Page 79

participants work on. Each participant must complete digital literacy training. All CEO participants must engage in three weeks of digital literacy training. CEO partnered with Google to curate self-guided trainings to assist participants in creating resumes, attend a video call and use of Gmail. For other advanced training opportunities, CEO programming is then tailored to each participant's circumstances and needs. Not all participants are interested in the same career fields or opportunities and because of this CEO offers a variety of programming options available to all participants. Below are some of the optional advanced training opportunities available for participants. ● Network for Employment Services & Training (NEST): An online hub of training modules, to expand remote access to services and improve participants’ digital literacy. We offer virtual credentialled skills training through our trusted partners in the community (including Per Scholas Detroit, Wayne State University, Ford Fast Track, ETC Training Services, Soil 2 Service, Suburban Trucking and the Detroit Training Center). ● Commercial Driver License (CDL) Pathway: Participants obtain a commercial driver's license and are better equipped to find employment within the transportation industry. Eligibility requirements are based on participants’ ability to obtain a CDL license. ● Union Pathway: Participants connect with a pre-apprenticeship construction program or a local construction union work and have the opportunity to learn on-the-job while getting paid as a union apprentice. ● Information Technology (IT) Pathway: Participants learn skills to navigate mobile devices, operating systems, hardware, virtualization, and cloud computing to prepare to take the CompTIA A+ 1001 and A+ 1002 exams. ● Crew Coach Pathway: Participants receive specialized training to lead a work crew in the absence of a Site Supervisor. Participants in CEO’s program learn core principles including cooperation with their supervisor, effort at work, time management, cooperation with co-workers, personal presentation, and others through their transitional job experience. How participant progress is monitored, and feedback given during the program: CEO works with each participant to identify and meet their individual employment goals. Program intake and/or onboarding includes the collection of authorization to work documents, and E&T orientation. CEOs comprehensive and individualized case management also includes the following activities: a baseline orientation for individuals to understand job readiness requirements; a “Job Start Ready” employment assessment tool that evaluates an individual’s capabilities, employment barriers and supportive services needs; daily transitional job performance feedback; supervised job search that includes resume, online application and interview preparation; coordination and reporting on supportive services; referral for additional services needed outside of CEO; job development and placement; and retention support. Site supervisors deliver the training and practice within the subsidized work-based learning environment. They create structure for participants by providing daily tasks, deadlines, and feedback. Participants have the opportunity to interact with Trinity Health, Block by Block, and SOCRRA employees and other social enterprise customers within the targeted unsubsidized employment industries. Feedback and barriers to unsubsidized employment identified within the crew work are discussed weekly by staff during case conferencing. Job coaches and other vocational staff augment training practice with coaching on their performance. How employers inform curriculum: Skills required are outlined during a participants 2-day classroom start to Pathways to Employment or P2E. Participants are told about how CEO social enterprise WBL partners will support their skills training and what skills need to be learned and practiced prior to moving to unsubsidized employment. Site supervisors are in charge of training individuals in the various scopes of work outlines by SOCRRA, Trinity Health and Block by Block, including equipment maintenance and operation. This also includes financial coaching, which provides participants with knowledge on how to manage their money, credit, savings and investments, and how to manage a reduction in SNAP benefits as participants start earning a wage. Additionally, participants are given structured feedback via a digital assessment multiple times a week. This assessment is connected to CEO’s case management system and charts participants progress against soft and hard skill attainment on the 1/29/26, 8:18 AM State Plan MI FY26 - Original Submission https://dam-fns.usda.gov/sites/default/files/microsite/snapet-mify26stateplan//index.html 79/181