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the time between notifying employers of their match and the start of the program is very short

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the time between notifying employers of their match and the start of the program is very short

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how are we accounting for employers with lengthy onboarding processes?

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will we collectively offer support to hubs for app review and interviews again?

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Add in dates for surveys (mid-point and final student evals, mid point check in, pre and post student survey, employer survey_

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we will have a waitlist for students? should be have one for employers? I'm thinking about attrition - especially since if we over-accept we have to over-offer and making sure there is room for those things

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we should be clear about the goals numbers for each section of the application process as early as possible (how many to interview, to accept, to waitlist, etc), and reiterate it often, and also create some tips/best practices for helping Hubs stay on track

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not seeing the student welcome session in the timeline (it's possible I missed it, but if not)

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fiscally, will we be able to start onboarding in november? will PAFs be available that early? will paperwork be able to be sent out?

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how can we have a timeline view that is appropriate for Hubs but is not a separate doc? Is there a way to utilize sheets so we can add a filter view for hubs? or something else?

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How can we better explain/differentiate the various platforms and tasks (InPlace,CareerEco,Onboarding) to limit the confusion amongst students? Students would often confuse one for the other.

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Students w/o a ssn 1 month social security admin application period

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Students w/o a ssn 1 month social security admin application period

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Need to add to timeline

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Hubs will likely be able to hire new part-year manager - when should this happen?

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Hubs will likely be able to hire new part-year manager - when should this happen?

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Assuming the budgets get the OK, the part-year managers will work for 6 months. When should they work with the program

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Will the apps of students w/ incorrect EMPLIDs be in apex to be scored by hubs while Central follows up and corrects the info?

IF not, is there enough time built in between rematching 2 and group interviews?

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Early applicants tend to be more motivated and prepared; could colleges start group interviews around 9/21 when apex is down anyway?

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Thinking about Apex training specifically because it needs to happen prior to student app opening

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Need to update the group interview scoring rubric; streamline and train hub staff; move from using google sheets which were originally meant to be printed and used for in-person interviews; this is very outdated and cumbersome; need to rethink this altogether

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I want to add training week plans due date

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Are we including student prep webinars in the timeline? They need to happen before the Matching Fair

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That group interviews are taking place during mid-terms

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They should be maximizing and putting into efficient use of our platforms: Apex, and InPlace, and Hustle.

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What training is needed and when? How do we treat new hub employees - do hubs train them in and we instruct new employees to watch old recordings?

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Need to draft plan for employer engagement level up work and incorporate it into this timeline (it is mentioned but not fully fleshed out)

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I like that we are building in grace periods and being up front with hubs about them as opposed to having to make exceptions and extend deadlines on the fly as we go. (if it works out how we hope)

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Encourage hubs to put into place plans for how to balance competing priorities - ie: reviewing employer apps on days APEX is down

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Key Info: Employer Engagement Level Up Idea

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Key Info: Employer Engagement Level Up Idea

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While we still need to finalize an exact plan for this - I think it's important to share this new goal, why we are moving in this direction, some areas where they will see this work mentioned (additions to employer app, info session, confirmation form, etc)

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We should make sure they have all the tools (IORADs, PP, Inplace trainings) in hand so they they can easily complete tasks such as, emailing or sharing IORADs with employers/students.

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Key Info: Employer Recruitment + Selection

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Key Info: Employer Recruitment + Selection

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Acknowledge that student and employer recruitment and selection overlap - for this reason, we have worked in additional time for employer vetting and encourage reviewing both student and employer apps on a rolling basis to maximize time (also note: InPlace will have a "reject" option for jobs this cycle making it easier to vet opportunities on rolling basis!)

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They should be very organized as they will be responsible for handling a larger number of students. It is important for them to diligently adhere to the schedule and ensure they know the right person to reach out to if they need help. ie Employer Jackie A & Allie
Inplace: Elijah and Jackie W, etc.

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their student application review must stay on timeline. Also, apex will be down certain dates for application loads. Use this time to do employer recruitment. Also, please tell us ahead of time if you will be working on weekends for application review

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If we see that too few apps have been reviewed by a certain date, central office WILL step in to help and WILL be on your back about getting it done. They also gotta follow the apex protocol for review....

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They gotta interview lots and lots of students. They gotta organize their application review timeline.

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that they need to accept WAY MORE students than previous times. That also means being super organzied with their group interviews to make sure they have enough slots to interview everyone. Also that they need to quickly do applicant review.

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I like the lack of a waitlist and acceptance waves and instead accepting many, many more students. It's easier on so many teams...us, hubs, DMA, and also fiscal and RF because they don't have to continuously download new lists.

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Our first stop in rolling this out will be introducing the timeline to our hubs. Taking the hub POV, how can we best prep for that launch? This can include literally how are we presenting this info (meeting style + agenda, presentation format, etc);  what key information should we share at program launch; what tools and supports should we prepare for the roll out; what protocols should we be putting into practice for the launch / program cycle?

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If you see something that's going to be a big issue, put it here!