Urban Recruitment An IRRC Presentation 2017 ID&R Forum

1. UrbanRecruitmentAn IRRC Presentation2017 ID&R Forum

2. Presenters • Michael Maye Director, IRRC • Zach Taylor South Carolina Department of Education State ID&R Coordinator • Bernardo Sánchez-Vesga Georgia Department of Education State ID&R Coordinator

3. ICE BREAKER

4. What is IRRC ? IRRCis one of four Consortium Incentive Grants whose primary objective is to improve the proper and timely identification and recruitment of eligible migratory children.

5. www.idr-consortium.net

6. IRRC Project Goal Areas • Design and developsystems, materials, strategies, and resources for the consistent and reliable ID&R of eligible migrant children and youth • Expand states’ capacity through the sharing of resources, mentoring, and the deployment of Rapid Response Teams comprised of veteran ID&R specialists; and • Disseminate effective evidence-based ID&R practices throughout the MEP community

7. IRRC Initiatives • IRRC website- www.idr-consortium.net • State ID&R plan template • ID&R Competency Skills Assessment • IRRC newsletter • TRI (Targeted Response to ID&R) team deployments • Interstate coordination activities • Improved consistency across member states • Agribusiness and agency partnerships

8. IRRC Website- www.idr-consortium.net

9. UrbanRecruitmentAn IRRC Presentation2017 ID&R Forum

10. Urban Recruitment and ESSA Changes • Under the ESSA changes, eligibility determinations in the Migrant Education Program are quite different in certain situations. • Due to this change, there should definitely be expanded opportunities in the area of urban recruitment

11. ESSA Changes- Definitions Qualifying Move- The term “qualifying move” means a move : • Due to economic necessity • From one school district to another • From one residence to another • In order to obtain qualifying work

12. ESSA Changes- Definitions Migratory Child- The term ‘migratory child’ means a child or youth who made a qualifying move in the preceding 36 months— ‘‘(A) as a migratory agricultural worker or a migratory fisher; or ‘‘(B) with, or to join, a parent or spouse who is a migratory agricultural worker or a migratory fisher.

13. ESSA Changes- Definitions Migratory Agricultural Worker- The term ‘migratory agricultural worker’ means an individual who made a qualifying move in the preceding 36 months and, after doing so, engaged in new temporary or seasonal employment or personal subsistence in agriculture,

14. ESSA Changes and Urban Recruitment Under NCLB, any qualifying move was directly related to a qualifying activity. Under ESSA, a qualifying move is not directly related to qualifying activity. Once a person is established as a Migratory Agricultural Worker, the standard for a qualifying move is much lower than it was under NCLB.

15. Why Focus on Urban Recruitment?

16. Why Focus on Urban Recruitment?

17. To promote the effective identification and recruitment of eligible migrant children who live in urban areas. • To promote effective coordination and collaboration with community agencies. • To offer technical assistance to increase recruiter knowledge, skill, and competency.

18. Objectives • Highlight the differences between Urban and Rural recruitment. • Outline a step by step process of planning an effective urban recruitment activity. • Emphasize the importance of effective networking in urban recruitment • Learning to use MSIX to support urban recruitment • Emphasize the importance of safety protocols for recruiters

19. Contrasts Between Settings Rural • Newer workers (seasonal) • Open, friendly, welcoming • Things are more spread out • Frequent qualifying moves (more straight-forward scenarios) • Seasonal farm work • Obtained qualifying work Urban • Both new and long term workers • Guarded and suspicious • Things are more concentrated • Infrequent qualifying moves (more complex scenarios) • Temporary Work • Qualify based on previous moves • Sought and unable to obtain

20. Cont.,Contrasts Between Settings Rural • Qualifying activities are a little more predictable. • Work presently engaged in is usually the qualifying activity Urban • Work history of people in urban areas is more random and less predictable • If individual is eligible, eligibility is frequently based on a previous move

21. Effective and thorough planning is the essence of successful urban ID&R activity

22. Step by Step Planning Process

23. Planning Cont.,

26. Language Line Resources • Language Line Translation Services • www.languageline.com • 800-752-6096 • Propio 90 cents per min. • http://propio-ls.com/index.asp • 888-528-6692 • Pacific Interpreters • www.pacificinterpreters.com • CTS Language Link • www.ctslanguagelink.com • 855-295-9177 • Google Translate

27. Language Line Resources • Pay as you go format • Phone interpretation • In person interpretation • Document translation • Contract prices vary depending on volume of usage

29. Temporary v. Seasonal G. Temporary and Seasonal Employment • G1. What is seasonal employment? • According to 34 C.F.R. § 200.81(o) of the regulations, seasonal employment is employment that occurs only during a certain period of the year because of the cycles of nature and that, by its nature, may not be continuous or carried on throughout the year.

30. Temporary v. Seasonal G5. What is temporary employment? According to 34 C.F.R. § 200.81(p), temporary employment means “employment that lasts for a limited period of time, usually a few months, but no longer than 12 months.”

31. Temporary v. Seasonal G6. How may an SEA determine that a worker’s job is “temporary employment”? 34 C.F.R. § 200.81(p) identifies three ways in which an SEA may determine that employment is temporary: • Employer Statement - The employer states that the worker was hired for a limited time frame, not to exceed 12 months; • b. Worker Statement - The worker states that he or she does not intend to remain in that employment indefinitely (i.e., the worker’s employment will not last longer than 12 months); • c. State Determination - The SEA has determined on some other reasonable basis that the employment will not last longer than 12 months.

32. 5. The qualifying work,* _________describe agricultural or fishing work________ was (make a selection in both a. and b.): *If applicable, check:  personal subsistence (provide comment) a.  seasonal OR  temporary employment b.  agricultural OR  fishing work 6. (Complete if “temporary” is checked in #5a) The work was determined to be temporary employment based on: a.  worker’s statement (provide comment), OR b.  employer’s statement (provide comment), OR c.  State documentation for ­­­­­­­­­­­­­_________Employer__________. Temporary v. Seasonal

33. Cultural Competency • In Karen society it is customary and normal for one to remove one’s shoes before entering someone’s house or home. • In a Nepalese home it would be considered rude to refuse food or drink that is offered. • For Burmese people, physical contact between a male and female outside of family is unusual. If a woman wishes to shake a male’s hand she will extend her hand. Otherwise there is no physical contact. • In Thailand it is considered very rude to point the bottom of your feet towards another person.

34. Cross Cultural Experiences • The Spirit Catches You and You Fall Down- by Anne Fadiman- The compelling treatment of a clash of cultures that took place between a small county hospital in California and a traditional Hmong family from Laos. • Coyotes- by Ted Conover- The Story of a young American who travels and engages in migratory work and lives among migrant workers for two years then lives to tell about it. • When I was Puerto Rican- by Esmeralda Santiago- The story of a girl whose family migrated from Puerto Rico to New York City when she was a child. This riveting story takes the reader from rural Puerto Rico to the streets of Brooklyn to the prestigious halls of Harvard University.

35. Challenges in Urban Recruitment

36. Challenge #1 While engaging in Urban Recruitment, someone gives you a referral for a potentially eligible student. They only gave you the address and the person’s name. When you go to the address, you find that the potential student lives in a large apartment building where the main outside doors are locked! • What would you do?

37. Challenge #1(Solutions) • Speak with Building Manager • Look for potential student names on the mailboxes • Press the intercom button. Someone may come out and let you in • Stand there and wait for someone to exit then go in before the door closes • Post flyers or brochures in common areas- lounge area, laundry room, etc…

38. Challenge #2 While engaging in Urban Recruitment you find a Tomato Packing House. You ask the Manager if you can talk to the workers during their lunch break. You come back prepared to speak with the workers about the program. But when the workers return you are told they are from Burma and do not speak English. • What would you do?

39. Challenge #2(Solutions) • Identify a person in the group who speaks some English and get them to help • Return at a later time with an interpreter • Use visuals to break the ice and demonstrate aspects of the program. • Identify target language beforehand so that you can access a tool or resource to help overcome the language barrier when you are on site.

40. Challenge #3 While engaging in Urban Recruitment, you find a plant called the Tyson Meat Packing Company. You google the company on your smart phone and you learn that this plant is currently looking for workers to pack beef and chicken. The Company employs about 100 workers. What would you do?

41. Challenge #3(Solutions) • Have a prepared packet to hand out to businesses/employers • Don’t push too hard. Only request an appointment, at which time you can explain the program more in depth • Request permission to spend time in the lunch room during lunch and dinner breaks • Avoid in depth explanations about temporary work (if employers feel that we are giving workers incentive to be temporary workers they might become concerned) • Focus on benefits to students and employers • Partner with school district • Run a raffle (offer prizes then use contact info they include) • Communicate with human resources department

42. Challenge #4 You are eager to engage in Urban Recruitment efforts. You start visiting food pantries and other programs and agencies around the city. You also speak with random people on the street. You have spoken with more than 100 people but only one person was eligible so far. On an average you have been able to identify 5 students per day when recruiting in a rural region. You have to come back tomorrow for the second day of Urban Recruitment. What would you do?

43. Challenge #4(Solutions) • In any recruitment effort, talking to 100 potentially eligible students is a huge success, regardless of the outcome- record all results and contacts. • In urban recruitment, the phases of identification and that of recruitment are more distinctly separate. Follow up and follow through is most always more spread out and gradual. • In urban recruitment, a higher percentage of contacts will not result in a COE being completed than in rural recruitment.

44. Strategies for Agribusiness • Arrange formal appointment with foreman, manager • Use and Carry Official ID • Clear explanation of MEP • Have attractive brochures, pamphlets on hand • Seek permission to speak with employees (breaks, lunch, etc..) • Emphasize benefits of Migrant Education Program • Educational opportunities • Language skills- work place vocab., safety lessons • Career goals • Social and educational support • Increased productivity • Use community/school contacts to your advantage

45. Safety First !! Recruiter Safetyis essential in ID&R (especially the urban kind!) • Work in teams/pairs • Have cell phone and car keys easily accessible all the time. • Have a regional map for the area or have a GPS available. • Carry identification at all times. • Do not enter a structure that seems unsafe- presence of alcohol or drugs, intoxicated persons. • Look at the surroundings before getting out of the car. Check for people moving in and out of the house or adjacent units. • Follow your instincts; • Avoid possible dangerous areas. • Be aware of any illegal activities • Record any incidents in your daily log, and inform your supervisor of any issues. • Beware of the dog !! • Use safety call

46. Safety First !! Additional Safety Measures- • Have recruiters keep to their schedule or report when they are off schedule so you always know where they are and what they are doing • Don’t carry purse into homes • Park strategically so you have easy access to your car • Use “WAZE” app to track recruiter movements to ensure they arrive to and depart from their destination as intended

47. Safety Applications bSafe is free. You can set up your own personal safety network of friends or coworkers. Use Timer Mode to program an automatic alarm that will trigger if you have not checked in in time. Share locations to find each other more easily. Ask friends to walk you home with Follow Me’s live GPS trace. Companion lets you reach out to friends, co-workers or your local police and have them keep an eye on you when you're on the move. Watch Over Me- letsyou specify how long you want it to track your GPS location, until you check in from your intended destination. If you fail to do so, it sends an emergency alert to your chosen contacts. SafeTrek keeps you company while you arrive at your destination. You hold down the safe button and when you arrive you release the button and enter your 4 digit pin.

48. Be prepared! Parking: Be careful not to block anyone in, or to park in a place that is off limits- Ex: School Parking Lots, Farm Driveways, Private Driveways, Apt. Parking Lots. ID: Wear your ID when appropriate! But Not when you sense that it may intimidate someone. Like; • It may look too official to a farm owner • It may look investigative to a parent • It may seem like law enforcement to an OSY • It may appear to represent an inspector at a Restaurant or Factory.

49. Adjust your approach according to: • Non-Ag Facilities (Restaurant Owner/Factory) • Migrant Head Start • Migrant Clinic Staff • Other Programs (WIC/Literacy Volunteers) • Parent • Farmer • Businesses • OSY • School District Official

50. Comments or Suggestions… www.idr-consortium.net