Job Readiness Standards Evaluation Tool

Summary & Background

The Job Readiness Standards Evaluation is based on a tool that was first developed for the Los Angeles Regional Initiati
successful in ensuring consistent and quality referrals to LA:RISE employers. The tool establishes a threshold for essenti
employees ready to move into competitive employment. The tool's standards were established with input from 10+ job
The standards are compelling because they are designed to measure workers' on-the-job performance, rather than a m
employees that meet the threshold for job readiness will be eligible for the BrightView OC Pilot.

General Use Guidelines

Custom requirements
● To ensure consistency among all Social Enterprises, the standard requirements (through row 69) on the Evaluation Fo
● A Social Enterprise may customize this form by adding a few categories within the "TRANSITIONAL EMPLOYER SPECI
should be used consistently across the enterprise's BrightView OC Pilot employees or categories of employees (if differ
be unique to any one individual.
● The Additional Questions Form is specific to Employers. It allows a Social Enterprise to customize for specific industry

Employee evaluation process and roles

● At the beginning of employment, the case manager or supervisor shares job readiness standards with new employee
workers) so it is clear what they should aim to achieve during their period of transitional employment and the factors o

JRA conducted early and more frequently:

o If 3-12 month program, on a quarterly basis, at least ½ way through
o If 3 month program, monthly from beginning of program

Early Exits
o No longer conduct JRA for those who leave program before 1 month of work
o If they have worked 1-3 months, conduct JRA and indicate if they are leaving for employment

● The supervisor evaluates an employee's job readiness based on real-time work experience. On the Evaluation Form,
readiness standards ("ATTENDANCE & PUNCTUALITY," "WORKPLACE PERFORMANCE," "WORKPLACE APPEARANCE," "C
EMPLOYER SPECIFIC SKILLS & BEHAVIORS;" and the "EXPRESSED AREA OF INTEREST/PROFESSIONAL FOCUS" if known.
● On the Additional Questions Form, the supervisor should complete the "PRE-SCREENING QUESTIONS" and indicate w
"TECHNICAL SKILLS."

Personal Readiness section

o If someone fails the personal readiness section at first assessment, immediately identify barriers and provide supporti
o If someone passes soft skills but fails personal readiness upon exit or at 30 hours, only refer to employment if suppor
Not an immediate “fail,” but refer with consideration
● Together with the employee, the case manager evaluates the employee's personal readiness, completing the "PERSO
Results are not shared with the supervisor. If personal readiness standards are not met, the case manager highlights a
resources. Employees should have a plan to work on personal readiness standards by the time they leave the Social En

● Once the evaluation is complete, the case manager reviews the assessment with the employee, highlighting areas fo

Employee evaluation scoring

● On the Evaluation Form, the supervisor rates employees' real-time work experience on a scale of 1 to 4 (1=Unsatisfac
each job readiness standard, there are descriptions of performance at each score level. Whenever possible, it is import
or tangible accomplishments to guide scoring. Once the supervisor has finished scoring the standard requirements, an
be calculated in row 69.

● The case manager assesses employees' personal readiness on the Evaluation Form by indicating whether they have m
are no scores in this section, but comments may be included.

● The supervisor or case manager summarizes an employee's job and personal readiness in the "Summary" section at t
meet the following conditions are considered job ready and eligible for Placement: 1) completed 300 hours of work, 2)
Additional Questions Form, 3) has a "Job Readiness Rating" score of 3 or higher, 3) does not have a score of 1 in any job
personal readiness categories (or has a plan to meet them).

●Assessment should not be sent to employers, but act as a tool in determing readiness for placement
ness Standards Evaluation Tool

eloped for the Los Angeles Regional Initiative for Social Enterprise (LA:RISE) and that has proven
The tool establishes a threshold for essential skills and personal readiness for Social Enterprise
ds were established with input from 10+ job readiness programs/certifications and 10+ employers.
s' on-the-job performance, rather than a measurement of inputs or test-based performance. Only
BrightView OC Pilot.

ents (through row 69) on the Evaluation Form may not be customized.
thin the "TRANSITIONAL EMPLOYER SPECIFIC SKILLS & BEHAVIORS" section. These categories
oyees or categories of employees (if differing by transitional job type.) The categories should not
nterprise to customize for specific industry or employer needs.

ob readiness standards with new employees (including providing blank Evaluation Forms to
transitional employment and the factors on which they will be assessed.

rk
ng for employment

work experience. On the Evaluation Form, the supervisor should complete: the 4 categories of job
RMANCE," "WORKPLACE APPEARANCE," "COMMUNICATION & ATTITUDE"); any "TRANSITIONAL
TEREST/PROFESSIONAL FOCUS" if known.
RE-SCREENING QUESTIONS" and indicate whether an employee has received training in any of the

iately identify barriers and provide supportive services

hours, only refer to employment if supportive services is in place to remedy barrier
 personal readiness, completing the "PERSONAL READINESS CHECKLIST" on the Evaluation Form.
are not met, the case manager highlights areas with the personal supports provider to help obtain
ndards by the time they leave the Social Enterprise.

nt with the employee, highlighting areas for improvement.

xperience on a scale of 1 to 4 (1=Unsatisfactory, 2=Inconsistent, 3=Proficient, 4=Exemplary). For

score level. Whenever possible, it is important to use data such as attendance records, write-ups,
hed scoring the standard requirements, an overall "Job Readiness Rating" score will automatically

on Form by indicating whether they have met each of the 5 personal readiness standards. There

nal readiness in the "Summary" section at the bottom of the Evaluation Form. Only employees who
ement: 1) completed 300 hours of work, 2) answered "yes" to all 4 pre-screening questions on the
her, 3) does not have a score of 1 in any job readiness category, and 4) has met standards in all 5

g readiness for placement

Performance Review & LA:RISE Job Readiness Assessment

Social Enterprise:

Employee Name: Job Title:

Hire Date: Review Date:
Reviewers:

ATTENDANCE & PUNCTUALITY

Unsatisfactory Inconsistent Proficient Exemplary

LA:RISE Job Readiness Standards (1) (2) (3) (4) SCORE

Attendance
Understanding work expectations for Excessive absences. Insufficient notice Below 90% attendance. Usually Maintains 90% attendance; notifies Perfect attendance (no
attendance and adhering to them. provided. Some or all of absences are provides advance notice of absence. supervisor ahead of time prior to absences, including excused).
Notifying supervisor in case of unexcused. Most absences are for valid reasons in absence. Any absences are for valid
absence. Completing any required accordance with employer policy. reasons in accordance with employer
paperwork. policy.

Punctuality
Excessively late for start of work and Inconsistent in arriving to work, Arrives to work and returns from Perfect or near perfect in
returning from breaks/meals. No returning from breaks on time, and breaks on time with only rare arriving for work and
Understanding work expectations for notice provided in advance of tardy calling supervisor to provide notice. exceptions. If late, notifies supervisor returning from breaks on
punctuality and adhering to them. arrival/return. ahead of time. time. Model for other
Arriving on time for work, taking and workers.
returning from breaks and meals on
time, and calling supervisor prior to
being late.

WORKPLACE PERFORMANCE

Unsatisfactory Inconsistent Proficient Exemplary

LA:RISE Job Readiness Standards SCORE
(1) (2) (3) (4)

Performance
Completes tasks accurately and on
time. Quality and quantity of work
product meets or exceeds
expectations.
Tasks are rarely completed accurately Inconsistent in meeting standards Quality and quantity of work usually Quality and quantity of work
or on time. Quality and quantity of around work quality and quantity. meets expectations. often exceeds expectations.
work product is consistently
substandard. Additional training
needed.

Effort & Productivity

Pursues work with energy, drive, and Easily distracted from task at hand. Inconsistent in dedication to, and Usually pursues work with energy and Consistently pursues work
intent to accomplish tasks. Fulfills or Rarely completes tasks on time focus on, assigned tasks. Timeliness of drive. Regularly completes tasks with energy and drive. Often
exceeds expectations around timely without supervisor intervention. completion cannot be depended within designated timeframe. exceeds expectations around
completion of tasks. upon. timely completion of tasks.

Compliance
Complying with rules, policies, and Consistently fails to follow directions Inconsistent in following directions or With few exceptions, follows Consistently follows
procedures, including those related to or violates workplace policies and complying with workplace policies or directions and complies with directions and complies with
health and safety. Following written procedures. May be risking safety of procedures. workplace policies and procedures. workplace policies and
and verbal directions. self or colleagues. procedures. Is proactively
aware of safety issues and
seeking to ensure a safe work
environment.

Responsibility
Demonstrating dependability and Cannot be depended upon to fulfill Inconsistent in demonstrating With rare exception, can be relied Consistently demonstrates
reliability. Fulfilling obligations, obligations and/or behave ethically. dependability, ability to fulfil upon to fulfill obligations and act with dependability and exceeds
completing assignments, and meeting obligations, and integrity. integrity. expectations in regards to
deadlines. Acting with integrity and obligations. Can be trusted.
honesty. Limited, if any, supervision
necessary.

5
Initiative
Engaging in task or activity from
commencement to completion.
Asking appropriate questions.
Identifying, or seeking out assignment
of, new task upon completion of prior
one.
Reluctant or unable to begin tasks Inconsistently begins or remains on Usually begins and remains on task Consistently begins /remains
without supervision. Needs frequent task. Needs occasional prompting. until completion. Can work on task until completion.
reminders of assigned responsibilities. Often satisfied with bare minimum independently. Upon completion, Regularly identifies and
performance. initiates interaction requesting next begins or initiates interaction
assignment. requesting next task. Can
work independently.

Skill Development
Demonstrating a willingness to learn
and consider new ways of doing
things. Proactively seeking out
opportunities for the development of
new skills.
Fails to identify or participate in Participation or engagement in skill Actively participates in skill Consistently demonstrates
opportunities to gain knowledge and development opportunities is development opportunities. Identifies willingness to learn and
new skills. Repeatedly performs tasks inconsistent. Does not proactively or seeks out opportunities for learning consider new ways of doing
in a manner that is incorrect, seek out opportunities for on-the-job and skill-building. things. Seeks out
inefficient, or unsafe. skill building. opportunities to gain new
skills or knowledge.

Critical Thinking
Identifying and defining a problem, Makes little or no effort to use Inconsistent in using sound reasoning Uses sound reasoning, and job Consistently applies sound
using knowledge and information to reasoning or knowledge to solve to solve work problems. Shows knowledge to solve workplace reasoning to solve work
generate possible solutions. workplace problems. Needs guidance potential for improvement. problems. problems. Identifies and
Effectively managing time to complete to resolve any little issue or challenge. troubleshoots potential
tasks. problems before they can
occur.

WORKPLACE APPEARANCE

LA:RISE Job Readiness Standards Unsatisfactory Inconsistent Proficient Exemplary SCORE

(1) (2) (3) (4)

Attire
Dressing appropriately for position Has not yet demonstrated appropriate Inconsistent in demonstrating Usually dresses appropriately for Consistent display of
and duties. If relevant, all components appearance for position and duties. appropriate appearance for position and duties. Clothing/uniform professional appearance in
of uniform are clean and being worn Clothing is not clean or workplace- workplace. Clothing may not always is clean and worn appropriately. accordance with position and
appropriately. appropriate. If applicable, regularly be clean or appropriate. May duties.
forgets uniform components. sometimes be missing uniform
components.

Grooming
Practicing personal hygiene Has not yet complied with policy
appropriate for position and duties. regarding personal hygiene
appropriate for workplace, position,
or duties.
Inconsistent in demonstrating Usually grooms and practices hygiene Consistently meets or
appropriate personal hygiene for appropriate for position and duties. exceeds expectations in
workplace or role. regards to professional
grooming and hygiene.

COMMUNICATION & ATTITUDE

LA:RISE Job Readiness Standards Unsatisfactory Inconsistent Proficient Exemplary SCORE

(1) (2) (3) (4)

With Peers
Communicating effectively – verbally
and non-verbally. Using language
appropriate for work environment.
Maintaining respectful and
trustworthy relationships.
Repeatedly uses inappropriate Inconsistent in communicating in Usually uses workplace appropriate Consistently communicates in
language for the workplace and/or is manner and language appropriate for language and tone. Listens attentively. tone and manner appropriate
in conflict with peers. Is not often workplace. Does not consistently Accurately and understandably for workplace. Can be
clear or accurate in conveying or speak clearly or accurately convey conveys information. counted upon to listen
understanding information. information. attentively and speak clearly.
Can effectively present to a
group.

With Supervisors
Respecting authority. Accepting Reluctant to accept feedback and Inconsistent in constructively Usually accepts direction and Consistently accepts direction
instruction and constructive criticism. constructive criticism from supervisor. accepting direction and feedback from feedback from supervisors with and constructive criticism
Speaking clearly and communicating Responds inappropriately or with poor supervisor. Does not consistently positive attitude. Uses feedback to with positive attitude. Uses
effectively and appropriately for the verbal or non- verbal communication. demonstrate good verbal or non- improve work performance. Good and feedback to improve work
work environment, both verbally and verbal communication. professional verbal and nonverbal performance. Communication
non-verbally . communicator. skills exceed expectations.

6
With Public / Customers
(If relevant) Communicating and
behaving appropriately as a
representative of employer.
Recognizing and prioritizing customer
needs.
Verbal or non-verbal communication Does not consistently strike the With rare exception, maintains a Consistently demonstrates a
is inappropriate for role and setting. correct tone in communications. Does friendly and professional demeanor. positive rapport with public
Information conveyed is rarely not always convey accurate or Usually communicates appropriate or customers. Listens well. is
accurate. sufficient information. and accurate information in articulate and accurate in
intelligible manner. conveying relevant
information.

Teamwork & Cooperation

Relating positively with co-workers.
Encouraging others. Working
productively with individuals and
teams.
Has not yet demonstrated appropriate Inconsistent in promoting positive Usually works well with co-workers, is Consistently facilitates
group behaviors. Improvement group behaviors amongst coworkers, respectful, and contributes to group positive group dynamics.
needed in treating others with and in contributing to group efforts. efforts with rare exception. Respects Demonstrates leadership that
respect. Rarely contributes to group diversity within the workplace. plays a significant role in
efforts. success of group efforts.
Promotes larger group unity.

Conflict Mitigation
Using appropriate strategies and
solutions for dealing with or diffusing
workplace differences. Ensuring that
they don't affect productivity or work
quality.
Does not diffuse and, occasionally
escalates, workplace differences.
Inconsistent in seeking to diffuse Usually seeks to diffuse differences
workplace differences. using appropriate strategies and
solutions. Tries to prevent differences
from affecting productivity.
Consistently seeks to use
appropriate strategies for
dealing with or diffusing
workplace differences. Does
not let differences affect
productivity.

Positivity
Conveying a positive, pleasant, and Regularly displays a negative attitude Inconsistently displays a positive, Usually conveys a positive and Consistently demonstrates a
"can-do" attitude. that inhibits productivity of self or constructive attitude. Occasional constructive attitude. positive and "can-do" attitude
team. negativity may affect productivity and in interactions with peers,
performance. supervision, and
public/customers.

Motivation
Trying to continuously improve Does not demonstrate interest in or
performance. commitment to achieving
performance above minimal
standards.
Irregularly seeks out opportunities Regularly seeks out opportunities and Has tried and succeeded at
and feedback that can contribute to feedback that can contribute to continuously improving
improving performance. Does not improving performance. Tries to apply workplace performance.
consistently apply. lessons learned.

Employee Rating #DIV/0!

TRANSITIONAL EMPLOYER SPECIFIC SKILLS AND BEHAVIORS

SE-Specific Skill Unsatisfactory Inconsistent Proficient Exemplary

(to be completed by Social Enterprise (1) (2) (3) (4) SCORE
or Supervisor)

EXPRESSED AREA OF INTEREST / PROFESSIONAL FOCUS

7
 PERSONAL READINESS CHECKLIST

Personal Readiness Category Standard Comments Level of Readiness

HUD defines “literally homeless” (Category 1): Individuals who lack a fixed,
regular, and adequate nighttime residence, meaning: (i) Has a primary
residence that is a public or private place not meant for human habitation; (ii)
Is Living in a publicly or privately operated shelter designated to provide
temporary living arrangements (including congregate shelters, transitional
housing, and hotels and motels paid for by charitable organizations or by
federal, state and local government programs); or (iii) Is exiting an institution
where the individual has resided for 90 days or less and who resided in an
emergency shelter or a place not meant for human habitation immediately
before entering that institution.

Stable Housing- define current Unstabily housed- couch surfing, sleeping in a vehicle, staying with family
housing situation members on temporary basis

Transitional housing with an end date such as treatment program, halfway

house, sober living center

Subsidized housing- Rapid Rehousing, time bound rental subsidy

Permanent supportive housing- Supportive housing is an evidence-based

housing intervention that combines non-time-limited affordable housing
assistance with wrap-around supportive services for people experiencing
homelessness, as well as other people with disabilities.

Permanent and stable housing- paying for housing through income not
subsidy

No child care set up

Relative, Friend, Neighbor provides childcare

Stable Childcare

Stable childcare provided through daycare, community based organization,

school etc.

Current health status should not impede employment or performance. No

procedures planned in near term. Enrolled with health coverage and has a
Stable Health primary care provider.

Has right to work documentation necessary for employment. No warrants out

Stable Legal Status for arrest. No near term court dates.

Reliant on Public Transit and in need of bus passes/ tokens for daily
commute. Has outstanding tickets or does not have valid driver's license.

Reliant on Public Transit, but able to provide for daily commute. Has
outstanding tickets or does not have valid driver's license.

Transportation Plan
Has driver's license, but does not have access to or can afford a car.

Has driver's license and access to car for daily commute.

LA:RISE JOB READINESS SUMMARY

A. Check here if employee "Meets Standard" for every Personal Readiness Category

B. Check here if Job Readiness Rating of 3 - 4 for two months in a row, but has a received a 1 in any category

C. Check here if Job Readiness Rating of 3 - 4 for two months in a row

If answer is Yes to question B, Employee is not LA:RISE Job Ready or eligible for placement in Bridge Jobs.

If answer is Yes to A and C above, please check box. Employee is LA:RISE Job Ready and eligible for placement in Bridge Jobs.

If employee scored 3.5 or greater, please check box. Employee should be encouraged and supported in looking for mainstream employment.

8
Additional Questions for Employer
Social Enterprise:
Employee Name:
Reviewers:

PRE-SCREENING QUESTIONS (REQUIRED)

Pre-Screening Questions
Are you able to lift 50 pounds continuously while working outdoors?
Are you able to walk outside a minimum of 10 miles per day?
Are you able to work in extreme weather conditions (heat over 90 degrees, humidity, snow, ice, rain, wind, etc.)?
Are you able to work around insects, rodents, snakes, bees and other pests, as well as poison ivy or other types of
plants as part of your job?
TECHNICAL SKILLS (NOT REQUIRED)
Trade Skill Yes
Irrigation Cut and glue pipe
Irrigation Hand trench and backfill
Irrigation Mainline
Irrigation Set up valves (no wiring)
Irrigation Flush and nozzle
Landscape Drip install
Landscape Spread and clean up mulch
Landscape Planting shrubs
Landscape Planting trees
Landscape Hand grade
 Review Date:

ING QUESTIONS (REQUIRED)

Yes No

)
No