Expand and Strengthen Work Opportunities

Strategy 1. Create a healthy and financially sustainable mix of commercial contracts to attract and retain employees with disabilities.

Tactic 1: Cross train employees to have flexibility to work where needed.

Tactic 2: Scale number and size of contracts based on ability to recruit and hire employees with disabilities.

Tactic 3: Modernize infrastructure and technology to increase efficiency and attractiveness of job opportunities.

Tactic 4: Analyze financial performance of all current contracts to establish new goals and objectives. 

Strategy 2. Maximize use of Copeland facility as an asset owned by VersAbility.

Tactic 1: Optimize space utilization by redistributing or relocating work and activities.

Tactic 2: Identify and market space available for lease.

Tactic 3: Identify and assess additional work and training programs that are suited to excess space.

Strategy 1. Support success of new subcontractors on Air Force CONUS Enterprise Postal Services contract.

Tactic 1: Provide Facility Security Officer (FSO) support to subcontractors as needed.

Tactic 2: Recruit, hire, and train Program Manager, Assistant Program Manager, and Accountant.

Strategy 2. Consistently meet AbilityOne ratio requirements.

Tactic 1: Recruit, hire, and train qualified AbilityOne employees to fill vacancies within Government Contracts.

Strategy 3. Monitor performance to ensure federal regulatory compliance.

Tactic 1: Conduct daily Quality Assurance reviews for each government contract.

Tactic 2: Contract Managers will monitor contract compliance as identified by the Performance Work Statement.

Strategy 4. Comply with AbilityOne program and policy changes.

Tactic 1: Remain informed of new and upcoming regulatory changes to update internal policies and procedures.

Tactic 2: Ensure key personnel implement required operational changes.

Strategy 5. Prepare for potential competition of ship provisioning contract.

Tactic 1: Increase direct labor staffing to improve timelines in the delivery of services.

Tactic 2: Maintain rapport with contracting office personnel to ensure performance concerns are addressed timely and the government customer is aware of operational barriers that affect service delivery.

Tactic 3: Build a new pricing model in 2024 to forecast the effect of contract pricing on the organization.

Strategy 6. Build team capacity by filling key positions, cross-training, and succession planning.

Tactic 1: Identify and cross train internal candidates and have them shadow key position staff for succession planning.

Tactic 2: Recruit, hire, and train internally and externally to fill key positions.

Strategy 7. Provide support to transition five percent (5%) of employees with disabilities to higher-paying jobs.

Tactic 1: Create a support position to assist employees with disabilities in developing and implementing career plans. 

Strategy 1. Increase the number of training and career fields from three to five.

Tactic 1: Identify in-demand fields in Hampton Roads and match with interests of transitioning students.

Tactic 2: Evaluate and establish agreements with the best training and education providers for new fields.

Strategy 2. Increase the number of training partners and locations to a minimum of four.

Tactic 1: Secure agreements with new partners in expanded geographic areas.

Tactic 2: Provide coaching support for new partners.

Tactic 3: Provide disability awareness training for current and potential community partners.

Strategy 2. Diversify funding sources to serve more participants and support program growth.

Tactic 1: Secure agreements with new partners in expanded geographic areas.

Tactic 2: Provide coaching support for new partners.

Tactic 3: Provide disability awareness training for current and potential community partners.

Strategy 4. Document lessons learned and develop replicable curricula.

Tactic 1: Use information from previous cohorts to enhance future training objectives.

Tactic 2: Collaborate with SourceAmerica curriculum designers to develop training modules that can be replicated.

Tactic 3: Develop curricula for new training areas.

Strategy 5. Work with system leaders to develop scalable solutions for gaps in educational and workforce systems.

Tactic 1: Conduct series of meetings with VersAbility Board leaders to identify gaps in education and training systems.

Tactic 2: Convene community leaders to develop strategies and pilot solutions.

Tactic 3: Capture lessons learned for future replicability.

Strategy 1. Increase numbers served and number and variety of employment partnerships.

Tactic 1: Develop new employment partners to expand job options.

Tactic 2: Utilize master employer list for more effective job placement.

Tactic 3: Market existing employer connections to Department of Aging and Rehabilitative Services (DARS) to increase referrals.

Strategy 2. Expand Pre-ETS in numbers and geography served.

Tactic 1: Market Pre-ETS services and Work Readiness Training curricula to school systems throughout the region.

Tactic 2: Market Pre-ETS curricula to DARS counselors throughout the region.

Tactic 3: Develop curricula for new training areas.

Strategy 3. Expand services for the deaf community.

Tactic 1: Market Pre-ETS services to DARS counselors to generate referrals of deaf individuals.

Tactic 2: Provide targeted Pre-ETS services to schools to serve more deaf students.

Strategy 4. Expand community awareness of SE and Pre-ETS services.

Tactic 1: Market SE and Pre-ETS services to regional employers and school systems to increase numbers served.