ERIC ED380673: Workplace Skills Enhancement Project. Final Report.

49 Pages·1994·0.88 MB·English

by  ERIC

DOCUMENT RESUME
CE 068 662
ED 380 673
Workplace Skills Enhancement Project. Final
TITLE
Report.
Seattle-King County Private Industry Council,
INSTITUTION
Seattle, WA.
Office of Vocational and Adult Education (ED),
SPONS AGENCY
Washington, DC. National Workplace Literacy
Program.
94
PUB DATE
V198A20111
CONTRACT
49p.; For the 1992 Final Report, see ED 359 834.
NOTE
Descriptive (141)
Reports
PUB TYPE
MF01/PCO2 Plus Postage.
EDRS PRICE
Adult Basic Education; *Adult Literacy; Agency
DESCRIPTORS
Cooperation; *Limited English Speaking; *Literacy
Education; *Partnerships in Education; Program
Development; Program Evaluation; Public Agencies;
Questionnaires; Reading Skills; *Refugees; Skill
Development; Tables (Data)
Private Industry Councils; *Workplace Literacy
IDENTIFIERS
ABSTRACT
The Seattle-King County Private Industry Council
developed and delivered a workplace literacy program in partnership
with the following agencies: Employment Opportunities Center, Refugee
Federation Services Center, and Center for Career Alternatives. The
literacy skills to 325 actual
program provided significant workplace
refugees)
enrollees (266 Asian, 15 Black, 20 Hispanic, and 24 White
equipment,
employed by 15 different employers in the communications
manufacturing, nursing home, electronics, hotel, health insurance,
filled, and
and education sectors. A total of 461 program slots were
the
381 individuals (80%) completed the program. Employer support of
workplace literacy program was clearly evident in visitations by an
interviewed
outside consultant. Ninety percent of the supervisors
skills of
noted increases in the workplace communication and reading
(Appendixes
their employees after participation in the program.
following:
constituting approximately 40% of this report contain the
briefing paper on the effectiveness of the worker-directed model,
non-native
report on inclusion of native speakers of English with
literacy needs
speakers in workplace literacy classes, and workplace
summative
assessment questionnaire for companies/businesses. A
included.)
evaluation report by an independent evaluator is also
(MN)
***********************************************************************
Reproductions supplied by EDRS are the best that can be made
*
from the original document.
***********************************************************************
WORKPLACE SKILLS ENHANCEMENT PROJECT
FINAL REPORT
US Department of Education
National Workplace Literacy Program Grant
V198A20111
U.S. DEPARTMENT Of EDUCATION
Office ot Educahonal Research and imoromphont
RESOURCES 1NFOR/AATION
CENTER (ERIC)
inn documant has boon rpfduCad u
rCivcl from the pnlon or caganuatron
ohgnsting It
O Minor changes have been made to improve
ooroduchon Quality
of viw oe opnions statod in thi docu-
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ment do not nCfaartly represent theial
OEM position or policy
Prepared by
Seattle-King County Private Industry Council
1994
SEATTLE-KING COUNTY PRIVATE INDUSTRY COUNCIL
WORKPLACE LITERACY FINAL REPORT
DEPARTMENT OF EDUCATION GRANT V198A20111
June 1, 1992 - March 31, 199S
Workplace Skills Enhancement Project
Project:
Seattle-King County Industry Council (PIC)
Grantee:
Market Place One, Suite 250
2001 Western Avenue
Seattle, Washington 98121
[phone]
[phone] (FAX)
Vicki Asakura
Project Director:
Center for Career Alternatives (CCA)
Partner Agencies:
901 Rainier Avenue South
Seattle, Washington 98144
[phone]
[phone] FAX
Aimee Hirabayashi
Project Coordinator:
Employment Opportunities Center (EOC)
675 South Lane Street, Suite 402
Seattle, Washington 98104
[phone]
[phone] FAX
Ann Dwyer
Project Coordinator:
Refugee Federation Service Center (RFSC)
2200 Rainier Avenue South
Seattle, Washington 98144
[phone]
[phone] (FAX)
Jeanne Morel
Project Coordinator:
This project had three partner agencies, the Center for Career Alternatives (CCA), Refugee Federation
Service Center (RFSC) and the Employment Opportunities Center (EOC), involved in the delivery of
workplace literacy training at selected employer sites. Targeted were workers who were limited English
rroficient. Instruction was provided by CCA, EOC and RFSC.
1
Compare actual accomplishments to the objectives contained in the approved application.
1.
ENROLLMENT PERFORMANCE OBJECTIVES
I
Total Slots
Individuals
Enrollments
% Plan
Actual
Plan
Actual %
Plan
.31
80%
60 48
103%
CCA
30
216
114%
113%
190
EOC
158
140
119%
106%
197
136
RFSC
165
128
1 298
111%
109%
325
Total
461
1 415
COMPLETION PERFORMANCE OBJECTIVES
Planned Actual
Total
Total
Completion Rate
Completion
Enrollments Completions
Rate
83%
40
80%
48
CCA
87%
80%
216
187
EOC
78%
80%
154
RFSC
197
83%
80%
381
Total
461
FACTORS AFFECTING PERFORMANCE OUTCOMES
Factors affecting performance outcomes:
B.P. Chemicals was among local employers impacted by the recession and the production
cutbacks in the aircraft industry occurring in 1993. They produced aircraft parts under
subcontracts with the Boeing Company. The threat of layoff combined with a change in paid
release time from 100% to 50% resulted in a 71% completion rate vs. a 100% for previous
classes. The majority of the last class was laid off soon after the class ended.
The Personal Director and contact person at Outdoor Research left after the start of the first
class. It appeared that the project was affected in the following ways:
There was no longer a key contact person to coordinate schedules and assist in problem
solving. Attendance was erratic due to a busy production schedule. Classes were
originally scheduled to start at 3:00 p.m. The shift ended at 3:30 p.m. and supervisors
were reluctant to release workers prior to that time.
2
A significant number of participants did not have enough hours to complete training due
to the reasons described above.
Agreements initially made with the Personnel Director were not carried out after she left.
This included the promise of a raise at the end of training for participating workers.
The low completion rate for the first Zealandia class appeared to be related to the fact that it was
held during the winter months and many of the participants did not want to stay late, particularly
when the roads were covered with ice or snow. Classes were also canceled several times due to
the weather. The second class which was held in the fall had a 100% completion rate. It also
had an employer driven curriculum, while in the first class,curriculum was developed around
interests of the workers. Participants were not given release time in either instance.
Refugee Federation Service Center planned to have an additional class at King County Medical
Blue Shield even though they met their original enrollment goal. This class did not begin under
this grant due to the late notification of the grant extension.
Schedule of accomplishments and their target dates
2.
Enrollments
Com . letions
Individuals
Slots
Slots
Plan
Actual
...
Actual
Actual
Plan
Plan
24
20
69
Tun.
79
24
- Sept. 1992
0
200
42
142
Oct. - Dec. 1992
192
144
191
259
209
319
168
230
Jan. - Mar. 1993
141
243
279
415
271
371
298
Apr. - Jun. 1993
312
415
332
325
461
298
Jul. - Sept. 1993
360
Oct. - Dec. 1993
381
Jan - Mar. 1994
332
325 415
461
381
298
Total
Other Objectives
60 Day Follow Ups
94% of the participants who completed training were still employed at the same company 60 days after
the end of training.
Referral to other existing ESL/ABE programs or linkages with volunteers
All participants were provided with information about available ESL/ABE classes. A volunteer tutor
assisted in the first cycle of classes at Rocking Horse /Outdoor Research.
85% will show improvements on post supervisor evaluations.
94.9% of those with post training supervisor evaluations showed progress or gain in one or more key
areas.
3
participants who completed planned activities and those
3. Number and characteristics of project
who did not. Outcomes achieved by participants.
characteristics of participants who were enrolled and
The following is a summary of numbers and
in the attachments.
completed training. A more detailed summary is provided
PARTICIPANT PROFILE
Completions
Enrollments
Slots
Individuals
I
tender
28%
29%
105
30%
98
133
Male
72%
276
71%
328
70%
227
Female
Race
83%
317
81%
374
82%
266
Asian/Pacific Islander
3%
4%
13
5%
.18
15
African American
6%
7%
21
32
6%
20
Hispanic
8%
8%
30
37
7%
24
White
0%
0
0%
0
0%
0
Native American
Age
7%
8%
26
37
9%
29
16-24
66%
64%
251
293
64%
208
25-44
23%
24%
87
112
22%
72
45-59
4%
4%
17
5%
19
16
60+
Weeks Employed
14%
15%
53
70
17%
55
0-26
10%
38
11%
50
12%
39
27-52
21%
80
20%
93
59
18%
53-104
34%
33%
129
33%
152
106
105-260
21%
21%
81
96
20%
66
260 +
100%
381
100°/4
461
100%
Total
325
completions attended 80% or more of the scheduled
All of the participants who were identified as
described in their Educational Plan.
training hours and demonstrated the competencies
4
`on omp awns
omp Owns
'ercent
Gender
Number
Percent
Isrtimber
.'0
'0
a e
:
I
65%
276
72%
52
Female
Race
71%
57
83%
317
Asian/Pacific Islander
6%
3%
African American
5
13
6%
14%
21
Hispanic
11
9%
30 8%
White
7
0%
0%
0
Native American
0
Age
7%
26
14%
16-24
11
53%
42
66%
251
25-44
31%
25
23%
45-59
87
2%
4%
2
60+
17
'tee
mp oye 1
21%
17
0-26
53
14°A:
15%
10%
38
12
27-52
16%
21%
80
53-104
13
29%
34%
23
129
105-260
21%
19%
260+
15
81
ota
0
0
1
1
IIIIIIL IMMO,
Reasons for Non Completion
Other
Work or Job
Personal
Related
Vacations
Child care responsibilities
Not enough hours for completion
6
22
Job/workload demands
4
Scheduling conflict with work
Other employment (2nd job)
Personal problems affecting attendance
Lack of motivation
Absences on days off
Had a baby
Level higher than rest of class
Quit job
Injured in an accident -
Level lower than rest of class
Death in family -
Didn't perceive need -
Care for a sick relative
Fired
Moved away
Several participants reported above as non completions returned for subsequent classes. It may also be
noted that a number of non completions were in attendance on the last day of class but lacked sufficient
hours for completion. In cases where there were specific reasons for sporadic attendance, they are noted
above. Otherwise, they are classified under not enough hours for completion.
Dissemination activities
4.
At the November 1992 WAESOL (Washington Association for the Education of Speakers of Other
Languages) conference, Afke Keefe and Bill Devney from EOC gave a presentation outlining the job
task analyses processes used at two workplace literacy sites.
The knowledge and experience gained by the project continues to be shared with local literacy groups
and employers. This includes the dissemination of this report, the final evaluation report, and products
from this grant to the Clearinghouse on Adult Education and Literacy, ERIC, the Curriculum
Coordination Center and to other interested parties as required under the grant.
6
Evaluation Activities
5.
David Snedeker was originally hired to conduct the evaluation of our workplace literacy program. Dr.
Albert Jones, a private consultant, was hired to replace Mr. Snedeker who accepted a job at the PIC and
no longer qualified as an independent consultant. The final evaluation report is attached.
Changes in key personnel.
6.
During the course of the project, Dr. Collin Williams replaced Aimee Hirabayashi as the Project
Coordinator at the Center for Career Alternatives. His involvement with the project was brief and Aimee
resumed the role of coordinator. Other than the change in the external evaluator referenced above, there
were no changes in key project personnel.
SUMMARY OF TRAINING BY PROJECT SITE
Jobs held by Participants
Industry
Company
Electronic Assemblers (Lead and
Communications Equipment
Augat Communications
Line Workers)
Assemblers, Laminators, Core
Manufacturing (Missile/Aircraft
B.P. Chemicals
Formers
Parts)
Nursing Assistants, Housekeepers
Nursing Home
Branch Villa Health Care Center
Dietary Aides
Production Workers, Dry Film
Electronics (Circuit Boards)
Circuit Technology
Operators, Screeners, Testers, etc.
Housekeepers, Laundry Workers,
Hotel
Hyatt Regency Hotel
Stewards
Assemblers
Electronics
Interpoint
Claims Examiners, File Clerks,
Health Insurance
King County Medical Blue
Account Reps, Quality Control
Shield
Staff
Sewing Machine Operators
Manufacturing (Outdoor
Outdoor Research
equipment/wear)
Inspectors, Repair, Assembly and
Electronic (Video Games)
Nintendo
lead workers
Sewing Machine Operators
Manufacturing (Novelty Hats)
Rocking Horse
Bilingual Instructional Aides
Education
Seattle Public Schools
Room Attendants, Stewards
Hotel
Seattle Sheraton Hotel and
Towers
Various, but Primarily
Hospital/Clinic
Virginia Mason Medical Center
Housekeepers
Room Attendants
Hotel
Westin Hotel
Production Workers
Manufacturing
Zealand ia
7
EMPLOYMENT OPPORTUNITIES CENTER
Augat Communications
I
Instructor
Release Time
Level
Enrolled
Completed
Class
Advanced Beginning -
50% Liese Hendrie
One
10
11
Intermediate
91% Completion rate
Total
10
11
August 7, 1992 - November 13, 1992
Class One:
Participating workers who were from a variety of electronic assembly jobs learned concepts and
language related to Augat's corporate restructuring, including practice participating in "applications
group meetings". This unit also included practice and role plays on a "business values" package which
the company is adopting. In addition, participants learned to complete absence request forms and
understand company specific acronyms used on the forms. Company safety rules were also reviewed
through role plays.
Branch Villa Health Care Center
Instructor
Release Time
Enrolled
Completed
Level
Class
Ann Dwyer
50% plus bonus
Intermediate -
One
12
11
Advanced
62.5% plus bonus Ann Dwyer
Intermediate -
Two
8
13
Advanced
90% completion rate
Total
25
19
November 12, 1992 - February 12, 1993
Class One:
Participating in the first class were 5 dietary aides, 1 nourishment aide, and 7 nursing assistants. Instruction
covered language for patient care and communication with residents (nursing assistants), oral
communication skills to improve their knowledge of American slang expressions and reduced speech to
facilitate communication and interaction with co-workers who were native speakers, concepts and language
related to sanitation and infection control, as well as resident rights. All participants received additional
language practice by using either written or spoken (on tape) dialogue journals with the instructor. In
addition, the dietary aides reviewed color codes and abbreviations on the resident tray cards, and helped the
nursing assistants to learn this information.
In addition to the 50% paid release time, Branch Villa also paid a bonus to program complete s who
attended on their days off. Participants received bonus pay equal to 50% of the hours they a ended on their
days off..
3 nursing assistants from the class passed state certification tests, either during or after the class.
8 1 0