Since early 2021, KentuckianaWorks has worked with local employers to consider how they can redesign frontline roles, guided by the National Fund for Workforce Solutions’ Job Design Framework. There is a statement tucked in at the bottom of the framework graphic that reads, “becoming an employer of choice is a strategy, not an accident.”
The employers participating in KentuckianaWorks’ Redesigned Jobs, Resilient Workers (RJRW) initiative have engaged in this choice with an eye toward the retention and recruitment of frontline workers by improving the quality of those roles.
Now or Never: Heeding the Call of Labor Market Demand by the Pinkerton Foundation clarifies that “job quality extends far beyond wages and benefits” and exists on a continuum that ranges from respect and fairness to self-managed teams and ownership with many points in between. Phrased another way, there is an enhanced importance placed on the Employee Value Proposition - the “what’s in it for me?” from the employee perspective.
Paradise Tomato Kitchens, one of the participating employers in the RJRW project, recently hired a Workforce Development Manager who will assist employees in achieving their internal goals.
“This is a rare position for manufacturing, but to be an employer of choice we believe that if someone wants to go from being a production floor employee to a supervisor position we need to help make that happen,” says Amy Green, Paradise Tomato Kitchens Human Resources Manager.
Amy Green represents Paradise Tomato Kitchens in the RJRW project. Paradise specializes in innovative sauces, packaging, and services to the foodservice industry and is committed to providing benefits that address the well-being and growth of their employees
Amy went on to describe the culture they have developed at Paradise as treating everyone like family. They have instituted C.A.R.E. (Compliance, Assurance, Risk Management, Engagement) as a strategy to advance this commitment to accountability and caring. The elements of C.A.R.E. are found in each of Paradise’s initiatives. In one example, Paradise employs many workers whose native language is not English. As part of their “engagement” piece they work very closely with Catholic Charities and Kentucky Refugee Ministries, Inc. to make sure frontline employees feel welcome and have a clear understanding of all safety issues on site. This effort to increase feelings of belonging then improves indicators around compliance, assurance and risk management.
Another way that Paradise shows care about their workers is through an intervention instituted as part of their RJRW participation. Amy explained, “we have checkpoint interviews that capture any concerns employees might have. Our supervisors expressed some initial worry about the time involved in these interviews, so we adjusted the process. At 2 weeks supervisors conduct the check-in; at 4 weeks it is HR; at 6 weeks it is the plant manager; and at 8 it is the Production Supervisor.” Amy went on to say, “we track specific employee concerns in a spreadsheet and make sure we continue to follow up to ensure a resolution.”
Amy giving me a tour of the Paradise Tomato facility.
The clear message Paradise is sending to their frontline employees is, we care about your growth and development. Amy went so far as to say that Paradise wants to “make sure all employees feel welcome and cared about from the moment they come on board.”
We at KentuckianaWorks appreciate the time and thought Amy Green is putting into the RJRW project and the commitment Paradise Tomato Kitchens has placed on quality jobs.
Mike Karman is the Sector Strategies Coordinator at KentuckianaWorks. He has many years of nonprofit experience, especially working with families and children.
