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Q&A
Changes in future program models and RFPs for career services
0:25:34
·
3 min
Scott French outlines the anticipated changes in future program models and RFPs for career services, based on lessons learned from previous contracts and client feedback.
- Shift from 27 individual contracts to 9 contracts with a 'one door' model to reduce referrals and improve engagement
- Implementation of a 'whole person' approach in assessments, focusing on long-term success rather than quick job attachment
- Introduction of a hybrid service delivery model, combining in-person and online interactions to mirror current workforce environments
- Greater emphasis on understanding clients' full experiences, interests, and potential gaps in skills or education
- Focus on creating a foundation and 'home base' for individuals in the career services program, with providers responsible for developing partnerships and employment opportunities
Diana I. Ayala
0:25:34
Okay.
0:25:34
Will future RFPs use the same program model?
0:25:37
And if not, what do you expect may change?
Scott French
0:25:40
Sure.
0:25:40
So we always want to build upon our program models and build upon the lessons that we've learned to incorporate improvements to the program, but also change things that maybe created unintended challenges for individuals.
0:25:53
So the prior contracts that were awarded, there were 27 individual contracts between career compass, career advance, and youth pathways.
0:26:02
The thought process behind that at the time was wanting to make sure we had a lot of specialized services, an unintended consequence of that was there were a lot of referrals and a lot of expectation on clients having to go from one provider to another that created some challenges around engagement.
0:26:21
And so through sort of looking at what happens, talking to the providers who also provided these services as well as clients, we determined that a one door model would be a better way to serve clients and creating a real foundation and sort of home base for individuals in the career services program.
0:26:39
So we anticipate 9 contracts in the new, where an individual will be connected to a provider who will be there sort of, like, foundational, and then that provider is responsible for creating the relationships and the partnerships.
0:26:52
With education and training providers, developing employment opportunities with employers, and really being the person that helps each individual work through the system and work through the plan that's specifically tailored to them.
0:27:03
So that's one of the things that we've implemented Additionally, you know, we're further even gonna look at a whole of person approach, especially as it relates to the assessments in the past.
0:27:15
Right?
0:27:15
Assessments may have really just focused on more of a quick attachment to work approach as to What type of employment are you ready for now?
0:27:24
We believe that long term success is really about understanding the whole experience of a person.
0:27:30
Right?
0:27:30
What has sort of brought them to where they are with us today?
0:27:33
What are their particular interest needs?
0:27:35
Where may there be some gaps?
0:27:37
That would best serve them, as I said in my testimony, where might actually more education and training actually better serve someone in their initial connection to us that will really set them up to be able to secure a sustainable job in the future.
0:27:51
So that is another thing that we're really, you know, taking into account and implementing even further.
0:27:56
And then lastly, really bringing a hybrid approach.
0:27:59
Right?
0:27:59
COVID really made us quickly adapt to how can we provide services that aren't in person, which was very much the pre COVID way in which people engaged with HRA services.
0:28:11
You know, we realized that we could actually really provide services that were beneficial to individuals and actually helped also encourage further engagement by utilizing a hybrid model, which we will further incorporate into the new programs.
0:28:25
We also think it's a really great way to mirror what actually the current workforce environment is for individuals.
0:28:32
So for people who maybe haven't been in the workforce, having to engage with us both through an in person you come sometimes and sometimes you do something online from your home really will also build the skills of what it may be like to engage in the workforce where many of us also operate from a hybrid model.
0:28:48
So we think that's extremely important for us implement as well moving forward.
Diana I. Ayala
0:28:52
Perfect.