P&P October 2015

including workflows, to help them get there. These findings, together with other survey results from our final report, can be found on APHSA’s web site under the heading, “National Collaborative on Integration of Health and Human Services.” Megan Lape is the assistant director for the National Collaborative for Integration of Health and Human Services. Reference Notes . OMB Circular A- (Section C. ) and Section . of the superseding “Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards” ( CFR issued December , ). . http://www.aphsa.org/content/dam/ aphsa/pdfs/NWI/FINAL_NWI% Analytics% Capability% Roadmap_ . . .pdf . http://www.aphsa.org/content/ dam/aphsa/pdfs/NWI/APHSA% Maturity% Model_ % _Final- AP_ % % .pdf

number of components important to building individual capacity and sus- tainability in the workplace, including not only income and a safe working environment but also engagement and involvement, deriving purpose in the work performed, respect and appre- ciation for diversity, and a sense of performing well and achieving goals. Gainful employment is one of the surest and most long-lasting means to lifelong independence and well-being for both parents and their children. In the coming months, APHSA will be launching a new initiative, the Center for Workforce Engagement (CWE), which has been established to identify and promote policies, funding structures, practice models, and other resources that can best support and enable gainful employment and inde- pendence for individuals and their families. Look for a full introduction to the CWE in the next issue of Policy & Practice . goals, the non-selected Integrative (“Workflows are streamlined, seam- less and completely integrated… designed to achieve e ciencies and outcomes identified by program par- ticipants and the enterprise”) or the Generative response, which was the same as the Integrative one except the workflow processes (“…also benefit from the input of stakeholders internal and external to the enterprise, community partners and program participants—all of whom have been key in assuring the processes are designed to achieve shared outcomes”) were not chosen by any of the orga- nizations as characteristic of their current workflow. In summary, while many of the responding organizations have set their goals on achieving a holistic, program participant–oriented vision focused more on outputs designed to address the social determinants of health than on inputs, they continue to be challenged by the absence of technologies within their programs, and the lack of a helpful infrastructure,

PAYCHECK continued from page 6 their individual and family needs. Workforce engagement e orts at the macro and micro levels must be intentionally designed and imple- mented in ways that focus on creating career pathways for families, not just to employment, but, to gainful employment and the resulting positive outcomes that benefit the whole family. Gainful Employment and impact through a transformed human service system. Our work is focused on supporting individual and family capacity, stabilizing families and their budgets, putting people on a path away from dependency and toward self- su ciency, and providing them with necessary preparation and sustainable skills to succeed in an increasingly volatile and competitive economy. This approach supports the many ways in which work contributes to quality of life. It is characterized by a Independence is one of four key outcome areas APHSA seeks to . Three out of four of the survey respondents also highlighted their organization’s reliance on “pro- gram-specific applications/intake processes to determine eligibility and enroll program participants” (Regulative). Another percent of the respondents added that while they are able to use cross-boundary data, programmatic enrollment is handled di erently by di erent partners (Collaborative). . Finally, when asked about the status of their organization’s current workflows, all of the respondents selected either the Regulative response; i.e., “Workflow processes are rules-driven and designed to deliver a specific output —determi- nation of eligibility, benefit level to be provided, etc.,” or the Collaborative one, which was the same as the Regulative except that the workflows are “updated to build in e ciencies through collaboration with other programs.” While these responses are well within today’s typical workflow

Kerry Desjardins is a policy associate at APHSA.

Charlie Lucke was a summer 2015 policy intern for APHSA.

Reference Notes . Elliot, M. (

). Impact of work, family, and welfare receipt on women’s self-esteem in young adulthood. Social Psychology Quarterly , ( ), – . . Grimm-Thomas, K., and Perry-Jenkins, M. ( ). All in a day’s work: Job experiences, self-esteem, and fathering in working class families. Family Relations, ( ), – ; Berg, P., Frost, A. C. ( ). Dignity at work for low wage, low skill service workers. Relations Industrielles , ( ), – . . Elliot, ; Grimm-Thomas & Perry- Jenkins, . . Grimm-Thomas & Perry-Jenkins, . . Gomez, L. I., and Thetford, T. ( ). Microbusinesses, gainful jobs. Washington, DC: FIELD at the Aspen Institute.

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