RETENTION AND SUCCESS
BEST PRACTICE 6
Conduct post-placement follow-up and retention support for both individuals and employers.
Example of how this Best Practice connects to the Guiding Principles:
Address trauma: support individuals as they navigate a workplace.
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Address structural racism: employer follow-up can improve workplace culture
Examples of how organizations can implement this Best Practice:
Follow individuals post-placement for at least 180 days.
Trouble-shoot any issues the individuals might be experiencing to ensure that they will remain employed.
Focus training on skills to keep jobs.
Track data on retention for 90, 180, and 365 days.
WPO assigns navigator or retention specialist to each individual to assist with successful transition into the workplace.
Navigator conducts 30, 60, 90 day check-ins with individuals and employers to uncover any employment challenges and assist individuals with finding solutions to overcome those challenges.
Navigator or retention specialist acts as liaison between employer and individual.
Retention outcomes are included in staff performance measures.
Who is Doing this Well?
As organizations commit to this best practice and show improvement on it, we will share their information here.
Relevant Resources
Check back frequently – we will add relevant and helpful resources as they are identified!
BEST PRACTICE 7
Deliver intentional job matching services, which recognize individuals’ interests and potential, leading to placement in jobs with living wages, comprehensive benefits, and room for growth.
Example of how this Best Practice connects to the Guiding Principles:
Address trauma: Individuals are matched with jobs that fit their interests and circumstances.
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Build and support community: Individuals and employers are good matches for each other and sustainable.
Examples of how organizations can implement this Best Practice:
Intake should include understanding individual interests, skills, and preferences in a job, while also understanding potential barriers such as transportation and scheduling.
Understand why an individual wasn't successful in the past and address how things might be better in the future.
Prepare individuals for specific work environments.
Clearly communicate to individuals what the job is.
Who is Doing this Well?
As organizations commit to this best practice and show improvement on it, we will share their information here.
Relevant Resources
Check back frequently – we will add relevant and helpful resources as they are identified!