Presentation on theme: "DEMAND DRIVEN MODEL What is the purpose of the system?"— Presentation transcript:
DEMAND DRIVEN MODEL What is the purpose of the system?
Definition of Demand Driven A demand driven Workforce Development Systems (WDS): Identifies the Employer as the primary customer Recognizes that the employer is the “End User” of the system WDS meets the employers needs to the extent that WDS also provides the best help to the job seeker
Workforce System vs. Demand Driven System Workforce System product? The product supplied to our customer is the Workforce System itself: Education and Economic Development systems as suppliers Training and Education programs that do not meet the employers needs or skill set.
Demand Driven System The employer creates the “pull” based on the demands (needs) they have. Elements of the Pull Factor: Types of Skills Credentials and Training needed Number of employees needed Timing of need Both immediate and future needs
Pull vs. Push Demand is introduced into the system creating a “pull” on the supply of job seekers that meets the true needs of the employer. A “push” system is when the Workforce System responds by pushing or selling its program participants even if they are not the best match for the employer. A “push” system may place the interests of its program over the interest of the employer.
Respond to the “Pull” demand Looking for and referring applicants who are already qualified Helping unqualified individuals understand why they are not being considered and what they need to do to become qualified Assessing and addressing the services and training needed by job seekers to help them become qualified for employment that is appropriate to their aptitudes and interests Looking for patterns of need among business sectors or individual companies that can inform the targeting of resources Partnering with employers to create and deliver the training necessary to fill the skills gaps.
Characteristics/Indicators of a Well- Functioning Demand-Driven System The Workforce Board: Actively analyzes labor market intelligence to assess the ever-changing landscape Identifies the business sectors that have the most impact on the local economy and targets primarily (not exclusively) those businesses Works hand-in-hand with companies to identify workforce needs, skills gaps, and other services needed by local businesses
One Stop Center Staff: Address a broad spectrum of employer needs related to business development and talent Work hand-in-hand with partner organizations and serve as agents to bring resources into the mix to address employers’ needs; even needs that cannot be provided directly by the workforce system Characteristics/Indicators of a Well- Functioning Demand-Driven System
Decisions about the training provided results from a combination of general labor market projections and specific needs expressed by employers Employers’ needs pull more weight than labor market projections, but both sources of input are considered together Training decisions are not made based on schools having certain programs already available or job seekers walking in the door saying they want training in a particular occupation Characteristics/Indicators of a Well- Functioning Demand-Driven System
Job seekers services are modified according to employer demand and feedback and resources allocated accordingly Job seeker services are not driven by “supply side” sources such as: allowable activities, assumed needs, or job seeker requests that are not compatible with employer demand Characteristics/Indicators of a Well- Functioning Demand-Driven System
Training programs and other services are designed by employers with input from staff (not the other way around) Staff are responsive, swift and develop creative solutions Programs/trainings are started and stopped as the demand (pull) changes Programs/trainings will vary considerably from one region to region if it is truly demand driven Characteristics/Indicators of a Well- Functioning Demand-Driven System
The Regional Contractors provide services only to employers in their geographic area, they do not work directly with employers covered by other workforce agencies, except through partnership. To meet the needs of employers in its geographic region, the Regional Contractor will draw from residents who live in the labor shed’s commute radius or those willing to relocate to the area. Characteristics/Indicators of a Well- Functioning Demand-Driven System
Employer Business Service Rep (BSR) Oregon Employment Department Partner Meeting or Department Managers submits request presents request Programs review caseloads and pull resumes of participants whose skills already match Employer request Vets TANF Youth Adult DW VOC Rehab
Business Service Rep (BSR) Employer Review resumes final review and ranking OED/BSR takes resumes to Employer follow up contact 48 hrs after drop off reviews resumes HIRED! Placement Follow/up retention calls
Program Staff participants with similar skill sets Determine what additional training is needed develop appropriate training that meets the employer's needs resubmit resume complete short-term industry specific training HIRED Placement Follow/up retention calls NOT HIRED Business Service Rep (BSR), Employer and Program Managers