To support employers’ hiring goals, we have partnered with established workforce development organizations and institutions that provide job seekers with essential training, coaching, credentials and connections to employment opportunities.
These partners also assist employers in understanding and addressing the unique challenges facing candidates from our community areas of focus.
Since launching this initiative in 2023, our implementation partners have helped hundreds of people from Chicago’s South and West sides secure employment. The visualizations below provide detailed insights into our progress.
How It’s Going
Below we are tracking the number of job placements our implementation partners are making, as well as the number of placements specifically in our Community Areas of Focus.
Employment Opportunities for CVI Participants
Because the Community Violence Intervention (CVI) population—those at highest risk of involvement in gun violence—is of such high significance for public safety, we have a special focus on creating employment opportunities for CVI program alumni and are closely tracking our progress on that goal. Our implementation partners are tracking job placements that come through referrals from SC2 neighborhood hubs.
Related strategy: Scaling CVI
Where We’re Working
See the specific Community Areas where our implementation partners are making job placements, along with aggregate information about the nature of those placements in each area, including retention rates. It's important to recognize that individuals leave their jobs for a wide range of reasons—both positive and negative. For instance, someone might acquire valuable skills in one role that enable them to transition into a higher-paying position elsewhere. While this may reduce the overall retention rate of the program, it represents a positive and successful outcome for the individual.
Methodology
Definitions
- Job Placements: The number of times people were placed in jobs through our partners, Cara Collective and Skills for Chicago. The job placement map shows the residence of the people placed in jobs through these programs, not the location of the job.
- Retention Rates: The percent of people who were retained in their job for at least the reference period (30-, 60-, 90-days, 6 months, and 1 year). The calculation is based on a denominator of all participants who remain in contact with the program over that period and are deemed eligible for inclusion.
- Civic Committee Areas of Focus: The Civic Committee is focusing it’s four violence prevention strategies in 20 Community Areas identified by its Public Safety Task Force. View a map of these Community Areas of Focus.
Sources
- Job Placements: Administrative records of partners
Limitations
- Job placement data depicted here include job placements through Cara Collective and Skills for Chicago and do not include all jobs that have been filled as a result of this hiring initiative. For example, jobs filled through direct hiring by employer partners are not included here.
- Some job placement records have incomplete addresses and as a result are not included in the job placement map.
- Civic Committee’s partners work to maintain contact with program participants for up to one year after placement, however, in some cases contact is lost and job length is unknown. These cases are removed for the purposes of calculating retention.
Additional Notes
It’s important to recognize that individuals leave their jobs for a wide range of reasons—both positive and negative. For instance, someone might acquire valuable skills in one role that enable them to transition into a higher-paying position elsewhere. While this may reduce the overall retention rate of the program, it represents a positive and successful outcome for the individual.
