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BRAC I and II Reemployment

BRAC I and II Reemployment. Norma Noble February 13, 2009. BRAC I - $2.5M. Goals established by the Southwest Oklahoma Impact Coalition (SOIC) to assist BRAC-affected workers at Ft. Sill and Altus Air Force Base:

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BRAC I and II Reemployment

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  1. BRAC I and IIReemployment Norma Noble February 13, 2009

  2. BRAC I - $2.5M Goals established by the Southwest Oklahoma Impact Coalition (SOIC) to assist BRAC-affected workers at Ft. Sill and Altus Air Force Base: Increase the regions’ workforce by recruiting exiting military service members and families for regional business and industry and providing skills training and/or credentials as required. Assist spouses of BRAC individuals coming to the region in finding employment. Assist the existing workforce in obtaining skills, credentials and licensures that will result in higher paying jobs and better prepare them to reenter the workforce in the event of layoffs or plant closures. Targeted industries are Advanced Manufacturing, Oil and Gas, Health Care and Transportation, Distribution and Logistics. Expand the education and workforce system infrastructure to support new technologies, entrepreneurial development, life-long learning and high growth/high demand business and industries desiring to invest in the region.

  3. BRAC II - $1.5M Goals established by the Oklahoma Aerospace Triangle include: Develop a process to better gauge demand occupations in the field and the commonalities of those occupations between military and commercial aerospace Work with all Oklahomans, particularly dislocated workers, to start businesses and promote entrepreneurship in the aerospace field Promote aerospace as a career for the entire potential pipeline of present and future workers Create cooperation among elements of the education systems for seamless and agile curricula to support industry needs Promote aerospace careers to dislocated workers through Rapid Response activities and special projects

  4. AerospaceTriangle

  5. REGIONAL INNOVATION GRANTS SOUTHERN WIB/TEXOMA CENTRAL OKLAHOMA SUBMITTED OR IN PREPARATION EASTERN WIB SOUTHEAST WIB CLEVELAND WIB

  6. Stimulus Funds – Estimated Allocations Oklahoma - TRAINING WIA Adult $4.1 mil WIA Youth (INCLUDING SUMMER JOBS PROGRAM) $9.9 mil Dislocated Worker $6.2 mil National Emergency Grants Competitive High Growth Grants Community Service Employment (Older Americans) Job Corps

  7. Stimulus Funds – Training and Employment Oklahoma REEMPLOYMENT • STATE UNEMPLOYMENT INSURANCE • EMPLOYMENT SERVICE OPERATIONS • YOUTHBUILD • TRADE ADJUSTMENT ASSISTANCE VOCATIONAL REHABILITATION • ENERGY AND GREEN JOBS • HEALTH RESOURCES • TRANSPORTATION – ON THE JOB TRAINING • COMMUNITY SERVICE BLOCK GRANT

  8. Stimulus Funds – Estimated Allocations Other Workforce Training and Job Related Proposed Funds Construction Transportation • Distributed to State & Local Governments and Indian Tribes Public Housing Education • Pell Grants • Education Technology • Special Education

  9. Stimulus Funds – Estimated Allocations Oklahoma Other • NUTRITION • SPECIAL SUPPLEMENTAL PROGRAM FOR WOMEN, INFANTS, AND CHILDREN • SOCIAL SERVICES BLOCK GRANT • COMMUNITY DEVELOPMENT BLOCK GRANT • SMALL BUSINESSES • ENERGY-WEATHERIZATION ASSISTANCE PROGRAM

  10. Reemployment / Rapid Response State PlanningExisting Initiatives and Programs Proactive Layoff Reactive Timeline Rapid Response Rapid Response Watch List WARN Notice (or other) OESC TAT Team CRC WorkKeys File UI Claim Union Intervention and/or Support ATAA/ TAA/ NEG $ Grow Oklahoma .com Industry Sector Development Job Fairs WIB Layoff Aversion Grow Oklahoma .com TAA/TRA/ ATAA/NEG Assessments of DLW EMSI Modular (Find needs in regions) Fast-Track Training Faith-Based Support Fast-Track/ Short Term Training Job Fairs Union Support

  11. ENERGY JOBS: A CASE STUDY • Traditional definition of the Energy Industry Extraction: Mining Refining Trash Generation: Electric Gas Steam Battery Transmission: Transportation Pipelines and Power Lines Infrastructure • Traditional Energy Jobs Assemblers, Truck Drivers, Inspectors, Electrical Power Line Installers and Repairers, Operating Engineers, Construction Laborers, Maintenance and Repair Workers, Industrial Engineers, Telecommunication Line Installers, Power Plant Operators

  12. BUT ALTERNATIVE ENERGY JOBS ARE DIFFERENT • BUILDING RETROFITTING ELECTRICIANS, HVAC Mechanics, Carpenters, Roofers, Insulation Workers, Carpenter Helpers. Industrial Truck Drivers, Construction Managers SOLAR POWER Electrical Engineers, Electricians, Industrial Machinery Mechanics, Welders, Metal Fabricators, Electrical Equipment Assemblers, Installation Helpers, Laborers, Roofers, and Construction Managers ENERGY/GREEN JOBS ARE NOT NEW JOBS BUT JOBS THAT ARE REINVENTED BY THE ADDITION OF SKILL SETS THAT ADDRESS THE NEW TECHNOLOGY. OFTEN WE WILL TRAIN PEOPLE, NOT FROM SCRATCH BUT BY ADING TO THEIR EXISTING SKILL.

  13. THE ROLE OF THE GOVERNOR’S COUNCIL IN THE STIMULUS FOR ECONOMIC RECOVERY • STRATEGIC PLANNING • EXTENSION IN APRIL • TWO-YEAR PLAN SUBMITTED BY JUNE 30 • GUIDANCE IN PREPARING THE WORKFORCE FOR RECESSION ECONOMY AND POST RECESSION ECONOMY DOING THE URGENT AND THE IMPORTANT!

  14. CHALLENGES • FIFTY PERCENT OBLIGATION IN 120 DAYS • EMPLOYERS • JOB SEEKERS: COMMUNICATIONS, JOB CLUBS, SOCIAL NETWORKS • NEW JOBS • BUILDING PIPELINES • ARE LEGISLATIVE, POLICY OR PROCESS REVISIONS REQUIRED? • CAPACITY • EDUCATION: SHORT TERM TRAINING, WORK-BASED LEARNING, BUILDING PIPELINES, ON-THE-JOB TRAINING, COOPERATIVE EDUCATION, INTERNSHIPS

  15. CHALLENGES • SERVICE DELIVERY SYSTEM • SPACE • STAFFING • SERVICE QUALITY • TECHNOLOGY • TOOLS • COMMUNICATION: SOCIAL NETWORKS • TRAINING AND REEMPLOYMENT INCUMBENT WORKERS, LIMITED SKILLS, OLDER WORKERS, YOUTH 21-24, DELAYED RETIREMENT RESEARCH: WHAT WE DON’T KNOW: SKILLS OF DISLOCATED WORKERS, EMPLOYERS/INDUSTRIES WHO ARE HIRING, REGIONAL INFORMATION, TOOLS

  16. EMPLOYER ASSISTANCE • RETENTION: SCHEDULING ALTERNATIVES • RESPONSES TO DOWNTURN: STAFFING ALTERNATIVES: JOB SHARING, INTERNSHIPS, OJT, APPRENTICESHIPS • PRODUCTIVITY IMPROVEMENTS: LEAN AND OTHER INNOVATIONS • MANAGING DURING THE RECESSION: EMPLOYEE STRESS RESPONSE, AUTOMATION, SKILL GAP ANALYSIS, ASSESSMENTS

  17. REGIONAL WORKFORCE PLANNING • PLANNING: TWO YEARS REEMPLOYMENT: MODELS (KWIKSET AND DAYTON)--- RAPID RESPONSE, ASSESSMENT, CAREER GUIDANCE, REGIONAL EMPLOYERS, • CONVENING AND COORDINATION OF RESOURCES FOR A REGIONAL PLAN: ECONOMIC DEVELOPERS, INDUSTRY SECTORS, EDUCATION, COMMUNITY BASED SUPPORT SERVICES • 2009 SUMMER JOBS PROGRAM • STAFFING, SPACE, SERVICE QUALITY • CONTRACTING FOR SERVICES • RECRUITMENT(3 DAYS VERSUS 13 WEEKS) • TECHNICAL ASSISTANCE • COMMUNICATION

  18. Lessons Learned Importance of organizational capacity in support of business leadership Challenge to sustain grant funded approach; must be integrated in operations of partners at all levels – state, region, local Challenges posed by existing public policy – need to resolve and align at federal, state, local levels Focus should be to develop replicable, sustainable, scalable models Need to develop, sustain, collaborative, cooperative partnerships – it’s the foundation you build upon

  19. Building Blocks for a State Response

  20. Talent Development A comprehensive strategy to develop regional talent development systems that drive regional economic competitiveness, job growth and new opportunities for American workers. Higher Education Workforce System Industry Adult Education Other Lifelong Learning Pre-School, K - 12

  21. Focus Areas 5 Transformational Areas: • Workforce System Structure & Governance • Understanding your Economy and • Your Talent Pool • Diversification of Workforce Funding • New Service Strategies for One-Stop • Career Centers • Leadership and Managing Change

  22. Enduring Themes • Economic change demands both strategic and organizational change • Intellectual capital (quality of workforce) will define both individual and regional competitiveness • Attracting, developing, re-training and retaining workforce demands systemic change focused on strategic partnerships

  23. OK BRAC Demo ETA (Strategic) Local Partners (Tactical) SOIC (Operational) Page 24

  24. Six-Step Model

  25. Catalyst and convener: partnership development and strategic alignment Focuses on the regional economy, not political or geographical jurisdictions Integrates workforce development, economic development, and education policy, practice, and funding Maximizes flexibility & agility Workforce System Structure & Governance

  26. Understanding Your Economy & Talent Pool Comprehensive economic and workforce information drives strategies, investments, and service delivery Underutilized talent pools = significant assets Strategies build the talent pipeline to meet current and future workforce needs Education strategies are mapped to existing and emerging career ladders & lattices

  27. Diversification of Workforce Funding Broad and deep mapping of all available funding & resources WIA is not the sole source of training dollars Shared talent development strategy drives all investments Focus on post-secondary education and lifelong learning opportunities Eliminate duplication in funding and service delivery

  28. New Service Delivery Strategies for One-StopCareer Centers Centers organized by function, not by agency, program, or funding stream Staff’s work directly aligns with the larger talent development strategy Career coaching and assessment vs. case management and eligibility determination

  29. Leadership and Managing Change All staff have access to the resources, knowledge, and support to effect change All understand transformation operationally as well as strategically Leadership encourages entrepreneurship & innovation at all levels of the system Progress is measured, benchmarked, and rewarded

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