Baltimore Employment Roundtable
Meeting Notes
August 29, 2002
8:30 a.m.
Prepared by Kevin Griffin Moreno
Present: Anna Berglowe, Maryland
New Directions; Herman Ford, Housing Authority of Baltimore City – Rise Again; Anthony
Green, Westside Youth Opportunity Center; Kevin Griffin Moreno, JOTF;
Nicole Nell, Baltimore Urban League; Roxanne Williams, St. Jude’s
Employment Center.
1. Baltimore Urban League
Nicole Nell provided an overview of the workforce development services
offered by Baltimore Urban League.
• Established in 1993, the Young Fathers, Responsible Fathers program is
designed to encourage fathers to become more involved in their children’s
lives. Clients who are referred by the Baltimore City Department of Social Services
(DSS) receive pre-employment training, GED coursework, and job placement services.
• The Success Through Empowerment (STEP) offers a six-week pre-employment
training for DSS-referred youth who are aging out of foster care. Clients attend
Tuesday and Thursday afternoon employment workshops as a prerequisite for receiving
independent living assistance.
Nicole mentioned that the Baltimore Urban League is in the process of
changing its name to the Greater Baltimore Urban League to reflect the
expansion of its programs into Baltimore County.
2. Employer Engagement
Roxanne Williams facilitated a discussion of issues related to employer
engagement. Roundtable members had the following comments:
Finding Employers – How do you look for
new placement opportunities?
• Catholic Charities administers an employer database that Catholic Charities
employment managers use to locate employers.
• Many employment specialists simply keep their eyes open for prospective
new employers as they read the newspaper or drive in the area.
• It is important for a workforce provider to tour a prospective employer’s
site. What are the working conditions like? Is the facility clean? Does it have
a lunchroom or lounge? Vending machines?
• Businesses should be accessible by mass transit; are businesses aware
of bus/rail linkages their employees can use?
Working with employers – holding up both
sides of the bargain.
• Regular “retention calls” to employers are important to track
a client’s progress and let the employer know you are available for assistance
if necessary. Calls can be made at the 1-week, 4-week, 8-week, 12-week, and 6-month
marks.
• Occasionally, the way employers treat their employees is at odds with
what employers have told workforce development providers.
• Before placing clients at a business, discuss the issue of barriers with
the employer. Are there some populations that the employer simply will not work
with?
• Employers sometimes have negative attitudes toward clients (particularly
youth) who are placed in subsidized employment; these clients are not viewed
as “real employees” by many employers.
Don’t Burn Bridges – Keep good relationships
with employers.
• High rates of turnover among clients can lead to damaged relationships
between providers and employers.
• Even if a relationship with an employer does not work out, a provider
should take care not to burn bridges with that business, since new opportunities
to place clients there may arise again.
• Tokens of appreciation, such as fruit baskets, t-shirts, or other items
can go a long way toward cultivating and maintaining good relationships with
employers.
Client Issues: What do you do if a client is hurting your relationship
with an employer?
• Employment specialists frequently find themselves in the awkward position
of acting as resources for the employer, while at the same time seeking to serve
and advocate for clients.
• When clients exhibit poor attitudes toward employment, inappropriate
modes of dress, or chronic tardiness, such behavior is frequently a call for
attention.
• Many clients are “program hoppers” – individuals who
quit, age out of, or are dropped from workforce development programs, and move
to others.
• Some clients want to work, but are not job ready and are resistant to
undergoing job readiness training.
• Resumes can be an important means of improving clients’ self-esteem
and helping them see the value of their past experiences.
• Providers should be candid and confident in discussing barriers to employment
with their clients; clients should be encouraged to be similarly frank and confident
in discussing those barriers with employers.
Roundtable members agreed that these comments marked a good start to
an ongoing discussion of issues related to employer engagement and client
services. The Roundtable will continue discussing these issues at its
next meeting, and perhaps select a particular topic for further exploration.
3. Next Meeting
Date: Thursday, September 26, 2002
Time: 8:30 – 10:00 a.m.
Host: Catholic Charities
Location: 2305 North Charles Street
Contact: Kevin Moreno, JOTF: 410-234-8046 or kevin@jotf.org
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