Employer Engagement. Contractor will provide supply-side (job seeker) services and activities that address the hiring needs of employers. Supply-side services and activities will be provided in accordance with the ACWDB ISOF criteria.
a. Job Development: Develop jobs, internships, and other paid opportunities with employers.
i. Job development activities include working with employers to create job orders and effective job descriptions, securing participant job interviews for a job opening not currently listed on file, or contacting a union or employer on behalf of a particular participant.
ii. Job referral activities include hosting employer job fairs, referrals of job seekers to existing employer job orders/openings, and referral of job seekers to employer recruitment events.
iii. These activities and employer contacts will be recorded in CalJOBS and reported on the Monthly Narrative Report.
Employer Engagement. The Contractor shall identify and cultivate employment opportunities and ongoing relationships with a wide range of employers with a special focus on helping program participants find and keep work while meeting the hiring needs of employers in the competitive labor market.
i. The Contractor shall encourage employers to utilize the CalJobs online system and network for their recruitment and employment needs.
ii. The Contractor shall organize Business Advisory Committees to focus on identifying business sectors that could provide full time and career advancement employment opportunities specific to CalWORKs, CalFresh and General Assistance participants.
iii. The Contractor shall conduct job fairs to regularly provide businesses with a large pool of qualified candidates with the goal of placing them into available jobs. Contractor will also encourage participants to attend Job Fairs organized or marketed by ACSSA staff.
iv. The Contractor shall provide information to employers about financial incentives and services such as the Work Opportunity Tax Credit (WOTC) and subsidized or partially subsidized wage programs.
v. The Contractor shall conduct targeted employment research using local labor market information to identify growing industry sectors that have a demand for labor and are open to hiring from the population we serve.
vi. The Contractor shall ensure employment satisfaction by screening for candidates that are a good match between the jobseeker’s strengths and needs and employer’s strengths and needs.
vii. The Contractor shall provide an in-house business culture and employment program that look, feel, and act like a business.
viii. The Contractor shall focus on the Industry Clusters and Occupations within Alameda County that would provide CalWORKs, CalFresh and General Assistance participants with the following employment opportunities:
(1) Permanent, full-time employment of no less than 35 hours per week within sectors that have the potential to provide livable wages and benefits.
(2) Employment that offers career advancement opportunities.
(3) Employment that provide training to xxxxxx career advancement for entry-level employees with limited work skills and employment histories.
Employer Engagement. The College has had a developed approach to employer engagement for a number of years which has supported the design of programmes for learners. These may be programmes specifically designed for an employer’s needs or may influence full time mainstream provision. Examples include: • Employer devised design briefs for digital media courses; • Catering and hospitality briefs and competitions initiated by employers;
Employer Engagement. The Training Provider shall assess the College employer engagement function and develop an employer engagement office if one does not already exist. This function should include a formal outreach process to local employers with the goal of providing information on the College, building relationships, creating official on-the-job training programs, and encouraging local employers to hire graduates from the College. The employer engagement office should also help organise trainee site visits to local employers to allow trainees to develop relationships and observe potential careers first- hand.
Employer Engagement. 1. Employers seeking to recruit at the University must register with the CDIC or designated recruiting platform, such as Handshake.
2. Employers must provide accurate and comprehensive information about their organization, job opportunities, and requirements.
3. Employers must adhere to the policies and guidelines set forth by the University, including event registration and participation procedures.
4. Employers agree to post and promote only those opportunities that adhere the University’s mission. The University at its sole discretion will determine if a posting conflicts with its mission and reserves the right to reject any posting or opportunity on this basis.
5. Employers and their representatives agree to recruit for and post only those opportunities that require college-educated candidates.
Employer Engagement. 9.1 Apprentices enrolled through the Training Provider by the Employer cannot be enrolled elsewhere on any other Government funded programme with another provider if this contravenes funding or eligibility guidelines.
Employer Engagement. CETB has a multi-layered approach to industrial sector and individual employer engagement and is committed to continuing to improve and enhance the employer engagement structures and functions within FET services over the course of this agreement. At a senior level, the Chief Executive serves on the Cork Development Board and Cork Chamber of Commerce. The Director of Further Education and Training is vice chair of the South West Regional Skills Forum and participates in other formal and informal engagements with Local Authorities, DEASP, employer representative bodies, XXX and Enterprise Ireland. CETB has a dedicated Industrial Liaison Officer (ILO) who acts as a first point of contact between employers, and serves as an initial reference point for engagement. In May 2017 the ILO led out a pilot project for staff placement in Industry, with 14 instruction staff undertaking a week- long placement to create links and develop networks. The pilot is being extended in 2018 with a similar level of engagement anticipated. In addition to these roles, each College/ Centre engages with employers on a regular basis for student placement, curriculum review, workplace student visits and supplemental guest teaching. Other skills-focused initiatives include: ― The Regional Skills Forum identified specific skills needs in the manufacturing sector as a priority for its membership. A number of specific FET courses were developed in conjunction with the forum’s technical working groups which were introduced in Q1 and Q2 2018, including a new Traineeship in Computer Numeric Control (CNC) Operator. ― St Xxxxx College is an Apple Regional Training Centre, which delivers courses to build the skills and confidence of educators to use Apple technology inside and outside the classroom. They are a community who share best practices and inspire excellence through teaching with Apple technology. ― CETB is also a consortium partner in the delivery of post 2016 apprentices, with Cork College of Commerce currently delivering the Accounting Technician Apprenticeship and preparing for the commencement of the Property Services Apprenticeship in September 2018, both of which have had significant employer engagement information sessions. ― CETB are investing, with the support of SOLAS, in the development of a Hospitality Skills training facility for specific training and education for that sector. The facility it will provide suitably equipped kitchens and dedicated training rooms to deliver ...
Employer Engagement. Employer engagement is central to the development and success of our academic programmes, builds on our current success and underpins our focus on achieving continuous improvement in graduate level employment in line with our Strategy 2020 ambitions. Our institutional approach to employer engagement for student employability is demonstrated in our Department of Life Sciences, which has frequent advisory and discussion forums with industry where there is active engagement with curriculum development. Life Sciences at GCU has forged links with the Scottish Life Sciences Association and Glasgow Economic Leadership to promote practical skills and produce work-ready graduates with clear career plans. The NHS provides placements and training for students on Biomedical Science, Dietetics and Vision Science programmes. In addition to GCU’s Eye Clinic, we work with industry leaders including Specsavers, which provides staff to help in the clinical supervision of students as well as staffing a weekly 'drop-in clinic' where Vision Science students can develop their clinical skills and instrumentation in line with current industry practice. GCU will continue to promote its unique commitment to the Common Good through initiatives that encourage students to develop skills and interact with employers while contributing to social benefit. The University has been awarded €295,000 from the British Council for an innovative international project that aims to develop employability skills in multicultural and interdisciplinary settings associated with the renewable energy industry. GCU will work collaboratively with The Hague University of Applied Sciences in the Netherlands, Lahti University of Applied Sciences in Finland, and UK construction training provider Constructionarium, during the three-year project.
Employer Engagement. In MSLETB, employer engagement takes many different forms - employer participation in classrooms; employer involvement in the development of occupational standards; work placement; work-based learning; mentoring relationships; involvement in curriculum design or the accreditation of programmes; knowledge transfer, research and development and supporting start-ups. In 2017, MSLETB established an Employer Engagement Team. The purpose of this team is to integrate, harmonise and develop a unified employer engagement approach across MSLETB. It is critical that there is an effective, open and clear two-way communication process between the education and training sector and the world of work. The team’s main goals are to ensure that MSLETB are addressing the needs of employers, following up effectively, delivering a consistent message on capabilities and that the voice of the employer is central to all that happens. Already, an innovative outcome of the team is the development of an Employer Engagement Tool/ Application that maps all employers within the MSLETB region (and outside), captures all engagements on a real-time database, automates follow-up via an existing integrated platform, eliminates duplication, assists in providing a consistent message and provides data on progress. MSLETB is currently sharing this innovation with other ETBs who will collaborate in its ongoing development. MSLETB is engaged with several companies delivering FET services directly in the workplace. For example, the Skills for Work programme is actively working with a range of employers from the retail sector to upskill and reskill employees. Evening course provision in MSLETB Training Centres in Sligo and Ballina also provides opportunities for those in employment to access FET services. Through MSLETB’s engagement with the Regional Skills Fora (RSF), an ICT and FinTech (Financial Technology) skills needs audit was recently conducted and a clear set of goals to enhance upskilling in these sectors was agreed. Utilising the ‘Employer Engagement’ database, MSLETB identified employers/ sector participants and shared this information with the RSF. Following on from this engagement, an ongoing ICT and FinTech Cluster group has been established. An example of an output from the group is a workshop aimed at MSLETB’s second-level schools, outlining the benefits and opportunities of working in the ICT and FinTech Sectors and linking up companies locally with potential future employees.
Employer Engagement. Our Ofsted report identified a need for greater involvement of employers in the design and delivery of the curriculum in a few areas. To address this we will: • Extend our Industry Professional Day to incorporate a meeting skills needs agenda so staff both update their industry skills and gather information on employer needs to bring back into the curriculum • Formalise the process of sharing skills needs information gathered from employers by the apprenticeship hub and employability team with the curriculum teams • Monitor the involvement of employers in curriculum design and implementation via ongoing sample checks completed by the teaching and learning team • Embed an evaluation of the meeting skills needs criteria into schemes of learning, performance reviews and course/school level evaluations 4.
