Goodwill Artemis Institute

The 4th Industrial Revolution is here. Up to 54 million people in the United States will be displaced from work by 2030 due to automation (McKinsey and Company 2019), and COVID-19 has sped up that timeline. Individuals with limited education and work history, different abilities, and other marginalized populations will be disproportionately impacted.

The Goodwill Artemis Institute will proactively identify those vulnerable populations and train them for the jobs created by the 4th Industrial Revolution. Services will include career and skills assessments, academic and digital literacy programming, credential training, employer-based projects, wraparound support, and job placement. 

We’re starting with a data annotation technician credential and an information technology bridge program; scaling would allow for new credentials in fields such as robotics, artificial intelligence, 3D printing, cybersecurity, the Internet of Things, and augmented/virtual realities. Scaling would prevent unemployability for more vulnerable workers, and instead catapult them into high-wage jobs.

We are experiencing the 4th Industrial Revolution, where new technology like robotics is changing work. Six out of 10 jobs in today’s work environment could have at least 30% of tasks automated with presently available technology (McKinsey and Company 2019). It’s estimated that up to 54 million people in the United States will be displaced from their work by 2030 due to automation (McKinsey and Company 2019). COVID-19 has sped up that timeline by changing consumer trends and forcing employers to make modifications to encourage social distancing and working from home. Our community’s most vulnerable citizens will be disproportionately impacted. Individuals with limited education and work history, different abilities, criminal backgrounds, etc. are more likely to hold entry level, repetitive jobs - these tasks are the most automatable. 

Like previous industrial revolutions, the advancement of technology will create new kinds of jobs that require different, new skills. However, employers have a hard time defining these talent needs far in advance, and widespread education and workforce development opportunities don’t yet exist for many industries created by the 4th Industrial Revolution. If vulnerable individuals cannot access affordable, effective upskilling opportunities, they won’t just become unemployed, they’ll become unemployable.

Our vision is a whole person, customizable career development program to prepare individuals for the jobs of the future. An assessment process helps future participants determine career goals and identify their baseline skills. Participants build relationships with staff to receive one-on-one career planning and wraparound services to overcome barriers. Based on a person’s goals and baseline, he or she may be enrolled into the bridge program, or right into a credential program. The bridge program will have modules on-demand for essential skills, digital skills, math, and reading; it will also offer employer presentations and real world projects to support participants in identifying their career path. Students will complete short, stackable courses to achieve microcredentials that will qualify them for new collar jobs. Target industries include artificial intelligence, 3D printing, cybersecurity, augmented/virtual realities, robotics, and the Internet of Things. We’ve started with data annotation under artificial intelligence. Hybrid virtual and in-person training will maximize engagement and safety. Finally, we will support graduates in securing and retaining employment with one of our local employer partners, and potentially attending additional stackable trainings for career advancement. Goodwill is also an employer and can offer experience and wages on a participant’s journey.

Our target population is the unemployed or underemployed in the Kansas City metropolitan area; adults whose employment has been impacted by the exponential advancement of technology and/or the COVID19 pandemic. These individuals tend to be low to moderate income, are disproportionately people of color, and often have one or more barriers to employment, such as disabilities, legal history, limited education, etc. This year especially, but also for the foreseeable future, they will have a hard time earning and maintaining employment, which in turn harms their income and ability to support themselves and their families.

To understand their needs, we are engaging Goodwill’s participant advisory council, other nonprofit organizations that serve this population, local elected officials, and employers. We have conducted one-on-one meetings, group conversations, and surveying to get feedback on the program we’re developing. We’re addressing identified needs in a number of ways. A bridge program fills gaps in prerequisite knowledge and skills. Hybrid learning options provide flexibility and safety. Short, on-demand modules allow for other priorities like maintaining employment. Addressing the whole person through wraparound services will overcome ongoing barriers to success. Targeting jobs of the future creates long-term, high wage career paths to generate needed higher income.

The Goodwill Artemis Institute is aligned with the Challenge because it accelerates pathways to future employment, at no cost to participants. We recognize the problem that the nature of work is always changing, and now new technologies and COVID19 are causing massive disruption. We want to serve those disproportionately negatively affected by that disruption - historically marginalized communities. Our solution provides adaptable, personalized solutions for training, and focuses our career pathways on the new opportunities created by the disruption. Instead of automating jobs away, we can guide technology toward augmenting workers ethically and create more, inclusive opportunities for all.

Our current numbers include:

4 full time staff that spend part of their time developing this out

1 contractor helping to build the foundation

1 partner organization supporting data annotation training

We hope to grow this team as we continue to develop the Goodwill Artemis Institute.

Goodwill’s approach to building a diverse, equitable, and inclusive organization begins with our belief that those three words aren’t enough. Instead, our efforts center around and strive toward “belonging.” We want everyone affiliated with Goodwill - staff, volunteers, donors, participants, shoppers, and our board - to feel like they belong here. This effort is reflected clearly in three of our values (Lead: Everyone has value – help them find it and celebrate it; Grow: Learn constantly and strive continually to better ourselves; and One Agency: Work collaboratively to build a legacy from which future generations will benefit). Our values guide all of our decisions from hiring to daily activities. “Our Team” is also one of the pillars in our three year strategic plan, which has in turn created focused tactics we employ to improve belonging and metrics by which we can measure our progress along the way. 

About ten institutions in our area are competitive. More than half are colleges/universities: University of Missouri - Kansas City, University of Kansas, Rockhurst University, Metropolitan Community College, Johnson County Community College, and Kansas City Kansas Community College. None has all of the career paths that we will have in a few years. Students must have a high school diploma and pass entrance exams to enroll and, in order to secure full degrees, much non-related academic coursework is required. This will cost students time and money before they can earn a relevant career. Goodwill's is a complimentary service, with fast and focused training to prepare students for the starter jobs of the future at no cost to them. 

Some organizations provide similar training for specific populations. KC Tech Academy provides robotics training for high school students at four participating high schools. NobleProg and Accelebrate can be hired by employers to provide training and upskilling for existing employees in artificial intelligence. However, if one is not related to that hiring employer already or those specific schools, one would be unable to participate in the training. Goodwill will create access for any career-aged individual in the Kansas City metropolitan area, and will particularly target individuals with barriers who may be un- or underemployed and have less access to upskilling.

Our focus on the whole person and the whole journey is unique. We will offer a hybrid of remote, mobile, and in-person training, paired with wraparound services and job placement and retention support.

Our goal is to train individuals for a variety of career pathways created by the 4th Industrial Revolution. The six industries on which we are focusing include artificial intelligence, robotics, cybersecurity, 3D printing, the Internet of Things, and augmented/virtual realities. As we scale and grow our solution, we will work with industry to identify where and how these technologies are being applied, build training to make anyone qualified for an entry-level, new collar job in that field, and provide hands-on learning with each of those technologies.

Our prototype training and technology is data annotation, related to computer vision machine learning. Trainees receive an overview of the 4th Industrial Revolution and computer vision machine learning applications, and then dive into how to capture and annotate images in order to train a neural network. Training includes hands-on experience with an image capture system with four cameras and an intuitive user interface, as well as web-based data annotation software to classify the images in various categories. Annotation includes clicking options from dropdown menus, using click-based points to define the image, and brushing to identify and define certain aspects within the image. The annotation relies on laptops and internet access, as well Amazon Simple Storage Service to store the images and annotations collected and Amazon SageMaker to develop and test the machine learning solutions. 

In general, the Goodwill Artemis Institute will also rely on various video sharing and videoconferencing platforms to integrate remote learning opportunities with in-person.

Within the next year, we will launch a bridge program for technology-based careers. Many individuals struggle to access training, know what career opportunities are out there, and/or pass entry-assessments on math or reading; a bridge program will identify those most in need and provide initial career exploration and foundational skill building so they will be successful in future credential training. We also want to conduct more cohorts of data annotation training, and continue to diversify that curriculum. 

Within five years, we will strive to offer one career pathway for each of our six target industries. These courses may be offered by Goodwill MOKAN, other Kansas City area training providers, or a combination. Our metrics will include: enrolling an average of 20 students in each cohort, 100% of students creating an individual development plan, 100% of students receiving ongoing wraparound services, and graduating 80% of students. Consequently, each participant will increase their technical skills, essential skills, and confidence, as well as reduce their situational barriers. Our ultimate goal is 80% job placement for graduates, and for 100% of those jobs to provide a living wage. When a person earns a living wage, they have a higher quality of life and can extend that quality of life through their next generations.

Within that five years, we will also see replication across other Goodwill organizations in the network; already, eleven have expressed interest in scaling. This will mean exponential growth in the number of students served all across the United States.

One major barrier is financial. As a new program, we do not have dedicated, self-sustaining funding for the Artemis Initiative, and we need a large amount of funds fast to stand up the foundation of a new program. We will need to purchase a lot of equipment to provide hands-on training in our target career pathways, and there are still a number of positions we will need to add. We want to leverage government dollars, such as WIOA, to sustain this program, but one government challenge is that programs must be in operation for at least twelve months before we can apply, and then it typically takes up to four months to get approved. That means we need to secure at least 16 months of philanthropic funding first.

A technical barrier to training is that technology is advancing exponentially all the time. It is difficult to keep curriculum up to date with how technology progresses and how local employers are leveraging that technology. Additionally, employers often struggle to identify or predict in advance exactly how they’ll be using certain technologies, and what skills and experiences their future workforce will need. Employer input is vital, but it can be challenging to build those relationships and get the time and information required. 

Our target population is vulnerable workers. These individuals face a high number and high magnitude of barriers. If we cannot proactively recognize and address these barriers, our participants may drop out of the program, or self-select out of enrollment entirely.

We are facing our financial challenges in several ways. First, we contracted with an experienced consultant to bring bandwidth and expertise to our staff as we begin and expand the prototype. One deliverable from this consultation is a fundraising plan. Second, we will seek corporate, individual, and foundation philanthropic donations to get start up funds. We'll create other revenue-generating models, too, such as contracting with employers to provide specialized upskilling for their staff. Goodwill will even become the employer for some of these individuals and explore contracting opportunities for companies looking to outsource projects. Applications for funding will be submitted by Goodwill alone, and in partnership with other training providers. 

On the government barrier, we will advocate for an exemption, or a complete change in the 12 month rule.

We will address the technology change and employer bandwidth barriers by investing significant staff time into developing long-term relationships, and focusing our messaging on the positive impact our program can have for employers. Our brand recognition and longevity will help with this marketing effort, and we will also leverage partnerships and their employer relationships to minimize the burden on employers.

Our program will have a very intensive intake process to identify a person's barriers and create an individualized development plan to address them. We’ll also employ a staff person to focus on wraparound services. Much of the training will be available online so transportation isn’t a barrier. For those who need devices or digital skills training, we will provide it.

The two leaders most directly involved in this solution are ideal to lead it. Our President and CEO is a first generation college graduate, and from a lower income part of Louisiana. He was displaced by Hurricane Katrina, and experienced the courage it takes to ask for help from your community. He not only has a long background in working in contracts directly employing individuals with disabilities, he also wrote his master’s thesis on Goodwill’s model and the need to embrace future state technologies to continue to be effective on both the retail and workforce development sides of our mission. He has been pushing the vision that is now the Goodwill Artemis Institute ever since. He has a BLS in Social Sciences and a Master of Arts in Public Administration.

Our Chief Mission Officer has led workforce development services at our organization since October 2016, and she has directly executed or overseen workforce development programs for individuals with barriers her entire career. She previously served more than four years as the Vice President of Mission Operations with Goodwill Industries of Greater Nebraska, and operated her own consulting business for nine years, where she provided education and training for those who work with people with disabilities and the employers who hire them. She has three years of experience as the Director of Disability Service from Goodwill Industries of Central Indiana. She holds a Master of Science in Rehabilitation Counseling and a BA in Psychology.

Our current major partners are York Exponential and Fortress Academy. From York Exponential’s website: “York Exponential is a Collaborative Robotics company. In short, we design robotic systems and products with Collaborative Robots at their core. Collaborative Robots are a new breed of Robots that are designed not to replace workers but work alongside them. We focus on Augmentation, not just Automation. Humans and Robots, working together.”  Additionally, York Exponential has a nonprofit arm called Fortress Academy, which “is Central Pennsylvania’s FIRST and ONLY licensed computer coding bootcamp...The Fortress Academy is a licensed higher education institution that offers accelerated (program length is 12 weeks), intensive, code training programs. Our training courses cover multiple languages and frameworks with the aim of creating at minimum “Junior Level” computer programmers for a variety of positions or advancing technical skills of students with a CS or Engineering Degree.” 

In our initial focus on data annotation, York Exponential created a data acquisition system and data annotation user interface as part of Goodwill’s effort to use computer vision machine learning to categorize discrete clothing donations. Fortress Academy provided data capture and annotation training and provided certificates for our first pilot course in Data Annotation Level 1. And now, Goodwill is the direct employer as these folks develop on the job experience while earning a wage.

Our primary customers are local job seekers. These individuals are seeking jobs that provide wages and benefits to support their families, fulfilling work, good social connections, and long-term stability and opportunities for career advancement. We provide the power of work through the Goodwill Artemis Institute. This product includes career interest and skills assessments, to provide a baseline for growth; exposure to new types of technologies, employers, and careers, so job seekers know what opportunities are out there and can make an informed decision about their career path; guidance in creating an individualized career development plan, so job seekers know what is next; wraparound services, so job seekers can overcome their situational barriers to success; structured learning opportunities to build skills related to careers; and job placement and retention services, to ensure all of the above translates into the ultimate goal of sustainable employment and self-sufficiency for our customers. Sustained, focused, and experienced staff provide these services and relationships, to maximize success. These services will be offered in person and remote, individually and in groups, to ensure adult learners of all types can access these opportunities and be successful.

Our beneficiaries are employers. These entities need talented human capital to fulfill their own business models, and we provide training and referrals to fill those job needs.

Our path to financial sustainability is through a heavily diversified portfolio of revenue generation. First, we will put heavy emphasis on philanthropic donations. Efforts will include developing relationships with corporations and corporate foundations, individuals interested in workforce development and technology, and philanthropic foundations. Sustained gifts and grants will support start up costs, as well as provide funds for growth in the future.

Additionally, we want to leverage contracting opportunities to generate revenue. Some companies have specific training needs, or need a large number of new staff. We can provide customized training and even job placement as a fee for service within our career pathways of choice. Goodwill will also explore opportunities to be the direct employer for some graduates and provide contracting services, particularly for services that are frequently offered outside of the United States. For example, we may begin selling project-based, remote data annotation services for companies training or quality checking neural networks. 

Long-term, we also want to leverage local, state, and national government funding for workforce development. Funding exists within the Workforce Innovation and Opportunity Act, as well as grants published for workforce development training. Once we become an eligible training provider, certain populations will have their services reimbursed by the government.

Finally, it may be possible to cost-share with, or even sell curriculum or certain technological uses, to other Goodwill organizations interested in replicating our programs.

Goodwill is so grateful to have received some corporate donations and foundation grants within the last twelve months to support the launch of the Goodwill Artemis Institute. A company which wanted to remain anonymous generously donated $25,000 in an unrestricted gift to support the project last November. Tesseract Ventures sponsored our launch event with a $5,000 gift in February 2020. Goodwill received a grant from the Carrie J. Loose Trust Bank of America, N.A., Trustee in the amount of $60,000 this month to help cover the costs of our consultant. Additionally, Goodwill’s partner in developing the technology and in offering the first data annotation training - York Exponential and Fortress Academy - have provided in kind donations of time.

The Goodwill Artemis Institute is absolutely seeking to raise funds to operate and expand. While we do not know exact amounts needed as we are still working with our consultant to create a budget and phased in plan, we know funds will be required to hire dedicated program staff, purchase equipment, provide training, and pay for rent. We are pursuing grants and unrestricted gifts at this time.

Goodwill of Western Missouri and Eastern Kansas is excited to apply to the Reimagining Pathways to Employment in the US Challenge for several reasons. We are aligned in our understanding of the problem, that the nature of work is changing due to economic disruptions, new technologies, and now COVID19. We are humbled to be a part of the group of individuals and entities that are focused on solving this problem. By having our solution published, the opportunity to review other published solutions, we may identify new partners and fellow advocates that can help propel our solution forward and help us identify best practices and innovations. 

If we are able to participate in the virtual pitch event, that would spread the word even further among like minded individuals and organizations, and help us create more partnerships. Particularly, we are seeking employer partners in our six industries of focus to provide current and ongoing feedback on what they need to help us develop curriculum, and also to hire our graduates. Additionally, we’re seeking other training providers to partner so no one is recreating an existing successful training, and instead we can cross refer participants as appropriate. 

If we were selected as one of the winners, the prize pool of $625,000 would provide vital funding for staff and technology to help us expand and continue to test our training opportunities. This would help solve our financial challenges for 2021. IBM coaching would be invaluable in improving our data annotation and AI curriculum.

Start up funding is vital to the development and scale of our new training solution. With additional funding, we can hire the training, recruitment, and case management staff we need and purchase additional technology for hands-on training. 

Goodwill needs to hire a trainer with industry experience, one comfortable with consistently updating the curriculum to match employer needs. The connections made through this competition may lead to the right referral for our needs, and will definitely be good for recruiting.

Employer input is vital to our understanding of current skill needs and the development of responsive curriculum. Additionally, employer connections will help us place our graduates into employment quickly. We are seeking partners for an employer advisory board to provide ongoing feedback,