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EGR 2

EGR 2. WorkOne O ffers the following services:. Staffing Assistance Labor Market Information Re-Entry Services Veteran Services Youth Programs & JAG Unemployment Insurance Assistance. WorkOne Business Services Division.

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EGR 2

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  1. EGR 2

  2. WorkOneOffers the following services: • Staffing Assistance • Labor Market Information • Re-Entry Services • Veteran Services • Youth Programs & JAG • Unemployment Insurance Assistance

  3. WorkOneBusiness Services Division Whether filling one position or expanding a workforce, WorkOne can provide access to thousands of job seekers and FREE job postings on Indianacareerconnect.com. We also offer: • Candidate Screening • Job Fairs • Plus on-site facilities for • Recruitment • Training • Testing

  4. WorkOne J BS Candidate Pool • Professional Networking Groups • Recent College Graduates • Occupational Certification Graduates • Skills Enhancement Graduates

  5. Ex-Offender Re-Entry Program Participants will have available: • One on One Job Placement Assistance • Job Readiness Workshops • Bonding Information • Mentoring post employment

  6. Award Winning JAG Team • Working with At Risk Youth, Providing structure, direction and support • Sweeping the Regional and State-Wide competitions • Works with both in and out of school youth. • Internship opportunities to gain work experience

  7. 2014 Assessment/Forecast

  8. The assessment/forecast for 2014 came as a result of conversations between the WorkOne Business Consultants, Chambers, Economic Developers, and employers of our region. There have also been many conversations between the WorkOne Business Consultants and local post-secondary institutions.

  9. The discussions began as we noticed a slow-down in job placements, job orders being listed, and more and more conversation going on around us about the lack of “skilled employees”. As the state and nation sit on the precipice of another economic down-turn, how is WorkOne as a region preparing for the down-turn and how are we working to position our potential employee customers for the new employment requirements as they come forth?

  10. How are we truly evaluating the needs of our employers and working to create viable solutions to meet those needs?

  11. FOUR YEAR WINDOW APPEARS TO BE STRONG • 2,600 projected new jobs in the next four years • 31 approved projects (23 in Elkhart County) • 8 projects awaiting approval (number of new jobs undetermined) • Businesses appear to have money to invest

  12. 2013 GROWTH TO BE SLOW TO MODERATE • Businesses express pessimism concerning the economic growth over the next 12 months • Business are in a precautionary (wait and see) mode • There is currently a lack of acceptable existing commercial property (buildings) available for expansion and or development

  13. 2013 GROWTH TO BE SLOW TO MODERATE (continued) • Workforce skill gaps continue • Unemployment is projected to remain above 7 percent • Inflation rate is projected to remain around 2 percent

  14. THE PROBLEM • Powerful forces jarring the labor market • Sudden and rapid job growth, hiring needs and skill set needs after two to three years of stagnate and/or decreasing job growth • Finding qualified employees • Ongoing rapid infusion of technology

  15. THE PROBLEM (Continued) • Decline of vocational training in the Regions’ educational system • Three fourths of educators believe their graduates are ready for the job market • Employers do not feel that the majority of people applying for their positions are job ready

  16. THE PROBLEM (Continued) • Decline, and in many cases, elimination of company sponsored training and developmental programs • Businesses that create the bulk of new jobs are unable or unwilling to spend the money to train new hires on their equipment or processes • Absence of work ethic continues to drive employers to the use of temporary agencies to screen potential employees

  17. THE PROBLEM (Continued) • Ongoing mass exodus of a generation of skilled baby boomers headed for retirement, leaving employers with not only a skill gap, but more importantly, a work ethic gap

  18. THE PROBLEM (Continued) • Employers are unwilling to pay higher wages to compete for better skills • Many companies have lowered the wages provided for the same job or for a job with higher output expectations since the economic downturn. • This leads employees to continue to job search for a job paying a few cents more per hour, resulting in a lack of company loyalty.

  19. THE PROBLEM (Continued) • Many employers, educators, guidance/career counselors do not know or understand the wants, needs and or the aspirations of the Millennials (26 years of age or younger) nor do they understand what motivates them: • Millennialsare driven by quality of life versus quantity of money earned • Millennials are driven to give and work in charity organizations – they need to see a bigger picture for employment opportunities that exist for them – is it a job or are they making a difference.

  20. GLOBAL AND DOMESTIC CONCERNS • India, Brazil and China – Growth deceleration • Europe – Recession (Euro crisis) • Japan – The most indebted country in the world • Domestic Fiscal Cliff /Sequestration • Possible return to recession • Budget deficit • Taxation • State direction (New Administration) • Education ( lack of vocational training)

  21. WORKFORCE SKILL GAPS • Inability to pass drug testing • Inability to pass background checks • Reading comprehension is much lower • Math skills missing (measuring)

  22. WORKFORCE SKILL GAPS (continued) • Team work (working and playing well together) • If not appreciated or if denigrated for not being “up to par”, individuals will not participate in a team setting • Less prone to follow instructions • Lack of social skills • Difficult to maintain interest in the job once they are hired

  23. WORKFORCE SKILL GAPS (continued) • Poor attendance • Unwillingness to work weekends or Holidays • Poor attitudes • Unwillingness to work second, third or swing shifts. Unwillingness or inability to work part time

  24. WORKFORCE SKILL GAPS (continued) • Specific to Manufacturing: Welders, Machine Operators, Machine Mechanics, Machine Trouble shooters, Metal Fabricators, Sewers, Cabinet Makers, Woodworkers • Specific to Transportation: Vehicle Mechanics, OTR Truck Drivers (Class A and B CDL) • Specific to Healthcare: Support Workers, CNA • In general, Laborers and Assemblers

  25. UNEMPLOYMENT AVERAGES

  26. JOB ORDERS, OPENINGS, REFERRALS7/1/2012 – 3/6/2013 When you see high numbers of referrals to the job openings, please understand that not all of these are referrals coming from with the WorkOne offices. Many of these are individuals self-referring themselves to positions. Many times individuals refer themselves to jobs for which they are not qualified in order to satisfy the unemployment requirement of applying for jobs. Often, they are not interested in the job and they refer themselves multiple times for the same position. As we continue to work with more individuals through the Emergency Unemployment Compensation Re-Employment Assistance (EUCREA) program, we are able to better assist them in appropriate referrals to jobs for which they are qualified.

  27. EGR2 HOOSIER HOT 50 JOBS

  28. EGR2 HOOSIER HOT 50 JOBS

  29. EGR2 HOOSIER HOT 50 JOBS

  30. EGR2 HOOSIER HOT 50 JOBS

  31. What about Small Businesses? WorkOne, in partnership with SCORE and IEDC, conducted a Small Business Symposium on March 6, 2013: - SCORE focused upon providing the businesses with capabilities to grow their business - Department of Workforce Development provided information on employer’s management of Unemployment Insurance   - WorkOne Business Services team provided an overview of services being offered to our customers as we move forward developing the workforce needed to meet the new emerging economy   - A symposium is currently being planned for Elkhart County

  32. DRIVING QUESTIONS FOR OUR REGION • How do we instill work ethic in individuals being asked to work at a lower rate of pay for a higher output of work?

  33. DRIVING QUESTIONS FOR OUR REGION • How do we develop the relationships with our training providers to ensure the training provided truly meets the needs of our local employers? • Many training programs are being developed without consideration for the local needs. If individuals cannot get a job doing what they are now trained to do, what is the true value of that training? Where do they have to go to locate that kind of employment

  34. DRIVING QUESTIONS FOR OUR REGION • How do we reduce the brain drain from our region? • How do we train to the future and meet the immediate employer needs?

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