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NAWB Forum February 6, 2011 iSucceed Creating the High-Performance Workforce.

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Presentation on theme: "NAWB Forum February 6, 2011 iSucceed Creating the High-Performance Workforce."— Presentation transcript:

1 NAWB Forum February 6, 2011 iSucceed Creating the High-Performance Workforce

2 Creating Greater Alignment 2

3 High SchoolInternship Entry LevelCollege Mid-Career Executive & Career Changers Retirees 1,000+ Newspaper Partnerships Monsters Expansive Education & Career Resources

4 Monster Resources – Free to You & Yours Monster Employment Index Monster Market Reports Monster Occupation Reports – National level insights intelligence.monster.com Monster Affinity Sites – Occupation-based communities Career Pathing, Benchmarking, and Snapshots FastWeb and Finaid.org – scholarship / financial aid sites 4

5 iSucceed

6 Our mission is to create a supportive, sustained environment Drive community involvement Measurable investment of time, money and other resources Empower participants to take ownership of their outcomes Help to close achievement gaps and reduce drop-out rates Major benefits Empower participants with focused online and in-person resources Provide access to role models whove been there, done that Enable young people to explore and assess their options Create networking opportunities with local businesses and cultural resources Build experiences and social capital within the business world Prove efficacy through experimental design and data analysis Funding Strategies Leveraging government and stakeholder resources iSucceed

7 Preventative Starting at Middle School level Available through secondary and post-secondary institutions Prescriptive At-risk youth Disenfranchised adults Pre-release and Former Offenders Displaced workers How do we engage? We amplify your current efforts with a tailored menu of options We bring new tools and resources to the task We focus on increasing SCOPE of services provided SCALE in terms of people served, and SUSTAINABILITY of the efforts Target Audience

8 An ongoing series of live workshops, in which students participate in relevant career and educational skill-building while exploring their options and reinforcing academic work Safe online career development and college prep mentoring with professionals working in each students chosen fields Opportunities to develop and practice leadership and other important soft skills Targeted online tools including networking portals, real-time labor data, and career exploration resources to enable pertinent career choices Facilitated networking events with regional employers to build social capital and provide access to internships and summer jobs Orientation and ongoing workshops for parents to participate in their childs educational and career planning Program Opportunities

9 Pathways out of Poverty

10 Harnessing the Power of Regional Organizations to Deliver Green Job Training Presented by: Naomi Friedman, Project Director Jenee Kresge, Economic & Community Development Manager National Association of Regional Councils February 6, 2011 – NAWB Forum Workshop

11 What is NARC? National Association of Regional Councils (NARC) National non-profit trade organization 240 members representing 97% of the counties and 99% of the U.S. population Represent multi-jurisdictional regional planning organizations - large and small, urban and rural Core issue areas: Transportation Economic & Community Development Environment Homeland Security/Public Safety

12 NARCs Members NARCs Members are: Regional Councils Metropolitan Planning Organizations Rural Planning Organizations Economic Development Districts What is a Regional Council? A multi-service entity with state and locally-defined boundaries that delivers a variety of federal, state and local programs while continuing its function as a planning organization, technical assistance provider and visionary to its member local governments.

13 Regional Councils & Workforce Development Regional councils: Support local governments and elected officials in their workforce development programs Promote regional, market-based approaches to workforce training Often serve as local Workforce Investment Boards (WIBs) NARC: Supports reauthorization and funding for the Workforce Investment Act (WIA) to FY05 levels Provides training and education for members on critical regional workforce development needs

14 NARCs Partnerships Partnerships are Key National League of Cities National Association of Counties Corporate Partnerships Monster Worldwide Partner to provide or develop content for workshops or webinars Link Monster with local elected officials and regional decision-makers Partner for grant opportunities and projects, like Pathways Out of Poverty

15 Pathways Out of Poverty Green Jobs Grant Overview Project Mission: Provide multi-faceted career path strategies for disadvantaged and dislocated workers in four regional sites across the country through training, certification, and apprenticeship programs in positions in growing green industries.

16 Grant Overview Project Period: January 29, 2010 – January 28, 2012 Focus Industries: Building Performance Heating, Ventilation and Air Condition (HVAC) Energy- Efficient Building, Construction and Retrofit Renewable Electric Power Deconstruction and Materials Reuse Landscaping Environmental Remediation

17 Goal of the Project Train and place 500 individuals, who must be: 18 or older at time of enrollment Fit into at least one of these categories: Unemployed individual High School dropout Individual with a criminal record Disadvantaged Individuals (i.e. no or low income) Live in the targeted communities to be served that have a poverty rate of 15% or greater

18 Goal of the Project Additional Demographic Classifications Veteran Dislocated Worker Limited English Proficiency Persons with a Disability Indian and Native Americans

19 DOL PBRPC, TXMVRPC, OH MONSTERICF MACRONARC Employer Partners SEAGO, AZCAAG, AZ Community Colleges FBCOs Employer Partners Community Colleges FBCOs Employer Partners Community Colleges FBCOs Employer Partners Community Colleges FBCOs

20 Goal of the Project NARC & Partners Offer Participants Pre-employment training and retention support services; Skill development and employment in five established green trades; Advancement in green career pathways through continuing education and on-the-job training; Industry standard professional development and certifications guided by a National Advisory Council; and Portable, nationally recognized Apprenticeship credentials.

21 Key National Project Partners Monster Worldwide Premier global online employment solution connecting employers with quality job seekers at all levels and providing personalized career advice. Supports the project in the following areas Design individual regional online Community Career Portals designed to help job seekers find local green job employment opportunities. Produce semi-annual green labor trend reports detailing regional green job employment availability

22 Online Community Career Portals Regionalized Portals One portal for each region as part of the project Supports the seeker through jobs, intake, training, resume building Supports the employer through marketing, advertising of positions and their company Full community features: blogs, discussions, calendaring, videos, more!

23 Real-Time Labor Market Reports Individualized Data for the Regions Provides green jobs data, analysis and insights to help each of the four Pathways regions (SEAGO, CAAG, PBRPC, and MVRPC) Helps make decisions with regard to securing green jobs for disadvantaged and dislocated residents in their regions Data presented by geography, occupation, greenness level of jobs, and training and education requirements Leans on Monster data and Wanted Technologies aggregated national job data

24 Project Challenges The employment landscape has been challenging due to the shifting economy. The educational level of many applicants has dictated a shift in the original approach to invest more resources in remedial education programs. Availability of night time courses has been a challenge due to a lack of instructors. Job placement of ex-offenders has proved challenging. Identifying employers willing to be apprenticeship sponsors is more difficult in this economy.

25 This workforce solution was funded by a grant award by the U.S. Department of Labors Employment and Training Administration. The solution was created by the grantee and does not necessarily reflect the official position of the DOL. The DOL makes no guarantees, warranties, or assurance of any kind, express or implied, with respect to such information, including any information on linked sites and included in, but not limited to, accuracy of the information or is completeness timeliness, useful need, adequacy, continued availability or ownership. This solution is copyrighted by the institution that created it. Internal use, by an organization and/or personal use by an individual for non commercial purposes, is permissible. All other uses require the prior authorization of the copyright owner. Contact Information: Naomi Friedman Project Director x224 Jenee Kresge Economic & Community Development Manager x215

26 Real-Time Labor Intelligence

27 Getting to Green Careers Real-Time Labor Intelligence Research for Pathways out of Poverty NAWB Forum 2011 February 6, 2010

28 Actionable RLI Research for Critical Decisions 28 Data Analysis & Insights Action

29 Resources in RLI Solutions 29 MGS Research Team Monster Intelligence & Technology Partners Key Capabilities Comprehensive job postings – Wanted Economic forecasting Industry and sector analysis/benchmarking Large-scale employer surveys Workforce and economic initiative development Curriculum development Educational, workforce and economic data Key Activities Business development Sales support RLI marketing Client relationships RLI product development & management RLI deliverable production & QC Partner development and management Key Activities Database pulls Report creation Customized surveys RLI data advisory/feasibility RLI Partner management RLI Research Solutions

30 Objective: provide green jobs data, analysis and insights to help each of the four Pathways regions (SEAGO, CAAG, PBRPC, and MVRPC) make decisions with regard to securing green jobs for disadvantaged and dislocated residents in their regions First of multiple reports Methodology > Key Data Sources Monster supply and demand data to understand skills, education, work experience and supply/demand balance Wanted Technologies: information gathered from hundreds of private and public job boards that collectively represent 80-85% of total on-line job postings. Key Wanted data = green job levels, occupations and required education and training Data presentation: by geography, occupation, greenness level of jobs, and training and education requirements Terms: demand = talent demand/job openings; supply = job seekers Pathways Study Overview 30

31 Green Jobs Definition 31 In analyzing and organizing Green Jobs, we follow the definition and occupational categories used in a report* sponsored by the US Department of Labor: "The Green Economy encompasses the economic activity related to reducing the use of fossil fuels, decreasing pollution and greenhouse gas emissions, increasing the efficiency of energy usage, recycling materials, and developing and adopting renewable sources of energy." Starting Point for This Study* Monster Job Postings and Job Seekers Examines each job online posting and evaluates the greenness based on work activities Market-wide, Online Job Postings Additional Step *February Greening of the World of Work: Implications for O*NET-SOC and New and Emerging Occupations. National Center for O*NET Development. The Occupational Categories are Enhanced Skills, Increased Demand and New and Emerging Levels of Greenness Dark Green Light Green Near Green Jobs scored and put into levels of greenness

32 Approach: Information Funnel 32 Macro Trends and Context Setting Total green jobs, leading occupations Additional Context and Depth Data Broader region: core + adjacent Occupations, education, industries, skills, education and work experience Diagnostic Data within Core Region Focus on greenest jobs and target industries (HVAC, Building Performance, etc.) Employers, job titles, job type Provides leads Micro within region Region State US

33 The Picture in Green Jobs: Arizona 33 2% of total AZ jobs are green As nationally, the percentage of total jobs that are classified green in Arizona has remained at about 2%; however, green jobs showed a higher growth rate (31%) for 1H 2010/2H than total jobs (25%) in the state While SEAGO showed a higher green job growth rate (44% vs. 32%) than the CAAG region; the number of green jobs gained in CAAG was more than double the figure for SEAGO US and Arizona Green Job Volume Green Jobs Volume: Arizona and the Pathways Regions The CAAG and SEAGO data includes core as well as counties adjacent to the regions. Source: WANTED Technologies data.

34 Green Job Demand: CAAG Includes core as well as counties adjacent to the region Source: WANTED Technologies 34 Green Job Volume: 2H 2009 vs. 1H % 24% 40% Y/Y % Change Examples of Green Jobs in CAAG Dark Green Arizona Solar Power Arizona Solar Power SOLAR PV SALESMAN WANTED. Flagstaff Location. Base pay + commission. Prior business owner a plus. F/T only Light Green Interstate Mechanical Corporation Apprentice Pipefitter APPRENTICE PIPEFITTER 3-5 Yrs Exp. Assemble & Install Pipefitting Sys for Cmrcl HVAC Load Unload Transport & Furnish Tools Equip Sppls & Mtrls This position is in Flagstaff AZ Near Green Water/Wastewater Treatment Specialist performs daily system inspections and maintenance of water and wastewater systems. Dark Green jobs represent 3% of all green job demand At 40%, the growth rate for Near Green jobs outpaces the other categories of green jobs Of the four regions studied, CAAG by far had the highest number of Dark Green jobs The top Dark Green job occupations in 1H 2010 were Environmental Engineers, Engineers (All Other) and Environmental Science and Protection Technicians, Including Health Top Dark Green Occupations, 1H 2010 Based on 6-digit SOC codes

35 Leading Green Job Occupations by Level of Greenness (Core Counties) Source: WANTED Technologies 35 Core Counties Dark1H 10Light1H 10Near1H 10 Wind Turbine Service Technicians10 Heating and Air Conditioning Mechanics and Installers42 Truck Drivers, Heavy and Tractor-Trailer300 Environmental Engineers6Electricians12 Truck Drivers, Light or Delivery Services42 Environmental Compliance Inspectors4 Landscaping and Groundskeeping Workers12 Maintenance and Repair Workers, General30 Soil and Water Conservationists3 First-Line Supervisors/Managers of Mechanics, Installers, and Repairers11 First-Line Supervisors/Managers of Transportation and Material-Moving Machine and Vehicle Operators19 Wind Energy Operations Managers3 Geoscientists, Except Hydrologists and Geographers11 Dispatchers, Except Police, Fire, and Ambulance15 Environmental Science and Protection Technicians, Including Health2 First-Line Supervisors/Managers of Construction Trades and Extraction Workers9 First-Line Supervisors/Managers of Mechanics, Installers, and Repairers15 Environmental Engineering Technicians1 First-Line Supervisors/Managers of Landscaping, Lawn Service, and Groundskeeping Workers8 Bus and Truck Mechanics and Diesel Engine Specialists14 Landscaping and Groundskeeping Workers1 First-Line Supervisors/Managers of Transportation and Material-Moving Machine and Vehicle Operators8 First-Line Supervisors/Managers of Production and Operating Workers11 The most frequent Dark Green occupations were jobs related to Wind and Environmental Engineering. HVAC-related jobs topped the list of occupations in the Light Green category.

36 Education and Training requirements based on BLS data which assigns a single category that best describes the education or training needed to become fully qualified in a given occupation. Source: WANTED Technologies 36 Short-term on-the-job Training Moderate-term on-the-job Training Post secondary Vocational Award Core Counties** First-Line Supervisors/Managers of Mechanics, Installers, and Repairers Truck Drivers, Light or Delivery ServicesCivil Drafters*** First-Line Supervisors/Managers of Office and Administrative Support Workers Interviewers, Except Eligibility and Loan Electric Motor, Power Tool, and Related Repairers*** First-Line Supervisors/Managers of Production and Operating Workers Landscaping and Grounds keeping WorkersElectrical Drafters*** The leading occupations requiring short-term on-the-job (OTJ) training were centered in supervisory positions in transportation and construction Driving, Landscaping and farm workers were the occupations that most frequently required moderate OTJ training The only occupations that showed under the Post Secondary Vocational Award category were civil and electrical drafters as well as electric motor repariers ** To be listed, an occupation must have at lest 2 job postings *** Only 1 listing Leading Occupations for Lesser Requirement Levels Green Job Education and Training Requirements: CAAG (Core Counties)

37 Green Job Employers: MVRPC (Core Counties) Source: WANTED Technologies 37 Green Sector Employer(s) WindGE Technology Infrastructure HVACAccent Ohio Aerotek CE American Service Pro, LLC Applied Mechanical Systems, Inc. Belcan Boehringer Ingelheim Bolyard Heating & Cooling, Inc. Butler Heating & Air Conditioning Co City of Fairborn Clarke Power Services Connor Group, The Crown Personnel Services, Inc. Davis Refrigeration Inc Delmonde Detmer & Sons, Inc. Drake Heating & Air Eisert Plumbing & Heating Inc EMCOR Group Gorsuch Management - Fairfield Homes, Inc Greene Co. Career Ctr Grubb & Ellis Heritage Air Systems Inc Jones Lang Lasalle McQuay Mechanical Systems Of Dayton MRINETWORK Powerlink Facilities Management Services PrincetonOne Ross Carlisle Group Ruskin Company/ Lau Industries Sears Holdings Service Experts Inc. Sitech Corporation STAN Engineers STANDARD RENEWABLE ENERGY Stevenson Service Experts Stillwater Park Apartments and Townhomes SUGAR CREEK PACKING COMPANY Tradesmen International, Inc Tremco United Career Services Wal-Mart Stores, Inc WELLS BROTHERS Solar ATK Recycling CLEAN WATER Ltd. OmniSource Corporation Rumpke Waste, Inc. Steve Rauch Inc. (SRI) Leading* Green Job Employers, 1H 2010 *Based on volume of dark and light green job postings The leading employers for the more green (dark green + light green) jobs were Serco, Booz Allen, URS Corp., PDSI and General Dynamics Our analysis of targeted Green sector indicate employers with whom the region may want to build programmatic relationship in Wind, HVAC, Solar and Recycling.

38 Green Job Employers: MVRPC (Core Counties) Source: WANTED Technologies38 Green Sector Employer(s) LandscapingAdecco AMERICAN PRIDE LAWN and LANDSCAPING, INC Brown Publishing Company, The Celtic Lawn & Landscape Central State University Channingway CHEMLAWN CHUCK FEA City of Piqua FITZWATER TREE& LAWN CARE GOLD KEY REALTY Green Vista Grunder Landscaping JASON WEIGANDT LANDSCAPE COMPANY Leisure Lawn Incorporated Miller Garmann & Associates Inc MRINETWORK Schauer Landscaping Inc SCOTTS COMPANY, THE Scotts LawnService Signature Lawns Inc SPENCER LANDSCAPING TruGreen TURNKEY MANAGEMENT/SIDNEY ACCT University of Dayton, The. WeatherizationShelter Distribution Asbestos and Lead Abatement Aerotek Allegis Group Testech Deconstruction Dynamics Research Corporation HALEY & ALDRICH Steve Rauch Inc. (SRI) Our analysis of targeted Green Sectors indicate employers with whom the region may want to build programmatic relationships in Landscaping, Weatherization, Asbestos and Lead Abatement and Deconstruction.

39 Contact Information Contact: Bruce Stephen Bruce Stephen Monster MGS PSE Director, Real-time Labor Intelligence Research Phone: (O) (M)

40 iSucceed Additional Resources

41 Making Your Future Count is a powerful tool for motivating young people to explore their options and pursue their dreams. At the same time, MYFCs high-energy workshops build pipelines of students with the education and skills to support regional economic development, ensuring employers have the talent they need to thrive in this changing economy. Inspire, motivate, and inform students Encourage students to persist and achieve in their educational plans Increase graduation rates by developing soft skills, direction, and context More than 24 million young people have benefitted from attending Monsters workshops since "The Making It Count presentation is so dynamic our students can't help but feel energized while making important life decisions. – Jody Lehman, School Counselor, Clintonville Sr. High School, Clintonville, WI Making Your Future Count: Live Workshops

42 Making Your Future Count Workshops Program Launch Discover Who YOU Are Define Where YOU Want to Go Identify the Skills Youll Need to Succeed Consider Post-Secondary Education Paying for Post-Secondary Education Build YOUR Academic Skills Build YOUR Employable Skills (Life Skills Pt. 1) Build YOUR Money Management Skills (Life Skills Pt. 2) Start Your Career Search Pt. 1: Getting the Interview (PSW designed for Youth Specifically) Start Your Career Search Pt. 2: Getting the Job Program Wrap-Up

43 High-Impact Mentoring for Students Program Successes and Qualifications: 10 years experience providing mentoring programs to at-risk students. 10 years experience managing volunteer mentors to work with at-risk youth. 30-unit research-backed curriculum for high school students and a specialized pathway for middle school students public schools in low-income communities across the US served. Up to 3 one-to-one mentors provided to each student. All mentors available for questions, discussions and advice for all students. Fully integrated program assessment evaluated by independent researchers Year-long mentee-mentor relationships, plus lifetime alumni status for all mentees to remain in contact with mentors. icouldbe.org: Safe, Online Mentoring

44 Wrap-up & Q/A Alignment between education & economic development Create a common vocabulary to support ongoing discussion Start career exploration early…and often Incorporate Career & Technical Education into curriculum Engage with the entire spectrum of stakeholders 44

45 Thank You This workforce solution was funded by a grant awarded by the U.S. Department of Labors Employment and Training Administration. The solution was created by the grantee and does not necessarily reflect the official position of the U.S. Department of Labor. The Department of Labor makes no guarantees, warranties, or assurances of any kind, express or implied, with respect to such information, including any information on linked sites and including, but not limited to, accuracy of the information or its completeness, timeliness, usefulness, adequacy, continued availability, or ownership. This solution is copyrighted by the institution that created it. Internal use by an organization and/or personal use by an individual for non-commercial purposes is permissible. All other uses require the prior authorization of the copyright owner.


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