Rebuilding Lives. Strengthening Communities.

Expand curriculum for work readiness “soft skills” training.
Recommendation
Issue
Work readiness training traditionally has been focused on
ensuring that individuals master “soft skills”; that is, the
non-technical, intangible, interpersonal skills needed to
succeed in the workplace. These skills include punctuality,
reliability, good communication, teamwork, working with
supervisors, problem-solving, and critical thinking.
Employers often emphasize that these “soft skills” are
essential, and sometimes even more important than technical
skills to the success of their business. 82 However, as
the 21st century workplace has become more complex,
employers often look for expanded work readiness skills
to be competitive for a job.
Solution
Cities, counties and states across the country are adopting
work readiness credentials in response to employer
experiences with large numbers of job seekers and
workers lacking basic employability skills. When an individual
completes the requirements for a work readiness
credential, he or she receives a certificate that covers
competencies like reading comprehension, technology
proficiency, problem solving, team building, business
math and many others. These credentials are nationally
portable for job seekers, legally defensible for employers,
and have been developed in cooperation with agencies
like the National Skill Standards Board (NSSB). They represent
employer consensus on what “work readiness”
means for workers across industry sectors and across the
nation. Once formerly incarcerated individuals have
achieved these credentials, they will have the foundation
for success in the workplace.
The City should form a taskforce comprised of representatives
from the Chicago Workforce Board, the Mayor’s
Office of Workforce Development, the City Colleges, the
Chicagoland Chamber of Commerce, World Business
Chicago, Chicago Public Schools, local businesses and
other stakeholders to determine how work readiness
credentials could meet the needs of employers in the
Chicago area. This taskforce should review and evaluate
the models of “work readiness” credentials that are
currently being used throughout the United States. 83
Once a model has been selected that fits the needs of
Chicagoland employers, a pilot program should be
developed for formerly incarcerated individuals, high
school students, immigrants and/or public housing
residents. Although the concept of a work readiness
credential is being discussed in several different venues
locally, one model should be chosen to be implemented
across Chicago’s workforce and education systems,
thereby ensuring uniformity and consistency for job
seekers and employers.
MAYORAL POLICY CAUCUS ON PRISONER REENTRY
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INSPIRATION FROM THE FIELD:
SAN DIEGO WORKFORCE PARTNERSHIP IN CALIFORNIA
In 1998, the San Diego Workforce Partnership and community employers established a focus group to
determine which work readiness skills would best serve both job seekers and local businesses. The group
created a list of 24 skills, and contracted with the school district to develop a program for each skill set. The
program’s curriculum is available to a variety of training organizations throughout San Diego, including
One-Stop Career Centers and community organizations.
Upon completion of the program, participants earn a “Work Readiness Certificate.” The certificate is
accepted by a majority of San Diego employers, and represents work readiness skills that are commonly
demanded by the targeted industries. This certificate enables job seekers to show potential employers they
have the skills to succeed in the workplace, and gives employers some assurance that hiring these individuals
will be a worthwhile investment.
Source: Cindy Perry, (Director of Special Operations, San Diego Workforce Partnership), interview with Tim Michaels, August 19, 2005.