| EMPLOYERS FOR LEARNING
Starting an Employers for Learning Program
The first step in the Employers for Learning program is for the
company leader (President, CEO, Director) to read and sign the Employers
for Learning pledge and designate an employee to coordinate
the program.
CEO/President/Director:
1. Read and sign the Employers for Learning pledge.
2. Designate an employee in your organization as the "Education
Liaison" who will coordinate the program. This individual should
be willing to accept this responsibility and eager to make the program
a success. The Education Liaison's name, phone number and e-mail
address should be included on your Employers for Learning pledge.
3. Mail the signed pledge to the Office of Community Relations,
12465 Warwick Blvd., Newport News, VA 23606.
Company Education Liaison:
4. You will be contacted by a school division representative,
who will provide assistance and resources in setting up your program.
5. Assess the current status of policies or programs that
complement the Employers for Learning program. Many companies already
are doing things to promote the value of education. Existing company
programs can be part of the company's commitment to Employers for
Learning.
6. Select, in conjunction with your CEO/President/Director,
achievable goals for your company. For example, choose three things
that you would like to accomplish this school year. After you send
in the signed pledge, you will receive resources with ideas. You
can also look for ideas in the "What CAN businesses do?"
section below.
7. Set a timeline and work plan for accomplishing your company's
Employers for Learning goals.
8. Publicize the program in company newsletters and other
materials.
9. Celebrate and evaluate the Employers for Learning program
annually.
What
CAN businesses do?
Give employees a "flextime" option.
According to the U.S. Bureau of Labor Statistics, 29 percent
of employees in the U.S. are now offered this option. Employers
often mandate core hours in which employees must work, such as 10
a.m. to 3 p.m., but give workers flexibility to determine which
early morning or late afternoon hours they will work. This provides
them with greater opportunities to visit schools. If the business
needs its employees most in the early morning or late afternoon,
a "lunchtime" flex program may be a good alternative. Some employers
may choose to offer flexible days-off schedules to meet the needs
of parents or other family members, such as grandparents, aunts,
uncles, or any caring adult who has the responsibility for raising
a child.
Offer job-sharing or part-time work.
Studies indicate that many parents would prefer to forego full-time
income for a part-time job that would allow them to spend more time
with their children. Some employers have discovered that job-sharing
or part-time arrangements reduce burnout and job dissatisfaction.
Make the workplace an information center.
Special lunchtime seminars, such as the "brown bag"
workshops offered by Newport News Public Schools, can address parenting
issues and also provide information for grandparents, many of whom
are either directly involved in raising their grandchildren or make
a contribution to their grandchildren's education. On-site libraries
can provide books and videos on parental involvement, and business
can also offer employees literacy training.
Improve child care options.
Provide on- or near-site child care centers or support centers
in the community. Many large companies take advantage of a federal
law that provides for Dependent Care Assistance Plans, which allows
employees to set aside up to $5,000 of their pre-tax salaries for
child care.
Show students that hard work counts.
When students apply for after-school, part-time, or summer jobs,
ask to see their school transcripts. That will help you make a good
hiring decision and send students the message that working hard
in school brings reward in the work world. Also, encourage students
to develop their job skills as much as possible by taking the tougher
courses in school.
Participate in a school-to-work program.
The School-to-Work Opportunities Act and similar state programs
encourage employers to team up with parents and schools to help
students learn job skills and perform well at work. Businesses are
now working with high schools to create internship and apprenticeship
programs. Many schools are also developing industry skill standards
that will help employers identify workers who have the skills needed
to work in their companies.
How your business can be part of the success
story
Three decades of research show that parental involvement really
works to make education better. When families get involved, children
get better grades, graduate from high school and go on to higher
education more frequently, and have more positive attitudes and
behavior. For businesses, the benefits of family involvement in
education are also great-and go right to the bottom line:
-
Being family-friendly is one of the best investments you can
make in your current workforce. It can help you to recruit and
keep top workers, improve productivity, and increase employee
motivation and loyalty.
-
Family-friendly policies are also a wise investment in community
relations. They can help make your company a recognized "community
citizen," and that can be a valuable asset in business.
-
By supporting family involvement, you help today's students
become tomorrow's well educated, highly skilled, and motivated
workforce.
- Businesses can enjoy many of these benefits with only a small
investment of time and resources. Even the smallest business can
set aside space in the corner of an office for a family resource
center that could provide brochures and videos on parenting techniques
or reading to children.
Interested in getting involved? Visit the Starting
your program section.
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