Labor-Management Training Partnerships in Health Care

1. DISTRICT 1199 Labor-ManagementTraining Partnerships in Health Care J Stephanie Harris-Kuiper, LPC, PhD Executive Director New Jersey Health Care Employers District 1199J Training and Development Fund Sidney Seligman, Esq. CHRO (Ret.) Barnabas Health

3. YTTW Programs in NJ • IAM Crest, Inc. (Lyndhurst, NJ) • Auto Technician/Diesel Mechanic • New Jersey Building and Construction Trades Council (Clark, NJ) • Building Trades • New Jersey Health Care Employers District 1199J (Newark, NJ) • Certified Nursing Assistant/Physical Therapy Aide • Starting Points for Children (Jersey City, NJ) • Pre-Child Development Specialist • UNITE HERE Local 54 (Atlantic City, NJ) • Cook • International Alliance of Theatrical Stage Employees Local 59 (Lyndhurst, NJ) • Stage Technician • New Jersey Carpenters Apprentice Training and Education Fund (Kenilworth, NJ) • Carpenter • Urban Workforce Advantage (Elizabeth, NJ) • Welding Occupations

4. Mission • To recruit screen and facilitate effective transitions of high school juniors and seniors to high-skill, high-wage employment in labor demand occupations • Provide long-term career potential and opportunities for occupationally relevant lifelong learning • To motivate youth to achieve greater success in secondary and post-secondary education

6. YTTW Primary Goals • Establish YTTW programs to link secondary education and higher education institutions to existing apprenticeship programs registered with the United States Department of Labor (USDOL) • Establish YTTW programs in new apprenticeship programs in occupations or industries in New Jersey (NJ) which are not currently registered with the USDOL • Establish YTTW programs in newly activated apprenticeship programs which are registered with the USDOL but are not currently being implemented in NJ • Increase the number of high school graduates entering apprenticeship programs in NJ

7. YTTW Objectives • Provide outreach sessions at local high schools to expose targeted high school juniors and seniors to the apprenticeship training model and apprenticeship occupations • Interview and screen potential juniors and seniors interested in enrolling in the YTTW program • Develop an applied and integrated curriculum with the local high schools working in partnership with business, industry and labor • Conduct workforce readiness and occupation-specific classroom training to high school juniors and seniors accepted into the YTTW program • Make available field trips to provide job-shadowing experiences at training centers and employer worksites • Place graduating high school seniors into existing, newly created, and/or newly activated apprenticeship programs with employer and union partners • *Provide training that leads to certifications, licenses and/or college credits

8. Long Term Goals • A highly-skilled workforce with increased availability of qualified entry-level, youth workers • Effective transitions for youth into apprentice programs, by helping students establish a clear connection between learning and work through work readiness, employment experience, career exploration, and mentoring • Increased employment opportunities for youth in existing or new apprenticeable industries • Recognition of registered apprenticeship as a key component of NJ’s Workforce Readiness System

9. Eligible Entities/Applicants • Any employer • Any labor organization which represents workers in the occupation for which the apprentices will be trained • Public high schools within New Jersey • Public vocational schools within New Jersey • Two- and four-year institutions of higher education • Public or private non-profit agencies • Business or trade organizations representing a particular trade, group of trades, contractors or employers • Community-based organizations • Faith-based organizations

10. Consortium Partnership • Employers • Labor organizations • County apprenticeship coordinator(s) for the counties in which your grant will serve • Public high schools and/or vocational schools • Institutions of higher education offering two-year and four-year degree programs or related instruction for the identified occupations contained within the grant application. • Community-based organizations • Faith-based organizations • Vocational student organizations

11. Employer Consortium List • Nursing Homes • Daughters of Israel Geriatric Center • Daughters of Miriam Center • Green Hill Retirement Community • Inglemoor Rehabilitation and Care Center • Hospitals • Clara Maass Medical Center • Hoboken University Medical Center • Mountainside Hospital • Newark Beth Israel Medical Center • Barnabas Health Medical Center

12. Apprentice Placement • 2008 – 2009 • 12 placements ( Elizabeth Nursing & Rehab Center, Inglemoor Care Center, St.Joseph’s Home for the Blind, JD Homecare, Barnabas Health) • 2009 – 2010 • 12 placements (Elmora Hills Health Care & Rehab, Inglemoor Rehab &Care Center, Daughter’s of Miriam, Greenhill Rehab Center, Barnabas Health, UMDNJ) • 2010 – 2011 • 12 placements ( The Fountain at the Manor, Inglemoor Rehab &Care Center, Barnabas Health)

13. Apprentice Placement • 2011 – 2012 • 17 placements ( The Fountain at the Manor, Inglemoor Rehab & Care Center, Barnabas Health, ABLE Physical Therapy, Sports Care Institute) • 2012 – 2013 • 18 placements (Inglemoor Care Center, The Fountains at The Manor, Barnabas Health, Sports Care Institute, Hoboken University, Hoboken Sports PT, ABLE PT) • 2013 – 2014 • 12 placements (Alaris Health( Jersey City, Secaucus, Irvington), Inglemoor Rehab & Care Center, Barnabas Health, Bayonne Medical Center, Private Practice)

14. Reporting Requirements

15. YTTW Program Activities • Funding – NJDOL, LWD funding; annual grant of 9 to 12 months • Recruitment  - 20 area high schools, 450 students • Selection • YTTW Application • Personal interview • TABE Test • Workshops • Meet & Greet Ceremony • Pre-Apprenticeship Program  & Work Readiness Training • Certification/Internship Hours • Mentorship program • College Credits – 13 total credits begins in September • Job Placement within consortium employers and private

17. Youth Transitions to Work Performance Measures • Certified Nursing Assistant Program: placed over 75 young adults into entry-level nursing occupations since 2009 • PT Aide Program: first of its kind in the United States; placed over 16 students into entry-level physical therapy jobs since 2011 • Established lasting relationships with large hospital networks, privately-held nursing homes and physical therapy practices which actively hire students • Provided over 975 hours of work readiness training to 110 young adults in New Jersey since 2008 • Conducted 60 presentations to over 1200 students and education professionals in the tri-county area since 2008 on the benefits of becoming a healthcare professional • Established relationships with educators throughout the tri-county area and school districts in Hudson and Essex counties

18. Completion of 2000+ Hours • Candido Perez – CNA (2008-2009) Barnabas Health • Fahairah Comrie – CNA (2008-2009) Inglemoor Rehabilitation & Care Center • Tami Guneysu – CNA (2009-2010) Barnabas Health • Jessika Chavarria – CNA (2009-2010) Barnabas Health • Todd Moore – CNA (2009-2010) Inglemoor Rehabilitation & Care Center • Faustina Amuzu – CNA (2010-2011) The Fountain at the Manor • Katherine Duche – CNA (2010-2011) The Fountain at the Manor • Andrea Mayorga – CNA (2010-2011) Barnabas Health • Christine Huyn – CNA (2010-2011) The Fountain at the Manor • Guadalupe Contla – CNA (2011-2012) The Fountain at the Manor/ Inglemoor Rehab & Care Center • Morgan Williamson – CNA (2011-2012) Barnabas Health • Ian Aquino – PTA (2011-2012) Barnabas Health

19. Labor-Management Training Partnerships in Health Care: An Employer Perspective Sidney Seligman CHRO, Barnabas Health (Ret.)

20. Future of Health Care Industry Employment • As we come out of Great Recession, the health care industry will likely face a number of employment challenges (i.e., shortages of qualified staff) • Average age of RN in Barnabas Health-49 years of age • Many Baby Boomer staff have deferred retirement • The ability to retire or the necessity of ending a working career will deplete a large cohort of staff • At the same time, boomers are entering their high health care utilization ages. Demand for health care services will rise significantly

21. Future of Health Care Industry Employment • Shortages of qualified personnel have been cyclical in health care for decades • The combination of increased utilization and boomer retirement set the stage for a foreseeable shortage • When shortages occur, staffing shortfalls are often made up by individuals hired by third party agencies that contract with health care providers • While these individuals are qualified, their attenuated relationship to the provider cause: poorer quality, lower patient satisfaction and higher cost. • Can the existing workforce handle the expected increase in demand?

22. Future of Health Care Industry Employment • Many new entrants into healthcare field are not young • Average age of new GN is in the mid-30s • Gen X is too small a cohort to replace Boomers leaving employment • There is a need for programs that engage Millennials and Gen Z (those born after 2000) in health care employment • Partnerships between health care providers and the unions of provider staff are vital

23. 1199J Training Fund • Collectively bargained • Employer funded • Provides tuition reimbursement for union members • Provides other training opportunities for union members • Obtains grants to support mission of Fund--YTTW

24. YTTW • Innovative apprenticeship program for healthcare industry • Industry outreach to el-hi education has been marginal • YTTW provides entrée into healthcare industry for those graduating from high school • It is part of the process of having el-hi students understand the promise of healthcare employment: a position that will have stability for years to come, good pay & benefits and the gratification that comes with work that has a clear public benefit

25. YTTW • At Barnabas, we loved YTTW • We hired many graduates • We encouraged those we hired to further their education; most have • Our only lament—a successful apprenticeship program that should be growing has been cut

26. Employers Role in YTTW • Serve on Consortium • Attend quarterly Consortium meetings • Review and Provide Feedback on Curriculum & Training • Promote apprenticeships as a viable training model  • Hire pre-apprentices into paid apprenticeships • Ensure apprentices receive appropriate on-the-job learning, which complements work process; • Assist with employment outside job title • Support new apprenticeship registration petitions • Help apprentices’ bridge career ladder, i.e., PT Aide to PT Assistant, CNA to BSN.

27. Other Aspects of the Training Fund • Traditional tuition reimbursement • Upgrading training • Those in the service segment of the healthcare system are prime candidates for obtaining greater skills and entering its technical and professional ranks • Typical barrier: obtaining education while raising a family • How can worker fulfill clinical aspects of higher health care degree? • Need to extend labor-management partnership to educational institutions in order to make education in health care family friendly