Hope House Foundation’s Post

It is great to see the ongoing success of Right Track’s program over the years! I enrolled in the program back in 2016 and acquired substantial knowledge in professionalism and career development. #RightTrack #professionaldevelopment #careerdevelopment #network

The Healey-Driscoll Administration's FY25 budget proposal builds upon existing programs to expand the state’s support for successful workforce development initiatives focused on connecting Massachusetts residents with well-paying jobs. Here's what is included in House 2. ➡ $15.7 million for Summer Jobs Program for At-Risk Youth (Youthworks) to subsidize wages and facilitate career development of at-risk youth between the ages of 14 and 25 ➡ $10.4 million for Career Technical Institutes (CTIs), which aim to close skills training gaps by expanding access to vocational education, across EOL and Education ➡ $10 million for MassHire Career Centers to provide regional workforce training and employee placement services across 29 locations ➡ $3.8 million for the Registered Apprenticeship Program to fund approximately 1,000 placements for registered apprentices in FY25    Our workforce drives economic competitiveness, and we know that talent development strategies unlock opportunities for meaningful careers and economic stability for Massachusetts families.  H2 Readout: https://lnkd.in/eK9ww6yn

First Cohort Launch: September 7th! HER Resiliency Center - in collaboration with the Eastern Atlantic States Regional Council of Carpenters and formal partnerships with industry contractors: GES, Freeman Company, and Shepard - offers our innovative Triple Crown Academy program which combines (1) vocational hard skills training of a general construction pre-apprenticeship with (2) employment soft skills, (3) access to apprenticeship opportunities, (4) holistic wrap-around support (case management), (5) financial education, (6) childcare, (7) trauma therapy, and ultimately, (8) housing, therefore creating a unique ecosystem that prepares women for the workforce and ensures their long-term sustainability. The young women served by HER have not previously been exposed to or been offered a conversation about entering the construction trades. HER is changing this and bringing our partnerships along in our methodology. Through the Triple Crown Academy, participants are offered entry level positions as “helpers'' after completing the second (of eight) pre-apprenticeship class. This approach keeps participants engaged, while earning a union rate wage, along with them having the opportunity to learn the culture of the industry and establish relationships which will allow her to better perform in an apprenticeship interview. Through this truly one of a kind workforce development training, every need of a woman has been considered. Of course, setting up the Triple Crown Academy takes many upfront resources - resources that will be paid back exponentially as underserved women throughout Baltimore City gain access to real careers and earning power $80K-$100K/yr (minimally), become tax paying citizens, and frankly, break cycles that too often keep her dependent on social services. I'm humbled by the opportunities to learn from representatives of seven different labor unions, contractors, workforce development partners, and the Maryland Department of Labor regarding industry gaps, and by their willingness to partner so that women who are too often otherwise, "hidden in plain sight," have a chance a financial freedom. As I heard Gov. Wes Moore share at the Punchbowl News Small Business, America's Future: The State of Maryland is inviting everyone to be part of and benefit in where it's going, including an investment in workforce development and the construction trades, and the building of black wealth. I'm happy to share that HER Resiliency Center is also doing its part to make this happen as we are providing this opportunity to an entire community of vulnerable women. Want to learn more? Check us out: bit.ly/hertriplecrown

Recently, Paul Fain highlighted the need of youth apprenticeship programs in our workforce in his newsletter “The Job.” He instantly noted that employers need to take a more active role in the U.S. education system to establish career pathways for a broader range of Americans, especially those without four-year degrees. Despite bipartisan support and the pressing demands of the labor market, progress in this area has been slow at best. Noting two The Brookings Institution reports, he commented that the best approach to solving this need is through regional, multi-sector coalitions, a goal CareerWise and our partners have been working toward for years. He quotes Annelies Goger, a Brookings Metro fellow and co-author of the report: “The changes that we propose involve a transformative shift in how employers in the U.S. have seen themselves, from being a consumer of talent to being a co-producer of talent… Eventually, more employers will come to the conclusion that they have to play a more active role in creating the prepared workforce they need.” You can read the entire newsletter where he explores “A Unified Voice on Workforce Needs” here: https://lnkd.in/g_wEEgqn?

Recently, Paul Fain highlighted the need of youth apprenticeship programs in our workforce in his newsletter “The Job.” He instantly noted that employers need to take a more active role in the U.S. education system to establish career pathways for a broader range of Americans, especially those without four-year degrees. Despite bipartisan support and the pressing demands of the labor market, progress in this area has been slow at best. Noting two Brookings Institute reports (read them here and here), he commented that the best approach to solving this need is through regional, multi-sector coalitions, a goal CareerWise and our partners have been working toward for years. He quotes Annelies Goger, a The Brookings Institution fellow and co-author of the report: “The changes that we propose involve a transformative shift in how employers in the U.S. have seen themselves, from being a consumer of talent to being a co-producer of talent… Eventually, more employers will come to the conclusion that they have to play a more active role in creating the prepared workforce they need.” You can read the entire newsletter where he explores “A Unified Voice on Workforce Needs” here. https://lnkd.in/g_wEEgqn

Our second mentoring circle for the MINDset group was all about your inner coach. Do you trust yourself as your coach? How can you be a better coach for yourself? #Mentoring #Inspiring #Networking #Developing

You can't spell 'thriving workforce' without CTE 🛠️🎓 February is Career and Technical Education Month! This month emphasizes the impact CTE programs have on career education and workforce development in Florida. The hands-on skills and training offered in CTE programs are crucial to our state's thriving workforce. Check out our latest blog to learn more about FINFROCK's role in promoting CTE in Florida: https://buff.ly/3Us4SB0 #CTEMonth #SkillsForSuccess #FINFROCKInnovates"

Check out this conversation between Sharon Schreiber, our Executive Director and Aundra Anderson, our Next Generation Scholars Program Manager!

"The bold model that businesses are the customer, workers are the product, and communities are the manufacturer." is one of many insights gained by attending the National Association of Workforce Development Professionals (NAWDP) Business Service Academy's Registered Apprenticeship breakout session. Dr. Justin Arnold, PhD, the Director of the Local Workforce Innovation Area 17, actively learns best practices and collaborates with workforce professionals to continue growing apprenticeships in his region. #ApprenticeshipIL

Is there anything better than spending the day with counselors? This week our team was in Denver with school counselor corps grantees talking ICAP, blurring counseling domains- social emotional, academic and career & exploring work based learning and other interventions Some of the things we heard: -How do we get to career advising when we have students not getting basic needs met? -How do our counselors connect better with CTE teams to get exposed to trends in the labor market? -How do we address barriers to accessing work based learning? -How do we know we’re reaching students that need in school career development the most? -How do we start career interventions earlier so that students see themselves in top jobs? And what are they already doing? -Bringing employers in as a partner in planning WBL -Connecting student interests with their academic and career goals -Bringing parents and families into the conversation