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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

BRAC I and IIReemployment

Norma Noble

February 13, 2009

brac i 2 5m
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.

brac ii 1 5m
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

slide5
REGIONAL INNOVATION GRANTS

SOUTHERN WIB/TEXOMA

CENTRAL OKLAHOMA

SUBMITTED OR IN PREPARATION

EASTERN WIB

SOUTHEAST WIB

CLEVELAND WIB

stimulus funds estimated allocations
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

stimulus funds training and employment
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
stimulus funds estimated allocations8
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
stimulus funds estimated allocations9
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
reemployment rapid response state planning existing initiatives and programs
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

energy jobs a case study
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

slide13
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.

the role of the governor s council in the stimulus for economic recovery
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!

challenges
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

challenges16
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

employer assistance
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
regional workforce planning
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
lessons learned
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

talent development
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

focus areas
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
enduring themes
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
slide24

OK BRAC Demo

ETA

(Strategic)

Local

Partners

(Tactical)

SOIC

(Operational)

Page 24

workforce system structure governance
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
understanding your economy talent pool
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

diversification of workforce funding
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

new service delivery strategies for one stop career centers
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

leadership and managing change
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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