WORKFORCE PREPARDNESS

The current job market is unpredictable and many people are looking for a sustainable career that is also rewarding. With our BEEMAP programs we put our participants through our workforce preparedness to give them hands on experience in all 6 areas we offer. This ensures they understand exactly what they are pursing and once directly placed with an apprentice they are clear that this is the career path they want to purse.

This includes learning basic work skills:

• Career Planning
• DPOR Registration & Reporting
• Budgeting
• Career Pay Cycles 
• Workplace Etiquette
• Professional Work skills
• Crisis Management

The workforce preparedness program had distinct objectives and goals. These goals create the 6 month plan that allows us to fully examine and explore the areas of interest. This allows the participants to fully understand and commit to the areas of choice. 

1. Comprehensive Career Exploration and Identification:

   - Objectives: Equip trainees with an understanding of all program areas to determine alignment with their career aspirations; and expose trainees to careers in the clean energy that align with their interests

2. Determination of Career Path Level:

   - Objective: Assist trainees narrowing down on a set of career options including  apprenticeships or higher educational paths 

3. Creation of Tailored Career Pathways:

   - Objective: Design a structured career plan  based on each trainee's aspirations and strengths.

4. Integration into Paid Learning Programs:

   - Objective: Ensure trainees are placed in on-the-job learning programs where they earn while they learn.

5. Skills Assessment and Mastery:

• Objective: Trainees must meet a set of defined skills to guarantee they are industry-ready.
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   Detailed Skill Metrics:

1. Regularity and Punctuality
2. Professionalism and Personal Presentation
3. Integrity and Ethical Work Standards
4. Concentration and Focus
5. Adherence to Safety Protocols
6. Responsiveness to Supervision and Constructive Criticism
7. Displaying Initiative and Consistency
8. Effective Communication and Team Collaboration
9. Precision and Commitment to Quality
10. Responsible Use of Resources
11. Work Stamina and Resilience
12. Persistence and Task Endurance
13. Adherence to Work Timelines and Schedules
14. Applied Math and Literacy 

6. Practical Skill Demonstration:

   - Objective: Ensure trainees exhibit their learned skills in real-world settings.

7. Program Completion and Progression to Advanced Levels:

   - Objective: Support trainees through the 12-month pre-apprenticeship  program, ensuring successful transition into extended apprenticeships leading to journeymen status and certifications. Work keys product will be used for skills curricula.

Goal 1: To work within the local schools to provide direct access to the programs and bring in each trade for direct exposure.

Activities:

1. Collaborate with local schools to integrate an introductory program into the curriculum.
2. Organize monthly trade demonstrations at schools where professionals showcase their skills and share experiences.
3. Facilitate Q&A sessions post-demonstrations to answer student queries.
4. Coordinate with school career counselors to inform students about the program and its benefits.

Goal 2: To market to rural communities and disadvantaged communities to begin our program to be exposed to the areas of work to begin the workforce preparedness program.*

Activities:

1. Conduct community outreach events in rural areas.
2. Create and distribute brochures, posters, and other informative materials.
3. Engage local community leaders and influencers to advocate for the program.
4. Utilize local media, like radio and newspapers, to promote the program.

Goal 3: To enroll 25 participants per year maximum to go through our program with an 85% finish rate.*

Activities:

1. Organize recruitment drives in targeted areas.
2. Host informational webinars and physical seminars. 
3. Implement a robust screening process to select motivated participants.
4. Regularly review program content to ensure its relevance and engagement levels, adapting as needed.

Goal 4: To direct place into industry training, including apprenticeship programs towards / Industry-recognized credentialing, including Journeyworker credentials  

Activities:

1. Conduct informational interviews to identify existing industry training opportunities and employers looking to hire individuals from these programs.
2. Form partnerships with local businesses and training institutions.
3. Create a mentorship system where trainees are paired with industry professionals.
4. Coordinate with businesses for placement opportunities post-program completion.
5. Track participants' progress and provide supplementary support as required.

Goal 5: To employ directly to support our Operations and BE Program.

Activities:

1. Identify areas within the Operations and BE Program needing additional manpower.
2. Set up an internal recruitment process for program graduates.
3. Offer specialized training sessions for specific job roles within the Operations and BE Program.
4. Regularly review and assess the skills and performance of employed participants.

Expected Outcomes for Project BLACC's Workforce Preparedness Program

1. Enhanced Diversity and Skill in Sustainable Building Trades: 

• A marked increase in the representation of diverse communities within the building trades.
• Equip the trainees with comprehensive knowledge and practice of sustainable construction methods.

2. Empowered Rural and Disadvantaged Communities:

• An established, skilled workforce originating from rural and disadvantaged communities to cater to the maintenance needs of these areas.
• Address the pressing issue of food scarcity by training individuals in sustainable agricultural practices, ensuring the community's food security.
• Provide skilled professionals who can guide and implement energy-saving solutions, promoting greener energy consumption habits in rural areas.

3. Transformation of Community Perceptions:

• A noticeable decline in poverty levels within rural and disadvantaged communities due to the increased employment opportunities created by the program.
• Gradual dismantling of prevailing stereotypes associated with rural and disadvantaged communities as more individuals showcase their acquired skill sets.
• Foster a sense of community pride and resilience as members get equipped to contribute meaningfully to society.

4. Successful Transition to Apprenticeship Programs:

• At least 85% of program attendees successfully transition into recognized apprenticeship programs, indicating the program's efficiency and alignment with industry needs.
• Collaboration with local and national apprenticeship institutions to ensure seamless integration of trainees into their subsequent phases of learning.

5. Promotion of Growth and Awareness:

• Through the imparted skillsets, communities become better equipped to chart their paths of economic and social growth.
• The success stories emerging from the program serve as testament and inspiration, fostering a culture of learning, growth, and environmental consciousness in rural and disadvantaged communities.

By achieving these outcomes, Project BLACC not only aids in skill development but also drives positive socio-economic change, challenging stereotypes, and creating a more resilient community focused on economic development rooted in the equitable clean energy transition.

Evaluations serve as an integral part of our selection process, ensuring that C5 brings in individuals who align with the program’s objectives and can benefit most from its offerings.

1. Sources of Referrals:

• Partnering organizations with a shared vision and understanding of our goals.
• Local educational institutions that understand the aspirations and needs of their students.
• Community outreach efforts that tap into the grassroots level, identifying potential candidates from within the community.

2. Registration Form:

• A comprehensive form that gathers personal details, past experiences, educational background, and preliminary understanding of the trainee's interests in the offered fields.

3. Introductory Meeting:

• A face-to-face or virtual interaction designed to understand the candidate's motivation, aspirations, and gauge their initial fit for the program.
• This session aids in establishing rapport, setting expectations, and understanding the potential areas of interest for each candidate.

4. Career Goal Identification:

• Based on the interactions and the information provided, the candidate's career goals are outlined. This ensures that the program can be tailored to meet their aspirations and maximizes their chances of success.

Assessment:

1. Exploratory Period:

• The first 60 days are crucial for both the program facilitators and the candidates. It allows candidates to gain a comprehensive overview of all areas available and decide which resonates most with their interests and strengths.

2. Checkpoint 1 - Field Selection:

• At the end of the exploratory period, candidates select their field of interest, which then becomes the primary focus of their training.

3. Bi-weekly Assessment:

• Every two weeks, which aligns with the payment cycle, candidates undergo a thorough assessment. 
• The assessment covers technical proficiency, adaptability to the work environment, interpersonal skills, and other relevant criteria.
• Feedback sessions are integral to this phase, offering candidates insights into their performance, highlighting areas of strengths, and pointing out opportunities for improvement.

4. Intervention and Support:

• Should a candidate consistently underperform or not meet the established benchmarks, they are temporarily removed from the primary program. This isn't a termination but rather an opportunity for intervention.
• During this period, dedicated support sessions aim to identify underlying issues, whether they're personal, professional, or academic. A customized action plan is developed to address these concerns.
• Once the identified issues are resolved, and the candidate feels ready, they are reintegrated into the program, ensuring they don't miss out on the opportunity for growth and learning.

5. Program Completion:

• Candidates who successfully navigate through the assessments, continuously showing progress and meeting the set benchmarks, are deemed to have completed the program.
• Post-completion, candidates are directly placed into apprenticeships or relevant positions, marking the beginning of their professional journey in their chosen field.

This 6 month program is a requirement to complete prior to being placed with an apprenticeship. Once the participants have completed the program and decided on a career pathway, the participant is directly placed with an apprenticeship and will have a state agency record created to ensure all work experience is documented. Project BLACC will work with the state agency to update the work experience and make sure all processes are in place to obtain the certifications they are working towards.