SNAP Employment & Training Introduction The SNAP E&T program (Supplimental Nutrition Assistance Program, Employment & Training) helps SNAP participants gain skills and find work that moves them forward to self-sufficiency. Through SNAP E&T, SNAP participants have access to training and support services to help them enter or move up in the workforce. These programs also help […]
This deep dive will cover some of the key components to implementing an effective job readiness assessment process, as well as share a tool that can help you do so.
The participant worker’s “job readiness” can be thought of as the combination of three areas for professional and personal development: soft skills, hard skills, and personal readiness.
The tool establishes a threshold for essential skills and personal readiness for social enterprise employees ready to move into competitive employment. The standards are compelling because they are designed to measure workers’ on-the-job performance, rather than a measurement of inputs or test-based performance.
Founder Joe DeLoss shares with REDF his approach to employee recruitment and retention, and shares some best practices and lessons learned along the way.
Retention bonuses and earnings supplements support the employee supports strategy of incentivizing success by rewarding employees for the long term retention of employment outside of the social enterprise.
Service providers and program managers want to see their participants thrive on their employment pathway and record positive impact metrics on the effectiveness of their program. Social Enterprises can approach this phase in two primary ways: tracking and continued services.
This deep dive summarizes some key research and strategies on employee retention originally shared by Richard Hendra from MDRC.
In this deep dive, we cover one of the key components of an employee success program, retention policies.
This resource, will cover some common root causes and how to identify them within your social enterprise.
