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School Schedules

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Professional Development curriculum design. Tools to help staff address problems and basics of the job.

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Professional Development for professionalism. Representation of themselves, how to represent the org. How to have effective communication. - Soft Skills

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Backend support and commitment to actual development and pipeline for folks to move through pipeline.

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LAs Best: currently provide training during work hours - afternoon is best. - Note: It would take them away from program

RC: afternoon is best

UBSV: Consider providing training outside of regular program time.

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Having the internal capacity to support adding additional work (ie interns). If we could have pre-work to train on soft skills and get them up to speed to reduce the workload of those supervising.

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Having the base support and the right person within the org to be supervisor

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WFK: Consider AmeriCorps, which includes the 3rd party which can provide training and back office support

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LA Chamber of Commerce fellowship program - 12 month commitment with new learnings each month (general eco system) - Proposal: Might be good to include someone in-house to be part of something like this to support capacity

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I think not just professional skills are needed but also emotional skills, Learning how to meet youth where thy are at, knowing how to listen and understand their needs is very important.

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Tailor to participant needs and interest. Technical skills to build capacity.

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also having a pathway to  job placements, many youth finish internships but are not offered placements.

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How do we acknowledge staff experience as part of a certification program. Specially for those that do not have a college degree

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Clear visuals and Communication, defining the pipeline- What does the sector encompass- Pay Scale, benefits, opportunities for mobility, more information upfront

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Awareness: Pathway to help inform what the sector encompasses. Provide information to help individuals find the right path.

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higher wages, professional development, emotional wellness, communication strategies between different workforce generations or specific youth areas

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Living wages in the sector and certification opportunities.

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How do we market this sector as being competitive?

in 3-5 years youth will see this sector as a viable option as a career pathway

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I agree with Nicolas and what Luis have mentioned. Some of these positions now are stepping stones for folks and something they do in the mean time, I think making it to where its clearly highlighted and the impact they could make in their position, could help in retention.

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Clarity and understanding on the role the apprentice will support with or core tasks

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Develop an experience of learning for the participant to help set them up for success

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I think even having career exposure outings or fieldtrips, where these young people get to experience the work for a day without having to commit to something in order to learn from that field.

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Interpersonal Skills, Cognative Skills, Empathy for new workers (mix of generations). Intergeneration workforce trainings

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Also from what Nicolas said, checking in with them throughout the role to see if that has changed too! Is the goals/intention/headspace they started with the same after a few months, doing reflections on their work and as an organization is important too!

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Version of accountability in connection with their learning and development.

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professional development opportunities that offer certificate programs opportunities around interpersonal skills, soft skills, "professionalism 101"

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Continued conversation - share best practices, troubleshooting together, developing and/or reviewing key metrics of success.