TUESDAY'S FOR HOPE WITH KATHY JENKINS 6/30/26

Transcript

SPEAKER_01 0:01

All right, they are here, and we're totally off topic. We are here.

unknown 0:07

We are here.

SPEAKER_01 0:08

Kathy Junkins is here. She is the CEO of New Directions. And uh the soon-to-be CEO, now current executive director, William Hauser, is here as well. Good morning. Good morning. How are you? Good. Good morning. Good morning. All right. So lots of things going on. Big day tomorrow, the workforce re-entry program begins. Yes. So tell us how that came about, why it's there, and how does it begin?

SPEAKER_02 0:36

Well, this is this is um one of those brilliant ideas from our upcoming CEO, William Hauser. Um tomorrow we start our 14th fiscal year. Can you believe it? Wow. Is it really? Yeah. 14 years. Yes. So um so as we as we talked about how can we expand, how can we do more, better things. Um this was a great idea that William had. So I'm really gonna turn it over and and let him talk about it. We call it our workforce re-entry program.

SPEAKER_01 1:13

We've already picked four people.

SPEAKER_02 1:15

Yes, and we're we're already looking at after this year expanding it to another area of of training. But William? All right.

SPEAKER_05 1:26

Well, we um we we always, you know, th there's a large scale of accountability throughout the shelter program. And guys always want to to do more. Lots of times they want to do more than what we allow them to do, and this was a way to kind of let them fill in some of those gaps where where we can utilize what we have to teach, um, but also to carry on and and to give back into the community. So we what we're gonna do is we pick four guys, obviously, and we're gonna put them through our kitchen um for a 90-day period of time. They're gonna work with a specific case manager during that period of time, and we're gonna focus solely on um workforce barriers. So conducting resumes, interview processes, things like that. And it's it's not a culinary-based program. It's the setting is in the kitchen, but it's more to focus on skills that carry across the entire workforce.

SPEAKER_01 2:15

But what about the soft skills like showing up? That that's exactly what I'm talking about.

SPEAKER_05 2:20

Completing tasks, showing up on time, you know, being respectful, working with others. That's what we're focusing on. Um, it's not culinary-based, like we're focusing on the lower level.

SPEAKER_01 2:31

Yeah, but it's also following rules and regulations because with food safety, will they get a safe serve, serve, safe?

SPEAKER_05 2:37

It's funny you asked that because we um that was one of the things that we we've been discussing in the last week. We didn't build that into the budget, but but last week or earlier this week, I went to Kathy and I said, you know, you think we could get them serve safe certified. Yeah. And and and we're uh we are gonna do that.

SPEAKER_01 2:52

Yeah, because you can do that at goodwill.

SPEAKER_05 2:54

Yeah.

SPEAKER_01 2:54

Um, and uh that's where we did it through. Uh that'd be cool if you can get a sponsor for four of them uh to sponsor that part of the program.

SPEAKER_05 3:03

It runs about $150 a person. We have to pay for our staff to do it. Yep, yeah. And so we're we're gonna we're gonna figure it out one way or another.

SPEAKER_02 3:10

Yeah, because I think that's a great idea. Yeah. Because I think I think that we have enough volunteers that come in and work in our kitchen that um we could probably put up a sign in the kitchen and say sponsor one of our our kitchen workers, and they will have the opportunity also to work with these guys when they come in to do a lunch meal or an evening meal in the kitchen. For sure. Um, so that's that's you know, you've always been our idea person.

SPEAKER_01 3:38

Who, me? You oh yeah, I just Well, this is an amazing program. So now what is your it's 90 days, so what is what are the main points that you're trying to hit during that 90 days, and then what happens after that?

SPEAKER_05 3:54

So the main points we're trying to hit are are just the the really low level skills that what you are showing up on time, completing tasks, things like that, um, and then resume building and and working with a case manager to know how to to interview and to talk with someone. But after that, we have a transitional housing apartment that we're gonna move them into for six months where they can live totally for free um and and work in the workforce and save all of their pennies for for a six month period of time. We've partnered with IHT staff and agency, so they've guaranteed employ employment to the guys that go through this program. So it's it's really incentive-based.

SPEAKER_01 4:32

Um I mean that's really where the rubber hits the road when they can actually feel it and experience it. Is this something that you went through at all of any kind, whether it be on purpose or you know, by just mere going through the process yourself?

SPEAKER_05 4:51

Maybe by accident, now that you say that, you know, working with other people and just kind of having to do things that I didn't necessarily want to do, but but seeing other people doing it and it worked through other people.

SPEAKER_01 5:02

So yeah, I you know that I Lady's had to work for me for nine years. But you know, I wonder about that too, because being, you know, I was an employer briefly with the restaurant, so I have some experience in this realm. Um, but you know, the whole attitude part of of sometimes um the chip on the shoulder and uh just really hard to take direction and follow rules and listen to management and show up on time and not have all these excuses and I don't do this and I don't do that and don't ask me to do this. Like these are things that employers you know, especially in restaurants, um it's really hard to find people that are willing to be part of your team effort.

SPEAKER_05 5:49

Well, and the and and take constructive criticism as as well. You know, if you tell someone the rice sucks, you can't just pack it up and walk out.

SPEAKER_01 5:57

Exactly. That has happened apparently. You're bad at making rice. Rice is tricky. All right, let's let's talk about that for a second. It is tricky. All right, so um what now you're gonna put four people through this program and you said it it'll be 90 days, and how long is that second phase when they're in the apartment?

SPEAKER_05 6:18

The second phase is six months.

SPEAKER_01 6:20

Six months. Okay, so they have six months to accomplish what? What is that next phase?

SPEAKER_05 6:26

Save money and then we'll continue to work with them also.

SPEAKER_01 6:28

We're not just Are they living together? Yes. Okay.

SPEAKER_05 6:31

Yeah.

SPEAKER_01 6:32

That's another thing they have to really um.

SPEAKER_02 6:34

We're we're not just gonna leave them along with you, you know, but with a lot more people. So they'll have more independent living because they will be in an apartment. And um Yeah. Yeah.

SPEAKER_01 6:47

So but we have a we have uh news. We have news out of the presses.

SPEAKER_03 6:53

It's I just received a text. This is crazy. The Rotary Club will cover two of your employees or students or whatever they're called. So he's gonna cover two.

SPEAKER_02 7:01

No kidding. Is this a Rotary Club of Myrtle Beach?

SPEAKER_03 7:03

Yes, it says the Rotary Club. This would be from uh uh a gentleman who I know is part of that club. All right, okay fantastic. That would be Matt Sedota.

SPEAKER_02 7:13

Thank you, Rotary Club.

SPEAKER_01 7:15

Isn't that amazing?

SPEAKER_02 7:16

Thanks, Matt Sedota. That's awesome.

SPEAKER_01 7:18

Wow, I thought it was a joke, Nick, when you handed it to me. He just texted in. Is it really true?

SPEAKER_02 7:22

He just texted me in right now.

SPEAKER_01 7:24

Wow.

SPEAKER_02 7:25

That that is awesome. Thank you, Matt. That's that's amazing.

SPEAKER_01 7:29

That's fantastic. All right, so you just need two more sponsors.

SPEAKER_03 7:32

Just two more.

SPEAKER_01 7:32

Look at that. 300 bucks. That's right. Or 150 each.

SPEAKER_03 7:35

And he said, yes, it's really true.

SPEAKER_01 7:39

I thought it was a joke, and he's like showing me this phone and uh trying to read his chicken scratching.

SPEAKER_00 7:45

Well, I'm trying to write fast together.

unknown 7:48

Okay.

SPEAKER_00 7:48

I didn't want to interrupt, but I had to interrupt. It's funny how the world works. Would you not say that? Um and so let's go ahead and give the Rotary Club a hand. Yes, yes.

SPEAKER_01 8:01

Yes. So um, William, uh now after the six months, what are the the markers you're trying to reach there?

SPEAKER_05 8:08

I I think the ultimate goal of this is of it's obviously them joining the workforce and becoming a full-time employee somewhere.

SPEAKER_01 8:15

So that is the real marker is so will they still be working at the re at the uh cafeteria during the six months? No.

SPEAKER_05 8:22

No, it's it's for they're gonna go get their own full-time employment. Wow. That's the same thing.

SPEAKER_02 8:28

They will pull four more. So so the the intent is to have four new men um and and we'll work on rotating. Yep.

SPEAKER_01 8:38

Now what happens um if there's failure to launch after six months?

SPEAKER_04 8:45

Well, there will be a very high level of accountability throughout the whole entire process.

SPEAKER_01 8:52

So there shouldn't be a really any surprises. And so when you're picking people, you have a lot to choose from. So what are it's gotta be like, hey, uh like a highly coveted spot to earn.

SPEAKER_05 9:04

Yeah, it it it will be. Right now, it's not necessarily advertised to the guys yet. They don't really know what's going on. The ones that that are doing it, of course, know about it. But once other people see what's taking place, then yes, it there will be people asking for it. People ask to do certain things all of the time.

SPEAKER_01 9:22

Now, what is the prerequisite? Like, do they have to be going through the program at the shelter currently? I mean, you can't just come off the street and say, I need this program.

SPEAKER_05 9:32

Yeah, we're we're picking people that are currently in the shelter program.

SPEAKER_01 9:34

And they're already understanding how it's gonna be. They've been vetted a little bit. Yeah.

SPEAKER_05 9:38

Yeah.

SPEAKER_01 9:38

That's uh that is really exciting. I am really excited to see because this is gonna take nine months to go through, right? It's 90 days they're living in the shelter, six months they're on their own. Yep. And if you can just keep that flow going, right?

SPEAKER_02 9:54

I mean Absolutely, and it's so great that IHT is gonna work with with us. What is that?

SPEAKER_01 10:00

Can you just tell me?

SPEAKER_02 10:01

It it's a temporary labor agency over on 24 right off 21st Avenue. We've worked with them for a number of years. In fact, one of our night staff members drives for them now. Oh as a uh as a second position. So yeah, they're they're wonderful to work with. Yep.

SPEAKER_01 10:20

Awesome. I love this. This is so exciting. You have a new fiscal year year kicking off tomorrow as well. Yes. How are we looking financially? Um, we are looking very good right now financially.

SPEAKER_02 10:34

Um, we just got a commitment this week, a three-year commitment from the Leon Levine Foundation out of Charlotte. We're very, very excited. They have supported us annually for a number of years. This year we got a three-year commitment. Oh, that's right. So that's always nice. We'll do uh an update each year, but we don't have to write another grant, and it's guaranteed funds.

SPEAKER_01 10:56

That's awesome. All right, very good. All right, well, this is the the next six months is gonna be exciting um with you rising to CEO by the beginning of next year.

SPEAKER_05 11:08

It's it's a little nerve-wracking.

SPEAKER_01 11:11

You're up for the job. You know it. Did you see his eyebrows? Excited. This is like a lot of good stuff, a lot of good juju going into the city.

SPEAKER_02 11:20

He's just kidding around. He goes, you know, this is kind of the end of the fiscal year. Don't you want to just No.

SPEAKER_05 11:28

No.

SPEAKER_02 11:29

Yeah. Yeah. We we are working really closely together on the mostly on the I I do a lot of the the budgeting and the the grant work and and um so we're we're working through all of that stuff.

SPEAKER_01 11:43

What's really nice and amazing is I've known you since you started this New Directions. Yeah, 13 years ago. I started here 13 years ago. And to see all the transformation and growth and apparatus that has been built and the trust that people have in the community and the what the organization does, I mean the apparatus is amazing, and then to watch you now build on top of that is gonna be like, you know, the next phase really. It's really exciting.

SPEAKER_02 12:14

It's really exciting. And and you know, it's so bittersweet for me because I've been I've been the CEO from day one, and we were presented with quite a challenge all those years ago, um, and not a whole lot to go on, and we have Serlin William can tell you too. We've had our ups and downs. We have done things that worked beautifully and things that didn't work so well, but you know, the the important thing is to be flexible and be able to pivot and be able to recognize when something is not working, and um and I've got o I've got, we've got a great team that strategizes and um and is ready to pivot.

SPEAKER_01 12:57

All right, Kathy Jenkins, the CEO and the executive director, William Hauser. Good luck tomorrow with the launch.

SPEAKER_05 13:04

Thank you, thank you.

SPEAKER_01 13:05

All right, go to helpnewdirections.org if you'd like to donate some money towards that Surf Safe uh certificate, and we'll see you guys tomorrow. Thank you so much.