What is Your Role in the Ready to Work Grant? Authorized Representative Program Director Performance Specialist IT Professional Other

May 4, 2019 H-1B Ready to Work Preparing for Staff Transitions during the No-Cost Extension Period High Impact Partners on behalf of the Employment and Training Administration, DOL November 29, 2018

Danielle Kittrell, Ph. D. Workforce Analyst, U. S Danielle Kittrell, Ph.D. Workforce Analyst, U.S. Department of Labor, Employment and Training Administration

Your Facilitators: Kisha Toppin TA Coach High Impact Partners Aaron Leson TA Coach High Impact Partners

Your Facilitators: Akeelah Harrell Ready to Work, Technical Assistance Lead

Today’s Objective In an effort to support grantees entering their No-Cost Extension Period/Period of Performance Extension, this webinar will provide strategies and effective practices for addressing staff transitions. Grantees will have the opportunity to ask questions, receive feedback from their peers and discuss the impact of staff transitioning while striving to reach performance goals.

What is the length of your No-Cost Extension? 3-5 Months 6 Months 9 Months 12 Months Other

Developing Plans for Efficient Staff Transitions Preparing for a Major Staff Exodus before the Grant Ends Addressing Staff Fatigue and Low Motivation Keeping Staff Engaged via Incentives

Developing Plans for Efficient Staff Transitions during the No-Cost Extension (NCE)

Develop a checklist of functions critical for grant success Ensure staff knows the timeline/expectations for the NCE period Make a determination regarding the key positions needed to close out grants and clients

Overlap in-house roles in preparation for positions potentially becoming vacant Working with partners to designate a point person to support program reporting until grant ends

HOW ARE YOU ENSURING THAT STAFF TRANSITION EFFICIENTLY? In the Chat Box—Share Your Answer HOW ARE YOU ENSURING THAT STAFF TRANSITION EFFICIENTLY?

Preparing for a Major Staff Exodus before the Grant Ends

Conducting audits more frequently to ensure the collection of program data Ensuring client files are updated

Confirming staff handoffs Making sure clients remain engaged and connected to staff

HOW WILL YOU KEEP CLIENTS ENGAGED UNTIL THE GRANT ENDS? In the Chat Box—Share Your Answer HOW WILL YOU KEEP CLIENTS ENGAGED UNTIL THE GRANT ENDS?

Addressing Staff Fatigue and Low Motivation

Overlapping positions on other projects Allowing for flexible and creative scheduling Celebrating performance achievements along the way

Keeping the End Goal in Front of Staff Chart Progress to the Finish Line

HOW ARE YOU ADDRESSING STAFF FATIGUE & LOW MOTIVATION? In the Chat Box—Share Your Answer HOW ARE YOU ADDRESSING STAFF FATIGUE & LOW MOTIVATION?

Keeping Staff Engaged via Incentives

Providing support and assistance to secure agency or partner positions Giving staff members additional responsibilities on the grant

HOW DO YOU INCENTIVIZE STAFF AT THIS POINT? In the Chat Box—Share Your Answer HOW DO YOU INCENTIVIZE STAFF AT THIS POINT?

Grantee Sharing

Grantee Sharing Decreasing the Number of Sites but Serving All Clients Anne Arundel (MD) It’s My Community Initiative (OK) Changing Direct Service Provider Mid-way through Grant City of Providence (RI) Shifting Roles as Staff Move to Outside Positions San Jacinto (TX)

Choose the Topic Below from Today’s Webinar that was most helpful: Choose One Category Reviewing Previous Strategies Shared Developing Plans for Efficient Staff Transitions Preparing for a Major Staff Exodus before the Grant Ends Addressing Staff Fatigue and Low Motivation Keeping Staff Engaged via Incentives

Resource: H-1B RTW Grant Wrap-up Checklist https://h1breadytowork.workforcegps.org/res ources/2018/10/22/21/30/H-1B-RTW-Grant- Wrap-up-Checklist Ready to Work Community of Practice Your home for all of Ready to Work online resources https://h1breadytowork.workforcegps.org/

Ready to Work Mailbox U.S. Department of Labor RTW@dol.gov