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Workforce1 Industrial & Transportation Career Business Engagement Strategies & Tactics

Workforce1 Industrial & Transportation Career Business Engagement Strategies & Tactics. May 2012. Contents. Program Overview: Facts and Goals Sector Strategy Model Employer Engagement Strategies Results to Date NYC Business Solutions. Program Overview: Facts.

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Workforce1 Industrial & Transportation Career Business Engagement Strategies & Tactics

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  1. Workforce1 Industrial & Transportation Career Business Engagement Strategies & Tactics May 2012

  2. Contents • Program Overview: Facts and Goals • Sector Strategy Model • Employer Engagement Strategies • Results to Date • NYC Business Solutions

  3. Program Overview: Facts • Vendor: DB Grant Associates Inc. • Grant Associates is a national workforce development company with a proven model for engaging businesses and structuring service delivery that leads to high volume employment outcomes. We have expertise in program design and development, sector work. One-Stop operations, special populations, consulting, education/workforce collaboration, and business services. • Program Director: Martin D’Andrade • Program Staff Size: 35 • Location: Jamaica, NY • Target Sectors: Transportation, Transportation Support, Manufacturing, Construction, and Wholesale Trade

  4. Program Overview: Goals • Goals for Businesses: • Meet the hiring, training and other needs specific to businesses in the Industrial & Transportation sector • Goals for Job-Seekers and Incumbent Workers: • Help job-seekers access jobs with career advancement opportunities within the Industrial sectors • Help incumbent workers advance within the manufacturing sector • Key outcomes: Placements, Promotions, Training enrollments/completions

  5. The Sector Strategy Model The Sector-Based Career Center is based on a specific model called sector strategy. Sector strategies share four common elements that distinguish them from conventional workforce programs in that they: • Focus intensively on an industry within a regional labor market, and multiple employers in the industry, over a sustained period of time • Are led by a workforce intermediary with credibility in the industry • Create new pathways for low-wage workers into the industry, and into good jobs and careers • Achieve systemic changes that are “win-win” for employers and workers

  6. Employer Engagement Strategy • In-depth knowledge of the industry informed by LMI • Leadership Committee comprised of key stakeholders in the industry • Industry Expert Consultants on-site • Membership & Participation in multiple Industry Associations • Contextualized Workshops to address skill gaps in the Industrial & Transportation sector • Varied Training Tracks informed by the needs of the industry

  7. Making LMI Actionable • The Industrial & Transportation Center identified subsectors to focus on: Air, Ground, Trucking and Transportation Support • The Center targets high-wage, entry-level occupations • The Center provides training tracks to build of pipeline of skilled workforce to meet the needs of the industry • Diesel Mechanic training, CDL training and Dispatcher training, CNC Programmer, Supervisory, Inventory Control • The Center uses lists sorted by NAICS code, size of company and zip codes • The Center implemented a three-prong business development strategy: • Direct Marketing Campaign • Phone campaign • Canvassing campaign

  8. Making LMI Actionable • There are over 29,000 people employed in private sector ground transportation (another additional 50,000 in the public sector)(LMIS, DOL) • The top entry level high wage occupations are Bus Drivers (7000), Bus & Truck Mechanics (900), Managers and First Line Supervisors (3100) (LMIS, DOL) • The education and skill levels needed for these positions are HS/GED, AA/Trade, CDL (LMIS, DOL) • The companies are located across all Five Boroughs with industry clusters in Queens and Brooklyn (LMIS, DOL, Science, Industry and Business Library) • 116 companies have over 50 employees (LMIS, DOL, Science, Industry and Business Library)

  9. Additional Employer Engagement Tactics • Presentations at Industry Associations • Participation in Working Groups of Industry Associations • Industry Journal Advertisements • Employer Partner Vendor Referrals • Leads obtained from Jobseekers

  10. FY 2011 - 2012 Outcomes • 1950 Placements and Promotions • 608 above $15/hr. • Average hourly wage: $14/hr. • Median wage: $12.75/hr. • 464 expected to be enrolled in occupational training by June 30th, 2012 with a 80% completion rate and 75% placement rate • CDL A, B, and C • Dispatcher • Truck & Diesel Mechanic • CNC Programming & Operation • Supervisory • Inventory Management

  11. Results To-Date • Over 350 Industrial companies serviced • Over 1,000 individuals enrolled in training • Over 5,000 individuals placed and promoted • Examples of positions in which job-seekers have been placed:

  12. Questions?Contact:Doug CotterVice PresidentGrant AssociatesE:dcotter@grantassociatesinc.comP:917-817-6167

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