Gathering Data to Track Employer Metrics
Gathering data on employer metrics is essential for assessing the impact and success of workforce partnerships. By tracking metrics related to job retention, productivity, skill development, and program outcomes, workforce organizations can ensure that both job seekers and employers benefit from these programs. Collecting and analyzing this data provides valuable insights for improving program offerings, strengthening employer partnerships, and demonstrating accountability to stakeholders.
Key Points of Alignment
Across workforce organizations, similar practices are used to collect and track employer metrics effectively. These shared practices help ensure accurate data collection, transparency, and the ability to meet program goals:
Standardized Data Collection on Retention and Performance: Many organizations use standardized methods to track retention rates, performance, and employee progression within employer organizations. This data helps measure the long-term success of placements, providing insights into the stability and impact of workforce programs on job seekers.
Regular Surveys and Feedback from Employers: Organizations frequently gather feedback from employers through surveys and review meetings. This qualitative data complements quantitative metrics by providing employers’ perspectives on the effectiveness of workforce programs, the quality of candidates, and areas for potential improvement.
Use of Technology to Streamline Data Collection: Many workforce organizations leverage technology platforms to automate data gathering, enabling real-time tracking of metrics and reducing administrative burdens. These platforms ensure that data is collected consistently and accurately, making it easier to analyze trends and make informed decisions.
Unique Approaches
National Able Network: National Able Network employs a data integration approach, consolidating metrics from multiple sources, such as employee performance evaluations and retention records. This integrated approach allows National Able to capture a comprehensive view of employee success across partner organizations. They also conduct periodic data validation checks to ensure data accuracy, providing employers with reliable insights on program impact. Read more here.
E&ES (Employment & Employer Services): E&ES emphasizes hands-on data collection through in-person check-ins and site visits. By conducting regular check-ins with employers and employees, E&ES collects direct feedback on job performance, satisfaction, and skill application. This hands-on approach helps E&ES capture qualitative data that highlights employee engagement and satisfaction, giving a fuller picture of workforce outcomes. Read more here.
ScaleLIT/Level Up Campaign: ScaleLIT uses a digital tracking system through their Level Up Campaign, where data from employer partnerships is continuously updated in real-time. Metrics like attendance, retention, and skill progression are recorded automatically, making it easy to analyze and share insights with stakeholders. ScaleLIT’s technology-driven system allows for efficient tracking and immediate adjustments based on data trends, promoting agile responses to workforce needs. Read more here.
Chicago Department of Family & Support Services (DFSS): DFSS takes a community-focused approach by tracking metrics that assess not only employer success but also contributions to local economic development. DFSS gathers data on the percentage of local hires, community impact, and economic contributions tied to workforce placements. By focusing on community-centered metrics, DFSS demonstrates the value of employer partnerships in supporting citywide economic growth and local employment goals. Read more here.
Cook County Bureau of Economic Development: The Cook County Bureau of Economic Development emphasizes long-term tracking through metrics that focus on career advancement and skill development over time. They gather data on promotions, additional certifications, and skills acquired, providing employers with insights into how workforce placements contribute to their talent pipeline. This focus on long-term outcomes highlights the sustained value of workforce partnerships and supports talent retention strategies. Read more here.
