Iris Jong presented on her work as an Employment Placement Coordinator fellow at Year Up. She discussed her professional background in coaching, mentoring, and community organizing. As part of her fellowship, Iris is working on several projects to better integrate Year Up students with the employment placement team, develop career training for recent graduates, expand volunteer career coaching, improve alumni communication, and support the alumni association board. She reflected on insights gained around supporting alumni career success and development. Looking ahead, Iris discussed her interests in social impact strategy, systems work, and creativity in fields like nonprofit consulting, education, entrepreneurship, and creative industries.
IPDC Training - Leadership Skills for Managing Greater Business PerformanceIPDC Training Institute
IPDC has been facilitating a considerably numbers of public trainings and in-house training programs in Performance Management and Appraisal Skills for the last 15 years
After going through diversity training with the management team, Table XI reviewed objectives and ideas with our internal DEI team to create a roadmap of actions we could implement internally to promote and support diversity.
To develop an Agile Learning organization a learning strategy needs to be in place. This presentation shows how to develop a strategy and a roadmap on 3 workshops.
The value proposition for mentoring v7 copyValerie Smith
Pointers on how to create a Value Proposition for organization-based Mentoring. Value Propositions are always being made and refined and relate to each stakeholder. The Value Proposition is personal and organizational, different for Mentors and Mentees. Our mentoring process, also shows how the Value Proposition is brought to life through the program, not just in creating a business case.
IPDC Training - Leadership Skills for Managing Greater Business PerformanceIPDC Training Institute
IPDC has been facilitating a considerably numbers of public trainings and in-house training programs in Performance Management and Appraisal Skills for the last 15 years
After going through diversity training with the management team, Table XI reviewed objectives and ideas with our internal DEI team to create a roadmap of actions we could implement internally to promote and support diversity.
To develop an Agile Learning organization a learning strategy needs to be in place. This presentation shows how to develop a strategy and a roadmap on 3 workshops.
The value proposition for mentoring v7 copyValerie Smith
Pointers on how to create a Value Proposition for organization-based Mentoring. Value Propositions are always being made and refined and relate to each stakeholder. The Value Proposition is personal and organizational, different for Mentors and Mentees. Our mentoring process, also shows how the Value Proposition is brought to life through the program, not just in creating a business case.
IPDC Training - Leadership Essential Coaching for Greater Effectiveness and P...IPDC Training Institute
IPDC has been facilitating a considerably numbers of public trainings and in-house training programs in Performance Management and Appraisal Skills for the last 15 years
Formulation of a reward management tool at bethania schoolEnock Kasimbazi
A presentation which shows the initial steps of formulation of a reward management tool at Bethania Primary School a school owned by Kemondo Orphan Care Center. The presentation also includes other activities done by the trainee during internship period
Managing Performance Through Accountability ConversationsHRTMS
Our guest speaker, Lenny Pollack, Ph.D., Professor of Practice at Penn State University, will discuss the ways your organization can use accountability conversations at critical steps in the performance evaluation process to influence employee performance.
Sink or Swim? Supporting the Transition to New Manager - Webinar 03.27.14BizLibrary
60% of frontline managers fail within the first two years in their role. 26% felt they were not ready for the role, and 58% reported receiving no management training. What can you do to turn these numbers around?
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
Topics we'll discuss:
•Change Management
•Leadership
•Communication
•Coaching
•Collaboration
•Supervision and Legal Awareness
Massaging Egos and Pushing Buttons: How to Build and Sustain an Advisory Boa...NAFCareerAcads
The key to a successful advisory board can often be traced to a leader who inspires, sets the pace, leads by example, or otherwise generates the energy to ignite others. Sometimes its the board chair, sometimes its a number 2, and sometimes its a school leader. When there are several who are aligned, a force can build. We'll explore ways to identify criteria that can make up strong AB members, how to find them and rope them in, and, most importantly, how to support and inspire them at levels that will make them lifers.
Embed and extract learning in work, 70:20:10 is the buzz word. It is linked to performance and performance support.
What is the embedded learning design? what is the dream and destination?
For sure, it is a new learning paradigm.
Best practices are scarce!
CasCas presents a visualisation of the 702010 destination. Subsequently I present a journey, an implementation strategy. Based on the image of the future, I describe the tasks and contribution of Learning & Development professionals.
Please feel free to give your feedback and your improvement suggestions
IPDC has been facilitating a considerably numbers of public trainings and in-house training programs in Performance Management and Appraisal Skills for the last 15 years
MCE's New 2016 Open Enrolment Programme Brochure
Give your career a boost! Download MCE's 2016 Programme Brochure and start planning your development today.
IPDC Training - Leadership Essential Coaching for Greater Effectiveness and P...IPDC Training Institute
IPDC has been facilitating a considerably numbers of public trainings and in-house training programs in Performance Management and Appraisal Skills for the last 15 years
Formulation of a reward management tool at bethania schoolEnock Kasimbazi
A presentation which shows the initial steps of formulation of a reward management tool at Bethania Primary School a school owned by Kemondo Orphan Care Center. The presentation also includes other activities done by the trainee during internship period
Managing Performance Through Accountability ConversationsHRTMS
Our guest speaker, Lenny Pollack, Ph.D., Professor of Practice at Penn State University, will discuss the ways your organization can use accountability conversations at critical steps in the performance evaluation process to influence employee performance.
Sink or Swim? Supporting the Transition to New Manager - Webinar 03.27.14BizLibrary
60% of frontline managers fail within the first two years in their role. 26% felt they were not ready for the role, and 58% reported receiving no management training. What can you do to turn these numbers around?
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
Topics we'll discuss:
•Change Management
•Leadership
•Communication
•Coaching
•Collaboration
•Supervision and Legal Awareness
Massaging Egos and Pushing Buttons: How to Build and Sustain an Advisory Boa...NAFCareerAcads
The key to a successful advisory board can often be traced to a leader who inspires, sets the pace, leads by example, or otherwise generates the energy to ignite others. Sometimes its the board chair, sometimes its a number 2, and sometimes its a school leader. When there are several who are aligned, a force can build. We'll explore ways to identify criteria that can make up strong AB members, how to find them and rope them in, and, most importantly, how to support and inspire them at levels that will make them lifers.
Embed and extract learning in work, 70:20:10 is the buzz word. It is linked to performance and performance support.
What is the embedded learning design? what is the dream and destination?
For sure, it is a new learning paradigm.
Best practices are scarce!
CasCas presents a visualisation of the 702010 destination. Subsequently I present a journey, an implementation strategy. Based on the image of the future, I describe the tasks and contribution of Learning & Development professionals.
Please feel free to give your feedback and your improvement suggestions
IPDC has been facilitating a considerably numbers of public trainings and in-house training programs in Performance Management and Appraisal Skills for the last 15 years
MCE's New 2016 Open Enrolment Programme Brochure
Give your career a boost! Download MCE's 2016 Programme Brochure and start planning your development today.
This topic gives an overview of the key features of the .NET Framework by version, provides information about the underlying CLR versions and features included
Presentation given to more than 200 attendees at the Berkeley Board Fellows program kickoff for 2013.
Oct 7, 2013
International House, Berkeley CA
For more information on the Berkeley Board Fellows program, visit http://bit.ly/boardfellows
Recruitment Strategies, Credentialing, and On-boarding New Career Education ...Michelle Walker-Wade
The information is this presentation pertain specifically to California Adult Education schools .
Recruiting, hiring and creating a team environment with new CE is one of the major challenges we face in creating CE pathways.
This workshop will feature a round-table discussion on:
• Recruitment strategies
• How to help aspiring CE instructors obtain the appropriate teaching credential.
• How to induct a new staff member into the culture of adult education Target audience: Individuals involved in developing Career pathway programs in adult education.
Want to hear about all things #Converge2015, but unable to attend this year’s conference? Maybe you made it, but your team didn’t. Or maybe you decided to head somewhere else for your annual work trip. Don’t worry – we’ve got you covered with the cliff notes version of the conference.
On a regional level, engaging stakeholders in work-based learning leads to valuable outcomes. Participants will learn how to engage Workforce Investment Boards, superintendents and other community members in the process of assess opportunities in communities and investing in the success of academies. Using case studies and templates, participants will develop action plans and learn how to map community resources.
Presenters: Deanna Hanson and Randy Wallace, National Academy Foundation
Student Mentoring Programme - Training Workshop Presentation - November 2017Joe O'Donnell
This presentation relates to the training workshop that all company volunteers must participate in before they are eligible to be a mentor as part of BITCI's Student Mentoring programme.
The presentation sets out:
- the social issues we are trying to address by linking companies and their volunteers with schools in Ireland,
- an overview of our organisation and our education programmes,
- the roles and importance of mentors,
- how volunteers can become more effective mentors,
- suggestions for tasks and activities that volunteer mentors might like to plan with their mentees during their mentoring sessions
- an introduction to the Accenture 'Skills to Succeed' academy for job seekers, plus tips on how to use the academy as part of their role as a mentor.
Jan 15 How Do You Know It Works Final Read Onlyfelicitymorgan
CANNEXUS 2010 presentation:
Measuring effectiveness of career interventions: presentation examines how we can measure effectiveness of a career intervention using a variety of methods, both objective and subjective. results, challenges and future directions are explored.
5. 5
My Personal Mission Statement
2015-2016 New Sector Fellowship
Simply put, my mission is to strive toward my
full potential as a leader. I will work effectively
and perceptively with Year Up staff, students,
and clients, as well as New Sector staff and
fellows, and in doing so, I will sharpen my
interpersonal sensibilities and clarify my
personal ambitions.
7. 7
Host Site Overview
Year Up is a one-year intensive
IT and professional
development program for
young adults, 18 to 24, from
low-income communities who
are high school graduates.
14 million
unfilled jobs
requiring post-
secondary
education in the
next decade
6 million talented,
driven, motivated
young adults
struggling to gain
access to jobs
Social
Need
Business
Solution
8. 8
The Employment Placement (EP) Team
Allie Fiffer
EP Manager
Kathleen Hunt
EP Specialist
Autumn Andrews
EP Specialist
Iris Jong
EP Coordinator
L&D 4 Months After GraduationInternship
And
Beyond
We achieve Positive Outcomes by…
• Working with companies, staffing agencies, and
recruiters to find jobs and match grads to them
• Providing job-specific mock interviewing,
resume tailoring, and career coaching
• Providing ongoing career support to older alum
360
students served
this year
400
students to be
served in 2016
Year Up
Bay Area
San Francisco
and Silicon Valley
9. 9
What are Positive Outcomes?
L&D &
Internship
4 Months After Graduation
And
Beyond
85%
70%
$16
of grads working (full or part-
time) and/or enrolled in college
of grads working full-time in Year
Up-track-related professional jobs
average hourly salary of
employed grads
Year Up uses
“Positive
Outcomes”
as a way to
measure grad
success
85%+
75%
of grads working
(full or part-time)
and/or enrolled in
college
of grads working full-
time in Year Up-
track-related
professional jobs
The EP Team’s goals…
11. 11
Highlights so far…
• Acted as advisor to four L&D students
• Conducted three one-on-one resume
reviews, a presentation prep
coaching session, and four mock
interviews
• Substitute-taught a Professional
Skills class on informational
interviewing
• Sat in on Business
Communications, Professional
Skills, Web Development, and IMC
classes
• Helped plan and attended two
LGBTQ/gender non-binary Lunch
& Learns
• Attended discussions around building
an Asian American Coalition
Aaron Schutzengel, YU National
Matt McCann, YU National
Annie Latham, YU National
Mae Tobin-Hochstadt, YU National
Andrea Vaughn, EP Chicago
Norma Marquez, EP Atlanta
Charles Brackett, EP Boston
Pieter Van Sciver, EP Providence
Emily Schaffer, YUBA Program
Emily Lad, Former EP YUBA
Marie Angeles, Former EP YUBA
Aquila Evans, YUBA Alumni
Quinton Counts, YU Alumni
Lynnea Trujillo, YU Alumni
Project-related
Conversations14
Scott Gullick, Corporate Engagement
Mike Harris, Internship Services
So Yem, Outreach
Joey Parker, Operations
Eliza Skinner, Events
Chris Carmichael, Student Services
Travis Keene, Volunteers
Monique Recoder, Admissions
Barry Nelson, Outreach
Caitlin MacDonald, Strategic Planning
Ellen Kimball, Program
Janna Strain, Operations
Conversations
to Get to Know
YUBA Staff
12
12. 12
Project Workstreams
EP Team / L&D
Integration
Career Bootcamp
for Recent Grads
Volunteer Career
Coach Program
Alumni
Communication
Alumni Association
Board Etc.
Create ways to introduce
the EP Team to students
earlier in the Year Up
process
The week after graduation,
host workshops and
working sessions for non-
intern-converts to drive job
search momentum
Enhance and popularize
the Volunteer Career Coach
Program, which matches
grads with volunteers for
interview/resume help
Strategize and implement
ways to support and
communicate effectively
with older grads
Support the YUBA Alumni
Association Board as
Alumni Steward, especially
through restructuring and
elections
• Class 12 tracking
• Mass email platform
• Offboarding redesign
• Advising
13. 13
The Year Ahead
1 2 3 4 5 6 79 10 11 12
1 2 3 4 5 6 79 10 11 12
1 2 3 4 5 6 79 10 11 12
1 2 3 4 5 6 79 10 11 12
1 2 3 4 5 6 79 10 11 12
EP / L&D
Integration
Career
Bootcamp
Volunteer
Career Coach
Program
Alumni
Comm.
Alumni
Association
Board
Past Month
Heavy Load Month
Light Load Month
14. 14
EP Team / L&D Integration
• Created strategy PPT and facilitate team
discussion, aligning on initiatives and
owners
• Developed Career Success presentation
and agenda for 80-minute class period
Accomplishments so far… Over the next 4 months
• 1/12 – Present Career Success With the
EP Team in Pro Skills to 60 L&D students
• Help plan and host office hours, brown
bag lunches
Create ways to introduce the EP Team to students earlier in the Year Up process
1 2 3 4 5 6 79 10 11
Month
12
Insights
Gained
Skills
Gained
Students need to become familiar
with our team early on to stay
engaged and communicative
through the job search and
beyond
• Curriculum development
• Strategic thinking
• Facilitation and team
decision-making
1 2 3 4 5
15. 15
Career Bootcamp for Recent Grads
• Gathered cross-site intelligence and
materials for SUYA (Success After Year
Up) programs
• Secured dates for Cycle 14 Career
Bootcamp
Accomplishments so far… Over the next 4 months
• Finalize Career Bootcamp agenda
• 1/27 – Collaborate with PMs, IS Team to
host 3-day Career Bootcamp
The week after graduation, host workshops and working sessions for non-intern-converts to
drive job search momentum
1 2 3 4 5 6 79 10 11
Month
12
Insights
Gained
Skills
Gained
It isn’t viable for the EP/IS teams
to support an entire alumni base.
We need to help them become
self-sufficient in the job search
• Curriculum development
• Coaching and mentoring
• Event planning
1 2 3 4 5
16. 16
Volunteer Career Coach Program
• Updated training materials, presentation,
email templates, and interest/feedback
forms
• Formed five volunteer/alum matches
Accomplishments so far… Over the next 4 months
• Train all interested volunteers
• Kick off marketing campaign with Alumni
Association
Enhance and popularize the Volunteer Career Coach Program, which matches grads with
volunteers for mock interviews and resume reviews
1 2 3 4 5 6 79 10 11
Month
12
Insights
Gained
Skills
Gained
With an alumni base of 800+ and
a team of four, we need to
leverage external parties to
support older alumni
• Volunteer management
• Training development
• Process improvement
1 2 3 4 5
17. 17
Alumni Communication
• Conducted 10+ cross-site and alumni
interviews
• Planned launch of YUBAGradSupport
email account
Accomplishments so far… Over the next 4 months
• Survey YUBA alumni and conduct follow-
up one-on-one interviews
• Host workshops and events led by older
alumni
Create ways to introduce the EP Team to students earlier in the Year Up process
1 2 3 4 5 6 79 10 11
Month
12
Insights
Gained
Skills
Gained
Various personal feelings can
hinder an alum’s working
relationship with YUBA. Also,
texting students is surprisingly
effective
• Relationship building
• Primary interviewing
• Process improvement
• Marketing & outreach
1 2 3 4 5
18. 18
Alumni Association Board
• Interviewed board members on current
sentiments and presented findings
• Created election timeline
• Gained alignment on 2016 budget
Accomplishments so far… Over the next 4 months
• Guide board through election and
restructuring process
Support the YUBA Alumni Association Board as Alumni Steward, especially through
restructuring and elections
1 2 3 4 5 6 79 10 11
Month
12
Insights
Gained
Skills
Gained
Decision-making builds
momentum and momentum
strengthens motivation. Good
facilitation is key
• Forming partnerships
• Facilitation and team
decision-making
• Navigating bureaucracy
1 2 3 4 5
20. 20
Where do I take my career next?
Social
Impact
Strategy &
Systems
Creativity
Strategic Projects
Curriculum Development
National Growth Strategy / Program
Nonprofit Consulting
Career Counselor
Education Administrator
Social Entrepreneur
Creative Entrepreneur
Product Manager
Strategy / Growth / Innovation
Training Development
Art /Creative Director
Illustrator / Designer
Editor / Publisher
Writer