MCS REHABILITATION, INC. 1 - 2003

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City of Santa Ana and WIB - RFP for Welfare-to-Work Participants for Apprenticeship and Affiliated Training Program ESL level of 5 or less, our VESL Immersion Program (VIP) that is project-based learning focusing on real- life experienc6s, workplace communication, and culture in America. In addition to cultural sensitivity workshops, we will be providing medical ethics training, and customer service/soft skills in dealing with the public and one-on-one patient situations. Remedial services for math/reading comprehension will be geared towards the health care field with specifically designed content, such as, math for health care (metric system), chart reading and writing, and medical anatomy/psychology. Employer Participation/Industry Standards Integrated in Developing our Training Program Design - Our program design addresses the unique needs of our collaborative and employers by addressing the two customers they serve simultaneously: employees and patients. Therefore, we were able to develop new and effective approaches to health-cars industry employment that all stakeholders: employers, professional groups, unions, service providers, and trainers present at our collaborative meetings could all agree upon, as we all want to beyond an excellent JTPA-style project, and exceed WIA and WtW expectations of integrating seamless services to the customer: both job seeker and business. Additionally, we wanted to ensure successful outcomes, as well as expertise and the unique perspectives of the SoCal NurseWorks partners that ars in our collaborative, so we sought the input of SEIU Local 399 on local labor issues and increasing the ranks of unions, DPSS/GAIN Region(s) I and IV (SSA in C.C.) because of their push for having trained thousands of CNAs, the National Council of La Raza, an umbralla organization for Hispanic groups, regarding their research on why Hispanic females drop out of school and do not continue on to college and/or advancement in careers, like RN, and the Long Beach Job Corps Center for the inclusion of what strategies work with younger and older youth to steer them towards a health care career. Keys to success will be remedial education to build up the learning skills of participants, and having mentoring, support services (from WtW Staff), OJTs that are like Preceptorships, Job Development/Job Creation that follows the Customized Training model, and weekly follow-ups with 30-, 60-, and 90-day extensive reports is what will be incorporated in addition to the state approved curriculur~ that will not only meet the currant hiring needs of Santa Ana and C.C. employers, but provide a career ladder to participants that enables participating employers to meet their workforce needs. Program's Career Ladder Focus - The career ladder design of our proposal is to train the participants and once graduated and placed 90-days on-the-job, then take these "new" incumbent CNAs at our employers site and use our ETP funds to increases their skills to perform functions such as, but not limited to, the following: Restorative Nurse Assistant, or Senior Nurse Assistant. Assisting recent CNAs in their health career advancement is what we are committed to do by providing quality education on-site. This will reduce the problem of transportation, often a barrier to incumbent employees participating in upgrade training. With this assurance thers is a greater investment from the employer, any representing labor union and the entry- level health care worker to commit to a successful outcome. As the incumbent employee receives training at the worksite, they ara assured of advancement, fostering greater trust and loyalty between the employer and employee. In researching the design of this project, one of the principle concerns of participating Page 6 of 15