that will evaluate credentials and workforce integration of foreign-trained professionals, rather than focusing on specific industries.

While you’re visiting IMPRINT’s website, check out another resource they have available, mentioned in a previous Higher bloga map showing organizations and resources available for skilled immigrants across the country.

Guest post written by Carrie Thiele

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