SEEDBOMFDeliverable

1

Spring 2016

Project Director: Josh Wasserman

Project Leader: Mohammad Malik

Project Members:

Kaely Egan

Yule Wang

Chase Ciotti

Tiffany Chong

Eunice Chun

2

TABLE OF CONTENTS

SECTION PAGE
Introduction 3
Key Insights & Recommendations 4
Chapter Analysis 11
Summary 22
Exhibits 23
References 28

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Introduction
Back on My Feet

Back on My Feet (BoMF) was privately founded in 2007 by Anne Mahlum in
Philadelphia, PA. BoMF combats homelessness through the power of running,
community support, and essential employment and housing resources. The goal of
BoMF is to partner with local facilities to find homeless individuals (Residential
Members), help them build self-sufficiency, and enable them to find economic
opportunities. Currently, BoMF’s 11 and soon to be 12 chapters nationwide have served
over 5500 residential members, of which 2137 gained employment and 1468 obtained
housing. The program is a two-phase process, whereby Back on My Feet recruits
members to join a 30-day running commitment three days a week. The second phase,
“Next Steps”, then provides educational support, job training programs, employment
partnership referrals and housing resources. Approximately 65% of members have
moved their lives forward in at least one of BoMF’s key outcome areas: housing,
employment, training, and education.1
BoMF consolidates five functions at the national
headquarters: Human Resources, Finance, Operations, Communications, and Program
Analysis. To achieve its mission and allow for self-sufficient chapters, BoMF relies on
volunteers and alumni members.

SEED Goals and Objectives

The Student Entrepreneurs for Economic Development (SEED) at the University
of Virginia is an organization where students provide pro-bono consulting to help non-
profit and social enterprise clients solve problems through semester long projects. This
semester, SEED objectives were outlined in the initial conversation with our contact at
BoMF, the National Director of Evaluation and Data, Elizabeth Manning. The team’s
objectives were to research current and emerging industries in each Back on My Feet
chapter city, and advise the BoMF team as to the type of partnerships they should foster
with training programs for jobs in those industries.

Our Approach

SEED team accomplished the goal in three steps:

1. Understand each of the markets (chapters) that BoMF currently operates in and
research each to identify growth industries
2. Based on the selected industries in each market, identify what skills and job
trainings are required for securing opportunities for BoMF’s members to enter
into those industries.
3. Continue by suggesting potential partnerships that will help BoMF’s members’
skill and future career development

1

BoMF
2015
Impact
report

4

Key Insights

Back on My feet has created sustainable impact over its 11 chapters

Back on My Feet’s program can be broken down into running as the first step,
and then eventual employment, job training, and housing. After one month of running
and 90% attendance, members become eligible for “Next Steps” with BoMF creating a
plan for self sufficiency through setting employment, job training, and housing goals.
Nearly 75% of members move forward to the second portion of the program and receive
guidance from BoMF for six to eight months.2
BoMF’s model is based on incentives, as
members move forward, they have access to new resources such as financial aid,
employment referral, and mentor guidance.

Back On My Feet uses six metrics to measure the efficacy of their programs;;
community, economic, health, social, alumni, and corporate impact all portray how
BoMF has made a difference over time. In 2015, BoMF had a record high of 483
members receiving employment and 385 receiving training / education. From an
economic perspective, every dollar invested into BoMF returns 139% in measurable
economic activity and cost savings. Running with BoMF has cut member high blood
pressure and obesity rates in half after two months of running. BoMF’s most crucial
impact ranks highest with more than 70% of members demonstrating better self efficacy
regarding attitude, meaning, and satisfaction in their lives. Moreover, the importance of
sustainability is shown through BoMF’s alumni impact. In 2015, after six months of
finishing the program, all alumni members were employed, with most maintaining their
employment and more than half seeing wage increases.3
Lastly, BoMF has been able to
make an impact through its 20+ regional and local partners who provide funding and
employment relationships for BoMF program.4

With more than half of members employed in the customer service, culinary, and
construction industries, BoMF continues to integrate its members into established blue
collar industries, however, these jobs often occupy entry level positions with average
wages of $11/hr., just over livable wage in Pennsylvania. Given the new 2.5 million
middle-skill jobs projected in the next few years, BoMF must offer new opportunities to
help members acquire higher paying jobs that allow better self sufficiency.5

2
BoMF Organizational Analysis
3
Alumni Members are BoMF who have achieved self-sufficiency through employment
and/or housing.
4
BoMF 2015 Impact report
5
USA Today: “Where the jobs are: The new blue collar”

5

National growth trends prove new opportunities across all Back on My Feet Chapters

By the end of 2016, Back on My Feet will consist of 12 different chapters across
the nation. Although these chapters vary in location and structure in the city, there are
specific industries that have demonstrated consistent growth across all the chapters.
Growth in leisure, hospitality, and healthcare industries were most promising.

Leisure and hospitality industries have a predicted growth of 9.8% in the United States.6

The major chapters that have potential growth in leisure and hospitality include, but are
not limited to Washington DC, Philadelphia, Boston, Austin, and Los Angeles. The
prospective employment opportunities in leisure and hospitality require a high school
diploma and on-the-job training. These jobs are mainly entry-level positions, to further
careers more education and training are involved. Moreover, healthcare is the industry
with the largest projected growth at 13.6% by 2024 with about 21.85 million jobs.7

Healthcare has a large variety of opportunities stretching from medical billers to
personal care aides. Each chapter has specific types of jobs available in this space, but
as a whole, the healthcare industry projects the largest growth.

Back on My Feet must be wary of chapter and job specific dynamics

A key distinction to be made is the differences of livable wages across BoMF
chapters in various metropolitan areas.8
The same job position in different cities
oftentimes provides the same level of compensation despite the observable differences
in living standard of those cities. Therefore, the same entry-level job that provides a
BoMF member with livable wages in one chapter may not be sufficient for another
member to maintain a sustainable living in a different chapter. For example, a medical
secretary earning $15.12 livable hourly wages in Indianapolis is not able to sustain their
living in Dallas with a similar $15.27 hourly wage. 6

Technology has increased the number of jobs available nationally, however, this
innovation has also replaced previously skilled occupations.9
Specific instances of
technology replacing the blue collared worker can be seen in factories, logistical
departments, and even restaurants. BoMF must create a balance between preparing
members for sustainable occupations through skills training and promptly placing them
into employment. In order to ensure the competitiveness of members’ skills, BoMF
should mainly focus on those jobs with low to medium risk of being replaced by
machines (See Exhibit 1 for more on job replicability).

6
USA Today: “Where the jobs are: The new blue collar”
7

Economic Alliance: “HEALTHCARE INDUSTRY…”
8
MIT: Living Wage Calculator
9
The Washington Post: “The robots will steal our jobs. And that’s fine.”

6

Nevertheless, before BoMF can help members develop the skills necessary in new
industries, a high school diploma or a GED equivalent is imperative to move forward in
the professional development process. With this step, members can access
certifications and better opportunities to train into specific jobs with higher wages.
Currently, more than 50% of BoMF’s members have some college experience or a high
school diploma. Long term, once a larger portion of total members have met the
education requirements, BoMF can shift its focus in disbursements of financial aid for
members by allocating tuition/school fees towards licensing exams and skill
development. 2

7

Recommendations

Alongside our fundamental goal of providing BoMF with information of industry
growth and specific industry partnerships, SEED came across additional research which
aligned across multiple chapters and serves as valuable strategic possibilities for future
growth. These included program structure, strategic partnerships, and general
professional development tools for BoMF’s members.

Nearly 40% of the financial aid disbursed to members went towards professional
development, reallocating the funds under a targeted, training module would allow for
more skill development and in turn, higher wages.2

Across all of the BoMF chapters, there is a quick turnaround between members entering
“Next Steps” and graduating to become alumni members (See Exhibit 2 for more on
program timeline).2
BoMF balances resources such as time and money to offer the best
services possible, however, with a 180- day progression through the program, most
members are only able to acquire lower paying entry level positions with their training.
By restructuring the training segment of the program to cater to specialization, BoMF
can help members develop more marketable skills and access higher wages without
sacrificing resources unnecessarily.

With 15%-member employment in construction/building maintenance industry, how can
BoMF leverage higher wage job placement while being wary of resources and possible
job replacement given the consideration discussed earlier?4
Providing members with a
portfolio of skills in this industry would make them a more marketable candidate and in
turn, less likely to face the consequences of innovation (See Exhibit 3 for more on
training module). A targeted training module that consists of core educational
requirements, specific skill development offerings/partnerships, and employment
roadmaps based on industry would allows members to earn managerial positions in the
long run, providing better pay and job security. 10

These core educational requirements would build upon the baseline of training and
preparation that BoMF has already proven effective through its past community impact.
Specific skills training would require strategic partnerships in new environments and
ultimately require deployment of financial aid for members to become certified. Lastly,
when members are given a detailed roadmap including skills, experience, etc., from
entry level to managerial positions in a specified industry, they will have the opportunity
to grow deliberately towards more skilled positions and higher wages.

10
About Career

8

Given constrained resources and changing dynamics nationwide, BoMF should
continue to pursue new strategic partnerships to create the best value for members

Strive is an international nonprofit employment agency which creates sustainable
employment through attitudinal and job readiness, skills training, support services, job
placement, and follow up programs for the unemployed in over 20 cities nationwide and
overseas.11
Strive currently operates in seven of 12 of BoMF chapter cities. BoMF
should partner with Strive or replicate some of its current model given the parallel in
strategic goals and synergies.

Strive and BoMF programs differ early on as BoMF creates the attitudinal/motivational
component of their soft skills training through its running program. Strive however,
works through a “tough-love” oriented four-week long workshop to provide a curriculum
on “mentoring participants towards the attitudes and workplace behaviors they need to
overcome employment obstacles and transform their lives.”
Moreover, through role-
playing and work environment simulations, participants learn the principle which insists:
“people don’t “get fired” – they “fire” themselves.” 10
Strive provides career development
and job readiness programs similarly to BoMF, however, they also offer seminars in
computer skills, customer service, and civics.

Strive’s second of a five step process includes offering technical training for members in
industries BoMF members currently are not apart of. These include green construction,
certified nursery, computer technology, and medical billing. What training it does not
offer in-house, it supplements by having one specific partner called an “affiliate”,
typically another non-profit that mainly focuses on job-training, per location. For
instance, in Philadelphia their affiliate is the Work Force Institute which operates the
City College. City College is an accredited non-profit career and vocational college.12

Strive provides training that lasts anywhere from four weeks to four months long, free of
charge, to individuals who have graduated from their Attitudinal and Job Readiness
workshop.

BoMF could benefit from using Strive’s network to tap into these resources. It could do
so by partnering directly with local Strive chapters to help its members improve their job-
readiness, especially when it comes to the technical skills that BoMF currently does not
teach. However, given the differences in BoMF’s primary running program and Strive’s
workshops, BoMF could instead seek to emulate some of Strive’s programming. In
doing so, BoMF would continue to develop specific partnerships for member
employment, but also bring popular training programs in-house to offer to all members.

11
STRIVE International Website
12
STRIVE Annual Report 2014

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Online learning platforms have democratized the educational experience and because
of their affordability and accessibility, BoMF should bring this method of training in-
house

In addition to improving “Next Steps” through developing partnerships, BoMF can
also inexpensively better its training in-house by having members take Massively Open
Online Courses (MOOCs). MOOCs utilize technological advancements on the internet
to dramatically increase the accessibility and affordability of learning. Whereas one 3-
credit class taken at Harvard University costs $3,921, Harvard now offers many of the
same classes online through the MOOC provider edX for free.13
Since their inception in
2011, MOOCs have grown so big that there are now 4,200 courses offered online that
over 35 million people signed up to take in 2015.14
While many classes in the liberal arts
can be taken, it is important to note that most courses focus on teaching “in-demand
skills in technology and business fields” that can be monetized.13
Therefore, MOOCs
provide a great opportunity for BoMF to expand its in-house “Next Steps” programming
to teaching specific technical skills that employers value without requiring an expensive
investment in teachers and curriculum to administer these courses.

The most popular MOOC websites, Coursera and edX, offer specializations in high-
growth fields such as data science, computer science, and business. Specializations
function by having users take a group of related courses and then upon completion,
users receive a certificate with the member university’s logo on it that can be shown to
prospective employers. Udacity operates very similarly to Coursera and edX, but
instead of having courses produced by universities, they are taught by corporate
employers who are looking for specific skills in their workers. For example, AT&T (which
is a corporate sponsor of BoMF) offers courses on Udacity in web development.15

However, while the above courses are extremely valuable, many of them may not be a
great match for BoMF members because the courses tend to be heavily focused
towards computer science and data analysis. Considering that most BoMF members
tend to have a limited secondary and postsecondary education history, BoMF should
work with the corporate partners and universities on this site to offer more courses that
could make entry-level talent more marketable.

In addition, Udemy offers many other courses in sales, human resources, personal
finance, and career development which could be very helpful for BoMF members to
take. It should be noted that Udemy courses are taught by private members and cost
around $20 per course, but this would still be very inexpensive for BoMF as courses can
be bought for entire organizations at cheaper rates.

13
edX website: Harvard
14
EdSurge: “MOOCs in 2015 – Breaking Down the Numbers”
15
Udacity: Courses

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MOOCs can also be very helpful to the portion of BoMF members who have not
completed high school and need their GED before they can become employed.
Websites such as Khan Academy offer many free videos in subjects such as algebra,
geometry, biology, chemistry, and history that are all tested on in the GED.16
BoMF
should still employ its traditional means to prepare members for the GED but Khan
Academy and other MOOCs provide a very promising way to improve this process.

Although MOOCs are either free or very inexpensive to purchase, additional expenses
will be incurred to ensure members get the most out of their online courses. BoMF will
likely need to supplement the learning done online with its own staff and tutors available
to answer questions members have when taking courses. Especially for the technical
courses related to Microsoft Office, staff will need to be present to help members with
parts they find challenging. BoMF will also need computers and office space for
members to take these courses in. If BoMF’s offices in each chapter location are too
small, local BoMF chapters could use space at the library or other public locations so
that they can maximize their impact without requiring additional funding.

As mentioned before, SEED recommends that BoMF works with its current corporate
partners to find the most in-demand skills for entry level talent that BoMF members can
realistically learn through MOOCs. By doing so, BoMF can create a pipeline where
members who complete certain courses have a higher probability of employment by the
corporate partners. The courses members will take in Microsoft Office, human
resources, sales, and information technology will increase their prospects at getting jobs
that pay considerably above the minimum wage (See Exhibit 4 for more on MOOCs).

16
KhanAcademy Website

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Chapter Analysis

SEED formatted chapter analysis by developing an overview of current
operations, listing of specific opportunities, and evaluating the fit and requirements for
members in the growing industry. Opportunities were characterized as employment
offerings with more than 5% forecasted growth in their respective cities and industries.6
The fit and requirements helped SEED filter through the initial findings to focus on
realistic and attainable opportunities for members. These included but were not limited
to certain educational requirements no higher than some college or high school diploma
/ GED certification, a wage higher than $11/hr., and level of training required. Moreover,
once deemed suitable for members, SEED evaluated the types of skills and
certifications required for the jobs. Lastly, SEED listed both the qualifications and
organizations offering certification/ training. Partnerships were chosen based on
location, past experience working with non-profits, and quality of their programs for
BoMF members.

Given BoMF’s established partnership procurement system, SEED suggests that BoMF
work use current processes but also implement a case-by-case analysis of each
selected partner as they differ in size and functions from chapter to chapter. SEED
offered a variety of possible partners for each chapter;; these listings included for profit,
nonprofit, and governmental agencies which BoMF can develop relationships with for
various reasons. These include: training, certifications, and in-house program
development. With financial constraints in mind, SEED proposed partners with a
reputation of working closely with non-profits whether through a corporate sponsorship,
partnership, or grant based funding.

Each chapter analysis is introduced with a brief outline of the market (chapter city) with
respect to the economy and BoMF’s current impact. Following are specific listings of
opportunities given the methodology discussed above. Lastly, each analysis is
complemented by a concise summary of the general opportunities with key
considerations for BoMF staff.

12

Philadelphia is at a pivotal point as a city with new investments projected to created
more than 150,000 jobs

Back on My Feet Philadelphia’s long-term involvement in the culinary, customer
service, and construction industries continues to grow in size and quality.17
However,
Philadelphia’s economy has moved away from its manufacturing tradition to
accommodate more economic sectors related to education and healthcare. Education
and health services represent 182,000 jobs in the Philadelphia area;; more than double
the next largest employment sector. Jobs in this area include orderlies, health aids, and
assisted living workers. Most excitingly for the future of Philadelphia is the state
government, University of Pennsylvania, and Drexel’s planned investments in the next
ten years to develop the city. While the proposed ~$2 billion investment is partially for
research and higher education, this investment should increase jobs in the leisure and
hospitality sector.18
19
20
Economists expect the leisure and hospitality sector (as well as
construction) to increase hiring by 30% in the city.

The most important takeaway from Philadelphia’s job market is the size of a prospective
employer. The city’s economy lacks the typical group of large firms who hire many entry
level workers, instead more than 10 different industries provide a substantial number of
jobs.21
Future emphasis should be placed on BoMF finding new relationships and
increasing the size of its career network. To best serve its members, this chapter will not
be able to mass train all in the exactly same skills. Instead, the best course of action
would be integrating partners and employers into the program planning. Members would
be matched based on skills or preferences to train in specific programs with specific

17
BoMF Employment and Training Data 2015
18

Governor Wolf PA: “Historic investment in education…”
19

UPenn Investment Report 2015
20

Philly.com “Drexel partners with investors to launch $10 million fund…”
21
Bureau of Labor Statistics: Occupational Employment Statistics

Chapter: Philadelphia
Industry Entry Level Jobs Skills Partner(s)
Healthcare
Orderly, Living
Assistant
Physical Aid, Psychiatric
Oversight
Office of Aging
Hospitality Concierge, Cleaning
High School/GED, Interpersonal
Skills
Marriott
Education TAs, Primary Ed
Child Care, Primary Ed
Certification
Lead Teacher
Daycare
Construction Carpenter, Welder Mason, Manufacturing
La Curra
Warehouse

13

goals. As demonstrated above, Philadelphia has robust job demand in many different
sectors. BoMF has many options to choose from for industry and potential for training
partners. With a talent streamline set, BoMF could possibly turn employee demanders
into partners as well.

14

Los Angeles is poised for continual growth in traditional blue collar jobs
Back on My Feet Los Angeles also thrives in pairing members with local jobs in
culinary, customer service, and construction industries with its geographic prowess as a
Pacific trade hub.16
Trade, transportation, and utilities is the largest job sector in LA,
employing over 750,000 people. Many of these jobs require only a GED and pay close
to $15 an hour in entry level roles (a sustainable and desirable wage).22
Economists
predict utility and energy centric jobs will increase in Los Angeles in the next 10 years,
as sustainability and resource allocation are crucial to a somewhat environmentally
challenged region. Two other important sectors for employment are leisure/hospitality
and education/health care. LA’s population has peaks amongst young and old citizens,
so Back on my Feet would be well served to prepare members to work for firms that
serve the two large demographics. While growth in these two sectors is normal
compared to the national average, it must be recognized that nationally these areas of
employment are growing substantially. Post-GED training for, say health or early child
development is future-proofing members and giving sustainable lines of income starting
near $18 an hour for many entry level jobs.

Chapter: Los Angeles
Industry Jobs Skills Partner(s)
Construction
Carpenter,
Welder
Mason, Manufacturing Unilight Electric
Transportation Driver, Delivery Trucking License May Trucking Co
Utility
Servicing
Plumbing,
Electrician
Vocational Cert
Plumber Steamfitter
Union
Hospitality
Concierge,
Cleaning
High School/GED,
Interpersonal Skill
Marriott

One of the most desirable traits for employees in Los Angeles is adaptability. The city is
known for large projects, pop-up initiatives, and needed maintenance. All things
considered, BoMF would be hard pressed to cover all the variance shown in the exhibit
above. Thankfully most industries in Los Angeles have robust job prospects for entry
level workers. BoMF should be able to make a range of specific choices for pre-
employment training and members would likely be well-served. Compared to other
markets, the program should be aligned by skill instead of partner. Since constructing
an employer network in Los Angeles is difficult and costly, BoMF needs another source
of expertise and funding. BoMF Los Angeles would be prudent to contact Los Angeles’
strong network of community colleges and vocational schools to help train members.
Perhaps as an end game, these educational institutions could become a new class of
partners for BoMF.

22
Los Angeles Almanac: Largest Employers

15

Members in Atlanta have a unique set of opportunities to pursue moving forward,
ranging from social services to technical work.

Back on My Feet Atlanta’s member employment is focused in the hospitality,
healthcare, and logistic industries. BoMF currently works closely with its hiring partners
to provide opportunities to members. Based on the 2015-2016 Annual Training and
Employment report, hiring partners such as Marriott Marquis, Atlanta VA Hospital, and
Home Depot offer the most positions to members.16
Moving forward Atlanta, GA has
strong blue Collar industry growth forecasted with demand for entry level jobs in
education, correctional, technology, and health services.

Chapter: Atlanta
Social
Social & Human
Service Assistant,
Self-Enrichment
Education Teachers
Certification (varies)

Organization
pertaining to
expertise
Correctional Correctional Officer
Certification of Peace
Officer Standards and
Training (POST)
Georgia Public
Safety Training
Center
Technology
Service Technician
(Maintenance)
Atlanta Technical
College
Health Medical Secretary
Strong Organizational &
Computer Skills,
Registered Medical
Assistant Certification,
General knowledge of field
Urban League of
Greater Atlanta
(ULGA),
Georgia Medical
Assistant Society

The Atlanta chapter can capitalize from the growth of these industries by developing
relationships with partners that offer the skills necessary to thrive in each environment.
For example, strengthening the relationship with the current partner, ULGA, who offers
introductory and advanced courses on Microsoft Office, could deliver the computer skills
necessary for entry level secretarial positions. For more specific certification, BoMF can
procure a partnership with Atlanta Technical College and deliver the opportunities
necessary to acquire proper certifications. In addition to a high school diploma or GED
equivalent, additional certifications are necessary;; most can be pursued through public
programs that offer grants, funding, and other means of financing. With financial
constraints in mind, members can access these certifications through the Workforce
and Innovation Opportunity Act which would provide financial aid to members.

16

BoMF Austin has ample opportunities in undiscovered industries for members

Back on My Feet Austin’s main employment placements are in the hospitality,
social services, and culinary industries with companies such as JW Marriott, Salvation
Army, and local restaurants.16
BoMF provides training for soft skills necessary to thrive
locally, but also utilizes online platforms such as 360Training to help members develop
their career understandings for specific industries without physical restraints.23

However, with 10% blue collar growth just between 2010 - 2013, BoMF has the capacity
to connect members with better employment. Currently, the pest control industry,
medical secretaries, and automotive industries continue to forecast the largest amount
of growth.

Chapter: Austin
Pest
Control
Termite and Pest
Control Profession
Certification of Pesticide
Operator

Structural Pest
Control Board,
CTN Educational
Services

Health Medical Secretary
Strong Organizational and
Computer Skills,
Registered Medical
Assistant Certification,
Austin Community
College

Automotive Service Technician ASE Certification
Austin Community
College,
NAPA Auto Parts

BoMF members are eligible to work in these areas upon certification in their respective
fields, however, each require a longer term commitment in order to achieve the
certifications necessary to work in the field. For example, automotive technicians require
700+ work hours before they can become certified.24
This commitment shows the reality
that placing members into better paying, livable jobs can require long term commitment
to training, despite already having a high school diploma or GED equivalent.

23
Training 360 Website
24
Austin Community College: Automotive Technology

17

BoMF Dallas can continue to use educational institutions for member training given the
forecasted growth in specialized roles

Back on My Feet Dallas has a few members who have enrolled in college and
even been studying for an MBA. Members have also found jobs in various service
industries, logistics, or started their own businesses.16
Looking forward, job trainings for
the members at Dallas chapter should be primarily focused on: clerical, mechanical, and
low-level professional trainings that will help members acquire skills that are required by
those positions in health and childcare jobs.

Chapter: Dallas
Industry Job Skill Partner(s)
Clerical
Receptionist,
Information
Clerks,
Tellers
Strong Organizational Skills
In-house
Development
Mechanical
Industrial
machinery,
Mechanics
Technician Certificate
Dallas County
Community College,
El Centro College,
Universal Technical
Institute
Health
Medical
Secretaries
Computer Skills, Registered
Medical Assistant,
PCI Health Training
Childcare Childcare workers Child Care license
ChildCareGroup
Training

As compared to other chapters, the livable wage differs especially in Dallas with higher
costs of living and a growing economy.7
BoMF must be sure to look at growth through a
job by job and region by region basis to evaluate the sustainability in wages and
development per job. Moreover, the Dallas chapter can capitalize of different types of
industry growth as mechanical and health employment has a lucrative future ahead.

18

The Indianapolis chapter must continue fostering institutional partnerships among
universities and colleges to provide the means to acquiring jobs with strong growth
projections

Back on My Feet Indianapolis has placed members in the hospitality, event
rental, and staging/landscape management industries by partnering with JW Marriott,
Sheraton, Gilchrist & Soames, Markey’s, and Scenic Green. BoMF Indianapolis has
also partnered with Purdue University Indianapolis, American Red Cross, and Sutton-
Garten, Co. for its members’ education and job training.16

Industry Job Skill Partner
Clerical Receptionist and
Information Clerks
Strong Organizational Skills In-house
Development
Mechanical Electricians, Plumbers,
Pipefitters, Operators,
Sheet Metal Workers
Degree/Technician
certificate
Lincoln Tech
Mechanic Skills
Inc.,
Ivy Tech
Community
College (ITCC)
Health Medical Secretaries,
Pharmacy Technicians
Computer Skills, Registered
Medical Assistant,
ITCC,
Brown Mackie
College,
Medtech,
Social
Educational
Social and Human
Service Assistant, Self-
Enrichment Education
Teachers
Certification (varies) ITCC

Looking forward, Indianapolis is projected to double the number of annual mechanical
job openings than clerical jobs. The medical/pharmaceutical industry also provides an
observable number of job positions that may require higher-level training. Among all the
potential partners, Ivy Tech Community College could be the biggest partner for its
different training program offerings for various industry positions, such as Mechanical
Engineering Technology program, Human Service Program, and Medical Assisting
program, which can satisfy the training for the jobs in mechanical, social/educational,
and medical industries respectively. 25

25
Ivy Tech Community College Website

19

The Washington DC chapter is distinct in the types of partners and employment
available for members as it includes for profit, nonprofit, and governmental institutions.

Back on My Feet Washington DC currently employs members in culinary,
customer services, and hospitality industries. Partners such as Project Empowerment,
DC Central Kitchen, the Department of Transportation, Marriott, Gaylord, and So Others
May Eat are key partners with job training and placement.16

Chapter: Washington DC
Construction
On-site
assistance,
Forklift Operator,
Brick & Block
Mason, Carpenter
Specialization
increases mobility in
industry,
Forklift certification,
Apprenticeship
University of the District of
Columbia (UDC),
OSHA,
Frances Perkins Program,
Potomac Jobs Corps
Center, HBI,
Leisure &
Hospitality
Food service,
Front Desk,
Maintenance
BoMF’s Partners,
UDC
Healthcare
Home Health Aide,
Personal Care
Aide
Certification Program,
75 training hours with
16 clinical hours
Allied Health and
Technology Institute,
HealthWrite Training
Center,
Opportunities
Industrialization Center of
Washington DC

Looking in the future, the industries with the largest projected growth are construction,
leisure and hospitality, and healthcare with a range of 9% to 27% growth in the
particular jobs within the industry. The Washington DC chapter can continue to grow
with partnerships in both private and social sectors with universities and governmental
departments serving as key partners moving forward.

20

Baltimore has both long term and short term opportunities for BoMF members

Back on My Feet Baltimore currently employs members in healthcare,
construction, and culinary industries. Hiring partners such as Code Blue, Property
Preservation, and M&S Grill offer jobs to current and alumni members. Partners such as
Christopher’s Place and Helping Up Mission have helped with training and job
placement.16

Chapter: Baltimore
Healthcare
Home Health
Aide/Personal
Care Aide,
Medical
Secretary,
Physical
Therapist Aide
Certification Program &
100 training hours with
40 clinical hours., 2-year
associate’s degree,
Certification
Baltimore City
Community College
Liberty Heights,
Caroline Center, It
Works Learning Center,
Inc.,

Construction
Carpenters
Cement Mason,
Concrete
Finisher,
Manufacturing
worker
On the job training,
Apprenticeship,

American Concrete
Institute
Transportation
Bus Driver,
Taxi Driver,
Automotive and
Watercraft
Service
Attendants
License
Approval by the Public
Safety Commission

Maryland Transit
Administration

The industries with the largest growth potential are health care, construction, and
transportation with 5% to 25% projected growth. Specific industry such as healthcare
require long term commitments, while transportation and construction jobs have lower
barriers to entry.

21

Unlike other chapters, the Boston chapter projected specific growth in distinct industries.

Back on My Feet Boston currently provides job opportunities in leisure and
hospitality, healthcare, and construction. The major partners of Boston chapter are by
local restaurants, Home Depot, Macys, and Marriott.16
Although there are still
opportunities in construction and healthcare, there is most growth is in leisure and
hospitality, cosmetology, and health aide. The job opportunities are mainly entry level,
but these are jobs that lead into higher positions with more training and education

Chapter: Boston
Leisure and
Hospitality
Nail
Technicians,
House Keeping

Certification of
Practice,
Soft Skills,
On the Job
Training
North Shore Community
College,
East Boston Beauty Academy
Cosmetology Program,
Empire Beauty Schools,
Current partners
Health
Personal Care
Aided
Certification of
Practice
Governmental Agencies

There is a large market for jobs in hospitality, including jobs such as housekeeping.
Back on my Feet is already partnered with Marriott International, who provides the
members with interviews and jobs. With this partnership, it can be beneficial to
expanding other partnerships with partner hotels. In Boston, nail technicians are in
demand with the estimated projected growth of 27.6% in 2016. Programs through
community colleges and vocational schools provide a Certification of Practice. After
training, an examination to receive the license in Massachusetts is required.
Additionally, the median pay for home care aides is $20,100 with the projected growth
of 50.6% with varying levels of training required.2

22

Chicago is a metropolitan hub filled with diversity and opportunities for growth.

Currently, Back on My Feet Chicago gives opportunities in the food/service
industries and retail. Many have been employed by different restaurants and Macy’s.16

The expected job growth in Chicago from 2010 to 2020 is 8.9% including industries in
auto manufacturing, biotechnology, food manufacturing, and healthcare.

Chapter: Chicago
Transportation,
Logistics, and
Distribution (TLD)

Heavy Truck and
Trailer Drivers,
Operations
Coordinator
Commercial Driver
License,
Basic skills in auto repair
and maintenance,
American Production and
Inventory Control
Certification,
Use of different
organization programs
(Microsoft Office)
Chicago
Transit
Authority,
Flying Cargo

Healthcare
Medical Billers,
Medical Assistant
First Aid and CPR certified,
Post-secondary non-
degree award is required
Hospitals

Chicago has growing markets in healthcare and transportation, distribution, and logistics
(TLD). Healthcare has a 10% projected growth, while TLD has a 4% projected growth.
For entry- level opportunities, TLD include two different tracks. The first track has
opportunities for heavy truck and trailer drivers. The starting wage is $16.74 dollars per
hour. There are also opportunities in the healthcare industry, such as medical billers
and medical assistants. High school diploma is required for a medical biller with on-the-
job training. The starting wage is $14.05 per hour. The requirements for a medical
assistant are First Aid CPR AED, Medical Assistant Certification, and post-secondary
non-degree award is required to be a medical assistant. The starting wage is $14.93.2

23

Summary

BoMF’s training program has provided more than 65% of members with access
to employment and housing resources not previously attainable, however, with
changing labor markets in each chapter city, it is imperative for BoMF to continuously
revaluate their offerings in job placement and training in order for members to access
higher paying, more sustainable financial self-sufficiency.

This semester, SEED worked towards a deliverable which detailed current evaluations
of job placement/training programs in each market, and given the situational context,
SEED analyzed and recommended areas for growth which BoMF could pursue. During
the research process, SEED found strategic opportunities for BoMF as an organization
and more specifically for the job training process of their operations. Key insights,
recommendations, and consideration included general industry growth, program
restructuring, strategic partners, and possible in-house career development platforms all
with respect to financial constraints.

Key insights involved strong growth in leisure, hospitality, and healthcare as the most
promising sectors for BoMF member employment. Moreover, in order for members to
gain access to these higher paying blue collar jobs, a high school diploma or GED
certification is the minimum requirement for most job roles. SEED recognized this as the
first step of growing with, instead of against projections. Specific certifications and
higher education are necessary for for specific jobs and SEED has listed possible
certifications and partnerships necessary to provide members with the means to be
employed further. During the research process, SEED also recognized strategic
opportunities for BoMF including program restructuring and institutional partnerships.
Restructuring programs to offer industry specific training modules which involved core
educational requirements, skills training/ partner organization referrals, and industry
roadmaps will allow BoMF to create stronger community impact via providing members
with more marketable skills, better job security, and higher pay. Second, a strategic
relationship with Strive would serve as a guide and possible complement to BoMF’s job
training as they have already begun to venture into high growth blue collar jobs for their
members.

Lastly, SEED continuously evaluated each finding to determine the feasibility of bringing
certain initiatives in-house so BoMF could offer a certain opportunity to all members.
Implementation of Massive Online Open Courses should become integral to BoMF’s
training programs as the economy becomes more connected through technology and
learning continues to be democratized.

24

Exhibits

Exhibit 1: NPR on Job Automation 26

26
NPR: “Will Your Job Be Done By A Machine?”

25

Exhibit 2: Back On My Feet Program Timeline2

Exhibit 3: Industry specific training modules

26

Exhibit 4: MOOCs Infographic 27

27

Top100ONLEINECOLLEGES.ORG

27

Exhibit 2: MOOCs Infographic (Continuted)

28

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Alliance. Economic Alliance, 18 Dec. 2015. Web. 4 Mar. 2016.
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Jan. 2015. Web.
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