course catalog - chicago jobs council...3 policies and procedures location and transportation unless...
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PROFESSIONAL DEVELOPMENT & TRAINING
COURSE CATALOG
2013-2014
29 E. Madison Street, Suite 1700
Chicago, IL 60602
Phone: 312.252.0460
www.cjc.net/frontline-focus
WITH FRONTLINE FOCUS, YOU CAN:
Expand your network
Collaborate with like minded
professionals
Build your skills and knowledge
Increase your effectiveness
Advance your career
GET STARTED TODAY!
2
WHO WE ARE AND WHAT WE DO
MISSION AND VISION The Frontline Focus Training Institute (FFTI) provides professional development opportunities to help workforce professionals build their capacity to better meet the employment needs of disadvantaged job seekers, low-income workers and employers. Through the delivery of our hands-on, interactive trainings and workshops, we aim to:
Develop and enhance the skills, key competencies and knowledge of workforce professionals in order to increase job effectiveness
Decrease burnout and stimulate career growth within the workforce development field
Create an environment that fosters collaboration and networking among job developers
Establish "job development" as a professional field of work
HISTORY FFTI was launched by the Chicago Jobs Council (CJC) in 2003 based on community research that indicated workforce development staff lacked professional development opportunities. From its early beginnings as a brown bag lunch series to our current catalog of course offerings, the Frontline Focus Training Institute is uniquely positioned to meet the professional training needs of the workforce development field by being one of the only organizations in the Midwestern region dedicated to such a mission. To date, FFTI has trained over 3,000 workforce professionals from 560 organizations. TRAININGS AND WORKSHOPS
Public Calendar FFTI offers twenty different classes to support the professional development of both frontline and managerial staff alike. Core classes are offered in two separate tracks: the Job Developer Track for direct service staff and the Leadership Track for frontline supervisors. A number of electives are also offered to help supplement core learning. You can follow the program tracks to receive certification or take classes on an ad hoc basis to complement your on-the-job experience.
Courses are extremely interactive and encourage experiential learning. Each class is facilitated by an experienced CJC staff member, expert consultant, or professional from one of our many training partners.
Customized Trainings FFTI offers a variety of customized training options to fit your organizational needs. We can train your entire staff using one of our existing curricula, combine topics to create a more tailored experience or develop something entirely new to fit your needs. Additionally, FFTI trainers are available to present at workshops or conferences hosted by your agencies. Pricing for customized training is negotiable and based on a combination of factors including time, content preparation and travel.
Let us know what your professional development needs are and we’ll work with you to create a customized training experience.
As a member of the Chicago Jobs Council, you save money on the cost of trainings! Contact America Lewis at 312.252.0460 or [email protected] to learn more.
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POLICIES AND PROCEDURES
LOCATION AND TRANSPORTATION Unless otherwise specified, all training courses take place at the Chicago Jobs Council office: 29 E. Madison Street, Suite 1700, Chicago, IL 60602. This location is accessible by numerous forms of public transportation including several CTA train and bus lines, as well as the Metra. Alternatively, parking is available in several nearby garages: Millennium Park Underground (Michigan Ave at Randolph - $14); Adams-Wabash Self Park (17 E. Adams - $14 with rebate stamp from FFTI’s lobby attendant); and valet parking at 5 S. Wabash ($14 if in by 9:30am).
When you arrive for training, security personnel in the lobby will direct you to the 17th floor. Please be aware, you may be asked to show picture identification. ACCESSIBILITY
Our training facility is fully wheelchair accessible. Because CJC is committed to providing high-quality trainings at low or no cost to participants, we ask that the expense of some accommodations (such as interpreters) be covered by the participant’s employer. If you do have special needs, please contact Cheryl Hester to determine how we can best assist you. FOOD Breakfast and lunch are provided for full day trainings. Depending on the timing of half-day trainings, breakfast and/or snacks will be provided. If you have any dietary restrictions or allergies, please contact Cheryl Hester. SCHOLARSHIPS While FFTI’s trainings are already deeply subsidized, we do offer a limited number of scholarships for each training on a case-by-case basis. Requests for support must be emailed to Cheryl Hester. Partial and full awards will be granted based on a review of your financial need. CANCELLATIONS AND SUBSTITUTIONS All cancellation and refund requests must be made in writing, and should be emailed to Cheryl Hester. Full refunds will only be given if the cancellation request is received 3 days in advance of the training. There will be no refunds for students who withdraw after a training has started. Registrants who fail to attend their scheduled training will still be responsible for the full cost of registration. If the original registrant cannot attend the training, a coworker from the same organization may take his/her place. Finally, FFTI reserves the right to cancel or postpone training based on insufficient registration, inclement weather or other unforeseen emergencies. In such rare instances, refunds will be given to all registered participants.
Contact:
CHERYL HESTER
Frontline Focus
Administrator
312.252.0460 x108
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REGISTRATION AND PAYMENT
REGISTRATION Registration is available online at our website, www.cjc.net/frontline-focus. You must create an account and log in in order to register for training. Registrations are accepted on a rolling basis until each training has reached its maximum capacity of 20-25 people. For high-demand courses, enrollment may be limited to two practitioners from a single organization.
Track Discounts of 20% are available when you register for all five core courses in either the Job Developer or Leadership track at the same time.
Payments can be made by check or credit card. Checks should be made payable to the Chicago Jobs Council. Credit card payments must be made over the phone by calling Cheryl Hester. All payments or payment arrangements should be made 24 hours prior to the start of training. You will not receive a certificate of completion until payment is received. If payment is not received within a week after your scheduled course, you will be subject to a $25 late fee on top of your original registration charge.
INSTRUCTIONS
For all users:
1. Go to www.cjc.net/frontline-focus
2. Click on the course you wish to register for
3. After reading the course description, click
the link at the top of the page to register
4. If you are a returning visitor, you will be prompted to enter your username and
password—then, log in
5. If you are a first time visitor, create a new username and password for future use—
then, log in
6. Verify the registration information, add the names of any coworkers you also want to register from the drop-down list and then
click “Submit Registration”
7. If your registration was successful, you will receive an email confirmation within 24 hours
Troubleshooting:
Once a training fills to capacity, registrants will be placed on a waiting list. You will receive an email confirming this. Should a spot open up prior to the start of class, you will receive an email confirming your participation. If you have any questions about your registration or wait-list status, please contact Cheryl Hester. If you don’t receive an email confirmation of registration within the 24 hour window, please contact Cheryl. An electronic error may have prevented your registration from being submitted. If you do not have internet access, please call Cheryl to register by phone.
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COURSE TRACKS AND FFTI CERTIFICATION
COURSE TRACKS We offer two different course tracks leading to FFTI certification: Job Development and Leadership. Each track requires the completion of five core courses and a select number of elective hours. While you may take as long as you’d like to pursue FFTI certification, it is possible to complete track requirements within six months or one year’s timeframe.
The order of core classes in each track is a suggested progression; it is not a requirement that you follow this sequence. Classes may be taken a la carte; you do not have to pursue FFTI certification in order to register for any of the core courses.
FFTI CERTIFICATION At the end of each course, you will receive a document of completion stating that you have satisfactorily fulfilled the required course hours. Once you have completed all the requirements for a particular track, you will receive your course track certification. This certification signifies that you have completed the required series of comprehensive course curriculum covering the core competencies as determined by FFTI. The full list of core competencies covered in each course track can be found on our website: www.cjc.net/frontline-focus. FFTI will keep your records on file should you ever need a certificate reprinted.
*Depending on which track certification you pursue, courses from the opposite track can count towards your elective hours. For example, if you are pursuing your Leadership certification, you may take the Job Developer Orientation as an elective.
Job Developer Track Core courses include (29 hours): 1. Job Developer Orientation 2. Beyond the Basics: Job Development in
Practice 3. Becoming an Industry Insider 4. Pitch Clinic 5. Reducing Turnover: Becoming a Retention
Agent In addition, 21 elective hours* must be completed, including the following courses: 1. Cultural Competency 101 2. 14 elective hours, including at least one
“Workforce Development Environment” course
A total of 50 hours must be completed to earn the FFTI Job Developer certification.
Leadership Track Core courses include (32 hours): 1. Learning to Lead 2. Performance Management 3. Managing Through Crisis 4. Making Metrics Matter 5. Meeting Management In addition, 18 elective hours* must be completed, including the following courses: 1. Cultural Competency 101 2. 11 elective hours, including at least one
“Workforce Development Environment” course
A total of 50 hours must be completed to earn the FFTI Leadership certification.
To learn more about certification or our course tracks, please contact Cheryl Hester at [email protected] or 312.252.0460 x108.
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COURSE OFFERINGS AND PRICING STRUCTURE Spec
ial
Popul
ations
TRACK COURSE NAME CLASS
HOURS
CJC MEMBER
PRICE
NON-MEMBER
PRICE
Job Developer Orientation 7 $75 $115
Save 20% when you register for
all five courses in the track at once.
Beyond the Basics: Job Development in Practice
7 $75 $115
Becoming an Industry Insider 5 $75 $115
Pitch Clinic 3 $50 $75
Reducing Turnover: Becoming a Retention Agent
7 $75 $115
Learning to Lead 7 $75 $115 Save 20% when you register for
all five courses in the track at once.
Performance Management 7 $75 $115
Managing Through Crisis 7 $75 $115
Making Metrics Matter 7 $75 $115
Meeting Management 4 $50 $75
* Cultural Competency 101: Building Your Personal Awareness 7 $75 $115
Conducting Quality Intake Assessments
3 $50 $75
Designing & Conducting Transformational Job Readiness Trainings
14 $150 $230
Employment Law & Workplace
Rights 3 $50 $75
Intro to Workforce Development 3 $50 $75
Intro to the Workforce Investment Act 3 $50 $75
Employ Lit: Helping Clients
with Low Literacy 8 $75 $115
From Records to Re-Entry: Working with Ex-Offenders
14 $150 $230
Job D
evelo
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Tra
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Leaders
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Tra
ck
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ctiv
es
Pro
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COURSE CALENDAR—TRACKS
DATES COURSE AUDIENCE DESCRIPTION
July 18, 2013
Jan 30, 2014
Job Developer Orientation Job Developers, Employment Specialists,
Career Counselors, etc. PAGE 9
August 8, 2013
Feb 13, 2014
Beyond the Basics: Job
Development in Practice
Job Developers, Employment Specialists,
Career Counselors, etc. PAGE 9
Sept 6, 2013
Feb 28, 2014
Becoming an Industry Insider Direct service and
supervisory staff PAGE 10
Sept 12, 2013
March 13, 2014
Pitch Clinic Job Developers, Employment Specialists,
Career Counselors, etc. PAGE 10
Sept 25, 2013
March 27, 2014
Reducing Turnover: Becoming a Retention Agent
Job Developers, Employment Specialists,
Career Counselors, etc. PAGE 11
Aug 21, 2013 Learning to Lead New supervisors and
managers PAGE 11
Oct 23, 2013 Performance Management Supervisory staff PAGE 12
Dec 4, 2013 Managing Through Crisis
Supervisory staff
PAGE 12
Feb 26, 2014 Making Metrics Matter Supervisory staff PAGE 13
April 16, 2014 Meeting Management All staff PAGE 13
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COURSE CALENDAR—ELECTIVES
If you are pursuing your certification, don’t forget that classes from the alternate track can count towards your elective hours!
DATES COURSE AUDIENCE DESCRIPTION
Sept 19, 2013
May 8, 2014 * Cultural Competency 101:
Building Your Personal
Awareness
All staff
PAGE 14
Nov 1, 2013
May 2, 2014
Conducting Quality Intake Assessments
Direct service staff
PAGE 14
Oct 15 & 16, 2013
May 13 & 14, 2014
Designing & Conducting Transformational Job Readiness Trainings
Staff who conduct soft skills/job readiness training
PAGE 15
Oct 3, 2013 Employment Law &
Workplace Rights
All staff
PAGE 15
Dec 5, 2013
June 5, 2014
Intro to Workforce
Development
Staff new to Cook County’s workforce system
PAGE 16
Sept 5, 2013
March 6, 2014
Intro to the Workforce Investment Act
Staff whose organizations receive WIA contracts or who intersect with the WIA system
PAGE 16
Oct 18 & 25, 2013
April 4 & 11, 2014
Employ Lit: Helping Clients
with Low Literacy
Direct service staff
PAGE 17
Aug 14 & 15, 2013 From Records to Re-Entry:
Working with Ex-Offenders
All staff
PAGE 17
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COURSE DESCRIPTIONS—TRACKS
JOB DEVELOPER ORIENTATION (7 hours) The workforce development field has many different names for the role of job developer: employment specialist, career counselor, business services representative, corporate account manager, employer relations coordinator, etc. Despite these varied titles, your responsibility remains the same: to connect qualified job seekers with quality employment opportunities. Easier said than done, right? Not only do you have to develop partnerships with business clients, but you have to be well versed in your job seekers’ strengths and challenges in order to facilitate effective placements. This interactive, hands-on session will teach you strategies to be more effective in your role. Topics covered include:
Identifying the value of your business services
Communicating effectively with employers
Crafting and delivering a persuasive pitch
Handling employer objections
Asking the right intake questions
BEYOND THE BASICS: JOB DEVELOPMENT IN PRACTICE (7 hours)
Job development can be tricky; it takes a lot of practice, perseverance and patience. You have to juggle multiple priorities, balance the needs of two distinct clients—your job seekers and employers—and provide consistent and quality customer service to a variety of stakeholders. This class will address these nuances and provide best practices for some of the more nitty-gritty aspects of job development. More specifically, we’ll discuss tips for networking and collaboration, tools for troubleshooting when things go wrong with employers and job seekers alike, and strategies to encourage time management and prevent burnout. This class is a “must-take” for job developers wanting to increase their skills! Topics covered include:
Demystifying the networking process
Making the most of collaboration
Using contracts and “insurance cards” to help manage job seeker expectations
Troubleshooting when things go wrong with employers
Developing a combined personal and professional to-do list to help manage your time and
prevent burnout
NEW TITLE
Since I’m new to the job
development arena, it
was valuable to meet
others who do the same
work and hear where
our challenges overlap.
—Job Developer Orientation
participant
10
COURSE DESCRIPTIONS—TRACKS
BECOMING AN INDUSTRY INSIDER (5 hours) There are a number of online tools and websites that can help you be more successful in working with both employers and job seekers. For example, knowing where to find and how to use labor market information can help you develop and deepen employer relationships. Additionally, online skills and interest assessments can be a great starting point for connecting your job seeker with a career they’ll love. This class is designed to introduce you to a wide variety of tools, trends and statistics that can be used to understand career growth opportunities, determine current salaries for different job titles, discover which industries are poised for growth, which businesses are downsizing, and what types of training and education are necessary for your clients. Armed with this research, you’re likely to dazzle employers with your knowledge of existing trends and better match your job seekers to quality employment opportunities. Topics covered include:
Identifying useful labor market information online
Filtering data to understand labor market trends
Using data to deepen employer relationships
Teaching job seekers to use data to find an appropriate career path
Using online assessments to help your job seekers identify their skills and passion
*This class is computer-based and will be taught in a computer lab.
PITCH CLINIC (3 hours) Nervous about selling yourself or your clients to a potential employer? You’re not alone! During this workshop, you’ll have an opportunity to develop and refine your elevator pitch. Knowing what to say and how to say it with confidence is the first step in building an employer partnership. While everyone has their own voice and own style, this class will provide you with the basic formula, the do’s and don’ts of delivery, and how to effectively close the sale. Working in small groups, you’ll have the opportunity to practice pitching your services to actual HR
professionals. With their feedback, you’ll be “pitch-perfect” in no time!
Topics covered include:
Crafting a concise and persuasive pitch
Learning how to respond to employers’ needs
Delivering your pitch with confidence and making
a professional business impression
Flexing your style to appeal to different audiences
“Right after this training,
my coworkers and I put
our pitch to work and
WE GOT THE MEETING!”
—Pitch Clinic participant
11
COURSE DESCRIPTIONS—TRACKS
REDUCING TURNOVER: BECOMING A RETENTION AGENT (7 hours) Worried about meeting your retention goals? Frustrated by participants that can’t seem to stay on a job? Running out of ways to keep your participants engaged? Then this training is for you! Together we will talk about how you can infuse retention strategies throughout the employment continuum by examining the 4 P’s of your organization: people, priorities, processes and place. We will focus specifically on brainstorming strategies to help you improve your job seekers’ retention both in your program and on-the-job. Through group interaction and hands-on activities, you will walk away with tangible tools to help you implement a comprehensive retention plan at your agency. Topics covered include: Understanding the employment continuum and how to infuse retention at each stage Understanding the “life cycle” of the job seeker in your agency and how to address gaps in
your process Identifying barriers and analyzing possible solutions to enhance program retention Using contract agreements to help increase program and on-the-job retention Creating a foundation for retention in your organization by developing an action plan
LEARNING TO LEAD (7 hours) You used to be a job developer but you’ve recently been promoted to the role of supervisor. Or, maybe you’re new to the workforce development field altogether and find yourself managing a staff of 2 or 20. Regardless of how you got here, people are looking at you to lead! In this class you will learn how to transform your employees into a high-performing team. You’ll learn the nuts and bolts of being an effective manager, as well as the art of being a good leader. Topics covered include:
Understanding your own leadership and communication
styles and how to flex them based on your employees’ skill levels and attitude
Bridging the gaps in your staff and building trust
Handling difficult conversations with your employees
Effectively delegating to your staff in order to promote inclusion and reduce stress
Learning how to collaborate with other agencies in order to be more effective
The information was
very useful and
enlightening. I think all
organizations should
make this class
mandatory for their
leadership!
—Leadership
participant
12
COURSE DESCRIPTIONS—TRACKS
PERFORMANCE MANAGEMENT (7 hours) Creating and cultivating a high-performing team can be difficult. You have to help your staff understand how their daily tasks fit into the larger mission of the organization. You also have to troubleshoot when things go awry. And finally, you have to manage the interpersonal dynamics of your team to ensure that everything runs smoothly. That’s a lot to keep in mind! In this course, you will learn how to use coaching skills and influence to help your team be most productive. Additionally, you’ll learn how to help your team set goals, communicate concerns effectively and improve productivity.
Topics covered include:
Learning strategies to lead with influence
Translating your agency’s strategic messages into daily tasks for your staff
Assessing performance and preparing for the performance review
Using coaching, counseling and progressive discipline to create a high performing team
Communicating expectations and constructive criticism to your staff in order to manage staff
performance and outcomes
MANAGING THROUGH CRISIS (7 hours) Is your organization experiencing funding cuts and layoffs? Did you just lose your best employer contact? Did your job seeker get fired from the job you placed her on last week? These are just some of the many crises we might face on a daily basis. Leading a team of staff under the best of
circumstances can be a daunting task, let alone when you’re putting out fire after fire. This class will help you understand how your management style is affected by crisis and what you can do to keep your cool and respond calmly and appropriately to any challenge that comes your way.
Topics covered include: Understanding and practicing the 5 tenants of exemplary leadership Using the Conflict Style Inventory to learn about your own and others’ conflict styles Managing difficult conversations during a crisis Understanding your own social and emotional intelligence in order to positively impact your
desired outcomes Troubleshooting your own and your peers’ real-life crises
NEW CLASS
13
COURSE DESCRIPTIONS—TRACKS
MAKING METRICS MATTER (7 hours) Of course metrics matter! At a time when resources are tight, funders are more and more focused on the “results” your program produces. And, as an organizational leader, you want to know how well you are accomplishing
your mission. But it’s sometimes hard to get line staff to “buy-in” to both producing and using quality data. Staff may experience requests for data as an extra burden; they may be concerned about how the data will reflect on them. Or working with technology and numbers may just not be their strength! In this course, you will learn approaches for helping staff experience data—both quantitative and qualitative—as a useful resource for improving services to jobseekers and employers, and you’ll gain ideas for building a culture where data is a tool for learning, not just accountability.
Topics covered include:
Identifying the types of data that “matter” to help you manage toward results
Using data to jump to questions, not conclusions Engaging staff in using data to test their “hunches”
about what’s contributing to performance Creating reports that are useful for your staff Improving data quality Creating a positive learning environment around data
MEETING MANAGEMENT (4 hours) This training will increase your knowledge and ability to: effectively prepare for meetings, identify clear and concise objectives, set realistic ground rules, problem solve effectively with meeting participants, actively make decisions and create an action plan, understand the role of the meeting leader, practice techniques as a conflict mediator, create an accountability chart and plan for follow-through. Topics covered include: Preparing for a facilitation event by asking critical questions Building an effective agenda Beginning and ending meetings on time Avoiding distractions that lead a group off track Choosing the most appropriate form of decision making with a group Handling “problem” personalities Writing meeting minutes that get read
I want to congratulate you on
your workshop! It was
comprehensive and useful —
the best I’ve ever
attended. You kept us
involved by using hands-on
activities. There were times
where I would have preferred
to just blend into the crowd
but you wouldn’t let us, so I
really learned a lot !
—FFTI Alum
NEW CLASS
14
COURSE DESCRIPTIONS—ELECTIVES
CULTURAL COMPETENCY 101: BUILDING YOUR PERSONAL AWARENESS (7 hours) At its core, cultural competency refers to the ability to understand, communicate with and effectively interact with a variety of people.
Because our workforce is increasingly diverse, we often work with people of different gender, race, religion, socio-economic status, and sexual orientation throughout the course of our workday. This can be easier said than done. Preconceived notions, stereotypes and assumptions—all ways we categorize and make sense of the world—often affect and color our interactions without us even being aware. This class provides a safe space to reflect on our own assumptions and an opportunity to examine how our behaviors impact our daily responsibilities. Topics covered include:
Understanding how the assumptions we make affect the actions we take
Learning how to interrupt the Ladder of Inference
Identifying how our own life experiences shape who we are and how we react to situations
Applying the tenants of cultural competency in a workplace setting
CONDUCTING QUALITY INTAKE ASSESSMENTS (3 hours) The intake assessment. You fill out some forms, your client answers some questions and voila! The relationship has begun. Easy, right? Maybe not. You have a limited amount of time to ask some fairly sensitive questions to clients who may not want to share the information you need to collect. In this session, we will begin to address this inherent tension. We’ll introduce the ideas of active listening, creating a safe space, and asset versus deficit based assessment. Through role play activities, we will identify ways you can make the intake interview more conversational, probe
deeper for added information and feel more comfortable asking those sensitive questions.
Topics covered include: Understanding the characteristics and benefits of active listening Identifying the difference between asset-based and deficit-based assessment Explaining the strategies and benefits involved in creating a safe space for job seeker intake
assessments to happen Developing concrete questions to “go beyond” required intake questions and probe deeper
REQUIRED ELECTIVE
15
COURSE DESCRIPTIONS—ELECTIVES
DESIGNING AND CONDUCTING TRANSFORMATIONAL JOB READINESS TRAININGS (14 HOURS) While attending a job readiness training may seem like just another hoop to jump through for your job seekers, we know the process can be so much more transformative than that. When you work with the whole person to help them explore meaning through employment, your job seekers walk away changed—more confident, poised, motivated. In this experiential, two day train-the-trainer workshop, we will focus on the foundational elements to address the whole person in front of you, not just how to go through the nuts and bolts of obtaining employment. We will also explore why work is important and how it plays a fundamental role in what it means to be human. Whether you are at the beginning stages of developing a job readiness training program or have already been doing the work for years, you will walk away with actionable, practical tools for guiding the process of life transformation through the lens of employment. Be
prepared to dive in yourself. We are all learning and growing together.
Topics covered include:
Elements of a successful job readiness training
Using non-cognitive skills to enhance class bonding and heighten self confidence
Effectively using body based practices
Methods of teaching interview skills
Classroom management
Work as meaning and purpose beyond a paycheck
Group process and bonding
Doing the work yourself: Trainer self-growth
*Due to the cumulative nature of this work, we ask that you commit to both full days of training.
EMPLOYMENT LAW AND WORKPLACE RIGHTS (3 HOURS) Have you ever had clients ask you questions about how to take medical leave, how long their breaks should be or what to do if they get injured on the job? Now is the time for you to familiarize yourself with these and other important workplace laws. Training clients in their rights as employees is an integral component of any comprehensive job readiness program. Clients who are aware of their rights at work can protect themselves against wage theft, illegal discrimination and other violations of the law. This class will focus on key areas of employment law that affect lower-wage workers in Illinois and how to incorporate this crucial information into job readiness curriculums.
Topics covered include: Misclassification of employees Wage and hours laws Family and Medical Leave Act and Victims’
Economic Security and Safety Act Illegal discrimination Enforcing worker protections
16
COURSE DESCRIPTIONS—ELECTIVES
INTRO TO THE WORKFORCE DEVELOPMENT SYSTEM (3 hours) You’re a part of the workforce development system. But what does that mean? Maybe you have a WIA, CDBG or TANF contract. Or maybe you’re a TJ or bridge program provider. Maybe you have no idea what those acronyms mean, in which case, you’re not alone! Jargon abounds in our field, creating an alphabet soup that can be difficult to decipher, let alone keep up with. The goal of this training is to demystify what the workforce development system actually is: who’s involved, how it operates, how it is funded and what its relationship with other social services
looks like.
Topics covered include: Defining the workforce development system Identifying who is served by the system Understanding the funding streams and program types that comprise the system Learning how the workforce system intersects with other related systems Navigating the inherent challenges of the system
INTRO TO THE WORKFORCE INVESTMENT ACT (3 hours) This workshop focuses on raising awareness and understanding of the federal Workforce Investment Act (WIA)—Title I and how it is administered in Cook County. Particular attention is paid to federal mandates, local implementation, administration procedures and reporting requirements.
Topics covered include: The five goals of the federal legislation Mandated one stop partners and services State and local governance including allocation processes How the local system is structured Definitions and examples of types of customers and services provided through WIA Information about performance measures
Facilitators provided a
concise and thorough
(but easy to understand)
presentation for a
complicated process.
—Intro to WIA
Participant
17
COURSE DESCRIPTIONS—ELECTIVES
EMPLOY LIT: HELPING CLIENTS WITH LOW LITERACY (8 hours) Do you work with clients who have low literacy skills? Discover how to adapt your job readiness instruction to meet the needs of adults with low educational levels or classes with mixed levels. This two-part course will help you understand the learner with low literacy skills and develop effective instructional methods specifically for the job readiness classroom. Designed for instructors and administrators who work with English-speaking clients, this interactive course is informative and hands-on. Each participant receives a free copy of Literacy Works’ 50-page Employ Lit reference guide, including sample job readiness activities and reproducible masters. Topics covered include: Recognizing when clients have literacy needs and accommodating them in the classroom Implementing interactive classroom activities that build confidence and competence among
clients at all educational levels Creating, selecting and adapting materials for clients in mixed-
level classrooms Encouraging adults to improve their literacy skills and continue
their education
FROM RECORDS TO RE-ENTRY: WORKING WITH EX-OFFENDERS (14 hours) Nearly 40,000 people are released annually from the Illinois Department of Corrections, and over half of these individuals return to Chicago. Trying to reestablish one’s life after prison is a daunting task and trying to find a job post-release can often seem nearly impossible. As service providers, you’re tasked with the enormous responsibility of helping your clients with criminal histories find gainful employment. Not only do you have to help your job seekers put together resumes, but you have to be well-versed in the justice system itself. By default you need to learn how to read rap sheets, know the rules related to sealing and expungement and help your job seekers navigate various employment laws. No easy task! This class provides you with all
the tools and resources you need to effectively help your clients with criminal histories find jobs. Topics covered include: Understanding the Illinois Criminal Justice System Learning about the challenges of reentry Conducting quality intake assessments Identifying the legal remedies available to ex-offenders Addressing employer concerns and understanding employment laws Coaching the job seeker through the initial application process and interview
The panel was great! I
was happy to talk
with providers who
are putting all of this
into practice.
—FFTI Alum
18
TRAINING PARTNERS
Frontline Focus partners with a number of community based agencies, educational institutions and independent consultants in order to deliver a comprehensive roster of professional development opportunities. Our trainers and training partners this year include: Community Based Agencies
Career Transitions Center of Chicago www.ctcchicago.org Facilitates: Managing Through Crisis
Inspiration Corporation www.inspirationcorp.org Facilitates: Designing and Conducting
Transformational Job Readiness Trainings
Literacy Works www.litworks.org Facilitates: Employ Lit—Helping Clients
with Low Literacy
Educational Institutions
St. Augustine College, Institute for Workforce Education
www.iwetraining.com Facilitates: Meeting Management
University of Illinois at Urbana-Champaign, School of Labor and Employment Relations
www.illinoislabored.org Facilitates: Employment Law and
Workplace Rights
Independent Consultants
Wally Smith; LPM Associates www.lpmassociates.org Facilitates: Learning to Lead,
Performance Management
Kara Wright; Mindhearted, Inc. www.mindhearted.com Facilitates: Cultural Competency 101
Marty Miles; Marty Miles Consulting Facilitates: Making Metrics Matter
In an effort to keep pace with the changing demands of the field, FFTI annually develops new courses and pulls others out of rotation based on registration and attendance numbers. Below is the list of classes FFTI has offered in the past. If any of the titles sound interesting, please let us know so we can consider offering them again in the future!
Past FFTI Offerings:
Best Practices in Working with Youth
Conflict Management
Critical Thinking & Problem Solving
Handling Change & Upheaval
Juggling Multiple Priorities
Motivating Employees to Be Their Best
Successful Sales Strategies
Working with Job Seekers with Disabilities
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WHAT ELSE WE DO
FRONTLINE WORKFORCE ASSOCIATION The Frontline Workforce Association (FWA) was formed in 2010 to connect frontline professionals in a way that enables them to better collaborate, support one another, and make referrals. FWA meetings take place on a bi-monthly basis, about six times a year, and are designed to be interactive and give participants a chance to share best practices and troubleshoot common problems. Meeting topics and logistics are decided on by a steering committee of FFTI alums. FWA is open to all frontline workforce development staff, regardless of past involvement with Frontline Focus. Individuals are welcome to attend as few or as many meetings as they wish. All meetings are free of charge. FRONTLINE FOCUS FLYER On a quarterly basis, FFTI publishes its e-newsletter, the Frontline Focus Flyer, which is designed to keep providers up to date on new training opportunities and relevant news from the field. LICENSING In an effort to make our trainings accessible to the national workforce development field, FFTI now has the ability to license its curriculum. Workforce development providers that lack access to professional development opportunities can license select FFTI core courses for delivery in their areas. This license is a way for FFTI to further its mission of providing low-cost professional development training opportunities to the national workforce development field. CUSTOMIZED TRAINING FFTI offers a variety of customized training options to fit your organizational needs. We can train your entire staff using one of our existing curricula, combine topics to create a more tailored experience or develop something entirely new to fit your needs. Additionally, FFTI trainers are available to present at workshops or conferences hosted by your agencies. Pricing for customized training is negotiable and based on a combination of factors including time, content preparation and travel. Let us know what your professional development needs are and we’ll work with you to create a customized training experience!
Benefits of Training:
Expand your network
Collaborate with like minded professionals
Build your skills and knowledge
Increase your effectiveness
Advance your career
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CONTACT US:
Ellen Johnson
Director of Frontline Focus
312.252.0460 x310
Cheryl Hester
Frontline Focus Administrator
312.252.0460 x108