Deepen: Partnership Sustainability and Continuous Improvement 

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• Appendix E: Initial Employer Meeting Agenda Commitments
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Build employer champions 

• Identify one supervisor or HR partner who sees the value and can advocate internally. 
• Give champions simple ways to participate: hosting a job shadow, joining an information session, or co-presenting results. 
• Recognize successes publicly (with permission) to reinforce the partnership. 

Sustained partnerships depend on results and shared ownership. This section provides a quarterly partnership health check and learning loop. 

• Review hiring volume, starts, and retention milestones.
• Review onboarding friction points and supervisor feedback.
• Identify adjustments to screening, preparation, training, or supports.
• Confirm next-quarter staffing needs and pathway opportunities.
• Capture success stories and recognition opportunities (permission-based).

If you do nothing else, do these three things in the next 30 days: 

54. Run a light LMA and select 2–3 priority roles and 15–30 target employers (Sections 2–3). 
55. Standardize your employer packet (capability statement + partnership menu + incentives sheet) (Section 3 + Section 10). [12][13] 
56. Implement the commitments log + 48-hour recap practice for every employer interaction (Section 4 + Appendix E). 
57. Track these three measures monthly: 

• # of employer discovery calls completed 
• # of employers moved to an active pilot or pipeline 
• 30- and 90-day retention rate for placed participants 

Closing

Employer engagement is not a one-time activity- it’s a repeatable practice that becomes easier and more effective over time. Each cycle you complete (Discover → Prepare → Engage → Design → Deliver → Support → Deepen) strengthens your ability to meet employer needs while expanding access to quality employment for participants who face barriers.  

As you apply this toolkit, focus on consistency over perfection. Start with one sector, a small set of roles, and a manageable number of employers. Use the commitments log and 48-hour follow-up to build trust, and use the 30-60-90 cadence to stabilize early employment… because retention is where partnerships become real.  

Finally, remember that strong partnerships are built on shared results. Track a few simple metrics, learn from what isn’t working, and regularly bring employers into a feedback loop that improves screening, onboarding, and support. Over time, this is how a single placement strategy becomes a sustainable talent pipeline, supported by employer champions, strengthened by clear roles and tools, and maintained through continuous improvement.