Using a Self-Sufficiency
Continuum as a
Framework for
Workforce Development:
Case Studies
Overview
 What
is a self-sufficiency continuum?
 What are the various dimensions of
self-sufficiency?
 How is a self-sufficiency continuum relevant
to workforce development?
 Is anyone using this framework?
 Why isn’t everyone using it?
 Am I already using aspects of it?
 How can I use it? What resources are
available?
1
A Research Project on This Topic
 The
project team:
Massachusetts Department of Housing and
Community Development
 Commonwealth Corporation & FutureWorks
 Massachusetts Community Action Program
Directors’ Association (MASSCAP)
 Several community/faith-based
organizations

2
Workforce Development:
An Evolving Approach
 You’re
probably familiar with various
workforce development concepts, and many
of you already have considerable experience
building self-sufficiency in your communities.
 So, the information in this session might not
be breaking news. But it’s worth your
consideration nonetheless, because the
approach to workforce development continues
to evolve.
3
The Problem and the Challenge
 Problem:
Many people remain in poverty
despite full-time employment. This
suggests that finding a job is not always
the end of the story.
 Challenge: Community/faith-based
organizations are encouraged to consider
approaches that will address the need of
individuals and families for a continuum of
support in achieving self-sufficiency.
4
A Holistic Approach to
Workforce Development
 Our
preliminary research found:
Some community-based organizations are
attempting to implement their workforce
development programs within a larger
framework—the self-sufficiency continuum.
 These efforts are interesting for what they
can tell us about possible models to follow
and what issues to anticipate.

5
Definition of
“Self-Sufficiency Continuum”


A framework within which an organization provides access to a
succession of education, training, and employment-related
services—along with an array of wrap-around support
services—through the duration of an individual’s or a family’s
journey from poverty to economic self-sufficiency.
Our project focused primarily on economic self-sufficiency. Two
points about this focus:
 Economic self-sufficiency in this context goes beyond meeting
federal poverty guidelines.
 We recognize that there are also social, cultural, and civic
dimensions to self-sufficiency. However, the time and
resources available for this project did not enable us to
research these other relevant aspects.
6
Research Review and Discussion



We’re going to quickly summarize findings from
interviews with some pioneering organizations in this
area. And then, we’ll talk about whether a similar
approach—or some aspect of it—makes sense for your
organization. Even if it’s only as a longer term objective.
For those of you already thinking about this type of
approach to workforce development:
You might get some ideas or gain insight to pitfalls that
have been encountered.
At the least, this session is intended to get you thinking
about the possibilities—or feasibility—of taking a
big-picture approach to workforce development.
7
Concept vs. Implementation
Implementing workforce development within the
context of a self-sufficiency continuum is not
easy. There are some significant barriers—
including the current public policy climate. As a
result, only a handful of organizations appear to
be using it.
 But, a good case can be made for the wisdom of
this approach…and the need. And there’s
information and some useful tools for getting
started.

8
A Collaborative Research Effort

The research project involved conducting a review of
approaches to workforce development at
community/faith-based organizations. This review led to
the development of case studies and other materials.
The project team members and roles are:





Massachusetts DHCD: Overall project management and
support.
Commonwealth Corporation: Management of research effort.
MASSCAP: Information dissemination support.
Case studies developed by FutureWorks, a consulting and
policy development firm.
Project partners include representative community/faith-based
and other organizations.
9
The Project Partnership
Mass Workforce
Alliance
Massachusetts
Association of
Community Development
Corporations
Workforce
Investment Boards
DHCD
FutureWorks
Self-Sufficiency
Continuum
Center for Law and
Social Policy
National Center for
the Study of Adult
Learning and
Literacy
Hispanic-American
Chamber of
Commerce
Workforce Development
COMMCORP
Community
Development
Corporations
Faith-Based
Groups
MASSCAP
Community Economic
Development
Assistance
Corporation
Community Action
Agencies
10
Output from the Project
A case study report:
 Do You Know the Way to Self-Sufficiency?
A Case Study Report on Using a Self-Sufficiency
Continuum Framework to Guide Workforce
Development Programs and Policies
 Profiles of organizations interviewed for this
study.
 Research and evaluation brief about the project.
 Self-sufficiency continuum framework mapping
workbook.

11
Project’s Objective and Key Finding

The key objective was to identify best practices from a
selection of community-based organizations that have
implemented this approach to workforce development.

Key Finding: Our literature search identified very few
organizations using a self-sufficiency continuum
framework to guide their programming and service mix.
For most organizations, delivery of services stopped after
an individual found an entry-level job.

The report’s case studies focus on the few organizations
identified that attempt to provide access to support
services all the way to self-sufficiency.
12
Key Finding in Context: Barriers

This key finding is not particularly surprising,
given the significant barriers/challenges to using
this approach to workforce development:


The current public policy emphasis on a “work first”
approach for workforce development and welfare
programs inhibits the use of most public funding
to provide long-term support for achieving
self-sufficiency.
The current economy is not generating many
new jobs, particularly the types of jobs that
provide opportunities for achieving economic
self-sufficiency.
13
Key Finding in Context:
Potential Drivers

Despite these barriers, some of the research results were
encouraging:



A continuum framework appears to present a useful mechanism
for tracking an organization’s response to an individual’s
immediate needs within the context of longer term objectives.
Strategic partnerships and coordination with other organizations
(both public and private) make it possible to establish a
continuum that provides the necessary mix of services.
Some tools exist and some initiatives are under way that support
establishing a continuum framework (e.g., some of you may be
familiar with Scales and Ladders matrices, Self-Sufficiency
Standards, ROMA performance measurement guidance materials).
14
The Case Studies
 The
research report presents four case
studies about:




A “one-stop shop” that draws on
long-term experience.
A partnership approach.
Another partnership approach.
An approach with a particular emphasis
on performance measurement.
15
The Continuum Framework: Mapping Progress
CAAs, CDCs, CBOs,
human service
providers
Outreach/recruitment
 Intake/assessment/
screening
 Assistance with
accessing support
services
 Refugees/immigrants:
immigration and
torture counseling

CAAs, CDCs, CBOs,
employers,
one-stop centers

ESL, VESL, ABE/GED,
pre-vocational/
employment skills
training
Life skills training/
personal success plan
development
 Job development/
placement

Early career planning
Immigration/naturalization counseling
 Entrepreneurial training


CAAs, CDCs, CBOs,
employers, bridging to
post-secondary
education, financial
institutions
Job retention and
advancement supports,
i.e., mentoring, peer
support groups, employer
contact, skill upgrading,
career ladder movement,
career planning
 Financial literacy and
support services, i.e.,
EITC, IDAs, home
ownership counseling

CAAs, CDCs, CBOs,
employers,
post-secondary
education, financial
institutions
CAAs, CDCs, CBOs,
employers,
post-secondary
education, financial
institutions
Support on an
"as needed" basis
only
 Opportunities to
"give back" to
community,
i.e., alumni events,
graduate to mentor
Career advancement
supports, i.e., support for
licensure, credentialing,
and degrees; employerfunded training/OJT;
mentoring; peer support
groups
 Advanced financial
literacy and supports


Thriving
Stable
Safe
At-Risk
In-Crisis






No income or assets
No skills or credentials
Homeless or unstable
housing
No or unreliable
transportation
No or unreliable child care
Safety and mental health
risks are high





Seeking job or
temp/seasonal job or
other legal income
Seeking GED or
vocational training
Seeking ESL
Temporary
or transitional housing
Transportation and child
care available, but not
affordable or reliable




Employed in semi-stable job
Has high school diploma,
GED, or vocational training
Housing is not temporary
and is affordable (maybe
with subsidy)
Transportation and child
care are generally reliable
and affordable




Permanent & stable job
Career & educational plan
in place; active & on-going
learning
Housing is not temporary
& is affordable (maybe
with subsidy)
Transportation and child
care are reliable and
affordable
Permanent, stable
employment of choice
 Implementing education
and career plan
 Housing is not temporary &
is affordable without
subsidy
 Transportation and child
care are reliable and
affordable

16
A One-Stop Shop on the Path to
Self-Sufficiency: Case Study #1

Asian Neighborhood Design—Program Overview




Non-profit community development agency with
6 years of experience using a self-sufficiency
framework.
Training program in the building trades
(e.g., carpentry, cabinetmaking).
100 to 150 trainees graduate each year from
13-week training session.
Furniture made by trainees sold commercially in
non-profit enterprise.
17
A One-Stop Shop on the Path to
Self-Sufficiency: Case Study #1

Asian Neighborhood Design—Program Approach



“Essential Elements” for tracking trainees’ and
graduates’ path to self-sufficiency.
Trainees meet each week with a family advocate
to establish a baseline situation, identify
barriers/assets, and develop a plan.
Graduates are assisted with job placement and
encouraged to join the Jobs Plus Club, where they
meet with peers and make a 2 to 4 year
commitment to work toward self-sufficiency
through “asset-building opportunities.”
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A One-Stop Shop on the Path to
Self-Sufficiency: Case Study #1

Asian Neighborhood Design—
Tracking Self-Sufficiency

The 7 Essential Elements of a Healthy Community
provide a framework for tracking individual’s
progress in regard to assets and barriers:
Income/Assets
 Education/Skills
 Housing/Food
 Safety/Environment
 Human Services
 Relationships
 Personal Attributes

19
A One-Stop Shop on the Path to
Self-Sufficiency: Case Study #1

Asian Neighborhood Design—Key Practices




Big picture approach: building up an individual’s
“assets” promotes self-sufficiency for families and
ultimately empowers the community.
Advocates act as “brokers” of comprehensive
support services on path to self-sufficiency.
Program partnerships exist with 70 other agencies
through Memorandums of Understanding.
Each individual’s progress is tracked and each plan
for achieving self-sufficiency is revisited.
20
A One-Stop Shop on the Path to
Self-Sufficiency: Case Study #1
 Asian
Neighborhood Design—
Barriers Encountered
Mission considerations: community
revitalization vs. human service delivery.
 Limited funding for providing long-term
support.
 Target population is highly mobile.

21
Partnerships to Promote
Self-Sufficiency: Case Study #2

ABCD-NECF Partnership—Program Overview




Action for Boston Community Development (ABCD) is a
private, non-profit human services agency.
The New England College of Finance (NECF) is a
not-for-profit educational organization focused on the
financial services industry.
As key partners: ABCD refers and supports individuals
training for entry-level financial services jobs & NECF
hosts the “Financial Services Academy” for training and
continuing education.
Local financial institutions fund and develop the curriculum.
22
Partnerships to Promote
Self-Sufficiency: Case Study #2

ABCD-NECF Partnership—Program Overview

(continued)
The employment opportunity that gave rise to this
initiative:





Traditional practice of hiring college graduates resulted in high
turnover.
High cost to industry for training and for recruitment through
employment agencies.
Industry needs to meet Community Reinvestment Act
requirements.
ABCD and other organizations seeking jobs with career
potential for workforce development programs.
After 5 years: 400 graduates and 85% placement.
23
Partnerships to Promote
Self-Sufficiency: Case Study #2

ABCD-NECF Partnership—Program Approach




3-week intensive training program: Monday to
Friday, 9 to 5.
Curriculum includes classroom learning, role
playing, visits to financial institutions.
As-needed support services provided throughout
the training.
Graduates are assisted with job placement and
have access to continuing education.
24
Partnerships to Promote
Self-Sufficiency: Case Study #2
 ABCD-NECF
Partnership—Key Practices
The right match: interested prospective
employees & good business for employers.
 High-profile industry representative
championed the program to financial
institutions.
 The industry’s investment in the program
supports its commitment to success and
sustainability.

25
Partnerships to Promote SelfSufficiency: Case Study #2
 ABCD-NECF
Partnership—
Future Challenges
Concern about ongoing support should
industry champion leave.
 Program is focused exclusively on financial
service, thus need to expand the model to
address other skill sets and interests.

26
Partnerships to Promote
Self-Sufficiency: Case Study #3
 JPNDC and Partners—Program Overview




Jamaica Plain Neighborhood Development Corporation
is a non-profit community development agency in a
diverse neighborhood of Boston; JPNDC is relatively
new to workforce development.
Through welfare-to-work initiatives, JPNDC had
developed strong connections with local health care
institutions.
Teamed with another CDC to develop training program
and secure funding from the state and Fleet Bank.
Established the “Boston Health Care Research Training
Institute” for providing training to individuals in entrylevel positions in the health care field.
27
Partnerships to Promote
Self-Sufficiency: Case Study #3

JPNDC and Partners—Program Approach




Help advance entry-level health care employees to
positions with family-sustaining wages.
Program candidates must have been with a current
employer for 6 months.
Training is conducted at a central facility located in the
Longwood Medical area.
JPNDC provides mentoring, referral for support
services, and career planning/counseling services.
28
Partnerships to Promote
Self-Sufficiency: Case Study #3

JPNDC and Partners—Key Practices




Early driver was acute labor shortages in health care
industry and prominence of this industry in the Boston
area.
Employer/industry champion important for recruiting
employer partners.
Training delivered at a convenient time and location.
Ability to secure funding: combining public and private
sources.
29
Blazing the Path: Case Study #4

Jewish Vocational Service of Greater Boston—
JVS Perspective




Non-profit, non-sectarian agency providing
workforce development services for over 60 years.
In 2000, JVS decided to reconsider the way it
“does business” in response to the “work first”
public policy shift and other funding-related
changes.
Awareness of employers’ increasing need for skilled
and trained workers.
Current environment not promoting self-sufficiency.
30
Blazing the Path: Case Study #4
 Jewish
Vocational Service—
Recalibrated Mission

After an 18-month strategic planning
process, JVS decided to be more “client
focused” than “program focused.” Two key
priorities were identified:
A
commitment to lifelong work-related
planning and learning.
 A dedication to improving job opportunities
through services to employers.
31
Blazing the Path: Case Study #4

Jewish Vocational Service—Program Approach

Resulting workforce development program—
Center for Careers and Lifelong Learning (CALL):
Participants work with staff to establish baseline
assessment.
 Develop long-term goals and short-term objectives.
 Continuous support from pre-employment
to placement and beyond, with referrals for
“wrap-around” support services.

32
Blazing the Path: Case Study #4

Jewish Vocational Service—Key Practices



Comprehensive performance measurement
approach with outcome goals and measures that
are independent of individual funding
requirements.
Performance system framed by six over-arching
strategic goals, such as “ensure clients develop
work and life skills needed to obtain and maintain
employment and family-sustaining wages.”
IT system for internal tracking and for reporting
performance results information.
33
Blazing the Path: Case Study #4

Jewish Vocational Service—Barrier Surmounted?


JVS raised all of the $1.8 million in flexible
funding needed to create the CALL program
from foundations and private donors.
It hopes to continue funding the program
through similar flexible sources.
34
Blazing the Path: Case Study #4

Jewish Vocational Service—A True Pioneer

JVS’s new organizational structure achieves
something remarkable in support of a
self-sufficiency continuum:
Consolidates program services across funding
streams.
 Allows staff to focus on “client” needs rather than
exclusively on program requirements.
 Enables the organization to address individuals’
long-term needs on the path to self-sufficiency.

35
The Self-Sufficiency Continuum:
Final Points




“Wrap-around” support services tend to be essential for
people striving to move beyond poverty—right up to
achieving self-sufficiency.
Community/faith-based organizations are still building up
the capacity to implement this continuum concept as a
central organizing principle.
Strategic partnerships with other public and private
organizations are often key to providing long-term
service supports.
Career ladder initiatives are promising workforce
development models from which to establish a
comprehensive continuum framework.
36
The Self-Sufficiency Continuum:
Resources
 Case
study report and program profiles.
 Framework mapping workbook.
 Other tools.
 Local and national organizations working
in workforce development.
37
The Self-Sufficiency Continuum:
Questions & Discussion
Based on this current research information and
your own experience, let’s consider whether
aspects of the framework might make sense for
your organization or those you work with.

About the Overall Concept



Does this general approach make sense?
Is there a need to provide ongoing services after
a “client” has found work?
Is the notion of self-sufficiency specific enough
as a long-term objective?
38
The Self-Sufficiency Continuum:
Questions & Discussion
 Your
Experience
Is anyone here using this type of
approach or something similar to it?
 If so, what results are you getting?

39
The Self-Sufficiency Continuum:
Questions & Discussion
 Possibilities
What aspects of this approach are
possible/feasible?
 What needs in your community might
provide a basis for using this approach?
 What are the barriers/challenges you
would anticipate?
 Are there partnering possibilities?
 Are there funding possibilities?

40
The Self-Sufficiency Continuum:
Questions & Discussion
 Tracking
Performance
How might you map “client” needs and
program services on the continuum
framework?
 Have you used a long-term assessment and
tracking framework?
 If so, has it been useful?

41
Using a Self-Sufficiency Continuum as a
Framework for Workforce Development
 Thanks
for your interest and input.
42