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National Workforce Institute

National Workforce Institute. Who’s Taking Care of the Customer?. How Solid Is Your Foundation?. Successful workforce systems don’t just happen. They require…in fact they begin with…a solid “foundation” — a well-qualified staff. Those don’t just happen either. A Systemic Approach.

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National Workforce Institute

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  1. National Workforce Institute Who’s Taking Careof the Customer?

  2. How Solid Is Your Foundation? • Successful workforce systemsdon’t just happen. • They require…in fact they begin with…asolid “foundation” — a well-qualified staff. • Those don’tjust happen either.

  3. A Systemic Approach • To build and maintain a well-qualified staff, you should: • Research • Assess • Develop • Certify

  4. NWI Has a Potential Solution • We’ve already defined the criteria you need for every job in your system. • We’ve already built and are using anon-line infrastructure to do specific tasks. • Board areas can “connect the dots” to: • Integrate and align tasks • Achieve greater efficiencies • Strengthen their staff (foundation)

  5. Who is NWI? • National Workforce Institute • Dedicated to improving performanceof workforce professionals • Defined competencies related to all jobs • Provides training linked to competencies • Offers certification at two levels: • CWP (Universal competencies) • CWE (Functional competencies)

  6. NWI Pre-Assessmentprovides staff developmental needs data for training plans Training focuses on universaland functional competenciesrequired for job performance How Does NWI Work?

  7. NWI – What Makes it Different? • Based on job analysis data • Total system approach • Focuses on identified needs

  8. Important NWI Tools • Universal competencies (Handout 1) • Same for every job • Functional competencies (Handout 2) • Unique to every job or job group • Job-specific matrices (Handout 3) • Lists title variations, duty descriptions, and functional competencies for every job • Course catalogs (Handout 4) • List courses to develop universal and functional competencies

  9. CWE CWP NWI Certification • Level 1 – Certified Workforce Professional (CWP) • Level 2 – Certified Workforce Expert (CWE)

  10. NWI Certification • Education and experience • Demonstrated knowledge • Demonstrated performance

  11. NWI Certification – Level One (CWP)

  12. NWI Training • Supplied by multiple vendors • Available in a variety of delivery formats

  13. NWI Level I Statistics • XX% of the workforce boards in Texas participating • Two departments within the Texas Workforce Commission • Boards in Wisconsin and Illinois • XXXX Level 1 Professionals • XXX Level 2 Experts

  14. Identified Trends/Needs • Pre-assessment “pass” rates 69% • 360 “pass” rate about 75% • Final Certification “pass” rate about 87% • Training needs similar across board areas • Most common needs include: • Business Writing • Communication Skills • Conflict Resolution • Problem Solving • Team Work • Workforce Development Systems

  15. Implications of Identified Needs • Results may indicate organizational/system issues • Results may impact workforce performance measures

  16. NWI Opportunities • Focus limited training $ on greatest needs • Reduce costs of training development • Compare performance of contractors/career centers/job levels • Make decisions based on data!

  17. NWI Products and HR • Use NWI products in your HR processes to: • Write job descriptions • Recruit • Interview • Train and develop • Set goals • Conduct performance appraisals

  18. How Might NWI Help You? 1. Job Descriptions • Use the NWIjob descriptions as-isORCustomize the NWIjob descriptions for your board area • Look at related jobs withinthe function for other ideas

  19. How Might NWI Help You? 2. Recruiting • Base web postings & adson NWI competencies • Be sure to highlight keyuniversal and functionalcompetencies related tothe job

  20. How Might NWI Help You? 3. Interviewing • Base interview questionson NWI competencies • Ask questions aboutbehaviors thatdemonstrateperformanceof key competencies

  21. How Might NWI Help You? 4. Training & Development • Base initial training planson NWI competencies • Focus on competenciesspecific to the workforcesystem • Use NWI testing andcertification as inputinto promotion decisions

  22. How Might NWI Help You? 5. Goal Setting • Base some annual goalson NWI competencies • Make professionaldevelopment part of thegoal-setting process

  23. How Might NWI Help You? 6. Performance Appraisals • Base appraisal criteriaon NWI competencies • Recognize achievementof professionaldevelopment goals

  24. Key Takeaways • DO use some form ofcompetency-drivensystem to manageperformance. • DON’T perform HR tasksas separate activities. • DO make sure everyone who is takingcare of the customer is well-qualified,well-trained, and well-supported, AND

  25. NWI Contact Information • DO call NWI if you want help! • Mary Carter, Director 1-866-597-8200 • Tracey Short, Regional Program Manager 1-832-519-1416 Thank you!

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