| To view full details regarding Goodwill's Transitional Employment Program - click here |
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| Goodwill believes that the best way to learn how to work is through paid work. Thus, Goodwill utilizes a Transitional Employment Program designed to hire, promote up, and promote out local individuals with barriers to employment. This program is a part of Goodwill's ongoing commitment to maximize public benefit while minimizing public cost. Goodwill funds its Transitional Employment Program 100% through the resell of the community's unwanted or unused clothing and household items (no federal, state, or grant monies are accepted). Below are the key components of Goodwill's Transitional Employment Program with the end result producing local individuals who are extremely qualified to work in the local workforce. |
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| Hire:
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| Community Recruitment: Goodwill's HR Department actively recruits individuals with barriers to employment both from the general public and local mission-related referral agencies when job openings are applicable to their clientele. This allows Goodwill to maintain a workforce of which 70% of the employees have a declared barrier to employment. |
| Intake/Assessment: Upon being hired, Goodwill's HR Department assesses and documents employee's barrier(s) to employment (if any) and current life/work skills. |
| Orientation: Employees are introduced to Goodwill's history, policies, procedures, requirements, and expectations once they enter the workplace. Employees also gain insight on how the Transitional Employment Program works and how it benefits them. |
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| Promote Up:
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| On-the-Job Training: Goodwill's work site supervisors help employees learn basic job skills through verbal and written instruction, demonstration and observation, and hands-on practice and imitation all while in an environment of normal working conditions. Employees acquire both general job skills they can transfer from one job to another and specific job skills that are unique to one particular job. |
| Job Development: Through targeted discussions, Goodwill job developers focus on identifying both the personal and professional goal(s) of each Goodwill employee. After these discussions, Goodwill job developers create an Individual Development Plan for each Goodwill employee and then assist in the 'dream management' of that plan. |
| 'Full Range' Supportive Services: Based on Goodwill's HR Assessment and Individual Development Plan, recommendations are made to each Goodwill employee to receive necessary support services utilizing community resources (ex: reading, writing, education, housing, substance abuse treatment, transportation assistance, physical or mental health treatment, child care, finance management, nutrition, etc.). |
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| Promote Out:
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| Job Search: Goodwill employees are notified when job openings occur within industry-related companies which possess a strong community reputation. Goodwill employees are also encouraged to utilize the Goodwill Career Resource Center to conduct job searches online. |
| Interview Preparation: Prior to applying for a community job, Goodwill employees receive assistance in the following areas: filling out an application, resume writing, interviewing techniques, and appearance. |
| Job Placement: Goodwill employees are encouraged to apply for jobs in the community that fit the employees' abilities, experience, and interests. Goodwill job developers create partnerships with industry-related companies to maximize the likelihood of a community employer hiring a Goodwill employee. |
| Job Retention: Once community employment has been achieved, Goodwill tracks the former employee's progress with their new company. Former Goodwill employees are tracked for 90 days. |
