1. “STRENGTHENING NASHVILLE COMMUNITIES THROUGH THE DEVELOPMENT OF OUR HUMAN ASSETS “ METRO NASHVILLE'S WORKFORCE DEVELOPMENT PROGRAM AT JUMP Vision : To become the best employment option in Metro Nashville for employers, the unemployed, and the under- employed that seek assistance in meeting their employment needs; ensuring equal opportunities, equal access to training, jobs, employee development, while improving our communities and creating one of the lowest unemployment rates in the south. Mission: To address employment needs in Metro Nashville, with emphasis in pockets of poverty, using a creative, innovative, disciplined, and measurable approach to improve applicant hire-ability, which includes, but is not limited to, providing hard and soft skills training and removing employment barriers, resulting in a significantly increased skilled workforce and a decreased employment gap between minorities and non-minorities.

2. THE CHALLENGE; UNEMPLOYMENT IN DAVIDSON COUNTY 9.5% unemployment rate for African Americans is the highest rate amongst all ethnic groups. 4.1% Whites 6.5%Hispanics 3.7%Asians The unemployment rates for African American between the ages of 18 and 19 years is 31.7, double that of other ethnic groups. Source; US Bureau of Labor Statistics 2015

3. WHAT HAPPENS TO HIGH SCHOOL STUDENTS THAT ARE NOT COLLEGE BOUND? Earns at or below minimum wage - At 7.4%, Tennessee has one of the highest percentage of hourly employees making minimum wage or less how does one make less? Unemployment - very few options for employment for High School Graduates/young adults Hospitality or Service Industry jobs - 18% of high school graduates find themselves working in the hospitality or service industry which are 24/7, butpublic transportation is not Welfare - kills incentive to work Incarceration – Without a job to pay life’s expenses, many turn to criminal activities to earn a living BLS OCT 15

4. SYMPTOMS OF UNEMPLOYMENT. African Americans are 3x as likely to be arrested and incarcerated than any other ethnic group. African Americans have a considerably higher recidivism rate, with up to 70% returning to prison. Barriers to reentry are preventing many from becoming gainfully employed upon release Most should go under slide “crime rate/recidivism, which Jerry eliminated. NOT FINISHED EDITING THIS YET US TODAY, BLS

5. CRIME RATE/RECIDIVISM High arrest rate for minorities African American arrest rates are 3x that of non blacks in Nashville High recidivism rate minorities at 70% Difficult re-entry back to society BARRIERS Court costs, fees, and fines revoke driver licenses. Most places that employ ex-cons are not 9-5, and many are out-of-county warehouses, for which there is no transportation. Insurance companies restrict hiring of individuals with background issues, often without determining what the background issue is.

6. THE OPPORTUNITY Measurable decreases in Nashville’s unemployment and crime rate An environment of continuous training and development Leverage a largely untapped workforce resource A pipeline of previously unemployable applicants within underserved and under-represented communities Employment relationships between employers, potential employees, and workforce

7. SERVICES PROVIDED Basic computer training On-line job application assistance Life and soft skill Job training Hard skills job training Criminal Record Expungement (refer to Criminal Court Clerk) ON the ROAD AGAIN - Driver license reinstatement assistance program Birth Certificate Acquirement Federal, State, and Local ID Acquirement Job placement and referrals Community Based Organization Referrals Trade Apprenticeships in Construction and Hospitality Voting Rights Restoral

8. COMMUNITY OUTREACH - CREATING AND BROADENING APPLICANT POOL Apprentice Programs - for High School Graduates, Offenders, and Davidson County residents Academies and Community College Students/Internships Temporary Service Agencies Partnerships Offenders Workshops – mentoring and training programs, both within and outside of the jail system Nashville Davidson County – frequent job fairs and relationships forged with major Davidson County employers

9. IMPROVE HIRE – ABILITY REMOVING OBSTACLES Expungement Assistance – the fewer issues reflected result in increased employment opportunities Reinstatement of Driver License – a driver license increases worker reliability, access to outlying jobs, and hospitality jobs whose hours are beyond those of public transportation Life Skills AND Hard Skills Training – Teaching grooming, common courtesies, proper attire, interviewing skills, providing professional resumes, as well as hard skills construction and hospitality training. Referrals - partnerships with participating agencies to provide applicants with as many training options as possible Employer Education – keep employers abreast of programs and benefits relative to hiring applicants with background issues, such as the Federal Bonding Program and the Tax Credit, which provides insurance and tax incentives, respectively Provide Government ID – federal law states that individuals must have ID to be eligible for employment Assistance with acquirement of birth certificate, both local and out of county/state, if needed for ID or license AT-RISK, IMMOBLE, UNTRAINED, UNSKILLED, UNIDENTIFIED, UNDERSERVED EMPLOYABLE

10. SUSTAINABILITY OF PROGRAMS AND INITIATIVES Fee for Service Grants Donations Scholarships Apprentice Programs Construction companies and labor sources have committed to contributing monies and training in order to supplement their labor pool, thereby increasing their profitability

11. GENERAL ASSUMPTIONS METRO WORKFORCE Employers need qualified employees and will hire quality applicants where they can find them. Applicants need a holistic approach taken to improve hire-ability and to prevent many from falling through societal and judicial cracks. There are too many obstacles preventing both employers from hiring qualified candidates AND keeping potential employees from gainful employment. The quality of the local applicant pool can be improved with appropriate applicant screening, career development, and mentoring.

12. WHO BENEFITS FROM OUR EFFORTS City of Nashville Reduced unemployment Reduced crime Reduced recidivism Increased tax revenues Citizens progress from being burdens on society to contributing members of society Underserved Communities of Nashville More training = more employment opportunities Fewer employment barriers = more employment opportunities Sustainable income = Hope for the Future Citizens progress from being part of the problem to being part of the solution Employers Greater pool of qualified applicants Better able to negotiate changing labor climates, such as local hire mandates

13. KEY PERFORMANCE INDICATORS Employee turn over rates Employee conversion rate Number of employee placements Employee exit interviews Customer surveys Customer growth Feed back for High School Guidance Councilors, Teachers Coaches, Principles

14. METRO NASHVILLE’S WORKFORCE MAJOR INITIATIVES Develop continuous training programs, relative to Nashville’s workforce needs, that ensures a steady supply of skilled, trained, local workers, currently with construction and hospitality emphasis Develop a clearinghouse for employers searching for employees in Davidson County Improving the quality of the local workforce with computer lab and soft- skills training Employer education of Federal Bonding Insurance and Tax Incentives for hiring local workers with limited background issues Relationships with Nashville’s top employers, requesting that applicants’ background issues be reviewed case-by-case, rather than a blanket “no misdemeanors/felonies” policy. ON the ROAD AGAIN driver license restoral assistance program which greatly increases job opportunities Partnerships with judicial entities resulting in greater understanding of the challenges offenders face upon re-entry from the penal system