The Youth Outreach Workforce Partnership program has begun its second year of providing the "soft skills" training identified as missing in today's workforce by a survey conducted by the Southwest Region Workforce Investment Board. These skills include: 1) getting a fob (application do's & don'ts, interview behavior & appearance), 2) customer service (greetings, thanking the customer, making change), and 3) keeping a job (good work habits, avoiding tardiness & absenteeism, conflict resolution, interacting with team members & supervisors, being a good employee).
Able Manufacturing & Assembly, LLC, Southwest Missouri Bank, JCPenney, Inc, and Rock-Tenn Ave, St. John's Regional Medical Center, Cardinal Scale, General Mills Bakeries & Foodservice and Vatterott College were all instrumental in the partnership with the Chamber, the Career Center, and the WIB.
The students in the program are given a tour of each facility followed by a seminar on one aspect of workforce skills that is particularly important to that company. Response from the students and businesses has been overwhelmingly positive. These businesses and several others have agreed to give a preferential interview to any applicant who successfully completes this program. All the applicant has to do is attach a copy of the Certificate of Achievement to their application. A copy of the certificate is available to view on the chamber website.
The Chamber encourages all of its member businesses to consider joining them in this Employer Interview Pledge and support these individuals in their attempts to become significantly qualified to join today's workforce. Susan Adams, Able Manufacturing & Assembly, LLC, is the Chair of our committee. This year's program runs through March, 2007. If you would like more information about this program or are interested in becoming a participating business, please contact Susan at 623.3060, or by email. Cary Beasley can be reached by phone at 624.4150 or by email.
Seed capital to launch the program in 2005 was provided by a grant from the Workforce Investment Board. The WIB is involved this year in helping organizing the program link to the Career Center. Financial support for the Chamber now comes through corporate sponsorships. The Presenting Sponsor is General Mills Bakeries and Foodservice. Gold sponsors include: Cardinal Scale, LaBarge, Inc. - Electronics Division, Vatterott College and EaglePicher Technologies, LLC.
Wednesday, December 13, 2006
Tuesday, December 12, 2006
Business Retention Project Featured in Joplin Globe
The Business section of the Joplin Globe featured an article on the WIB's Business Retention Project and its integration with the economic development strategy for the City of Carl Junction. The December 12 article highlights Carl Junction's focus on the needs of the existing business base and how city officials are collaborating with the WIB's project to provide deploy effective economic development strategy. The article appears in the Globe's print edition of page B1 and can be found online. For more on the Business Retention project, check out the WIB's website.
Monday, December 11, 2006
Career Center Assists Employees Affected by Layoffs at O'Sullivan Industries
The Rapid Response Team of staff from the WIB and the Joplin Career Center provided services to employees that were displaced in a layoff at O'Sullivan Industries. Thirty office-based employees were affected by the layoff at the Lamar manufacturing facility.In a December 9 press release, O'Sullivan officials noted that the company is continuing the effort of examining its operating model and making lasting changes to result in a more productive, efficient, and effective organization. This focus has resulted in an office and salaried headcount reduction in both Lamar, MO and Roswell, GA.
"This is not about cutting isolated expense items. Rather, we're working to reset and lower our cost base to prepare the company for a period of sustainable growth, beginning in 2007”, explained Gary Ramey, Senior Vice President, Marketing and Sales.
The affected employees were notified of the layoff on December 4th. Staff from the Career Center's Rapid Response, Dislocated Worker, and Trade Act programs were in Lamar the following day to provide information and orientation to the services available.
In addition to engaging services from the local Career Center, O’Sullivan contracted with outplacement firm, CMResources. Headquartered in Atlanta, GA, the firm provides career counseling, resume’ services, and networking assistance.
The plant in Lamar will be phasing out a third shift pack line. All those employees, however, have been reassigned in the plant.
Thursday, December 07, 2006
Gov. Blunt Announces Enhanced Enterprise Zone Status for City of Carthage/Jasper County
Gov. Matt Blunt announced this week that the Missouri Department of Economic Development has approved Enhanced Enterprise Zone status for the city of Carthage and part of Jasper County.
The Enhanced Enterprise Zone program will help development efforts and create jobs by providing state and local benefits to companies that expand or locate in the zone.
“I applaud the leaders in Carthage and Jasper County for working together to make this program available to attract investment and create jobs,” Blunt said. “The Enhanced Enterprise Zone program will help further support the city and county’s economic development efforts and give them a competitive edge in attracting new business opportunities.”
The new zone’s boundaries will include areas that have higher levels of distress, due to recent job migration, and less investment in residential and commercial property. The seven member board will utilize the program to broaden economic development opportunities throughout the city and parts of the county.
The new zone’s boundaries will include areas that have higher levels of distress, due to recent job migration, and less investment in residential and commercial property. The seven member board will utilize the program to broaden economic development opportunities throughout the city and parts of the county.
The new enhanced enterprise zone will have a 25-year lifespan. Eligible businesses that locate in the new zone can receive state tax credits based on job creation and investment for up to 10 years. The tax credits must be used in the tax year issued or the business has the option of selling the tax credits or receiving a refund for the unused balance.
For information on the program, contact the Economic Development office in the Carthage Chamber of Commerce. They can be reached at (417) 358-2373.
Friday, December 01, 2006
Hiring Managers Reveal This Year’s Most Bizarre Reasons Employees Gave for Missing Work
Are employees getting away with playing hooky from the office? According to CareerBuilder.com’s annual survey on absenteeism, 32 percent of workers said they called in sick when they felt well at least once in the last year. One-in-ten admitted to doing so three times or more. And while some employers said they typically don’t question excuses given, others were more skeptical. Twenty-seven percent of hiring managers reported they have fired a worker for calling in sick without a legitimate reason. The survey, “Out of the Office,” was completed in September 2006 and included 1,650 workers and 1,150 hiring managers nationwide.
The most popular motivator for missing work was the need to relax, according to nearly half (48 percent) of workers. Twenty-four percent of workers pointed to the desire to catch up on sleep while 20 percent cited personal errands. Other top reasons included doctor’s appointments (17 percent), plans with family and friends (16 percent) and housework (16 percent).
One-in-four workers said they consider their sick days to be equivalent to vacation days and treat them as such.
Comparing genders, women were more likely to take a sick day when they weren’t feeling under the weather. Thirty-seven percent of women called in sick with bogus explanations compared to 26 percent of men. On the employer side, men were more likely to terminate an employee for an unexcused sick day. Thirty-five percent of men have fired an employee for calling in sick with a fake excuse compared to 15 percent of women.
"Although an improvement from last year, the amount of unexcused absences from the office is significant and can be indicative of employee dissatisfaction," said Rosemary Haefner, Vice President of Human Resources at CareerBuilder.com. "Forty-five percent of hiring managers have caught an employee calling in sick with a fake excuse. This begs two questions: Do you have the right employees working for your organization and do you have the right employee management practices in place for your staff?"
Workers who are chronic offenders may be running out of ideas. Forty-one percent of hiring managers said they have received unusual or suspicious sick day alibis. Sixty-two percent did not believe them. When asked to share the most unusual excuses employees gave for missing work, hiring managers offered the following examples:
1) Employee was poisoned by his mother-in-law.
2) A buffalo escaped from the game reserve and kept charging the employee every time she tried to go to her car from her house.
3) Employee was feeling all the symptoms of his expecting wife.
4) Employee called from his cell phone, said he was accidentally locked in a restroom stall and no one was around to let him out.
5) Employee broke his leg snowboarding off his roof while drunk.
6) Employee’s wife said he couldn’t come into work because he had a lot of chores to do around the house.
7) One of the walls in the employee’s home fell off the night before.
8) Employee’s mother was in jail.
9) A skunk got into the employee’s house and sprayed all of his uniforms.
10) Employee had bad hiccups.
11) Employee blew his nose so hard, his back went out.
12) Employee’s horses got loose and were running down the highway.
13) Employee was hit by a bus while walking.
14) Employee’s dog swallowed her bus pass.
15) Employee was sad.
This survey was conducted online by Harris Interactive® on behalf of CareerBuilder.com among 1,650 workers and 1,150 hiring managers, ages 18 and over, within the United States between August 31 and September 5, 2006. Figures for age, sex, race/ethnicity, education, region, household income and number of employees were weighted where necessary to the ‘Employee’ segment in order to bring them into line with their actual proportions in the population. The ‘Employer’ segment was weighted by number of employees to bring them in line with their actual proportions in the population. Both segments were weighted using propriety algorithms in order to align the online population to be more representative demographically and behaviorally of the total population of online and offline workers.
The most popular motivator for missing work was the need to relax, according to nearly half (48 percent) of workers. Twenty-four percent of workers pointed to the desire to catch up on sleep while 20 percent cited personal errands. Other top reasons included doctor’s appointments (17 percent), plans with family and friends (16 percent) and housework (16 percent).
One-in-four workers said they consider their sick days to be equivalent to vacation days and treat them as such.
Comparing genders, women were more likely to take a sick day when they weren’t feeling under the weather. Thirty-seven percent of women called in sick with bogus explanations compared to 26 percent of men. On the employer side, men were more likely to terminate an employee for an unexcused sick day. Thirty-five percent of men have fired an employee for calling in sick with a fake excuse compared to 15 percent of women.
"Although an improvement from last year, the amount of unexcused absences from the office is significant and can be indicative of employee dissatisfaction," said Rosemary Haefner, Vice President of Human Resources at CareerBuilder.com. "Forty-five percent of hiring managers have caught an employee calling in sick with a fake excuse. This begs two questions: Do you have the right employees working for your organization and do you have the right employee management practices in place for your staff?"
Workers who are chronic offenders may be running out of ideas. Forty-one percent of hiring managers said they have received unusual or suspicious sick day alibis. Sixty-two percent did not believe them. When asked to share the most unusual excuses employees gave for missing work, hiring managers offered the following examples:
1) Employee was poisoned by his mother-in-law.
2) A buffalo escaped from the game reserve and kept charging the employee every time she tried to go to her car from her house.
3) Employee was feeling all the symptoms of his expecting wife.
4) Employee called from his cell phone, said he was accidentally locked in a restroom stall and no one was around to let him out.
5) Employee broke his leg snowboarding off his roof while drunk.
6) Employee’s wife said he couldn’t come into work because he had a lot of chores to do around the house.
7) One of the walls in the employee’s home fell off the night before.
8) Employee’s mother was in jail.
9) A skunk got into the employee’s house and sprayed all of his uniforms.
10) Employee had bad hiccups.
11) Employee blew his nose so hard, his back went out.
12) Employee’s horses got loose and were running down the highway.
13) Employee was hit by a bus while walking.
14) Employee’s dog swallowed her bus pass.
15) Employee was sad.
This survey was conducted online by Harris Interactive® on behalf of CareerBuilder.com among 1,650 workers and 1,150 hiring managers, ages 18 and over, within the United States between August 31 and September 5, 2006. Figures for age, sex, race/ethnicity, education, region, household income and number of employees were weighted where necessary to the ‘Employee’ segment in order to bring them into line with their actual proportions in the population. The ‘Employer’ segment was weighted by number of employees to bring them in line with their actual proportions in the population. Both segments were weighted using propriety algorithms in order to align the online population to be more representative demographically and behaviorally of the total population of online and offline workers.
Wednesday, November 22, 2006
Save the Date! Workforce Summit set for January 31st
The future of Southwest Missouri’s economic prosperity is in its workforce. The region’s annual conference on improvement of the workforce for local businesses and communities is planned for January 31, 2007 in Joplin. Titled, “The Workforce Summit of Southwest Missouri,” the half-day conference will debut new research and workforce improvement solutions for business executives and community leaders. The theme for this year’s event centers around “Workforce Innovation as a Competitive Asset." More details will be released in early December here on the blog and at the WIB's website.
WIB Adopts Best Practices for Performance Impact
One of the key themes identified in the WIB Benchmarking Project is nature of high-performing WIBs to focus at a higher strategic level. One of many tools to help manage this organizaitonal priority at model Workforce Boards is the use of Consent Agenda to optimize the meeting process.Accountability is one of the key strategic values of the Southwest Missouri WIB. As such, fudiciary and program responsibility will always remain on the WIB’s radar screen. The use of the Consent Agenda tool helps the WIB meet this responsibility efficiently while keeping the focus on strategic importance related to economic and workforce development for the region.
At its October 25th meeting, the WIB formally adopted a rule of order to utilize the Consent Agenda process at future meetings. In short, Consent Agenda consolidates routine, operational issues into one brief action at each Board meeting. The Executive Committee populates the consent agenda each month and all items are sent well in advance for members to review ahead of the meeting. If all is in order, the items advance as one approval. However, if members feel an item needs further discussion, items may be pulled individually and placed on the regular agenda while allowing other items to pass normally.
In addition to consent agenda, other measures were approved at the October WIB meeting to improve efficiency and effectiveness. The WIB re-organized its committee structure, eliminating basically all standing committees with the exception of the Executive Committee and the Youth Council. The Executive Committee will oversee the consent agenda as well as routine operational matters of personnel and finance as needed. The Youth Council was combined with the Youth Outreach Workforce Partnership of the Joplin Area Chamber of Commerce earlier this year as a joint effort to advance strategic issues of the emerging youth workforce.
The new structure emphasizes “workgroups” to carry-out strategic initiatives on an as-needed, project-driven basis. Unlike standing committees alone, the workgroups have a set start and end date with specific tasks and specific performance mandates accountable to the Board. As a result, full Board meetings will now be held every other month as opposed to monthly with meetings that focus on strategy, performance, and other big-picture issues.
Board members and staff alike are excited about the new structure and the realm of opportunities that lay ahead for the organization to make even greater impacts on economic development and prosperity for Southwest Missouri. Visit our website for more information on the WIB’s organizational chartering efforts
Tuesday, November 21, 2006
One-Stop Business Services Staff Trained for Occupational Analysis Projects
Business Services Staff from the Missouri Career Center joined together with WIB staff on November 21st to participate in a half-day training session to prepare for the rollout of the WorkKeys® Estimator occupational analysis tool as a valuable new service to business customers throughout Southwest Missouri. Steve Anderson from ACT®, the parent organization for WorkKeys® delivered the training and help local staff strategize on how to maximize the effectiveness of WorkKeys as part of the WIB’s Career Readiness Credential initiative.Southwest Missouri’s approach with the WorkKeys® Estimator will help facilitate business customers in their recruiting, training, and development plans. Occupational profiles are analyzed and compared with local jobs to help businesses estimate the skill levels needed for top performance. Varying levels of occupational profiling are available. For jobs that need more complex analysis incorporated with high-stakes hiring decisions, the Alliance for Business Consulting and Development can take referrals from the Career Center.
For more on WorkKeys Estimator, contact Tracy Lemmons or Jasen Jones at the Joplin Career Center, (417) 629-3000.
Friday, November 10, 2006
WIB Benchmarking Research Now Online
Southwest Missouri's WIB was one of four leading-edge WIBs statewide to participate in a WIB Benchmarking Project. Other participating groups included the WIBs in Kansas City, Northwest Missouri, and Central Missouri, along with the Missouri Training and Employment Council (state WIB) and the Missouri Division of Workforce Development. Nina Babich and Donna Cruder with the Corporation for a Skilled Workforce (CSW), were contracted as consultants to facilitate the project.
The WIB Benchmarking Project researched and identified high-profile, top-performing WIBs for a series of site visits and interviews with staff and Board members at each of the participating sites. The WIBs ranged in geographic scope and population from rural, to suburban, to urban, and were located in the states of Texas, Connecticut, West Virginia, Pennsylvania, Indiana, and Florida. Local WIB Executive Director, Jasen Jones, and Board Members Gary Little and Kevin Rainwater represented Southwest Missouri on the site visits in the Spring and Summer of 2006.
Insights collected from the site visits are summarized in a report on Critical Success Factors for WIBs. This report was released in November of 2006 and is downloadable here as a PDF.
The success factors identified and explained in the report will ultimately provide a foundation for chartering/certification guidelines for WIBs in Missouri. Check back often for Southwest Missouri's progress and success in the attainment of chartering guidelines as part of ongoing strategy through the WIB's Organizational Development workgroup.
The WIB Benchmarking Project researched and identified high-profile, top-performing WIBs for a series of site visits and interviews with staff and Board members at each of the participating sites. The WIBs ranged in geographic scope and population from rural, to suburban, to urban, and were located in the states of Texas, Connecticut, West Virginia, Pennsylvania, Indiana, and Florida. Local WIB Executive Director, Jasen Jones, and Board Members Gary Little and Kevin Rainwater represented Southwest Missouri on the site visits in the Spring and Summer of 2006.
Insights collected from the site visits are summarized in a report on Critical Success Factors for WIBs. This report was released in November of 2006 and is downloadable here as a PDF.
The success factors identified and explained in the report will ultimately provide a foundation for chartering/certification guidelines for WIBs in Missouri. Check back often for Southwest Missouri's progress and success in the attainment of chartering guidelines as part of ongoing strategy through the WIB's Organizational Development workgroup.
Thursday, November 09, 2006
NBLP Pairs SW MO with SC PA
The Southwest Missouri WIB was one of only 21 protege groups selected nationwide as a protege to particpate in the National Business Learning Partnership (NBLP). Jasen Jones and Tracy Lemmons represented Southwest Missouri recently at a kickoff training and matching event in Denver, Colorado. As part of the peer-to-peer matching of protege WIBs with mentoring WIBs, Southwest Missouri was paired with the WIB of South Central Pennsylvania in Harrisburg, PA.
The Pennsylvania group will guide Southwest Missouri on ways to take the WIB to the next level of excellence and impact. The project's workplan includes consulting and mentoring efforts related to use of Industry Consortium outreach, one-stop chartering, new data intelligence tools, and multi-region/interstate collaboration.
Keep track the progress of the NBLP project for Southwest Missouri through regular updates here at the WIB's Blog.
The Pennsylvania group will guide Southwest Missouri on ways to take the WIB to the next level of excellence and impact. The project's workplan includes consulting and mentoring efforts related to use of Industry Consortium outreach, one-stop chartering, new data intelligence tools, and multi-region/interstate collaboration.
Keep track the progress of the NBLP project for Southwest Missouri through regular updates here at the WIB's Blog.
Wednesday, November 08, 2006
WIB News Watch Now Online
As part of its WorkforceZone family of publications and information products, the WIB has released it's debut newsletter, the WIB News Watch. This quick and easy read will be released at least every other month in printed form to members and stakeholders and online as a downloadable PDF free of charge.
Thursday, November 02, 2006
Workforce Conference Presentation Handouts Now Downloadable Online
Presentation handouts for several of the sessions at the recent Missouri Governors Conference on Workforce Development are now available for download.
Wednesday, October 11th:
In addition to archives of conference handouts, the conference website operated by DWD has a photo gallery, a bank of press releases, and a participant survey.
Wednesday, October 11th:
- Disability Program Navigator
- Lifelong Learning Accounts (LiLAs)
- Training Consortium - How to Make it Work
- Moving Beyond Just Business Services...Becoming a Business Champion
- Transitioning to a Demand-Driven Workforce System
- Is America Falling Behind in Math and Science? And What Should WIBs do About It?
- Practical Tools for Workforce Professionals: The Latest in Missouri Labor Market Information
- Missouri Dept. of Corrections - A Philosophical Change in Business
- Operation Jumpstart: Entrepreneurial Opportunities for Non-Traditional Customers
- Missouri's CRC System, Why It Will Work!
- A Dialogue on Reaching and Serving People with Limited English Proficiency
- Healthcare Innovations: Expanding Nursing School Enrollment Through a Hospital-Employed Clinical Faculty Model
- Getting the Big Picture: Combining WorkKeys Foundational and Personal Skills Assessments to Find the Right Employees
- Matching Client Assessment to Career Options
- Achieving Partnerships and Performance with the Adult Common Measures
- Developing the Pipeline for Health Professions
- Rethinking Upgrading & Retention in Healthcare: The Universal Healthcare Worker
- Benchmarking WIBs: What Makes a Great Board? (This is the panel that featured SW MO WIB Exec Jasen Jones, and WIB Member Gary Little)
- State Administrators Forum
In addition to archives of conference handouts, the conference website operated by DWD has a photo gallery, a bank of press releases, and a participant survey.
Wednesday, November 01, 2006
Save the Date: MSSU Economic Summit Planned for April 2007
As reported in the newsletter from the Regional Economic Development Center at Missouri Southern State University (MSSU), their first-ever Regional Economic Summit is set for the last Friday in April. The event kicks off at 9:00 a.m. on the MSSU campus with world-renowned futurist Erik Peterson of the Center for International and Strategic Studies in Washington, DC. Mr. Pterson is the director of the widely admired Seven Revolutions futures project that examines the world economy and how to prepare for it.
The summit will feature break-out sessions on economic development nuts and bolts with legislators and professionals, sessions on the arts as development tools, the future of water quality and availability, international business in our region, and strategies to preserve our environment while accomodating development. Kansas Governor Kathleen Sebelius and Missouri Governor Matt Blunt are invited guests to address the Summit.
Brochures announcing the summit are being prepared for distribution in early 2007. Dr. Tom Simpson heads up the Regional Economic Development Center at MSSU. He may contacted by phone at 417-625-3016 or by email to simpson-t@mssu.edu.
The summit will feature break-out sessions on economic development nuts and bolts with legislators and professionals, sessions on the arts as development tools, the future of water quality and availability, international business in our region, and strategies to preserve our environment while accomodating development. Kansas Governor Kathleen Sebelius and Missouri Governor Matt Blunt are invited guests to address the Summit.
Brochures announcing the summit are being prepared for distribution in early 2007. Dr. Tom Simpson heads up the Regional Economic Development Center at MSSU. He may contacted by phone at 417-625-3016 or by email to simpson-t@mssu.edu.
Tuesday, October 24, 2006
National Survey Shows Gaps in Employable Skills Among American Workers
A new study conducted by The Conference Board, Corporate Voices for Working Families, The Partnership for 21st Century Skills, and The Society for Human Resource Management further validates a local WIB strategic priority in boosting the skills and employability of job seekers and incumbent workers.
Are They Really Ready to Work is an in-depth study of the corporate perspective on the readiness of new entrants into the U.S. workforce by level of educational attainment. The study includes results from both an in-depth survey conducted during April and May 2006 and interviews with a sampling of a dozen HR and other senior executives.
Among the most important skills cited by the more than 400 employers that participated in the research include: Professionalism/Work Ethic, Oral and Written Communications, Teamwork/Collaboration, and Critical Thinking/Problem Solving. A workforce readiness report card is included which provides a summary of the basic knowledge and applied skills that are either "deficient" or "excellent" in those areas that employer respondents rate as "very important".
Research like this is helpful to the Workforce Investment Board by affirming local strategy efforts in improving the soft and basic skills of Southwest Missouri's workforce. Local initiatives, such as the Opportunity Outlook report, and the Work Readiness Credential demonstrate the WIB's direction in answering the market demands of businesses in our region.
Are They Really Ready to Work is an in-depth study of the corporate perspective on the readiness of new entrants into the U.S. workforce by level of educational attainment. The study includes results from both an in-depth survey conducted during April and May 2006 and interviews with a sampling of a dozen HR and other senior executives.
Among the most important skills cited by the more than 400 employers that participated in the research include: Professionalism/Work Ethic, Oral and Written Communications, Teamwork/Collaboration, and Critical Thinking/Problem Solving. A workforce readiness report card is included which provides a summary of the basic knowledge and applied skills that are either "deficient" or "excellent" in those areas that employer respondents rate as "very important".
Research like this is helpful to the Workforce Investment Board by affirming local strategy efforts in improving the soft and basic skills of Southwest Missouri's workforce. Local initiatives, such as the Opportunity Outlook report, and the Work Readiness Credential demonstrate the WIB's direction in answering the market demands of businesses in our region.
Thursday, October 19, 2006
Career Morning Planned for Joplin October 30th
A “Career Morning” will be held at the
As a service provided by the
WIB Selected for National Business Learning Partnership Project
The Workforce Investment Board of Southwest Missouri was one of 39 groups selected nationwide to participate in the National Business Learning Partnership (NBLP) through the U.S. Department of Labor’s Employment and Training Administration. NBLP is a breakthrough opportunity for the WIB that will enhance its position through protege-mentor consulting and open doors for high profile federal grants and projects.
NBLP pairs WIBs that have proven track records with areas seeking assistance on particular issues. Through this peer-to-peer learning structure, workforce practitioners learn from one another and replicate best practices across the system. This peer-to-peer learning approach helps transform workforce investment boards so they are truly a player in developing and implementing regional economic growth strategies.
Southwest Missouri’s proposal to participate in NBLP leverages powerful regional initiatives and affiliations such as the Four State Health Professions Consortium and the Missouri-Arkansas Partnership. The true labor market comprises the crossroads of four state corners with both challenges and opportunities. The WIB desires to replicate its impact beyond political borders to become a more effective workforce intermediary. As the WIB builds on its successful economic development foundation, the integration of economic development and workforce partners in neighboring Arkansas, Kansas, and Oklahoma together with Southwest Missouri will provide strategic synergies and positioning to leverage local resources and collaborate on future projects utilizing an innovative, cross-state regional approach.
The National Business Learning Partnership (NBLP) presents the ideal learning and development venue for Workforce Boards and other economic development collaborations that are truly on the verge of greatness. As a prospective protégé, the Southwest Missouri Workforce Investment Board has embraced the next round of the NBLP opportunity to be paired with mentor organizations of similar size, geographic scope, and like-minded drive to innovate and succeed.
For the NBLP, the WIB has identified the Strong and Sustained Strategic Regional Partnerships and the Talent Development Strategies Driving Regional Economic Competitiveness categories as the two with the most synergistic alignment with the WIB’s current position and future prospects for regional impact. While these are separate and unique categories, they closely share the regional development focus to create the impact desired by the WIB.
WIB Executive Director, Jasen Jones, and Career Center Business Representative, Tracy Lemmons, will represent Southwest Missouri in a kick-off training event and match meeting set for November 1-3 in Denver, CO. For more information on NBLP and how it fits with the WIB, visit our website. Frequent updates on the NBLP project will be posted to the WIB’s blog. Information on previous NBLP projects may be found online at Workforce 3_1.
NBLP pairs WIBs that have proven track records with areas seeking assistance on particular issues. Through this peer-to-peer learning structure, workforce practitioners learn from one another and replicate best practices across the system. This peer-to-peer learning approach helps transform workforce investment boards so they are truly a player in developing and implementing regional economic growth strategies.
Southwest Missouri’s proposal to participate in NBLP leverages powerful regional initiatives and affiliations such as the Four State Health Professions Consortium and the Missouri-Arkansas Partnership. The true labor market comprises the crossroads of four state corners with both challenges and opportunities. The WIB desires to replicate its impact beyond political borders to become a more effective workforce intermediary. As the WIB builds on its successful economic development foundation, the integration of economic development and workforce partners in neighboring Arkansas, Kansas, and Oklahoma together with Southwest Missouri will provide strategic synergies and positioning to leverage local resources and collaborate on future projects utilizing an innovative, cross-state regional approach.
The National Business Learning Partnership (NBLP) presents the ideal learning and development venue for Workforce Boards and other economic development collaborations that are truly on the verge of greatness. As a prospective protégé, the Southwest Missouri Workforce Investment Board has embraced the next round of the NBLP opportunity to be paired with mentor organizations of similar size, geographic scope, and like-minded drive to innovate and succeed.
For the NBLP, the WIB has identified the Strong and Sustained Strategic Regional Partnerships and the Talent Development Strategies Driving Regional Economic Competitiveness categories as the two with the most synergistic alignment with the WIB’s current position and future prospects for regional impact. While these are separate and unique categories, they closely share the regional development focus to create the impact desired by the WIB.
WIB Executive Director, Jasen Jones, and Career Center Business Representative, Tracy Lemmons, will represent Southwest Missouri in a kick-off training event and match meeting set for November 1-3 in Denver, CO. For more information on NBLP and how it fits with the WIB, visit our website. Frequent updates on the NBLP project will be posted to the WIB’s blog. Information on previous NBLP projects may be found online at Workforce 3_1.
Wednesday, October 18, 2006
WIB Welcomes New Members
The WIB is pleased to welcome three new members to the Board. These individuals and others to be named soon are coming to the Board as part of its 2006 membership campaign to expand the leadership capacity and regional impact for the WIB.
As the Human Resources officer for Able Manufacturing and Assembly, LLC, Susan Adams, represents the targeted sector interests of Advanced Manufacturing for the WIB. She is active in the local Industrial Management Consortium and also chairs the Youth Outreach Workforce Partnership for the Joplin Chamber of Commerce.
Adolfo Castillo is a consultant in the Joplin area where he works with local leaders to promote Hispanic involvement in government issues and regularly consults and speaks on education, workforce, health, and welfare impacts of the Hispanic community. For the WIB, he’ll represent the private-sector with the Board’s Global Workforce Relations strategy.
Steve Borders of UMOS, Inc. represents the Migrant/Seasonal Farm Worker public sector for the WIB. UMOS operates this workforce program in Southwest Missouri through the Monett Career Center. As Steve is based at UMOS headquarters in Wisconsin, Anita Franson of the local UMOS staff will sit in for Steve in an ex-officio manner for the WIB.
As the Human Resources officer for Able Manufacturing and Assembly, LLC, Susan Adams, represents the targeted sector interests of Advanced Manufacturing for the WIB. She is active in the local Industrial Management Consortium and also chairs the Youth Outreach Workforce Partnership for the Joplin Chamber of Commerce.
Adolfo Castillo is a consultant in the Joplin area where he works with local leaders to promote Hispanic involvement in government issues and regularly consults and speaks on education, workforce, health, and welfare impacts of the Hispanic community. For the WIB, he’ll represent the private-sector with the Board’s Global Workforce Relations strategy.
Steve Borders of UMOS, Inc. represents the Migrant/Seasonal Farm Worker public sector for the WIB. UMOS operates this workforce program in Southwest Missouri through the Monett Career Center. As Steve is based at UMOS headquarters in Wisconsin, Anita Franson of the local UMOS staff will sit in for Steve in an ex-officio manner for the WIB.
The "Facts About Modern Manufacturing" Profiled in New Report
The WIB has long held the position that manufacturing in Southwest Missouri is a dynamic, growth-oriented sector. For the most part, the opportunities in local manufacturing have promising wages in high-quality work environments. Like any business sector though, manufacturing has its strengths and weaknesses. A new report from the National Association of Manufacturers (NAM) highlights the role that manufacturing serves in the U.S. economy and the challenges that go with such an evolving sector.
“The Facts book sets the record straight about manufacturing’s central role in the U.S. economy,” said NAM President John Engler in an announcement of the new report, The Facts About Modern Manufacturing. “It is an essential resource for anyone interested in the future of manufacturing in America – from policymakers and the media to educators and political candidates who need to know how manufacturing supports their state’s economy and how they can support manufacturing.
“Some mistakenly believe manufacturing in the United States is in decline because of the continuing evolution of global sourcing and competition. In fact, U.S. manufacturing is vibrant, robust and contributes greatly to the dynamic American economy,” added Dennis Cuneo, Senior Vice President at Toyota Motor North America, a sponsor of the report project.
The Facts book highlights six manufacturing pillars that support today’s U.S. economy:
The report is available online for download at NAM's website.
“The Facts book sets the record straight about manufacturing’s central role in the U.S. economy,” said NAM President John Engler in an announcement of the new report, The Facts About Modern Manufacturing. “It is an essential resource for anyone interested in the future of manufacturing in America – from policymakers and the media to educators and political candidates who need to know how manufacturing supports their state’s economy and how they can support manufacturing.
“Some mistakenly believe manufacturing in the United States is in decline because of the continuing evolution of global sourcing and competition. In fact, U.S. manufacturing is vibrant, robust and contributes greatly to the dynamic American economy,” added Dennis Cuneo, Senior Vice President at Toyota Motor North America, a sponsor of the report project.
The Facts book highlights six manufacturing pillars that support today’s U.S. economy:
- Manufacturing made the highest contribution (15 percent) of all sectors to real Gross Domestic Product (GDP) growth between 2001 and today.
- Manufacturing is the engine of American technology development and innovation, responsible for more than 70 percent of private sector R&D
- Manufacturing’s high productivity rate – which determines real wage and benefit compensation – increased by more than 50 percent over the past decade and was far higher than for services.
- Manufactured goods make up more than 60 percent of U.S. exports, helping to pay for U.S. imports. While agricultural exports amount to about $50 billion a year, manufacturers export that much each month.
- Manufacturing wages and benefits are approximately 25 percent higher than in non-manufacturing jobs.
- Manufacturing has a greater multiplier effect on the rest of the economy than does any other sector; each manufacturing dollar generates an additional $1.37 in economic activity.
The report is available online for download at NAM's website.
Tuesday, October 17, 2006
Workgroup Advances One-Stop Chartering Project
Missouri’s Training and Employment Council, functioning at the state WIB, has officially adopted the standards of One-Stop Chartering at its October meeting. This means full speed ahead for a local One-Stop Workgroup of the WIB that is preparing Southwest Missouri to excel as one of the leading region’s in the state for One-Stop Chartering.
The Workgroup is leveraging local resources and energies with a One-Stop Enhancement Grant from the Missouri Division of Workforce Development (DWD) to make facility improvements and service upgrades at the Joplin Career Center, develop a policy framework for integrated management through a One-Stop Operator, and design an innovative business plan that meets and exceeds chartering guidelines.
Helping to consult the workgroup and steer the process in a strategic manner is Nina Babich and Donna Cruder from the Corporation for a Skilled Workforce. The consultants provide technical assistance to the workgroup and represents the workgroup in seeking ongoing policy guidance and clarification from DWD to successfully implement the group’s business plan.
Several members of the workgroup will participate in upcoming Business Plan training. The workshops by the Small Business Development Center at Missouri Southern State University is set for December 6th.
The Workgroup is leveraging local resources and energies with a One-Stop Enhancement Grant from the Missouri Division of Workforce Development (DWD) to make facility improvements and service upgrades at the Joplin Career Center, develop a policy framework for integrated management through a One-Stop Operator, and design an innovative business plan that meets and exceeds chartering guidelines.
Helping to consult the workgroup and steer the process in a strategic manner is Nina Babich and Donna Cruder from the Corporation for a Skilled Workforce. The consultants provide technical assistance to the workgroup and represents the workgroup in seeking ongoing policy guidance and clarification from DWD to successfully implement the group’s business plan.
Several members of the workgroup will participate in upcoming Business Plan training. The workshops by the Small Business Development Center at Missouri Southern State University is set for December 6th.
Sunday, October 15, 2006
Southwest Missouri Highlights from State Workforce Conference
The 2006 Governors Conference on Workforce Development was held October 11-13 in Osage Beach. One of the Super Sessions for the conference profiled the WIB Benchmarking Project. Southwest Missouri was one of our leading edge WIBs in the Show-Me State selected for this research project, which is gaining national attention. WIB member Gary Little and WIB Executive Director Jasen Jones participated as panel speakers for the event.
The recent state workforce conference honored Individual Achievement Award nominees from each of Missouri’s fourteen workforce regions. The award recognizes a Missouri Career Center customer that successfully reaches employment and training goals while overcoming significant obstacles through extreme determination and use of the Center’s resources. The WIB’s One-Stop Workgroup nominated Peter Cowles of the youth program. Peter overcame underemployment, homelessness, and extreme family medical issues and now earns $12-$17/hour (based on output) at La-Z-Boy Manufacturing in Neosho. Peter noted, “They reached out their hands to me when I was in a desperate time of need. All I can say is thank you for all the people who believed in me.”
The recent state workforce conference honored Individual Achievement Award nominees from each of Missouri’s fourteen workforce regions. The award recognizes a Missouri Career Center customer that successfully reaches employment and training goals while overcoming significant obstacles through extreme determination and use of the Center’s resources. The WIB’s One-Stop Workgroup nominated Peter Cowles of the youth program. Peter overcame underemployment, homelessness, and extreme family medical issues and now earns $12-$17/hour (based on output) at La-Z-Boy Manufacturing in Neosho. Peter noted, “They reached out their hands to me when I was in a desperate time of need. All I can say is thank you for all the people who believed in me.”
Wednesday, October 04, 2006
Joplin Chamber, WIB, & School Project Wins State Award
The Joplin Area Chamber of Commerce netted two "Awards of Excellence" from the Chamber of Commerce Executives of Missouri (CCEM). One of the awards in the category of "Outstanding Programs" was presented to the Chamber for the Youth Outreach Workforce Partnership, developed last year by the Chamber in conjunction with the WIB and Joplin High School through a grant program administered by the WIB.
The initiative targets at-risk youth unable to acess adequate skill resources and who are in need of vocational direction to adapt to today's ever-changing job market. Students selected for this program participate in job readiness components such as job applications, resume development, job interview practice, customer service skills, and job retention/survival skills. Congrats to the Chamber for this and its "Outstanding Website" award for joplincc.com. Chamber officials plan to submit profiles on both the youth program and the website for consideration in a nationwide competition later this year with the American Chamber of Commerce Executives association.
The 2006-2007 youth outreach project is already underway. Youth will tour the Joplin Career and participate in career readiness training October 25th. This year’s project builds upon last year’s WIB grant funds and is now completely funded by sponsorships from Joplin Chamber members.
The 2006-2007 youth outreach project is already underway. Youth will tour the Joplin Career and participate in career readiness training October 25th. This year’s project builds upon last year’s WIB grant funds and is now completely funded by sponsorships from Joplin Chamber members.
Monday, October 02, 2006
WorkforceZone.Net Website
The new website for the WIB is coming along. All news items will be placed in this weblog to get the news out quicker and make it easier for our constituents to access. Check out our progress at www.workforcezone.net.
Sunday, October 01, 2006
Fast Forward to the Future of Training Success
Grants developed through the WIB and funded through the Missouri Division of Workforce Development have brought a new realm of training possibilities to Southwest Missouri. In partnership with Alchemy Training Systems, the Missouri Career Centers of Joplin and Monett are proud to introduce SISTEM, a dynamic training solution that boasts savings in time and money with positive results. The One-Stop Career Centers in Southwest Missouri are leading the state in rolling out SISTEM, the Standard Industry Skills and Education Media product. SISTEM incorporates competency-based applications into an interactive training format that provides a rich and enjoyable learning experience for the job seekers and incumbent worker students. Check out SISTEM in Southwest Missouri online at www.workforcezone.com/SISTEM.html.
Thursday, September 28, 2006
Grants Help the WIB Launch Powerful Economic Development Initiatives
More than $7 million in regional workforce grants announced by Missouri Governor Matt Blunt are on the way to WIBs across the state as part of Missouri's Skilled Workforce Initiative. In two rounds of grant funding over the past year from the Division of Workforce Development, the Southwest Missouri WIB netted three grants to help with specific initiatives."Missouri has the best workforce in the world, and this effort will make Missouri workers even more attractive", Blunt said. "Our actions will match the skills and training that potential and existing businesses need to grow, with the Missouri workers who need additional skills and services to be more successful in the workforce."
Gov. Blunt praised the strategic alliances that were developed through the initiative, noting that representatives from business and industry, labor, education, social services and workforce and economic development officials all worked together to develop projects. Community partners have joined in supporting this initiative and are contributing over $7.2 million in local resources.
The Skilled Workforce Initiative consists of seven components: One Stop Career Center Enhancements; Regional Skills Gap; Incumbent Worker Skill Shortages; Youth Skill Shortages and Capacity Building; Business Retention Services; Micro Enterprise Training and Support and Community Workforce Solutions for Low Income Populations. Proposals were competitively solicited from LWIB and scored based on specific criteria: project design and innovation; strategic partnerships; planned performance outcomes and budget sustainability.
For Southwest Missouri, the WIB obtained a Regional Skills Gap grant that was announced in late 2005. In the most recent round announced in June 2006, the WIB received a Business Retention grant along with a One-Stop Enhancement grant.
The Regional Skills Gap project will develop a standardized Work Readiness Credential for the region. The local credential, to be developed in partnership through pilot projects with WorKeys, addresses soft skill gaps as a priority oflocal businesses while aligning with a statewide Career Readiness Credential for basic skills. The grant also provides training opportunities to upgrade worker skills. The WIB has already launched SISTEM, a multi-media training and assessment product in the Missouri Career Centers at Joplin and Monett.
The Business Retention Services grant builds upon the local WIB's strong connection to Economic Development and expands the reach of the Career Centers as an extension of local Chambers of Commerce and Economic Development Organizations across Southwest Missouri. Through the implementation of a full-time Business Retention Coordinator at the WIB office, the WIB will be working with local economic development professionals on retention and expansion campaigns in local communities. While collecting valuable research on local business trends, the communities and the Career Centers will engage key businesses with recognition and appreciation of the companies' investments in the communities. The grant builds a valuable package of economic development and workforce development resources that can be extended to businesses throughout the region. The project also includes provisions for an Early Warning Network to gague economic indicators and provide advance insight into projects that can retain jobs to the region.
The third grant secured by the WIB helps position the region's Career Centers in synergy with several WIB Strategic Priorities. The One-Stop Enhancement grant provides for new services and facility improvements at the Joplin Career Center and guides the region through the upcoming One-Stop Chartering requirements that are emerging statewide. An impressive array of pre-screening functions for businesses are among the services to be added. A new computer lab/classroom in Joplin will provide job seeker customers with basic computer literacy that is in high-demand with local employers.
The competitive grants awarded to the WIB in 2006 mark the start of a major push by the WIB to expand its reach as a prominent workforce intermediary for the economy of Southwest Missouri. Future resource development efforts by the WIB will focus on the Four-State labor market as a whole with the capability of creating impact beyond the traditional seven-county workforce region. Future resources targeted by the WIB include fee-for-service opportunities and grants from state, federal, and foundation sources that will diversify the WIB's funding and provide greater flexibility in achieving the WIB's strategic goals.
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