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City of Santa Ana and WIB - RFP for Welfare-to-Work <br />Participants for Apprenticeship and Affiliated Training Progrern <br />employers was the loss of staff upon completion of training and certification. This program is designed to <br />address this cbncern by building in ongoing confidence and loyalty between the employer and trainee. The <br />primary goal of the ETP Career Ladders Program in conjunction with our proposed CNA training project, is <br />to meet the incumbent worker retraining needs of the participating health care facilities and provide career <br />mobility to trainees, thus continuously creating CNA openings for the new graduating cohorts system wide <br />at Santa Ana, not just from our training classes; thereby creating a win/win for the entire WtW delivery <br />system. Successful completion of this Career Ladders training will result in an increase in the trainee's <br />skills, and at a minimum, provide a 5 percent wage increase at completion of the 90-day employment <br />retention period, thus raising the bar of retention and wage increases for the WtW performance goals. <br /> <br />How we will Interface with WIB WtW Staff and how Participant Flow will Occur - Collaboration, <br />partnering, co-case management, and/or reporting problems, outcomes, placements, status, etc. is not new <br />to any of the organizations in this partnership. MCS, SMC, and SEIU have operated numerous publicly- and <br />privately-funded programs ._with the utmost fiduciary ,custodianship and integrity to both the <br />administration/fiscal and programmatic aspects all our contracts. In addition, we have all interfaced with <br />numerous governmental agencies, WIA, WtW, ETP, Refugee (RESS), Family Self-Sufficiency (FSS), and <br />GAIN (VVTVV) programs. We plan on a minimum of weekly contact with case managers/WtW Staff, <br />immediate call/fax for non-attendance of classroom or OJT instruction, prompt provision of attendance <br />sheets, grades, placement information, wage increases, and progress reports, etc. as well as assistance <br />with monthly management reports, JTA data collection/updating for your WtW MIS Staff, coordination of <br />placement with your Business Services Reps./Job Developers, and prompt return of phone calls and <br />paperwork/forms. In terms of participant flow, we will deliver a training schedule to all WtW staff, and assist <br />with recruiting/marketing for our classes with either reverse-referrals, or direct referrals from Santa Ana's <br />WtW Staff. <br />Follow,up and Retention Strategies - One of the main outcomes for this proposal that is of great concern <br />of the participating employers is job retention of nursing staff. The SoCal NurseWorks CNA training project <br />is specifically designed to address the shortage of qualified health care staff by training potential health care <br />professionals based on a realistic understanding of the demands of contemporary medical/hospital working <br />environments. Through the exposure of real working settings, individuals can gain the necessary <br />perspectives of the duties involved thus having a positive affect on the total retention rate for the program as <br />a positive outcome. <br /> <br />Lack of education and awareness of an unsafe working environment is one of the issues facing nurses in <br />today's health care system. Many are not informed adequately about the necessary precautions available in <br />their industry. Many health care facilities do not have adequate resources to meet the educational needs of <br />its nurse and health care staffs. The SoCal NurseWorks CNA training project will provide such a level of <br />education as one of our priorities in increasing the competencies of participants through educational <br /> <br />workshops and informational seminars. These workshops and seminars will be conducted at participating <br /> Page 7 of 15 <br /> <br /> <br />