Wired Employer's Guide 20070712r1

WIRED to the Workforce System: An Employer’s Guide to Talent Development in Regional Economies Presenters:

Richard D. Maher, Pres.

Scott Neilan, SPHR Director, HR

Maher & Maher

Armed Forces Insurance

Workforce Development Consultants

www.mahernet.com

Agenda ƒ The Public Workforce System ƒ Understanding the Needs of Employers ƒ Offering Solutions Based on Needs ƒ The System in Action ƒ The One-Stop Map: What to Expect & How to Connect

ƒ Summary and Q&A 2

Let’s Begin with You! You ƒ

Which character best represents the services provided by the Public Workforce System? 1.

Toto: Best friend and value-added partner, always there when needed

2.

The Good Witch: Helping job seekers--a social services organization

3.

The Wicked Witch: Difficult to work with

4.

A Munchkin: Short on employer services

5.

The Wizard: Not quite sure what’s behind the curtain

6.

Dorothy: Finding the way, but not quite there yet 3

The Public Workforce System: One-Stop for Talent Development ƒ Assisting employers improve profitability and productivity, and reduce employer-related liability ƒ A vast network of information and resources to help employers develop human capital. – 3,200 Delivery Points Nationwide – Access through multiple Federal, State, and Local Web sites

ƒ $11 billion invested annually ƒ An effective partner that will reach skilled, available workers

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Basic Workforce Investment System Federally Funded Programs Wagner-Peyser Act

Workforce Investment Agency

Perkins Act

Welfare to Work

State Agencies

Other

Additional State Funded Programs

One-Stop Centers

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One-Stop Career Centers ƒ Provide real-time local workforce information and trends ƒ Serve as employers’ point of access to qualified workers ƒ Serve as a point of access to a host of services to support your HR function ƒ Support each phase of the employment cycle – from planning, to recruitment, to training, to transitioning and downsizing -- with targeted services and solutions 6

Understanding Employer Needs

Understanding the Needs of Employers

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Recognizing Employer Challenges ƒ Increasing Competition from Global Economy ƒ Changing US Workforce – Aging Population – Increasing Diversity

ƒ Technology-Driven Economy ƒ The Skills Gap ƒ The Resource Gap 8

The 4 Universal Business Needs 1. Increase Profitability –

I need to make money.

2. Reduce Liability –

I need to keep the money I make.

3. Improve Productivity –

I need to produce more with less.

4. Ease of Use –

I need you to be a partner who is easy to work with. 9

Perceived Value Vendors sell products

Partner

Partners are committed to helping their clients succeed – they provide solutions

(High)

Employers want partners who focus on their needs

Vendor (Low)

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Offering Solutions Based on the Solutions 4 Universal Offering Needs

ƒ Based on the 4 Universal Needs

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Employers Need Creative Solutions ƒ Dependable Recruiting Pipelines – Entry Level – Alternative Labor Pools – Transitioned Workers

ƒ Selection Based on YOUR Criteria: – Competency/Skill Assessment – Entry Level Pay Rates – Probability of Retention/Advancement

ƒ Retention of Incumbent Workers ƒ Limitation of Liability ƒ Single Point of Contact – Reflecting an Understanding of your Unique Needs – Client Relationship Management 12

Solution Sets** 1.

Recruitment & Hiring Solutions

2.

Training & Education Solutions

3.

Transition Solutions

4.

Information Solutions

5.

Support Service Solutions ** Generically Branded & Employer Benefit Oriented 13

Transition Solutions

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The Public Workforce System in Action

The System in Action

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Company Background ƒ Founded in 1887, Armed Forces Insurance (AFI) is a direct writer of personal lines insurance products exclusively for the military and Department of Defense community ƒ AFI insures property in all 50 states, DC, and US territories. Current annual written premium is $81,000,000, generated by over 150,000 policies ƒ AFI’s 230 employees work in two offices in Leavenworth, KS (suburban Kansas City area) 16

Challenges ƒ Increased external recruiting and hiring for positions requiring higher level skills ƒ Skills of both applicants and current employees not keeping pace with job requirements ƒ Limited organizational resources (both human and financial) to address recruiting and workforce development challenges 17

AFI’s Strategy ƒ Pursue mutually advantageous long-term relationships ƒ Evaluate effectiveness as you would with any other business partner ƒ Communicate changing business and workforce requirements

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The One-Stop Map: The System in Action What to Expect & How to Connect

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How to Connect ƒ Find the nearest One-Stop Career Center: – www.servicelocator.org – 1-877-US2-JOBS – 1-877-889-5627 (TTY) ƒ Form partnerships for multi-state employers. Contact U.S. DOL ETA Business Relations Group – [email protected] – (202) 693-3949

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Questions

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Thank you! Stay connected: www.doleta.org Get involved: www.workforce3one.org 22