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2013 opportunity corps presentation for volunteer coordinators
- 1. Minnesota Opportunity Corps Helping economically disadvantaged Minnesotans to earn living wages and attain self-sufficiency
- 2. Opportunity Corps Vision Coming together for a common purpose – to use the power of national service to assist Minnesotans with skill building and resource development to obtain and retain living wage jobs.
- 3. Situation in Minnesota… In the nine-county region, there are 330,000 working-age adults living in or on the edge of poverty. U.S. Census 2008
- 4. Situation in Minnesota… There are currently 5.8 unemployed people for each job vacancy statewide. Job Vacancy Survey (4th Quarter 2010). MN Department of Employment and Economic Development
- 5. Situation in Minnesota… A family of four needs an income of $56,364 to meet basic needs, yet half the jobs open in Minnesota pay less than $22,500. Jobs Now Coalition
- 6. Situation in Minnesota… Limited-income families face a gap of $11,000 or more to even meet basic needs. With these numbers, there’s no getting ahead. Families are struggling to get by and many are falling behind. Greater Twin Cities United Way- Basic Needs
- 7. Situation in Minnesota… It is estimated that Minnesota jobs requiring post secondary education will grow by nearly 8% from 2008 to 2018. By 2018, 70% of Minnesota jobs will require post secondary education. Georgetown University Center on Education and the Workforce, “Percent of Jobs Requiring Postsecondary Education in 2018,” 2010
- 8. Partner Organizations • Accessability, Inc • Lao Assistance Center • Amicus • Lifetrack Resources • Catholic Charities • Lutheran Social • Commonbond Services Communities • MN Coucnil of • Emerge Churches • International Institute • Project for Pride in of MN Living • Karen Organization of • Resource, Inc MN • Rise, Inc
- 9. Program Year at a Glance • Members begin in October with Member Orientation • Global Career Development Facilitator training weekly through January • Site Visits in January/February • Mid-year evaluations due February • Life After AmeriCorps training June/July • Year-end evaluations due August
- 10. Global Career Development Facilitator Training Developed in 1992 Identifies 12 Core Competencies Third Edition was just released
- 11. Member Activities Assessment Follow along , wrap around services • One-on-one and small group support • Identify barriers (i.e. transportation, child care, training, criminal record etc.) • Provide skills development training • Find credentialing programs aligning with the career pathway Volunteer Mobilization
- 12. Volunteer Mobilization Two primary foci: • Program Participants as volunteers – Enhance skills and experience – Build resume – Connect service with Employment goals • External Volunteer – Provide support to participants through employment related activities
- 13. Previous Year Results 3,071 received job placement services – 461 were placed in jobs – 90% of site supervisors noted that they “strongly agree” Minnesota Opportunity Corps members helped to increase their organization’s capacity to serve its target population.
Editor's Notes
- The Minnesota Opportunity Corps leverages the power of national service to assist Minnesotans with economic barriers to become more self-sufficient. Our AmeriCorps members are trained to serve in collaboration with the staff at our Partner Organizations to support program participants to find employment, gain additional training or credentials with the goal of advancing in employment to eventually obtain a living wage job.
- How do you think that impacts a child’s education?
- Started in 1992 because of a grant to Oakland University by the National Occupational Information Coordinating CommitteeAdvisory committees, focus groups, national surveys were conducted over the next three years to identify the skills and knowledge an individual working in career services would need to be successful.Identified 12 Core Competencies which have become the backbone of the training program.For example, the very competency the members learn about are Helping Skills -> How to ask open ended questions, identify client needs, strengths, and barriers, explaining how to help clients These skills are first practiced in class through case studies in which members act real life situations allowing members a chance to practice prior to working with participants.One example of this was how when members practiced how to diffuse an angry or frustrated participant through the use of open ended questions.Other examples of competencies include Assessment, Career Development Models, Ethics and Legal issues and Employability Skills This training Curriculum is always looking to have the best practices and since the Third Edition was for the ever changing job trends and global market needs.
- For our participants, this all starts with assessment. Career Assessments were a popular tool through much of the 90’s, however with budget cuts and reduced staffing which has taken place in the past decade, many training and employment focused organizations no longer consistently perform assessments on each individual receiving services.This year, our members will be trained on delivering and interpreting 5 different assessments including two free assessments available through ISEEK.org, a nationally recognized career, education, and employment resource developed here in Minnesota.These assessments identify strengths and interests which allow the member and the participant to work together to find the long-term career path which will best fit the individual.Allows the member to also provide more accurate resources such as training programs or courses which will help the participant get on track towards economic stability and a living wage job. Another impact of tight budgets is that many Employment and Training programs are unable to provide adequate follow-along services to their clients. Participants of our program receive individualized support from our members:Through one-on-one meetings and classroom support, members build relationships with clients.Because of these relationships, members:Identify barriers or potential barriersprovide resources specific to the needs of the clientSupport the keep on their career pathUltimately, we see that this relationship continues beyond a participant’s first employment since we know that many career pathways are much more of a ladder with steps along the way rather than an elevator in which you hit a button and just arrive to the level you intended.