WtW Operator/Program: Marriott Pathways to Independence Employer Partnership
Grant Administrator: Office of Jobs and Community Services (JCS) in the Boston Economic Development and Industrial Corporation
Provider Background:Marriott Corporation and Crittenton Hastings House, a local nonprofit community organization, formed this employer partnership to provide employer-focused, job readiness training, and case management services through yearly contracts with JCS.
Target Population:WtW-eligible people who are relatively job ready
Statistics for the WtW Program Overall Vs. The Cost Analysis
|WtW Program Overall||Cost Analysis Period|
|Period of Operations||
11/1/99 to 10/31/00
11/1/99 to 10/31/00
|Funding/Costs||$212,163 (second contract year)||$216,233
(total estimated costs for one year)
|Enrollments||Goal: 30||Actual: 36|
|Unsubsidized Job Placements||Goal: 25||Actual: 26|
Welfare-to-Work Program Services
Outreach and Recruitment:The Marriott shared responsibility for outreach with JCS and the career centers. JCS hired an outreach coordinator, conducted direct mailings, and ran advertising campaigns on the radio and on public transit. The Marriott employment manager promoted the program to community groups. The career center staff visited the Department of Transitional Assistance (DTA) offices to distribute flyers and meet with prospective participants. The prospective participants were assessed and screened for their appropriateness for the Marriott program, first by center staff, later by staff from the Marriott.
Job Readiness and CaseManagement:Participants received a two-week classroom training covering basic employment and life skills. The training was conducted at one of Marriotts hotels by staff from Marriott and Crittenton, the agency contracted by Marriott to provide case management services. The case manager performed assessments, arranged for support services, and provided counseling services to participants, regardless of their program status in the Marriott program.
After completing the classroom training, participants spent four weeks job shadowing in departments that matched their occupational interests. The Marriott employment manager gave participants a weekly performance review, with input from the participants supervisors.
Paid Temporary Employment:Not available
Job Development and Placement:The Marriott employment manager worked with Marriott human resources department staff to place participants in permanent jobs at one of Marriotts four Boston locations. The staff placed participants in jobs in participants area of interest, where they would fit best, and where they were most needed.
Postplacement Followup: The Crittenton case manager followed up with employed participants by telephone and in person.
Support Services: DTA was the primary provider of supportive services, but the Marriott provided uniforms and supportive services on an as-needed basis.