Q&A
HRA's strategy for achieving employment retention rate goals
0:47:42
·
133 sec
Scott French explains HRA's approach to achieving its 80% retention rate goal at the 180-day mark for Career Pathways participants. He emphasizes the shift from voluntary to mandatory engagement and outlines their quality assurance measures.
- HRA tracks placements and goals with providers on a monthly basis
- They intervene with specific providers if challenges arise
- HRA collaborates with sister agencies like SBS and Workforce One Centers when needed
- The agency adjusts goals based on changes in the workforce environment
Diana I. Ayala
0:47:42
Thank you.
0:47:47
Council member Young just joined us virtually.
0:47:51
Happy birthday, Sandra.
0:47:55
So moving on to to the controller's audit.
0:47:58
Can you tell us what does HRA plan to do to achieve its own retention rate of 80% at a 180 day mark of a client's employment and participants of career pathways Well, answer that one first, and then we'll get to the other one.
Scott French
0:48:13
Sure.
0:48:14
So within our contracts, right, we have now that we have chipped it back to mandatory engagement.
0:48:19
So I think one of the things to understand is that you know, within the audit that was during voluntary engagement, which is a very different experience in time and isn't really comparable to say what happened in 2019, right, which also won't be comparable to what's happening now as we ramp up mandatory engagement and the process, right, versus where we'll be from a year from now.
0:48:40
So I just want to sort of give some context there within the overall audit and the numbers that were being referred to and the the marks that were met.
0:48:48
But, you know, we track with our providers on a monthly basis where, you know, we are making placements and how that is tracking against sort of overall goals that we have.
0:48:59
And so as that sort of happens over time, if we see areas where things are gonna start to lag, or specific providers that maybe are having challenges will meet specifically with them to understand what's going on and determine what might be some intervention measures that could be, whether it's something we could do or something we could do in partnership with, say, one of our sister sister agencies like SBS And Workforce One Centers.
0:49:22
So, you know, it's part of the ongoing quality assurance and quality control measures we have, where we're measuring our, you know, progress to our goals.
0:49:31
And if it looks like we aren't on track.
0:49:33
We then sort of look specifically at what's not working or what might be causing that and adjust as as possible.
0:49:40
Right?
0:49:40
Or take into account maybe there's been a change in the workforce environment.
0:49:44
In a particular sector.
0:49:46
That means it's not sort of operating the same way it had been, which means we should adjust what we think our goals may be.
Diana I. Ayala
0:49:53
Consistent with Rustler has a question.
