Workforce Development Interview Exercise

Workforce Development Manager Interview Exercise

4 Challenges Identified by Erie House

01

High turnover rate among entry-level staff

Enhancing the onboarding processCreating an employee support system

02

Skill gaps in WFD models & industry standards

Continuous learning opportunities Developing partnerships with industry experts

03

Inefficiencies in training programs

Work on developing personalized training plans to better engage staff

04

Lack of career advancement opportunities

Create opportunities for staff to leadUplift and support staff by investing in their professional development and growth

TrainingProgram Proposal

Training Program

Objectives

Goals

Enhance onboarding program for WFD team

Reduce turnover rates among entry-level employees by 20% within the next year

Implement ongoing training and development

Increase employee engagement and retention through efficient training programs

Create leadership opportunities for staff

Close skill gaps in WFD models

Data Collection

Analyze retention rates Surveys and questionnaires 1:1 interviews with current staff Review exit interviews Feedback from interviewees

Content

Onboarding Program - Role-specific training - Soft skills development (communication, teamwork) -Org. culture and values Skill Development Workshops - Emerging workforce development models - Technical skills Career Advancement & Professional Growth - Continuous educational opportunities (certifications, courses, PDs)

Methods

E-Learning Modules - Allows for self-paced and personalized PD Workshops & Seminars- Hands-on learning and opportunities to interact with peers Mentorship and Coaching- Support and guidance - Creating opportunities to lead - Self-sustaining growth Peer Learning Opportunities- Collaborative learning and ability to share knowledge among employees

Implementation Plan

Full Scale Implementation(6+ Months In)

Planning & Prep (1-2 Month In)

Pilot Program (3-5 Months In)

Launch plot program with 1-2 staff membersCollect feedback to assess effectiveness of training methods Make adjustments based on feedback

Create training dev. teamDive into data & identify needs Create plan based on needs Connect with WFD programs to build connections

Roll out training program throughout the entire WFD team Ensure there is support & funding for a larger scale training program

Evaluations & Feedback

Post-onboarding interviews Weekly 1:1s with staff Surveys after trainings/PDs Role specific evaluations Adjust as needed based on data