Department of Labor: DOL CFBCI Business Partnerships

8/14/2019 Department of Labor: DOL CFBCI Business Partnerships

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Scott Shortenhaus

U.S. Department of LaborCenter for Faith Based and Community Initiatives

[email protected]

202.693.6459

Strategies for Working

With Businesses and

High Growth Industries


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Todays Presentation

Know the Issues

Know your EmployerPartners

Know Yourselves


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Resources

National Bureau of Labor Statistics, U.S. Dept. of Labor

(www.bls.gov)

DOL websites (www.dol-tlc.org;www.doleta.gov/BRG/JobTrainInitiative/)

Census Bureau (www.census.gov)

Aspen Institute: Grow Faster Together. OrGrow Slowly Apart. (www.aspeninstitute.org)

Hudson Institute: Workforce 2020. (www.hudson.org)

State and Local
http://www.bls.gov/http://www.dol-tlc.org/http://www.doleta.gov/BRG/JobTrainInitiative/http://www.census.gov/http://www.aspeninstitute.org/http://www.hudson.org/http://www.hudson.org/http://www.aspeninstitute.org/http://www.census.gov/http://www.doleta.gov/BRG/JobTrainInitiative/http://www.dol-tlc.org/http://www.bls.gov/


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DOL High Growth Job Training

Initiative

Demand-driven initiative preparesworkers in high-growth/high-demand industries

Initiative is built on partnershipswith industry, education andtraining providers, workforce

system and economic developmentagencies

http://www.doleta.gov/BRG/JobTrai

nInitiative/


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HGJTI Industries

Health Care Information Technology Biotechnology Geospatial Technology Automotive Retail Advanced Manufacturing Construction Transportation Hospitality Financial Services Energy


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The Crystal Ball Says

Over the next 30 years, 76 million babyboomers will retire, while there will only

be 46 million new workers fromGenerations X and Y entering the laborforce.


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My Kingdom for a Skilled Worker

24% of the projected job growth through 2010will require some level of post-secondaryeducation

In a January 2003 Survey of 3,800 employersnationwide, 51% of employers say they have ahard or very hard time finding qualifiedemployees

Rising to the Challenge U.S. Chamber of Commerce, 2003

Finding skilled labor out there is virtuallyimpossible to do anymore. Even withunemployment the way it is, its hard to findmaintenance technicians that can troubleshoot,tear things down, put things back together.

Customer Needs and Expectations Regarding the Workforce Development System


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Jobs and Education

14.4%7,673,000Short-Term OJT

11.3%3,123,000Moderate-Term OJT

7.5%938,000Long-Term OJT

32%1,626,000Associate Degree

22.5%4,006,000Bachelors Degree

23.7%353,000Doctoral DegreePercentNumberEducation Level

Source: U.S. Census Bureau

Projected Growth between 2000 and 2010


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Turnover costs are estimated to be

anywhere from 33% to 250% ofannual pay, so.

A $15,000 ($7.21 per hour) job maycost an employer anywhere from

$5,000 to $37,500 in lost time, moneyand business per turnover.

So What?


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Todays Presentation

Know the Issues


Know Yourselves


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Building Business Partnerships

Understand their business Industry, outlook, expectations Employers culture and environment

Job conditionsDays, Hours, Shift Changes, Alone or TeamWages, Benefits, and how they compare

locally

Skill Requirements, Difficulty, AnticipatedChangesGrowth Opportunity, Career Paths

Employers rate and cost of turnoverBottom-line concerns and impact


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Businesses dislike unprofessionalservices

Provide clear and reliable points of contact Ensure commitment and reliability

Explain how your operations work

The process of screening and hiring clients

Screen them as much as they screenyou.


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Todays Presentation

Know the Issues


Know Yourselves


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Workforce-Related Business Services

Tapping into new or under-utilized pools ofcandidates

Screening, assessing, and referring qualifiedapplicants

Training Employability, life, and soft skills; literacy;

parenting; Technical or hard skills Financial Literacy Skills

Entrepreneurial skills Mentoring, coaching, motivating, supporting Assisting with, and referring for, barrier issues:

childcare, transportation, physical and mentalhealth, housing, etc.


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Know your organization and value

Be able to describe 2-3 specificservices that will answer the

employers question:

What does this mean

for my business?


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A Sample of Benefits:Sure Hire Employment, Springfield, OH

Staff make pre-visits to employersto ensure appropriate matches

Applicants will not be job-hoppers,there is a 30-day retentionguarantee

More than one qualified candidatewill be referred

Staff is available for immediate andlong-term follow-up ortroubleshooting


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Research indicates employers will,and find value in, work with 3rd

parties when hiring workers:Someone to vouch for the worker

Screening

Mentoring

Access to childcare, transportation,other services



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Gaining Access

Have a professional business card and title Outlines of curricula, services, and

solutions

A list of where clients are currentlyworking Resumes or profiles of clients Testimonial quotes and letters from

satisfied customers and partners Positive newspaper or media clippings A copy of any agreement the employer

might be asked to sign


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Work with WIBs, One-Stops,Chambers, and other employerorganizations

Use your partners and volunteerswho are business leaders

Be specific, limited, and realistic inwhat youre asking for or offeringemployers

Gaining Access


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Know the issues and thebackground

Know your employer partners

Be clear on your story and value

Remain engaged and at the table

Final Counsel

Documents

Department of Labor: DOL CFBCI Business Partnerships