Chicago Federation of Labor Workforce & Community Initiative
CFL Workforce and Community Initiative is a nonprofit organization. Learn more at https://cflinitiative.org/
Introductory Conversations and Assessment
How organizations conduct initial needs assessment with employers, introduce workforce development in general as well as their own organization’s programs, and gauge whether an employer could benefit from workforce development programs.
Learning About Employers' Needs
- The initial employer intake meeting serves primarily as an opportunity to assess the employer’s alignment with CFL’s funded program areas. The process is primarily focused on relationship building and allows the Business Services Coordinator to determine the most viable path forward, rather than collecting standardized intake documentation.
- The Business Services Coordinator asks questions about the company and their hiring needs, delving into details such as the size of their company and their industry (whether they are producing goods or in the service industry). These questions are essential for determining the most appropriate path forward, as companies are typically referred due to a specific hiring need for a grant or because they are seeking reimbursement for training.
- This initial conversation focuses on assessing their activities, making sure they are suitable for CFL’s programs, or identifying if they should be referred to other partners for services CFL cannot offer.
This content is based on interviews or email correspondence with Eileen Vesey in 2025. This content has NOT yet been signed off by the organization.
Introducing Workforce Development Opportunities
- When presenting the grants and programs that employers are eligible for, CFL ensures that employers are aware of the opportunities that are available in the broader workforce ecosystem, particularly in terms of recruitment efforts and accessing job leads from workforce organizations.
- CFL primarily offers opportunities to employers in Cook County. When employers from other counties are referred to CFL, the Business Services Coordinator may connect the employer with a workforce partner in another county.
- When conducting outreach activities, CFL has a standard PowerPoint presentation and handouts that provide employers with details about workforce services and benefits.
This content is based on interviews or email correspondence with Eileen Vesey in 2025. This content has NOT yet been signed off by the organization.
Introducing Your Organization
- CFL uses the initial employer interaction to gauge whether an employer is eligible for the programming that is available. CFL administers WIOA funding to Cook County-based employers and select other grant programs.
- CFL’s Business Services Coordinator focuses the initial employer interaction on establishing trust and defining value. If a partnership isn’t possible, the employer is referred to a more suitable partner. CFL positions itself as a resource, assisting employers and leveraging the workforce ecosystem’s full range of services, like connecting employers to job leads.
This content is based on interviews or email correspondence with Eileen Vesey in 2025. This content has NOT yet been signed off by the organization.
Evaluating Employer Suitability
- CFL works with employers of all sizes and across multiple sectors. Occasionally, partnerships with employer partners are ended because an employer is not a good fit with a funder’s guidelines, isn’t working effectively with CFL (e.g., when an employer becomes nonresponsive), or because of poor accounts from placed employees, for example. When it is clear that there is an issue with an employer, CFL works with the employer partner to identify and remedy the concern, providing technical assistance and support. If that does not result in improved outcomes, particularly in a case where the employer is not meeting the requirements of the program or grant, the relationship may be ended.
This content is based on interviews or email correspondence with Eileen Vesey in 2025. This content has NOT yet been signed off by the organization.
Establishing Employer Relationships
Ways that organizations follow up or otherwise build relationships with potential employer partners. How do organizations keep employers’ interest and stay top of mind, despite how busy they may be?
Following Up via Phone and/or Email
- At CFL, the method and frequency of follow up activities vary based on which grant an employer is eligible for.
- The communication method (email, text message, phone call) is determined based on the employer’s preference. CFL reaches out when something is needed or when action needs to be taken. A monthly follow up email is typically sent to employers to maintain the relationship and continue engagement.
- For the New Hire grant, the process demands a very fast turnaround because employers often have a specific candidate ready to hire. This requires an immediate rush of paperwork, which is handled via DocuSign, followed by a high volume of communication across phone, email, and text to complete the hiring process. Ongoing follow-up is necessary to track the new hire’s progress and assist the employer with compliance and reimbursement paperwork.
- The Incumbent Worker Grant is structured as a rolling grant with significantly less required paperwork. There is no cap on reimbursement, which allows employers to return for training assistance every quarter. This structure naturally fosters longer relationships with employers that are maintained by monthly check-in emails.
This content is based on interviews or email correspondence with Eileen Vesey in 2025. This content has NOT yet been signed off by the organization.
Employer Visits to Service Provider Locations
- Occasionally, CFL hosts on-site events with employers that encourage networking or promote an opportunity for job seekers. In 2025, CFL hosted presentations in partnership with the Chicago Department of Aviation (CDA). The presentations were available for CDA contractors to learn about the workforce services that were available to them.
This content is based on interviews or email correspondence with Eileen Vesey in 2025. This content has NOT yet been signed off by the organization.
Service Provider Visits to Employer Workplace
- When schedules permit and when the location is accessible, CFL visits employer locations to gain first-hand insights about the organization.
This content is based on interviews or email correspondence with Eileen Vesey in 2025. This content has NOT yet been signed off by the organization.
Job Fairs and Hiring Events
- CFL participates in job fairs and hiring events. Occasionally, CFL will partner with an employer partner directly on hiring events or table at specific job fairs to connect with job seekers and employers.
This content is based on interviews or email correspondence with Eileen Vesey in 2025. This content has NOT yet been signed off by the organization.
Metrics and Financial Factors
How organizations collect and share information about expected outcomes and potential financial rewards and incentives.
Sharing Metrics and Return on Investment with Employers
- CFL tracks and reports on many metrics to funders, including one-year retention of employees with an employer partner and the number of individuals placed in quality jobs (full-time, sustainable wage roles).
This content is based on interviews or email correspondence with Eileen Vesey in 2025. This content has NOT yet been signed off by the organization.
Explaining Subsidies and Tax Credits
- When discussing subsidies and tax credits, CFL presents these as an integrated part of the services they offer. Access to funding is presented alongside the services (like training or recruitment) that the organization provides.
This content is based on interviews or email correspondence with Eileen Vesey in 2025. This content has NOT yet been signed off by the organization.
Gathering Data to Track Employer Metrics
- CFL primarily utilizes funder databases and systems to maintain records on employer interactions. CFL team members maintain records in spreadsheets and periodically upload or input data into the funder’s systems as needed and required.
- The decision was made to utilize the databases and systems that funders provide to eliminate duplicate entry with internal systems.
- Data is maintained and separated by funding opportunity and funder for streamlined reporting.
- CFL reports on 1-year retention of placed job seekers in full-time roles, as well as other requested metrics.
This content is based on interviews or email correspondence with Eileen Vesey in 2025. This content has NOT yet been signed off by the organization.
Organizational Level Considerations
How organizations are set up to build partnerships with employers, and how they leverage relationships with other organizations for better outcomes.
Organizational Structure, Resourcing, and Staffing
- At CFL, the Business Services Coordinator is responsible for actively building relationships by participating in outreach activities, such as attending career and association events, managing referred employers, and engaging new employers directly at job fairs.
This content is based on interviews or email correspondence with Eileen Vesey in 2025. This content has NOT yet been signed off by the organization.
Collaborating with Other Organizations
- If an employer is not eligible for the opportunities that are offered by CFL, the employer is referred to another organization within the workforce ecosystem that may be able to assist. Often, referrals are made because an employer is located in a county or geographic location that CFL is not engaged with. Referrals are typically handled by the Business Services Coordinator, making a phone call or sending an email to the alternate organization.
- The Business Services Coordinator actively engages in routine collaboration activities, like attending Chambers of Commerce and other relevant association events. Additionally, CFL is an active participant in the Calumet Manufacturing Industry Sector Partnership.
This content is based on interviews or email correspondence with Eileen Vesey in 2025. This content has NOT yet been signed off by the organization.
Challenges
Common challenges and how organizations typically respond to them.
Workforce Development Jargon
- CFL avoids using acronyms in communications with employers. The main goal is to keep messaging simple and targeted at the opportunities that are available at the time.
This content is based on interviews or email correspondence with Eileen Vesey in 2025. This content has NOT yet been signed off by the organization.
Ensuring Compliance with Progammatic and Funding Requirements
- CFL provides employers with a checklist and a step-by-step guide that provides detailed information about what is required for reimbursement and other funding guidelines.
- CFL uses DocuSign as the primary means for collecting information from employers. All forms and contracts have been uploaded into DocuSign, which makes tracking easier and reduces the administrative burden on the CFL team. This was the case when CFL transitioned the Incumber Worker Grants forms from MS Excel to DocuSign.
- For select programs, CFL has required employers to execute a Memorandum of Understanding (MOU). This adds another layer of complexity to the process since employers typically involve their legal team in the review and approval of the MOU terms.
This content is based on interviews or email correspondence with Eileen Vesey in 2025. This content has NOT yet been signed off by the organization.
Handling Objections from Employers
- Employers express concerns about the paperwork requirements for the grant programs. Employers are concerned about the time commitment needed to complete the forms and about whether there will be negative consequences for submitting payroll and other confidential company information to CFL or funders.
- CFL team members ensure employers that they will provide technical assistance and support throughout the partnership. CFL staff help employer partners complete the initial paperwork as well as subsequent forms that may be needed for reimbursement or reporting.
This content is based on interviews or email correspondence with Eileen Vesey in 2025. This content has NOT yet been signed off by the organization.
Handling Challenges
- CFL uses DocuSign as the primary means for collecting information from employers. By making necessary fields required on forms and accepting electronic signatures, many common errors have been eliminated. The process is faster and simpler for employers, while still allowing CFL to obtain the required information to meet funding requirements and guidelines.
- CFL formerly maintained an internal database to manage employer interactions. Since the information was also tracked elsewhere, maintaining the system added redundant effort and created an onerous process for managing grants. This administrative burden took time away from engaging employers and working directly with them. While the organization has since retired its internal system, it still faces challenges with maintaining information in multiple funder databases.
- A common challenge that CFL faces is employer retention. Maintaining employer relationships can be difficult, particularly when employers experience high turnover. CFL attempts to maintain at least two contacts with each employer, but this is not always possible when engaging smaller businesses.
- Business Services Representatives in the workforce would benefit from specific training that enables those in the field to better connect with employer partners and maintain relationships with them.
This content is based on interviews or email correspondence with Eileen Vesey in 2025. This content has NOT yet been signed off by the organization.
