Program Description

Program/Practice Description: The main objective of Philadelphia@Work is to help low-income individuals who have little work experience find and retain employment. The program works one-on-one with clients who must overcome barriers to employment such as inadequate child care, spotty work history, low education levels, domestic violence situations, or substance abuse issues. In this way, the program enables clients to gain the experience and skills they need to fit into today's competitive job market.

Background/Program History: Founded in 1988 and sparked by an idea from Public/Private Ventures, Transitional Work Corporation came into being to meet the needs of employers and new job seekers. Philadelphia@Work was founded on the transitional work model and was the result of collaboration among Public/Private Ventures, the City of Philadelphia, and the Commonwealth of Pennsylvania. Their support, as well as that of The Pew Charitable Trusts, enabled the program to grow and succeed. Originally, the program targeted women, but due to a rising population of people with criminal records, it now serves a 20 percent male clientele.

Innovations and Results: Philadelphia@Work conducts outreach to employers and leverages existing connections with the city's businesses to develop a network of organizations offering transitional work experience for TANF customers. From the employer's perspective, the program provides job-ready employees, similar to interns, to government and nonprofit agencies in the City of Philadelphia for 25 hours per week, for a period of up to 26 weeks (approximately 6 months). At the same time, clients are able to obtain the skills necessary to find and obtain full-time work that will advance them toward self-sufficiency. Philadelphia@Work maintains partnerships with over 200 active work sites, has helped place thousands of clients in meaningful work, and through structured incentives at all levels of its programs, has an approximately 84 percent 30-day retention rate, a 54 percent 3-month retention rate, and a 36 percent 6-month retention rate.

Operations: Clients attend a 1-week orientation and assessment, and then are placed in a transitional job for up to 6 months of paid work experience. This internship opportunity provides clients with hands-on experience and guidance from a work partner, who acts as an on-the-job mentor. While working 25 hours per week, clients attend 10 hours of professional development training designed to enhance their job skills. At the end of the transitional phase, program staff work to help clients obtain full-time employment; thereafter, staff continue to provide clients with retention services for up to 6 months of full-time permanent employment. This additional support ensures the success of each participant in his or her transition from welfare to work. The program also offers bonuses of up to $450 to those clients who retain full-time jobs for up to 6 months. The program also has adapted materials to serve clients with limited English proficiency.

Staffing: Among IT professionals and other management positions, key personnel are in two main groups: career coaches, who provide a continuum of service delivery, and job developers, who identify jobs and conduct the job match process through weekly job fairs and related activities. The program is uniquely structured so each staff member owns a caseload and an orientation session, with support from other staff, rotating the schedule so no one person has an oversized customer load. The program rewards staff according to priorities that dictate compensation from the Philadelphia Workforce Development Corporationaccording to enrollment; work site placement; work participation; placement; 30-day, 3-month, and 6-month retention; and permanent placement.

Technology: Philadelphia@Work uses several innovative techniques to effectively integrate technology within its operations. The MIS department developed new data systems that automated tasks, streamlined paper flow, moved to paperless processes, minimized human error, and used existing technological resources. For example, career coaches can bring a tablet to work sites and have employers verify client timesheets. The organization also benefits from the use of bar codes to log benefits and plans to implement an automated telephone system to help track hours. Overall, these advancements increase data accuracy, use staff time more efficiently, and increase participant confidence in the program.

Facilities: The Philadelphia@Work program is in a centrally located office building. While the staff and office space exhibit a high standard of professionalism, the conference room is uniquely lavish, akin to a board room in a top-tier service organization. Philadelphia@Work purposefully designed this room to meet the expectations of industry partners; the program offers it as a meeting space to some partners in exchange for resources for their clients.

Important Partnerships: The program skillfully conducts outreach to provide internship opportunities for paid work experience, ensures clients get a job once enrolled, and turns internship slots into full-time employment opportunities.