Workforce, Inc is a 501(c)(3) non-profit organization that helps ex-offenders transition back into the community through job training and important practical support, such as housing and legal assistance. Through the process of de-manufacturing computers, then packing and shipping the resulting e-waste, participants learn to use a variety of tool pack/weigh materials, solve problems, load and unload trucks and pallets, as well as how to safely operate machinery such as forklifts and balers.

Workforce, Inc. is structured as a social enterprise – a business with a social mission. At the center of WFI's program stands employment. Every program participant receives a job and a paycheck – real money for real work – and the dignity that goes along with employment. Employment is coupled with a suite of wraparound services and supports, such as driver license re-instatement, bus passes, housing assistance, budgeting/financial literacy, and access to various educational opportunities; and trainings that lead to workplace certifications that are transferrable to a variety of industries.

• PIVOT is a wage subsidy program designed to meet the hiring needs of local employers by paying the full-time wages of the participant for six months, during training.
• Individuals referred to PIVOT are assessed and screened to match skills with jobs/employer needs.
• PIVOT is currently working with employers in the banking, hospitality, community service, legal, hotel, manufacturing, health, childcare, clerical, warehousing and retail sectors.
• At the conclusion of the 6-month training period, clients become permanent employees with the respective companies.
• After placement, PIVOT provides ongoing supportive services, monitoring and works as a liaison between the client and employer.

The comprehensive CLIMB Wyoming Program Model includes the five phases that help move low-income single mothers out of poverty and into self-sufficient jobs: Phase 1 is dedicated to sector-based research to identify career opportunities in growing fields, and then to purposefully engage these businesses and industry groups within these growing fields. Following the businesses’ input, CLIMB works with a community college or private training entity to develop a curriculum that trains for the occupation’s required knowledge, skills and abilities. This research and planning phase ensure that staff will be able to place participants in long-term job opportunities. 

Phase 2 of the project is focused on participant recruitment.  Activities of this phase are also conducted year round but become more intense approximately two months prior to the comprehensive training start date, and after the requirements of the training and employment are known. CLIMB’s unique participant recruitment approach is vital to connecting well-matched, qualified and ready-to-work individuals to high-quality jobs. During this phase, program staff members assist and coach candidates to overcome obstacles such as low self-esteem, childcare, transportation and housing so that they can participate in the program.  

Phase 3 moves to the comprehensive training component of the model. This phase lasts approximately two to four months depending on the job training curriculum. The comprehensive training phase develops the participants’ strengths and builds upon them through extensive training in high-demand, high-growth occupations that lead to self-sufficient wages. During this phase, CLIMB participants are guided through job training and also receive services that allow them to begin to address personal barriers to success. The comprehensive training phase includes industry specific training, work readiness training, life skills training, parenting skills training, mental health services (including both group and individual counseling) and advocacy services. 

Phase 4: This phase includes two to three months of subsidized work experience followed by long-term placement. During this phase, staff members place participants into positions where they will be able to take what they learned during the comprehensive training phase and transition it to on-the-job training allowing them to build upon the skills they learned during training. Employers are reimbursed during the two to three month work experience, and staff members work closely with each employer to ensure that the participants are meeting appropriate expectations and to offer additional support or training as needed.

Phase 5: This phase is dedicated to providing ongoing support to the individual women and their families. Ongoing support has proven to be as important to the participants’ long-term success as the participant recruitment process. To continue to support the participants, CLIMB staff members meet with graduates after they finish the program to support success in the workplace and family stability. Staff members and graduates meet as a group to discuss life challenges and possible solutions as well as continually review community resources.

Services are accessed via TANF, OneStops, career centers, youth programs, public libraries, offender programs, community colleges, and Tribal workforce programs.

Job Seeker Resources

• JobSearch Guides for Adults, Youth and Ex-Offenders
• Online Training for Adult & Youth Job Seekers
• “The Job Interview Simplified" DVD

Online Staff Training

• Online Staff Training & Professional Certification Preparation
• Virginia Workforce Certification Preparation & Business and Employer Services
• Migrant & Seasonal Farmworker (AFOP) Certification Preparation Modules

The Tiered Employment Program described above is a replication of a very successful program designed and implemented by EDSI in Philadelphia under a contract with the Philadelphia Workforce Development Corporation as part of the Greater Philadelphia Works Program. This program is now being implemented in Philadelphia, Pittsburgh, Fort Lauderdale, Florida, and Delaware County, PA. EDSI implemented a Tiered Employment Program that included interested job seekers, employment development organizations and employers within the region. Employers’ opportunities were classified as Tier I, Tier II or Tier III based upon the position available, the wage, compensation, hours per week and benefits. Employment development organizations were trained in the processes of identifying, classifying and qualifying employers and job seekers for the program.

Low-income older adults volunteer 20 hours a week and earn a non-taxable stipend of $2.55/ hour along with other tangible benefits. The Traveling Grannies and Grandpas provide a variety of services which helps at-risk teens gain greater self-sufficiency and improve their well-being and that of their children.  The program focuses on decreasing the occurrence of abuse, neglect and exploitation of teens and their children; encouraging good health habits; and providing need transportation.

Goodwill employment and training programs are funded by federal, state and local grants, as well as by revenues from its well-known social enterprise -- Goodwill retail stores -- which sell donated clothing and household goods while providing jobs in communities. Nearly 90 Goodwill’s’ participate in national projects focused on: Providing career oriented mentoring services to youth, Employment and training for older workers Green jobs training Services for single mothers, and Virtual career exploration services.

Local Goodwill organizations provide a core set of services, including vocational evaluation and assessment, occupational skills training, job search development and job placement, and transitional employment support (for instance, on-the-job training). Goodwill also offer life skills training and post-employment assistance for both employers and employees. Goodwill tailor their services to meet community needs, so variation exists in services offered. Goodwill prepares people to work in banking, IT and health care sectors, to name a few — and helps   them get the supporting services they needed to be successful, such as English language training, additional education, or access to transportation and child care.

Dorcas International Institute of Rhode Island empowers individuals and families, especially immigrants, refugees, and the underserved, to become self-sufficient and fully participating members of the community through innovative programs and advocacy that promote education, training, and cultural understanding.

Here is a list of services provided by Dorcas International Institute of Rhode Island: 

• Education
• Citizenship & Immigration
• Refugee Resettlement
• Employment
• Clothing Collaborative
• Translation & Interpretation

The TEA Program is a time-limited assistance program to help needy families with children become more responsible for their own support and less dependent on public assistance.  In addition to monthly cash assistance, employment-related services are provided to parents, including job-readiness activities, transportation assistance, childcare assistance, and other supportive services so that the parent can engage in work or education and training activities.

The purpose of the continued services after the initial job training is to help the employee resolve problems which may arise during the first months of employment such as breakdowns in child care, so that s/he will have better success at retaining the job. The OJT trainer and job coach provider is contracted by the hotel rather than the TANF and Welfare-to-Work (WtW) agency. DHS, though, is requiring that these additional OJT services be provided by the hotel as part of the OJT agreements between DHS and the three hotels. It is hoped that by working directly with the hotels, the trainers should be able to provide more meaningful training, job coaching, and job retention services to the individual TEA recipient.

Mentors join hands with an individual or family for one year, helping them make the very difficult transition to financial stability.  Each mentor provides a broad range of support including budgeting, job preparation, decision making, emotional support, parenting advice and goal setting.  Mentors support a family by helping them set goals and create plans to attain those goals. In addition, mentors provide assistance with problem solving, connection to community resources, decision making, money management, parenting issues, and emotional support. They are closely involved in the lives of their clients.

Financial Literacy: classes help students identify ways to better manage their money, reduce expenses, save for emergencies and improve their self-advocacy skills in a fun and interactive setting. Using the FDIC “Money Smart” curriculum and class role play activities, the students learn basic steps for creating a household budget, choosing and using banking resources, identifying borrowing risks and benefits, improving credit and saving for financial goals. All students receive a “budget box” which is a portable file with tools to help them create a budget and manage their financial records and bills.

Financial Coaching: Pathfinders provides financial coaching to help low and moderate income people attain financial stability. Financial Coaching builds on financial (education/management) skills to address personal needs for improving financial behaviors. Each client-driven session is led by a volunteer Coach with training in budgeting, banking and borrowing, and credit.