Inside the Black Box - Chapin Hall at the University of Chicago

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Jane Addams Resource Corporation (JARC) Year Started 1985 Location 4432 N. Ravenswood Ave.; Chicago, IL 60640 Mission The Jane Addams Resource Corporation promotes strong communities, businesses, and households to ensure that people who work do not live in poverty. JARC provides high quality skills training and support services to help lower-income and unemployed workers achieve self-sufficiency. JARC provides economic and workforce development services to businesses to improve their competitiveness. Area of Service Delivery Ravenswood corridor; however, participants come from all of Chicago and the surrounding suburbs Funding Support is provided by both public and private funding Description of Services JARC offers several sector-based job training programs, including: • Careers in Manufacturing Program (CMP), vocational training programs offering training in CNC and Welding • Manufacturing Bridge Program, for those interested in CMP but lack the requisite academic levels, • Women in Manufacturing Program (WMP), a recently launched program specifically for women, and • Manufacturing Skills Program, providing job training for employers. JARC also provides adult literacy services, a community technology center, GED prep and business support services. JARC also operates the Jane Addams Development and Delta Corporations—a social enterprise initiative redeveloping mixed-use property in the Ravenswood Corridor. Website Description Length of Program Size of Program Eligibility JARC is a Centers for Working Families site, offering financial counseling and asset development opportunities for individuals enrolled in one of the JARC training programs. www.jane-addams.org Program(s) of primary focus in this report Careers in Manufacturing Program The Careers in Manufacturing Program (CMP) is a vocational training program offering tracks in both CNC and welding training. In addition to technical training in workplace-like settings, the CMP offers training in computers (Microsoft Word, internet, and email), work readiness (problem solving, employer expectations, company tours, interviewing skills), and financial education (saving, budgeting, credit and debt, homeownership). CNC: 20 weeks, 500 hours (100 hours of which is in CWF) Welding: 10 weeks, 235 hours (25 hours of which is CWF) 74 total enrolled (FY10) Participants must be able to read at a sixth grade level (most newspapers and magazines) for the Manufacturing Bridge, and a Chapin Hall at the University of Chicago 74
Participants Served ninth grade level for CNC and Welding; able to add, subtract, multiply, and divide whole numbers; be drug-free for the past six months; have no felony convictions for sex offenses; be able to stand for long periods of time and lift up to 30 pounds; and have work experience and references. Participants in the training programs are low-income adults (use the Link card, homeless, or have income below a certain level for household size). • 56% are Latino • 21% are African American • 17% are Caucasian • 6% are Asian • 81% are male • 19% are female • Average age: 40 • 55% of all JARC participants are ex-offenders Chapin Hall at the University of Chicago 75
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Inside the Black Box: What Makes Wo
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Acknowledgments We would like to th
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Policy and Advocacy Efforts .......
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Executive Summary The workforce dev
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1. Interface with other required da
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While acknowledging funding as a pr
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Introduction The workforce developm
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Figure 1: Interaction of Influences
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Review of Recent Literature A revie
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development system and found that i
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for contributing to program success
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capture all of the participants’
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The organizations also reported tha
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that needs to be collected. Another
Page 29 and 30: Recommendation 2: Develop longitudi
Page 31 and 32: seldom systematically collected by
Page 33 and 34: With regard to the planning and dev
Page 35 and 36: models in order to best serve their
Page 37 and 38: organizations are interested in col
Page 39 and 40: Poor attitude, poor work history, o
Page 41 and 42: Organizations often use a wide rang
Page 43 and 44: …a more holistic approach to work
Page 45 and 46: in the industry. Professional crede
Page 47 and 48: Success Factors: Workforce Provider
Page 49 and 50: education or no work experience. Ot
Page 51 and 52: equirements. As part of these effor
Page 53 and 54: given as the reason organizations d
Page 55 and 56: passion to see, to transform this c
Page 57 and 58: permanent job opportunities. These
Page 59 and 60: Meet the Needs of Participants Many
Page 61 and 62: participant is linked to an opening
Page 63 and 64: Provide Business Services to Engage
Page 65 and 66: The organizations in the study all
Page 67 and 68: community, such as the services the
Page 69 and 70: depend more heavily on other fundin
Page 71 and 72: Sometimes a legislation that is out
Page 73 and 74: on the participants they serve. Als
Page 75 and 76: Community engagement is also essent
Page 77 and 78: Website Description Length of Progr
Page 79: Eligibility Participants Served Par
Page 83 and 84: Length of Program Size of Program E
Page 85 and 86: Size of Program Eligibility Partici
Page 87 and 88: Eligibility Participants Served Ind
Page 89 and 90: Bragg, D.D., Kim, E., & Barnett, E.
Page 91 and 92: Herr, T., & Wagner, S. L. (2007). B
Page 93 and 94: NGA Center for Best Practices, Nati
Page 95 and 96: The Workforce Boards of Metropolita
Page 97 and 98: The qualitative design of this proj
Page 99: 1313 East 60th Street Chicago, IL 6
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