Workforce Development - Part 3

Building an intimate relationship/partnership to guiding the employee on the road to success

Skills assessment > skill development > skill ready

Prepare / train for a specific job

Impart skills to the client - basic skills (hygiene, etc), specialized skills to get client qualified for a specific job

Facilitate the client to get the skills they need

Training a specific skill (i.e. mechanic, administrative, medical assistant, carpenter, electrician)

Feedback from clients after training

Ratings of how useful particular skills are after

Rate of matching to a specific job

Success rates

Tracking the candidates and their outcomes

Empathy training

Domain specific qualification

Trauma certified

Train the trainer - to build ecosystem of available trainers and build a sense of pride in the work

Client feedback

Session notes

Meetings per week teaching

Apply for ongoing government funding

Take donations

Allocate through DAO, vote and approve

Collusion between clients and trainers

If funds are allocated by vote and proposal, then proposal fraud or vote manipulation

Bring on employers that have job openings for entry level jobs

Fundraising/ partnerships and relationships to create opps for job seekers, build brand recognition, and bring funding to the org

Brand recognition / spokesperson

Develop and manage partnerships to bring funding or other backend support

Get sponsorships

Create incentives

Maintain a registry of openings, stats and applications processed

Manage a CRM and ongoing follow up with the employers to track hiring pipelines

Interact with recruiter - find out demand and and be influential in placing people

Number of verified openings added

Number of employers onboarded

Number of successful placements made

Quality of jobs / opportunities - job seekers are excited, happy, well paid and employers are satisfied

Tracking retention rates

Net promoter score of employers

Employee satisfaction (happiness) survey

Employer satisfaction

Secured sponsorships and donations

Brand awareness - press, marketing, recognition for the DAO

Empathy training

Domain specific qualification

Trauma certified

Business related degree (aligned to strategy, marketing, etc.)

Interpersonal skills to work cross-functionally with leadership, marketing, etc.

Highly skilled and motivated to build an maintain relationships

Growth marketing experience

Experience working with non-profits

Experience with unhoused population

Training materials for recruiters

Training on lead qualification / preparing employers (sensitivity training)

Entry level onboarding

Trained on local policies and regulations

Training materials for recruiters

Online CRM tool for reporting of: partners, jobs, success stories, employee satisfaction

Sponsors and partnerships > smart contracts

Weekly updates/dashboard with KPIs

Count job openings / employer stats automatically but allow people to launch a dispute if the job opening isn't real.

Employer signs to verify a placement

Verifier role ensures that the employer was properly onboarded

A verifier is selected at random to verify employer

Each employer only needs to be verified once and then any number of employee can be placed thereafter

Base salary + incentives for jobs filled / long term jobs maintained

Base salary + commission

Commission to start until proven (for example: after 3 placements, they can start earning a base salary)

Commission paid after placement

Update dashboard in less than truthful ways

People could scrap postings without really onboarding the employees

Employer and Employer Development Manager (EDM) could collude to get EDM paid

Learn about the client and what skills they have

Connect them with the appropriate training to prepare them for their next step

Ensure that the employees is properly placed ideally in a role that is sustainable and one that they can develop in.

To be aware of the models that create successful outcomes.

Ongoing and active knowledge of the employment landscape and state and municipal policy and program pipelines

Help the client define their goals and the steps to achieve their goals

Define and address any weaknesses and restrictions they may have to achieving their goals.

Keeps the employee at the center - making sure that it is all working and tracking the success - housing, job training, housing, credit, legal, soft skills, overcome trauma in mental illness and addiction, hygiene, transportation, food, child care

Designing a human centric road map that puts a plan together

Skills assessment and advisement

Connect client to resources and empower them

Explore career paths together

Identify and address weaknesses and restrictions

Knowledge of current employment landscape (policy and program pipelines)

Sustained employment for the employee

Employer education / culturally and data-based context

Awareness of successful models and outcomes (i.e. program architect)

Person with a job sustain is a life restored

Client satisfaction

Placement success

Track interviews and certifications

Compensation of the employee (if they were able to guide them to get a pay increase or a higher paying job)

Trauma referrals and interventions (meetings and medication)

Workforce Development Training (3-6 months)

Social worker

No gatekeeping of formerly homeless - requirements should be simple

Personal development and transformational training to change behavior and produce desired results

Trauma informed models (Tracking culture and emerging field research)

Alternatives to violence

Blockchain

Reporting verification like in traditional companies

Returning client mechanism - survey

KPI's

Number of interactions, referrals given (i.e. supportive care, treatment, etc.)

Zoom recording

Money, token, USDC

Education backed

Grants

Donations

Carbon off-setting scheme - buy to pay off mortality and burn

Living wage - ideally don't have to have another job

Paid for contributions via DAO

Falsifying data