When Serving Highly Skilled Refugees, You Don’t Need to Re-invent the Wheel!

Many refugee employment professionals dream about developing customized employment services for clients with higher levels of education and professional experience. Unfortunately, because of limited time and resources, these dreams are rarely realized.

Take heart, my friends! You don’t need to re-invent the wheel. Momentum has been building on the issue of skilled immigrants for the past decade, and some great resources have been developed that you can use, adapt, or refer clients to directly.

Check out the organizations and initiatives below:

Upwardly Global– Upwardly Global (UpGlo) provides customized training and support for skilled immigrants and connects them to employer partners interested in hiring global talent. In addition to its 4 brick and mortar locations (New York City, San Francisco, Chicago, and Silver Spring, MD) UpGlo offers online training programs for skilled immigrants who live elsewhere in the US. In the past year, Upwardly Global has begun offering refugee-specific services, including an online learning portal, free access to Coursera online college courses, and other tailored trainings and resources.

IMPRINT Project– The IMPRINT Project is a coalition of organizations active in the emerging field of immigrant professional integration. Imprint works closely with business, government, higher education and other partners to raise awareness about the talents and contributions of immigrant professionals. In addition to the services that member organizations provide, IMPRINT provides a wealth of resources on its’ website including publications, program resources, articles and op-eds and webinars. Check out the IMPRINT Project’s recently released interactive map which showcases over 50 programs and services around the country that are designed to help immigrant and refugee professionals.

Global Talent Bridge– An initiative of World Education Services, Global Talent Bridge is dedicated to helping skilled immigrants fully utilize their talents and education in the United States. Global Talent Bridge’s services include support, training, and resources for community organizations, government agencies and employers; direct outreach to skilled immigrants, including seminars and comprehensive online resources; and policy advocacy at the local, state and national level. To get started, check out their Resources for Immigrants page.

Welcome Back Initiative– The Welcome Back Initiative focuses on internationally trained health workers living in the United States. They do this primarily through their network of “Welcome Back Centers” which provide orientation, counseling and support to foreign-trained health workers. Welcome Back Centers currently exist in California, Massachusetts, Rhode Island, Washington State, Maryland, New York, Texas, Colorado, and Pennsylvania.

Community College Consortium for Immigrant Education(CCCIE) – In addition to the professional experience and education immigrants bring with them, many also pursue education here in the US. Classes at a community college are often the first step. CCCIE’s mission is to raise awareness of the important role community colleges play in delivering educational opportunities to immigrants and to promote and expand the range and quality of programs and services for immigrant students among community colleges around the country. For an orientation to this organization and what they do, check out their Immigrant Students and Workforce Development page.

In addition to the great resources listed above, don’t forget about mainstream workforce development programs/resources in your region that may provide the extra boost that a skilled immigrant needs to break into a professional job. Contact your local American Job Center to inquire about training opportunities including Apprenticeships, On-the-job Training, and Individual Training Accounts (ITAs).

What are your go-to resources for refugee clients with professional backgrounds? We’d love to highlight your success story. Get in touch at information@higheradvantage.org.

Webinar Reminder!

Don’t forget to attend our webinar tomorrow! If you missed the initial announcement a few weeks ago, here is the description and registration link:

Short to Long Term Economic Integration for Refugee Employment: Using Theory of Change to Implement a Career Advancement Program

July 11, 1:00 PM EST

Supporting clients in obtaining early employment, often referred to as “survival jobs”, is no longer enough. Join Higher, META, and the IRC on July 11th at 1:00 p.m. EST in a discussion of steps you can take to develop new, evidence-based, data-driven programs that meet the longer-term employment goals of your clients:

  • Higher’s Program Manager, Nicole Redford, will discuss the importance of seizing the opportunity to evolve employment programs to address both the short-term and longer-term employment goals of new clients, as well as those who have been here awhile
  • META’s Technical Advisor, Jaime Costigan, will walk through how to use a theory of change to thoughtfully evolve your employment programs
  • IRC’s Technical Advisor for Economic Empowerment Programs, Erica Bouris, will provide an example of a career advancement program with impressive evidence-based outcomes.

To register, click here: https://attendee.gotowebinar.com/register/2260690847922998018 

Last Minute Webinar Announcement!

Tomorrow, Thursday, June 22, from 2:00 – 3:15 PM, WES Global Talent Bridge will be hosting a webinar entitled “Exploring Reskilling Opportunities for Immigrant Professionals focused on helping immigrants and refugees with professional backgrounds re-enter professional-level jobs.

In this webinar presenters Allie Levinsky from Upwardly Global and Jamie McDermott from the Baltimore Alliance for Careers in Healthcare will discuss best practices for providing career guidance to highly skilled immigrants and refugees as well as current reskilling initiatives.

To register for this webinar click here.

New Mapping Tool from IMPRINT

Looking for resources and partners that can help you serve highly skilled refugees? Our friends at IMPRINT recently released an interactive map that allows you to see what organizations and resources are available for skilled immigrants in your area and nationally.

The tool also provides state-by-state data about college educated foreign-born individuals, based on 2015 American Community Survey data.

Explore this awesome tool by clicking on the map below:

 

Webinars This Week: Refugee Legal Rights & Career Tips for Skilled Immigrants

There are two webinars this week that you or your clients may be interested in. The first webinar is on Wednesday evening, and will share important information designed to help refugees, asylees and SIV recipients understand their rights in the U.S. The second webinar is on Thursday afternoon, and will share essential strategies that skilled immigrants with foreign credentials can use to advance in their careers.

Here is the information for each webinar:

Photo: www.mirovni-institut.si/

What Does it Mean to be a Refugee in the U.S.? Refugee Legal Rights Discussion Post-Election

Wednesday, January 18, 2017, 6:00 PM – 7:00 PM EST

Upwardly Global, in collaboration with the International Refugee Assistance Project, is organizing a virtual webinar to educate the refugee, asylee and SIV populations as well as interested community members about refugee rights and their eligibility as U.S. residents. Please join us in the discussion about what it means to be a refugee, asylee and/or SIV; how to protect oneself from discrimination and how to create more welcoming communities for refugees. To register, click here.

Photo: BEWFAA/The Washington Post

10 Essential Tips for Career Success

Thursday, January 19th, 2017, 2:00 p.m. EST

Over the past year, WES Global Talent Bridge in the US and Canada have shared resources and methods on helping skilled immigrants succeed in their journey to continue their careers using credentials from abroad. As we begin the new year, we will revisit webinars and events hosted in 2016 and share key messages as well as resources that skilled immigrants need to consider as they work to integrate professionally in their new country. To register, click here.

 

Alternative Pathways for Highly Skilled Refugees

Source: https://www.uaf.nl/english

Source: https://www.uaf.nl/english

While many professional fields in the U.S. require licensure, refugees from professional backgrounds who are not immediately able to pursue these credentials don’t necessarily need to be stuck in low-level jobs.

A recent post by our friends at WES Global Talent Bridge shares some fantastic alternative career pathways that highly skilled refugees (and those who work with them) may want to explore, whether they are working towards licensure or just looking for work that is related to their skills.

Here’s a few options they recommend:

  • Accountants can analyze budgets and costs for institutions without a certified public accountant (CPA) license.
  • Engineers or architects who are not lisenced can still work in technical, advisory, and management positions related to engineering projects.
  • Healthcare Professionals have many options including administration, community health, and research. In addition short-term training programs such as CNA (Certified Nursing Assistant) or Phlebotomist certification can be a good entry point.
  • Lawyers can work as paralegals, and may be able to advise on foreign law as a foreign legal consultant (FLC)
  • Social workers and psychologists can find work as community workers in non-profits and schools.
  • Teachers can sometimes work as substitutes, or even full-time teachers at private and charter schools. Many states also offer alternate routes to certification or licensure (e.g. New York City Teaching Fellows, Teach for America, etc.)

While newly arrived refugees will likely need assistance identifying and accessing the alternative pathways, the opportunities are there. Some refugee employment programs around the country are hiring dedicated staff or mobilizing volunteers that specialize in identifying opportunities and facilitating networking and career mentorship for highly skilled refugees. This is emerging as a best practice in serving this unique subset of newly arrived refugees.

To read the WES Global Talent Bridge article in its entirety, click here!

Workforce Resource: Registered Apprenticeship

Source: www.rittal.com

Source: www.rittal.com

Welcome to the fourth post in our series featuring some of the tools, resources and programs available in the mainstream workforce system, shaped by the Workforce Innovation and Opportunity Act (WIOA) and delivered through the national network of American Job Centers serving all U.S. job seekers.

It’s a complex, resource-rich system underutilized in refugee employment services. Higher is determined to change that so our clients benefit from new opportunities and employment services.

We’ll do the research you don’t have time for amidst managing client caseloads and employer relationships. You can focus on using highlighted resources to help your clients succeed in the U.S. workforce.

So far we’ve highlighted online tools that you can utilize in your job counseling and job development efforts, as well as On-the-job Training. In this post we’ll talk about the U.S. Department of Labor’s Registered Apprenticeship program.

Apprenticeships Are Making a Comeback

Source: https://www.dol.gov/featured/apprenticeship/shareables

www.dol.gov/featured/apprenticeship/shareables

When you think of an apprenticeship, you probably think of a unionized position in a skilled trade. That’s because that was what the U.S. Apprenticeship program looked like when it started about 75 years ago.

Today there are more than 400,000 registered apprenticeships in more than 1,000 occupations.

Since 2014, the US has added more than 75,000 new apprenticeships, the largest increase in nearly a decade. Some of these are traditional apprenticeships in the skilled trades, but many are non-traditional apprenticeships in fields including Healthcare, Information Technology, Advanced Manufacturing, Transportation and Logistics and Energy. Learn more about DOL industry priorities here.

(Re)starting a U.S. Career Through Registered Apprenticeship

Registered Apprenticeship combines classroom-based learning with structured on-the-job learning. This federally funded “earn while you learn” training program allows employers to develop a highly qualified workforce and helps apprentices learn a trade while earning a living wage.

A Registered Apprenticeship can last anywhere from 1-6 years (most are 4 year programs) and always leads to a nationally recognized credential that is both portable and scalable.

This means that apprenticeships lead to even more opportunity for additional career advancement for job seekers who might choose to take their skills and credential to a different employer or another State.  They might also decide later to obtain a higher level credential as they advance further in their chosen career.

The Five Components of Registered Apprenticeship

While Registered Apprenticeship can be organized differently and customized to the needs of the employer, there are five components to all Registered Apprenticeship programs:  

A Quick-Start Toolkit: Building Registered Apprenticeship Programs, U.S. Department of Labor / Apprenticeship USA

Source: A Quick-Start Toolkit: Building Registered Apprenticeship Programs, U.S. Department of Labor

Are Registered Apprenticeships a Good Fit for Refugees?

Apprenticeships can be a great fit for refugees, particularly those with higher levels of English coming from more skilled backgrounds—whether that be a professional from a STEM industry or a “blue collar” worker with experience in the skilled trades.

Registered apprenticeships have the potential to function as a bridge that overcomes refugees’ lack of US work experience and helps them obtain a “Made in America” industry credential – all while earning a living wage.

Imagine what a difference it could make, both financially and emotionally, for some of our higher-skilled clients to be putting their skills to use, learning new skills, gaining credentials, and earning $5+ above minimum wage. (Most apprenticeship positions start around $15/hour).

Challenges to Anticipate

We believe this is a great opportunity, but it won’t be easy to access. As we’ve noted in past posts, the mainstream workforce development system is huge and complex. Many who work in this system are unfamiliar with refugees. In addition, apprenticeships work differently in different states and expertise is largely centralized in federal and state government.

It will take a significant amount of staff time to figure out how things work in your state or locality. One way that refugee employment programs have overcome this challenge is to assign a staff member or volunteer to be liaison to key stakeholders in the mainstream system, including American Job Centers (AJC), Workforce Investment Boards (WIBs), and state/city workforce offices.

With intentional planning and commitment, we believe it’s worth the time to overcome the challenge of access to mainstream programs like Registered Apprenticeship.

3 Ways to Explore Apprenticeship Opportunities

  1. Get to know you state apprenticeship office and other mainstream workforce development players in your area. Start by finding the office for apprenticeship in your state. This list includes all DOL apprenticeship contacts by state.  If you have a hard time connecting with the apprenticeship office, connect with staff at your local American Job Center, and they may be able to help connect you to the right person or organization to talk to.
  1. Search for local apprenticeship opportunities using the map available on the US Department of Labor’s website. You can also use the Apprenticeship Finder search tool on careeronestop.org. It may be strategic to begin intentional outreach efforts with companies and unions that you know have apprenticeships that could match client skills. Take a look at this list of current Apprenticeship grantees to see where apprenticeships may already be happening in your area.
  1. Talk to the employers that you already work with, and make sure they are aware of the federal Registered Apprenticeship program. Who knows? Maybe one of your employer partners would be interested in creating an Apprenticeship program specifically for refugee-background employees. Share this helpful toolkit and  for employers interested in creating Registered Apprenticeship programs.

Resources for Learning More

For more information and resources on Registered Apprenticeships, visit the ApprenticeshipUSA website.

Be sure to look at the ApprenticeshipUSA toolkit, where you can access eLearning modules on the Registered Apprenticeship program, as well as other information about setting up apprenticeship programs and/or marketing them to employers.

If you have any experience with placing refugees in apprenticeships, please email us at information@higheradvantage.org to share your insights on this career path strategy.

4 Best Practices for Serving Highly Skilled New Arrivals

From the White House National Credential and Skills Institute

These four best practices are 100% achievable in the context of our emphasis on starter jobs and limited resources.  We can all do these things to provide highly skilled professionals with the basic foundation they need to achieve career advancement.

ONEOffer survival jobs with the highest English-speaking potential

Our emphasis on early employment means that most highly skilled professionals need to accept a starter job.  Helping clients develop realistic expectations and a long term career plan is critical. We can also do a better job of identifying initial job options that offer some chance to practice English.

Depending on a client’s current level of English, this might mean busing tables to support English speaking waiters instead of washing dishes with a Spanish speaking crew.  Instead of hotel housekeeping, try to develop custodial jobs at hospitals or nursing homes with more chance to interact with English speaking staff and customers.

Strong employer partners offer other options to strengthen the English-speaking potential of a starter job. Discuss mentoring, lunch time English conversation clubs or on-site language classes. Providing picture vocabulary guides or other bilingual signage can create common ground for managers and team members with different native languages to work on vocabulary and improve communication. Download hotel and food service vocabulary guides in several client languages from Higher’s website.

TWO

Make sure accurate information is available about career advancement options 

Clients need strong and diverse support networks for long term success.  One downside of that is the likelihood of hearing bad advice from a source they trust more than you.  If a well-meaning community leader or ESL teacher doesn’t have complete or accurate information, clients can waste their time and money on the wrong things.

Make sure that accurate information is available through your agency.  Make sure you provide it to key community leaders, anchor relatives and other community stakeholders, as well.

Don’t be afraid to have frank conversations with partner agencies when you become aware that well-meaning staff or volunteers are providing mis-information and conflicting advice.

For new populations especially (like Syrians), holding community forums and information sessions to explain your services and provide information can really help.  Don’t forget to LISTEN to the community perspective, too.  You’ll learn things that will improve your services to that population.

THREEEmpower clients to find creative ways to practice English 

Even when high quality English classes are available, it’s just not always possible for clients to attend despite their strong desire to improve.  There are many creative strategies all clients can use to work on improving their English.

There are all kinds of free resources available for mobile devices.  Check out BUSUU which offers simple, free language lessons available on mobile devices.  Berhanu Dinssa, former Employment Program Manager with Catholic Charities in Arlington, VA, recommends it based on his experience.

Here are more easy ideas that work.  For example, my college Spanish professor, a Cuban refugee, learned by watching cartoons on television. The public library offers free computers and, many times, excellent language learning resources. Sit next to a stranger on the bus to work and try to talk to them in English.

FOURAdd some kind of “Made in America” experience to client resumes

We know how important this is and already have all kinds of strategies to make it happen. Volunteering.  Internships.  A starter job to add U.S. work experience to an impressive career overseas.

Even providing professional references with U.S. contact information can help once clients make it past the interview stage.  You can serve as a professional reference, as can case managers, ESL teachers and volunteers.

Consider listing successful completion of your job readiness class and initial basic ESL as a small initial step toward adding U.S.-based experience to a resume. In time, adding courses from a community college or other recognized institution is even better.

line

 

From the White House podium, it was reaffirming to hear the explicit acknowledgement that it takes time for new immigrants to build a basic stable foundation before they are ready to pursue career advancement. We should also accept the unspoken mandate to be sure we provide as much as we can to give highly skilled professional refugees hope for the future and a strong basic foundation for future career success.

The best practices in this post were presented at the White House National Skills and Credential Institute by Stacey K. Simon, Director of Imprint, an organization that works to help highly skilled refugee and immigrant professionals utilize their training and expertise to its fullest in their new homes in the U.S. Click here if you aren’t already familiar with Imprint’s work and resources.

3 Opportunities to Take Advantage of NOW

whFrom the 06/29 White House National Skills and Credential Institute

This is a time of unprecedented opportunities for refugee and immigrant workforce integration.

We have strong allies at the White House and across federal agencies, including the Departments of Labor, Health and Human Services, Education, Transportation. They’re working together at a high level to create opportunities and remove barriers for refugees and immigrants to enter and succeed in the U.S. workforce.

Read this National Skills Coalition overview of the White House Institute and the high level leadership that made it possible.

Higher believes that the three biggest opportunities you need to know about now involve:

  1. Occupational Licensing
  2. State Workforce Investment Board Strategic Plans, and
  3. Apprenticeships
Apprenticeships

Expanding opportunities for work-based learning through apprenticeships is one of the strongest opportunities for refugees in WIOA. The avalanche of available information makes it hard to know where to start. If the standard wisdom to “follow the money” is true, this is the workforce development strategy to prioritize.

Read a White House Fact Sheet for a summary of national priorities, current funding opportunities and context.

$90 million in additional funding was announced at the end of June and, on June 2, $10.4 million in was awarded to 51 states, territories and the District of Columbia to support the expansion of quality and innovative Registered Apprenticeship programs.

$175 million was awarded to 46 applicants on September 9, 2015. See a complete list of opportunities to connect refugees to apprenticeships from that funding round.

Workforce Investment Board Strategic Plans

Workforce Investment Boards (WIBs) at the State and local levels set the strategic direction of workforce services. The State WIB strategic plans that outline those strategies were just released after a lengthy process and development of local plans that build on State strategies is in progress.

The National Skills Coalition has excellent resources to help you understand what’s important to know with a State Plan Playbook document and companion webinar.

In her remarks at the White House Skills Institute, Portia Wu, Assistant Secretary of the Department of Labor Employment and Training Agency (DOL-ETA) emphasized how important it is to “be part of the conversation.” The plans are works in progress with a mandated formal revision period in two years.  It’s not too late to get involved.

Most WIB meetings are open to the public and attending is a good way to learn more and build contacts. Click here to find contact information for your local or State WIBs.

Licensing and Professional Recertification

The Department of Labor has announced funding currently available to help “enhance the portability of occupational licenses and to otherwise reduce overly burdensome restrictions”. The funding targets national or regional groups of States and the deadline is fast approaching, so you might not be able to participate directly if your agency isn’t already well connected to on-going efforts.

We have all experienced the difficulties in helping clients become licensed in their previous career fields. This funding opportunity is one step to reduce those barriers and signals high level interest in helping highly skilled refugee and immigrant professionals return to their chosen careers.

Click here to read the White House fact sheet for excellent contextual background and the DOL-ETA grant announcement.

 

Workforce Resource: On-the-Job Training

On the Job TrainingWelcome to the third post in our series featuring some of the tools, resources and programs available in the mainstream workforce system, shaped by the Workforce Innovation and Opportunity Act (WIOA) and delivered through the national network of American Job Centers serving all U.S. job seekers.

It’s a complex, resource-rich system underutilized in refugee employment services. Higher is determined to change that so our clients benefit from new opportunities and employment services.

We’ll do the research you don’t have time for amidst managing client caseloads and employer relationships. You can focus on using highlighted resources to help your clients succeed in the U.S. workforce.

In our first two posts we highlighted online tools that you can utilize in your job counseling and job development efforts. In the next few posts we want to shift to highlighting programs within the mainstream workforce system that can help your clients break into career fields that they are interested in.

Breaking into a Career through On-the-job Training

Breaking into one’s field of choice can be a challenge, even for native-born Americans. On-the-job Training (OJT) is funded through the Workforce Innovation and Opportunity Act (WIOA), and is one strategy for obtaining or updating skills and securing employment.

OJT is a win-win situation in which the OJT participant receives training and employment and the employer is reimbursed for the training costs (usually calculated at half the pay rate for the agreed-upon training period- although under the new WIOA legislation states can choose to increase employer reimbursement up to 75%).

OJT & Refugees

For refugees, OJT can be a strategic way to either re-enter one’s former industry or gain new skills that will put them on a stable career path in the US.

Because OJT is a comprehensive skills training program, it will be most useful for refugees with higher levels of English and literacy. Some programs, however, have found success placing LEP clients in OJT placements when there is a strong relationship between the employer and the refugee employment program in which they work as a team to make sure the OJT training is successful.

From the research Higher has done so far, refugees with backgrounds in “blue-collar” industries (e.g. construction, manufacturing) seem to be a particularly good fit for OJT, because of the experience they bring to the table, and because the federal reimbursement opportunity is attractive to small and medium sized business in these fields.

That being said, there have also been successful OJT placements with both high skilled refugees with more professional backgrounds and low-skilled refugees with little to no work background (see examples below).

Places Where it’s Worked

OmahaOmaha, NE:

Partnership: Lutheran Family Services of Nebraska (Omaha) with WIOA Contractor Goodwill Industries of Omaha, NE

Population: Afghan SIVs

Industry: Construction

 

“With [WIOA/OJT] dollars and Lutheran Family Service’s reputation and connection to the community, we’re able to put together a package that speaks to a hiring manager or organization…and it’s quick—participants are getting enrolled in our program and within 3 or 4 weeks they’re working. We use our dollars to pay for tools, steel toed boots—whatever they need to be successful on the job, as well as paying money towards the employer for hiring through our program” –Justin Dougherty, (former) Director of Workforce Services, Goodwill Industries, Inc., Omaha, NE

Orlando__Lake_Eola_1Orlando, FL:

Partnership: Catholic Charities, Orlando, FL and local employers (Catholic Charities operates the OJT program in house using WIOA funds)

Populations: Cubans, Haitians, and Iraqis

Industries: Dentistry (Dental Assistant), Childcare (Assistant Teacher), Logistics/Warehouse, Hospitality (Maintenance Technicians and Front Desk), Food Processing

“OJT is a good option because it provides employment that is higher paying than most entry level positions, gives some clients an opportunity to continue in their field, and gives others a great ‘stepping stone’ job.” –Daisy Clemente, Employment Services Coordinator, Catholic Charities, Orlando, FL

Salt Lake CitySalt Lake City, UT:

Partnership: IRC, Salt Lake City, UT with Utah Department of Workforce Services Office

Populations: Sudanese, Burmese, Iraqi

Industries: Sewing, Construction/remodeling, Glass recycling

 

“We keep OJT in our back pocket as an incentive for employers who are a little hesitant [to hire refugees].” –Nolan LaBarge, Employment Specialist, IRC, Salt Lake City, Utah

Tips for Success

In talking to these 3 sites, some common themes emerged in terms of what made their OJT efforts successful:

  • Commit to learning the system: If you don’t already have someone on staff who has a background in mainstream workforce development, identify someone who can commit the time to learning the process and be the liaison between your office and the American Job Center (AJC). Additionally, look for allies within the mainstream system who are excited about your work and can give you an insider’s perspective on how to navigate the system.
  • Strong job development makes strong OJT placements: Often times it’s the employers you already have strong relationships with who will be most interested in placing your clients in OJT. You can also use OJT as a selling point when approaching new employers. Either way, you can put the opportunity on their radar and if they’re interested, you can can make the connection to the AJC to continue the process.
  • Provide good marketing materials for employers: In the same way that you provide employers good information about refugees, consider also leaving them with a nice brochure about OJT. Give them something to think about, and follow up with them shortly afterwards.
  • Offer employers additional support (coordinating interpretation, etc.): Let them know that you not only can provide them with strong candidates, but you are available to provide reasonable support to them to help with some of the challenges that come along with hiring refugees.
  • Make the right match: Always remember to take your clients past experience and skills into account when recommending them for OJT. While OJT may at times provide an opportunity for someone to learn completely new skills, the OJT program is primarily designed to be a skills upgrade program, and trainees are expected to begin contributing as productive workers on day one. The refugee programs that have found success with OJT have done so largely because they capitalized on skills their clients already had.

Getting Started & Learning More

If OJT is new for you, the best place to get started would be to contact your local American Job Center (AJC). Click here to find an AJC near you.

Once you identify the OJT resources and process in your community, you can begin marketing the program to employers that you work with.

The Employment Training Administration (ETA) is in the process of updating its’ OJT Toolkit which will be made available soon on the new Workforce GPS website, but in the meantime click here to access a recent webinar entitled “Strategies for Implementing OJT Simply and Effectively” as well as an OJT Training Brief and Resource Guide by the same name (you can find it in the left hand column called “Related Resources”).

Coming Soon…

Also, keep your eyes out in the next month or so for the next edition of our Workforce Collaboration Case Study Series, which will take a deeper look at the OJT partnership (highlighted briefly in this post) between Lutheran Family Services and Goodwill Industries in Omaha, NE.

Have You Placed Clients in OJT?

It’s impossible for us to know everything that everyone is doing out there. If you’ve placed clients in OJT, please let us know so that we can learn from your experiences as we continue to look at this strategy for refugee employment! Send us an email at information@higheradvantage.org.