This plan aims to employ veterans through individualized training, presentation development, and community outreach. It involves partnering with organizations to inform veterans of available services and assist those in need. Bi-monthly meetings will coordinate employer outreach, job fairs, and targeted employer visits. The goals are to provide training opportunities to all veterans and achieve a 75% employment success rate within 90 days by fully utilizing available resources.
An introduction slide deck for one of the 2017 Design Innovation Projects which will be undertaken in collaboration with the Cause2Create. The presentation was delivered by Briony Pete.
The Design Innovation Project is run by the Institute for Design Innovation at Loughborough University in London http://www.lborolondon.ac.uk/
An introduction slide deck for one of the 2017 Design Innovation Projects which will be undertaken in collaboration with the Cause2Create. The presentation was delivered by Briony Pete.
The Design Innovation Project is run by the Institute for Design Innovation at Loughborough University in London http://www.lborolondon.ac.uk/
Understand and Plan for Diversity and InclusionWorkday, Inc.
In this slide deck, Workday VP of People Analytics shares our data-driven approach to inclusion and belonging, built on a foundation of transparency and trust. Learn how you can do the same.
What do next generation leaders say they need to be 'future ready'? This report is from 200+ next generation leaders attending the #AICPA_EDGE Conference in Las Vegas in August, 2016.
Next Gen leaders will be called to lead in a different environment than many leaders of the past. These times of exponential change will require a different skill set. They will be leading in transformational and adaptive times which require new skills and new practices.
This report highlights top challenges, top skills, insights from the session and more.
These polls were integrated during a presentation on "The Future Ready CPA" where we covered the 5 C's - Context, Certainty, Capacity, Competency, and Core Purpose & Values.
We are living in “exponential times” where the size, scale and scope of change is incredible. That means there are incredible opportunities for those who can see through the fog of uncertainty and anticipate what’s next. The biggest opportunity is to harness the wisdom of our older generations with the fresh perspectives of the tech-savvy younger generations. The next generation of leaders is enthusiastically ready to have a seat at the table. The future is not created; the future is co- created. Let’s get to work!
Allilance for Full Participation: Real Jobs: It’s Everyone’s BusinessKaren Flippo
Focus on employment-competitive and inclusive employment for people with disabilities. This webinar took place on September 18, 2009 as an advocacy tool for state team members as a resource at the state level.
Understand and Plan for Diversity and InclusionWorkday, Inc.
In this slide deck, Workday VP of People Analytics shares our data-driven approach to inclusion and belonging, built on a foundation of transparency and trust. Learn how you can do the same.
What do next generation leaders say they need to be 'future ready'? This report is from 200+ next generation leaders attending the #AICPA_EDGE Conference in Las Vegas in August, 2016.
Next Gen leaders will be called to lead in a different environment than many leaders of the past. These times of exponential change will require a different skill set. They will be leading in transformational and adaptive times which require new skills and new practices.
This report highlights top challenges, top skills, insights from the session and more.
These polls were integrated during a presentation on "The Future Ready CPA" where we covered the 5 C's - Context, Certainty, Capacity, Competency, and Core Purpose & Values.
We are living in “exponential times” where the size, scale and scope of change is incredible. That means there are incredible opportunities for those who can see through the fog of uncertainty and anticipate what’s next. The biggest opportunity is to harness the wisdom of our older generations with the fresh perspectives of the tech-savvy younger generations. The next generation of leaders is enthusiastically ready to have a seat at the table. The future is not created; the future is co- created. Let’s get to work!
Allilance for Full Participation: Real Jobs: It’s Everyone’s BusinessKaren Flippo
Focus on employment-competitive and inclusive employment for people with disabilities. This webinar took place on September 18, 2009 as an advocacy tool for state team members as a resource at the state level.
o become a successful, thriving social organization, you have to address the mental (business), physical (technology), and emotional (people) aspects of the change social brings, and then build healthy habits over time that help you realize benefits faster. Here are 10 tips we think will help any organization succeed.
CoExistence: Today’s Performance Engine and Tomorrow’s Innovation EnergyBrad Power
There are four powerful and competing forces operating in all organizations today: (1) the turbulence of daily work, (2) incremental process improvement, (3) sustaining innovations, and (4) disruptive innovations. All are essential but truly different in most respects. In a perfect environment, with finite resources, an organization would have all operating together in harmony, with the right proportion of resources devoted to each. How do you get the balance right in your organization?
1. LVER S.M.A.R.T. Plan
This plan was developed with the intent and hope to employ
Veterans, integrate them affectively into the workforce through
individualize attention, training application, presentation
development, intentional outreach, and provide them with all
necessary resources available to empower them to successfully
become employed and utilize their Veteran benefits.
2. Intentional outreach to community organizations would improve our
ability to reach Veterans in our community while also informing them
of all the services available at WorkOne. Partnering with these
organizations will not only help Veterans, but also provide them with
resources to assist any and all who are in need of what WorkOne
provides.
The Vet Center The H.O.P.E. Team
VA Hospital / OEF / OIF Chamber of Commerce
Training Inc AmVets/AL/DAV/VFW
Mayor’s Committee Trustees/Community Action
OFCCP Other Organizations as Needed
Community Organizations
3. Outreach to employers will be fluid, and should always be done
intentionally with Veteran employment potential in mind. Based on
the past six months of Veteran need, the proactive outreach to
employers is…
Logistics
Manufacturing/Production
Administration
IT
Healthcare
Other
Employer Partnerships
4. Bi-Monthly Strategic Planning Meeting
Coordination
Calendar
Promote Workshops
Job Fair
Ensure a Presence Providing WorkOne Veteran Services
Employer Outreach
Employer Visit
Targeted Areas Based on Proximity & Veteran Need
LVER Cooperation
5. Business Solutions Meetings
Promote Services
Workshops
Information Dissemination
Promote Veterans
Referral of Qualified Veterans
Employer Outreach
Provide
Employment Outreach Efforts
Creative Resources for Use
Collaboration on Job Fair / Events
WorkOne Cooperation
6. Twitter/LinkedIn/Facebook Account for Job
Listings
Laptops with Air Cards
Projector for Outreach
Training Packets (Developing Currently) Bound for
Issue
Training Tools for Employers (Developing)
Use of Westside Computer Lab During Workshops
Needed Resources
7. Indianapolis LVER goals are to provide training
opportunity to all Veterans. We believe we can
sustain a 75% employment success rate within
90 days when resources provided are utilized
100%.
Success (Using 100%
Resources)
Fail (Not Using
Resources)
Click Here for
Realistic Goals
Actions Plans