Program Implementation

Tips to Implementation: Project Enterprise has hired business service representatives whose sole job is developing onsite and offsite projects. This has been critical in maintaining a constant flow of projects. Many of the long-term clients who were not participating are now engaged and enjoy the routine of simple classroom projects. They often do not volunteer for offsite work, but participate fully with onsite projects. Because there are so many groups and subcomponents in Project Enterprise, clear processes and accountability reports are a must for maintaining order and minimizing client and staff confusion. Steps to Success organized the assessment clients into New Friends (more than 18 months since launch on TANF) and Old Friends (on TANF in the past 18 months). New Friends go to the WorkFirst Fast Track program, which focuses on employment only. Old Friends go to Project Enterprise. There has been great success with clients by organizing them like this.

Keys to Success:

• Partnership with businesses and employers to offer participants a vast variety of experiences and choices, which also helps participants build up their resumes.
• Leadership experiences for participants (provide opportunities for participants to play leadership roles onsite).
• Community service component to work experiences.
• Supportive staff.
• Cater to individual needs of participants.
• Weekly Joint Department of Human Services/Steps to Success Roster Staffing, which allows for better communications between the partners, as well as the ability to know the participants better and move them toward self-sufficiency.
• Because there are projects happening onsite rather than in structured classes, case managers, job developers, and worksite training coordinators can talk to participants easily and pull them out for one-on-one appointments without interrupting a class.
• Leasing a 15-passenger van to transport clients to and from offsite projects has been a key in filling slots (employer's needs) and in maintaining accountability for clients really showing up at these sites.
• Creating a weekly calendar system with clients was a must for scheduling participants for appropriate groups. The most job ready or internship ready participants were always offsite and never available for the job developer or internship coordinator to meet with and place. Now they are scheduled for off-site assignments that complement job developer and internship coordinator needs and classes.
• Developing responsible clients into leads has allowed for more offsite opportunities. This also has help onsite coordinators; onsite groups are large and the program is open entry with new participants coming into the program at various times each day.