A step-by-step, implementation-ready guide for employers, workforce practitioners, job developers, and partner organizations supporting adults, youth, and justice-involved individuals in the transition to full-time employment 

Executive Summary

Employer engagement strengthens local talent pipelines while expanding access to quality employment for individuals facing barriers. This toolkit provides practical, step-by-step guidance on how to identify target employers, conduct outreach, design partnerships, deliver services, and support retention and reporting. Included are resources and tools that emphasize structured planning, stakeholder roles, preparation, and reflection. 

Who this toolkit supports

  1. Employers seeking reliable talent pipelines and improved retention 
  2. Adults seeking employment or advancement 
  3. Youth and young adults exploring careers and building employability skills 
  4. Justice-involved individuals reentering the workforce 
  5. Individuals with inconsistent work history or chronic unemployment 

What this toolkit helps accomplish

  1. Identify and prioritize employers and roles using Labor Market Analysis (LMA) and local intelligence. 
  2. Engage employers with consistent messaging, clear value propositions, and practical partnership options. 
  3. Design and implement hiring pipelines and work-based learning (WBL) options (including paid work experience, OJT, internships, and transitional jobs). 
  4. Improve onboarding and retention through 30-60-90-day supports and feedback loops. 
  5. Document services and outcomes using Department of Labor (DOL)-aligned reporting and documentation practices (see DOL ETA Reporting Requirements). 

Quick Start Guide

Use these “quick starts” to begin with a clear plan. Each option points you to the sections and tools you need. 

I need employer leads fast

4-6 weeks

  • Complete a light LMA (Sections 2–3) to select 2–3 priority roles and 15–30 target employers. 
  • Prepare a basic employer packet (Section 3): capability statement + partnership menu + incentives one-pager. 
  • Run a 4-week outreach sprint (Appendix C) and hold discovery calls (Section 4). 
  • Track commitments and convert at least 2 employers to pilots (Sections 5–7). 

I need to launch work-based learning

2-8 weeks

  • Select the right model using Section 6 (job shadows, paid work experience, internships).
  • Confirm worksite readiness and participant readiness (Section 8 + Appendix P).
  • Use agreements and learning plan templates (Appendices H–L) to launch.
  • Schedule reflection + evaluation and convert learning to hiring where possible.

Retention is the issue

Start this week

  • Use the pre-start and first-week checklist (Section 8) and run Day 3/Day 7 check-ins. 
  • Implement the 30-60-90 follow-up cadence (Section 8 + Appendix P). 
  • Track separation reasons and fix the top 2–3 friction points with the employer (Section 12 + Appendix Q). 

I need fair chance guidance

  • Use the fair chance process guidance and resistance framework (Section 9). 
  • Prepare disclosure planning with participants before employer outreach (Section 9). 
  • Offer risk-reducing pilots (WBL, staged duties, bonding) and define success measures. 

Tip

Keep it “minimum” viable

  • Start with one sector, one role family, and one partnership model. 
  • Use the templates as-is for your first 2–3 employers, then customize based on what works. 
  • Track commitments and follow up within 48 hours—speed + consistency builds trust. 

Each section includes key terms, step-by-step actions, suggested timelines, common pitfalls and fixes, and templates. The toolkit is designed for shared use across employers and workforce partners, using a common set of artifacts (profiles, plans, agreements, and trackers). 

“FHI 360 believes that the challenges people face today — along with shifts in how development programs are conceptualized and delivered — demand that we reimagine how we invest our talent and assets and how we operate.”

2023-2025 Strategy – Meeting the Moment

If your goal is to

Build a target employer list and outreach plan 

Sections 2–4
Appendices A–F

Launch paid work experience, internships, or WBL pilots 

Sections 6–7
Appendices H–L

Implement OJT with employer reimbursement

Section 7
Appendices M–N

Implement transitional jobs

Section 7
Appendix o

Improve onboarding and retention

Section 8
Appendices P–Q

Strengthen fair chance hiring approaches

Section 9
AppendiX R

Meet DOL reporting and documentation expectations 

Section 11
Appendices S–U