new river/mount rogers workforce investment board · 6/27/2018 · • financial report &...

This event is funded, wholly or in part, using funds provided by the Workforce Innovation and Opportunity Act of 2014 and administered by the U.S. Department of Labor.

NEW RIVER/MOUNT ROGERS WORKFORCE DEVELOPMENT BOARD

MEETING AGENDA

June 27, 2018

Facilitating and coordinating workforce initiatives that enable economic growth and increase the standard of living in the region.

CALL TO ORDER & WELCOME OF GUEST – Chair Miller

INTRODUCTION OF NEW WDB MEMBER – Jennifer Hawks, Carroll County Business

ROLL CALL

APPROVAL OF THE AGENDA

APPROVAL OF CONSENT AGENDA (Previously Distributed)

• Minutes from the April 25, 2018 Meeting

• Financial Report & Operational Summary

• Approval of the Submitted Training Provider/Programs

PUBLIC COMMENT PERIOD

GUEST SPEAKER –- Matt Dunleavy, Ph.D., Executive Director, IMPACT Lab

COMMITTEE REPORTS

Budgeting & Administration • Review/Approve Updated PY’18 Draft Budget• Financial Disclosure Statement

Youth Committee • Approve Updated Youth Funding Recommendation

Marketing Committee • New Brand Update

Nomination Committee: • Nominations of PY’18 Officers & Executive Committee

One-Stop Committee • Approve Updated Adult Funding Recommendation• Review Performance• Update on the Wytheville One-Stop Certification• Review and Approval of the Affiliate Certifications

ELECTION OF OFFICERS AND EXECUTIVE COMMITTEE

CONSORTIUM BOARD UPDATE – Jay Williams

EXECUTIVE DIRECTOR SUMMARY

PARTNER REPORTS

Adult Education: Shirley Carlson TANF Programs: vacancy Career & Technical Education: Rick Weaver Title 1 Rehabilitation Act of 1973: Pam Allison Community Based Organizations: Terry Smusz & Rob Goldsmith

Virginia's Employment Services: Karen Akers

Institute of Higher Education: Melinda Leland WIOA Title I Programs: Betty Segal & Mary Ann Gilmer • One-Stop Operator• T2C Project

Economic & Community Development: Josh Lewis Special Grants: WDB Staff • HEART• Pathways to the American Dream

Job Corps: Jordan Loup NEXT SCHEDULED WDB MEETING – August 22, 2018 – Wytheville Meeting Center – 10:00 a.m.

ADJOURN

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NEW RIVER/MOUNT ROGERS WORKFORCE DEVELOPMENT BOARD

MEETING MINUTES

April 25, 2018 A meeting of the New River/Mount Rogers Workforce Development Board was held on April 25, 2018 at the Wytheville Meeting Center. Those in attendance were as follows: Board Members Guest Mike Miller, Chair Mark Tapp Sara Dunnigan Karen Akers Lynn White John Garner, CLEO Chair Pam Allison Janie Astin (Alternate) Joanie McCleary CB Andrews, Jr Jordan Loupe (Alternate) Phyllis Conner Carol Blankenship Jimmy Smith (Alternate) Stephanie Hoer Shirley Carlson Randall Rose Jeff Dunnack Brenda Rigney Joe Ferrell Staff Donna Rupard - Greer Mary Ann Gilmer Marty Holliday Josh Lewis Ronnie Martin Timothy McVey Beverly Burke Robin Meadows Della Wheeler Austin Phipps Chair Miller called the meeting to order at 10:05 a.m. The roll was called and a quorum was present. Ms. Akers made the motion to approve the Agenda as presented with a second by Ms. Meadows. The motion passed unanimously. Mr. White made the motion to approve the Consent Agenda as presented with a second by Mr. Tapp. The motion passed unanimously. Chair Miller asked if anyone in the audience wished to address the Board during the public comment period. Hearing none, he proceeded with the agenda. Guest Speaker, Randall Rose, Business Manager, VEDP updated the Board on the Virginia Economic Development office sharing the year in review, aspirational goals for Virginia and the VEDP, the PY19 budget priorities, the structure of the VEDP, business retention & expansion. A brief discussion followed. Chair Miller next asked for Committee Reports.

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• Budget and Administration Committee: in the absence of Mr. Overton, Ms. Holliday informed the Board that the Draft PY18 Budget was being based on a 10% cut in funding since allocation funding has not been released as of this date. The budget was prepared with unknowns in funding from the State and carryovers from the Program Operators. There will be a Final Budget by the August meeting. A brief discussion followed. Mr. White made a motion to approved the Draft PY18 Budget with a second from Ms. Meadows. Motion was passed unanimously with Ms. Gilmer abstaining.

• Marketing Committee: Ms. Dunagan spoke about how the new branding came about and responded to questions from Board members.

• One-Stop Operations & Delivery System: Ms. Holliday discussed the One-Stop Recertification process. Only two deficiencies where found. 1) Additional signature from a partner on the MOU, and 2) Accessibility issue with parking spaces that the landlord must correct. A probationary letter has been issued from the State for Recertification. The remaining seven affiliate offices must complete the same process as the recertification by June 30, 2018.

Ms. Holliday discussed the PY18 Funding Distribution Methodolgy with the Board for Adult and DLW funds. Ms. Blankenship made a motion to extend Provider contracts for one year and approve guidance with methodology for the Adult & DLW contracts with a second from Mr. White. The motion was passed unanimously with Ms. Gilmer abstaining.

• Youth Committee: Ms. Holliday discussed the PY18 Funding Methodology with the Board for the Youth funds. Mr. Andrews made a motion to extend Provider contracts for one year and approve guidance with methodology for the Youth contracts with a second from Mr. McVey. The motion was passed unanimously with Ms. Gilmer abstaining.

Mr. Garner, Consortium Board Chair, stated that the Consortium Board represents the interaction with local area jurisdictions. The Workforce Development Board represents the interaction with local businesses. Mr. Garner stated that his term as Chair has expired and he was thankful for the opportunity to serve the Boards. He thanked the Workforce Board members for their service. Ms. Holliday updated the Board on Staff activities since their last meeting and reviewed the executive summary. Ms. Holliday presented Ms. Burke with her Apprenticeship Certificate. Next, Chair Miller reviewed his appointment of Board members to the Nomination Committee for the purpose of presenting nominations for Board Officers and the Executive Committee members to the full Board for action at their next meeting on June 27, 2018. The Nomination Committee will be chaired by Rob Goldsmith. A complete listing of the Nomination Committee members is contained in the Board members meeting packet. Moving on with the agenda, Chair Miller called for partner reports:

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PARTNER REPORTS Reports for the following partner agencies were given: Economic Development, Mr. Lewis; Job Corp, Mr. Loupe; Title 1 Rehabilitation Act of 1973, Ms. Allison; Virginia’s Employment Services, Ms. Akers; One-Stop Operator Report, Ms. McCleary and Ms. Gilmer; and Special Grants, Ms. Holliday. The 2018 WDB meeting schedule was reviewed with Board members noting that the next WDB meeting is scheduled for June 27, 2018 at the Wytheville Meeting Center beginning at 10:00 AM. Chair Miller discussed the Travel Voucher with Board members. With no further business to discuss, the meeting was adjourned at 12:10 PM. Respectfully Submitted, Beverly Burke, Workforce Operations Coordinator

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WIOA Available Administration Funds 283,144$ Obligated 280,615 Un-Obligated 2,529

Expenditures 182,059$ Board/Fiscal Agent 161,287 One-Stop Operator 20,772

Balance 101,085$

WIOA Available Adult Program Funds 678,701$ Obligated 676,471 Un-Obligated 2,230

Expenditures 512,729$ Board 37,023 Operators 475,706

Balance 165,972$

WIOA Available DLW Program Funds 599,455$ Obligated 597,471 Un-Obligated 1,984


Balance 148,864$

New River/Mt Rogers Workforce Development Board Financial Report

Report Period: 07/01/17-04/30/18

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WIOA Available Youth Program Funds 1,011,233$ Obligated 992,751 Un-Obligated 18,482


Balance 335,122$

CPID Available Funds 25,000$ Obligated 25,000

Expenditures 10,319$ Board 10,319

Balance 14,681$

HEART Available Funds 71,806$ Obligated 71,806

Expenditures 20,556$ Board 20,556

Balance 51,250$

Operational Summary – June 27, 2018 Service Levels: Thru May 31, 2018, our Program Operators have served the following: DLW – 267 In Training – 57 Adults – 247 In Training – 64 Youth – 219 These service levels are the following percentage of planned PY’17 enrollments for the 4th quarter of the program year: Plan Actual DLW – 140% of plan 191 267 Adult – Goodwill – 115% 102 117

People – 121% 107 130

Youth – Goodwill – 76% 128 97 People – 111% 110 122

Performance: Thru May 31, 2018, Program Operators have achieved the following performance levels: Attained Total Standard Exclusion* DLW – Placement Rate – 80% 130 103 1 Average Wage at Placement - $15.36

Attained Total Standard Exclusion* Adults:

Goodwill Industries of the Valleys

Placement Rate – 87% 40 33 2 Average Wage at Placement - $10.78 People, Inc. of Virginia

Placement Rate – 88% 51 44 1 Average Wage at Placement - $13.30 Youth:

Goodwill Industries of the Valleys

Placement Rate – 89% 36 31 1 Literacy/Numeracy Gains – 25% 20 5 0 Attained a Degree or Certificate – 49% 36 17 1 People Inc. of Virginia

Placement Rate – 84% 58 48 1 Literacy/Numeracy Gains – 100% 4 4 0 Attained a Degree or Certificate – 88% 17 15 0 Exclusions:

1. Institutionalized 2. Health/Medical or Family Care 3. Deceased 4. Reserve Forces Called to Active Duty 5. Relocated to a Mandated Program 6. Invalid or Missing Social Security Number

Operator performance is in line with planned contract performance goals as well as negotiated Performance Measures.

Financial Thru April 30, 2018, our Program Operators expended 74% of available contract funding for all programs. Under WIOA 40% (40% required) of Adult/DLW funds expended have been for required training activities. 83% (75% required) of WIOA Youth program funds have been expended on Out of School Youth with 37% (20% required) expended on Work Experience activities as defined under WIOA. All expenditures are meeting/exceeding current WIOA and State program spending requirements.

Provider NameDate Submitted Program Name

Date Reviewed Approved? ADA Received Data Packet

New River Community College Business Administration, AA&S 2/22/2017 Yes Yes [email protected] Education, AA&S 2/22/2017 Yes [email protected] Engineering - Computer Science Specialization, AA& 2/22/2017 Yes 1

Engineering, AA&S 2/22/2017 Yes 1General Studies - Computer Science Specialization, AA&S 2/22/2017 Yes 1General Studies - Fine Arts Specialization, AA&S 2/22/2017 Yes 1General Studies - Visual Communication Design Specialization, AA&S 2/22/2017 Yes 1General Studies, AA&S 2/22/2017 Yes 1Liberal Arts, AA&S 2/22/2017 Yes 1Science -College of Agriculture and Life Sciences at Virginia Tech (CALS), AA&S 2/22/2017 Yes 1Science, AA&S 2/22/2017 Yes 1Accounting, AAS 2/22/2017 Yes 1Administrative Support Technology, AAS 2/22/2017 Yes 1Architectural and Engineering Design Specialization, AAS 2/22/2017 Yes 1Business Management, AAS 2/22/2017 Yes 1Early Childhood Development Specialization, AAS 2/22/2017 Yes 1Electrical Engineering Technology, AAS 2/22/2017 Yes 1Electronics Technology, AAS 2/22/2017 Yes 1Forensic Science, AAS 2/22/2017 Yes 1Human Services, AAS 2/22/2017 Yes 1Information Technology - Cyber Security Specialization, AAS 2/22/2017 Yes 1Information Technology (with a Specialization in Game Design) 2/22/2017 Yes 1Information Technology - Mobile and Web Applications Development Specialization, AAS 2/22/2017 Yes 1Information Technology - Network and Technical Support Specialization, AAS 2/22/2017 Yes 1Information Technology, AAS 2/22/2017 Yes 1Instrumentation and Control Automation Technology, AAS 2/22/2017 Yes 1Machine Technology, AAS 2/22/2017 Yes 1Marketing Management Specialization, AAS 2/22/2017 Yes 1Medical Administrative Support Specialization, AAS 2/22/2017 Yes 1Nursing, AAS 2/22/2017 Yes 1Paralegal Administrative Support Specialization, AAS 2/22/2017 Yes 1Police Science, AAS 2/22/2017 Yes 1Machine Shop Operations, Diploma 2/22/2017 Yes 1Automotive Analysis and Repair, Diploma 2/22/2017 Yes 1Accounting Certificate 2/22/2017 Yes 1Early Childhood Development Specialization, Certificate 2/22/2017 Yes 1General Education, Certificate 2/22/2017 Yes 1Human Services, Certificate 2/22/2017 Yes 1Industrial Maintenance, Certificate 2/22/2017 Yes 1Practical Nursing, Certificate 2/22/2017 Yes 1Welding Technology, Certificate 2/22/2017 Yes 1Word Processing, Certificate 2/22/2017 Yes 1Accounting/Keyboarding, Career Studies Certificate 2/22/2017 Yes 1Accounts Receivable/Accounts Payable, Career Studies Certificate 2/22/2017 Yes 1Administrative Assistant, Career Studies Certificate 2/22/2017 Yes 1Advanced Manufacturing Technology, Career Studies Certificate 2/22/2017 Yes 1Advanced Welder, Career Studies Certificate 2/22/2017 Yes 1Alternative Energy, Career Studies Certificate 2/22/2017 Yes 1Automotive Drivability Career Studies Certificate 2/22/2017 Yes 1Basic Machine Tool Operations, Career Studies Certificate 2/22/2017 Yes 1Child Development, Career Studies Certificate 2/22/2017 Yes 1Computerized Numerical Control, Career Studies Certificate 2/22/2017 Yes 1Construction Technology, Career Studies Certificate 2/22/2017 Yes 1Cost Accounting Clerk, Career Studies Certificate 2/22/2017 Yes 1Cyber Security, Career Studies Certificate 2/22/2017 Yes 1Electrical-Construction Technology, Career Studies Certificate 2/22/2017 Yes 1Electricity, Career Studies Certificate 2/22/2017 Yes 1Engineering Design Technology, Career Studies Certificate 2/22/2017 Yes 1Entry-Level Welder, Career Studies Certificate 2/22/2017 Yes 1Game Design, Web Design and Animation, Career Studies Certificate 2/22/2017 Yes 1Human Resource Practices, Career Studies Certificate 2/22/2017 Yes 1Machine Operations, Career Studies Certificate 2/22/2017 Yes 1Mechatronics, Career Studies Certificate 2/22/2017 Yes 1Nurse Aide, Career Studies Certificate 2/22/2017 Yes 1Operator, Career Studies Certificate 2/22/2017 Yes 1Paralegal Assistant, Career Studies Certificate 2/22/2017 Yes 1Payroll Clerk, Career Studies Certificate 2/22/2017 Yes 1Refrigeration and Air Conditioning, Career Studies Certificate 2/22/2017 Yes 1Supervision and Leadership, Career Studies Certificate 2/22/2017 Yes 1Visual Communication Design, Career Studies Certificate 2/22/2017 Yes 1Pharmacy Technician Program 2/22/2017 Yes 1Commercial Drivers License 2/22/2017 Yes 1Information Technology Foundations CSC YesMicrosoft Office Specialist Certification Yes

Wytheville Community College 6/15/2016 Truck Driving/CDL credit 6/22/2016 Yes Yes [email protected] Truck Driving/CDL non-credit 6/22/2016 Yes

Certified Nurse Aide 6/22/2016 YesWelding 6/22/2016 YesInformation Systems Technology 6/22/2016 Yes 1Career Studies Certificate in Pharamcy Technician 6/22/2016 Yes 1Construction Technology - Heating, Ventilation & Air Conditioning Track 6/22/2016 Yes 1Information Systems Technology - Networking Specialization 6/22/2016 Yes 1Career Studies Certificate in Dental Assisting 6/22/2016 Yes 1Practical Nurse 6/22/2016 Yes 1Construction Technology - Carpentry 6/22/2016 YesAccounting 6/22/2016 Yes 1Administrative Support Technology 6/22/2016 Yes 1Associate of Applied Science in Nursing 6/22/2016 Yes 1Corrections Science Degree 6/22/2016 Yes 1Business Management & Leadership 6/22/2016 Yes 1Admin Support Tech - Health Info Management Specialization 6/22/2016 Yes 1Machine Technology 6/22/2016 Yes 1Police Science 6/22/2016 Yes 1

8/19/2016 Construction Technology - Alternative Energy Systems Track 8/24/2016 Yes 1Construction Technology - Carpentry 8/24/2016 Yes 1Construction Technology - Electrical Track 8/24/2016 Yes 1Construction Technology - Plumbing Track 8/24/2016 Yes 1Career Studies in Cyber Security 8/24/2016 Yes 1Career Studies Certificate in Electrical 8/24/2016 Yes 1Carrer Studies Certificate in HVAC 8/24/2016 Yes 1

Training Providers/Programs Submitted

mailto:[email protected]



Career Studies Certificate in Plumbing 8/24/2016 Yes 1Career Studies Certificate in Solar Installer 8/24/2016 Yes 1Career Studies Certificate in Web Design & Office Applications 8/24/2016 Yes 1Power Line Worker Yes

Virginia Highlands Community College 6/14/2016 Commercial Driver's License (CDL-A) 6/22/2016 Yes Yes [email protected] Nurse Aid 6/22/2016 Yes 1

Pharmacy Technician 6/22/2016 Yes 1Phlebotomy Technician 6/22/2016 Yes 1SW VA Paramedic Program 6/22/2016 Yes 1VA Appalachian Tricollege Nursing Program (VATNP) 6/22/2016 Yes 1Medical Assisting 6/22/2016 Yes 1Dental Assisting 6/22/2016 Yes 1Business Administration 6/22/2016 Yes 1Business Administration - Spec in Business Info Tech 6/22/2016 Yes 1Education 6/22/2016 Yes 1Education - Specialization in Art 6/22/2016 Yes 1Education - Specialization in Teacher Preparation 6/22/2016 Yes 1Education - Specialization in Theatr Arts 6/22/2016 Yes 1General Studies 6/22/2016 Yes 1General Education 6/22/2016 Yes 1Horticulture Technology 6/22/2016 Yes 1Horticulture Technology - Spec in Landscape & Hardscape Construction Management 6/22/2016 Yes 1Horriculture Technology - Spec in Business & Entrepreneurship 6/22/2016 Yes 1Career Studies - Agricultural Production & Management 6/22/2016 Yes 1Science 6/22/2016 Yes 1Science - Specialization in Horticulture 6/22/2016 Yes 1Science - Specialization in Engineering 6/22/2016 Yes 1Career Studies Certificate - Turf Grass Management 6/22/2016 Yes 1Career Studies Certificate - Lanscape Management 6/22/2016 Yes 1Mechatronics (CSC) 6/22/2016 Yes 1Business Administration (AAS) 6/22/2016 Yes 1Business Administration - Business Info Tech (AAS) 6/22/2016 Yes 1Accounting (AAS) 6/22/2016 Yes 1Accounting & Info Systems Tech (Certificate) 6/22/2016 Yes 1Management (AAS) 6/22/2016 Yes 1Supervision & Management (Certificate) 6/22/2016 Yes 1(MGT) Industrial Supervision (CSC) 6/22/2016 Yes 1Retail Management (CSC) 6/22/2016 Yes 1(MGT) Small Business Management (CSC) 6/22/2016 Yes 1Technical Studies (AAS) 6/22/2016 Yes 1Administrative Support Technology - Executive Admin Assistant (AAS) 6/22/2016 Yes 1Administrative Support Technology - Medical Office Specialist (AAS) 6/22/2016 Yes 1Administrative Support Technology - Legal Assisting (AAS) 6/22/2016 Yes 1Clerical Studies (Certificate) 6/22/2016 Yes 1(AST) Teleservices (CSC) 6/22/2016 Yes 1Health Information Management (Certificate) 6/22/2016 Yes 1Information Systems Technology (AAS) 6/22/2016 Yes 1Information Systems Technology - Spec in Networking (AAS) 6/22/2016 Yes 1Networking A+ (Certificate) 6/22/2016 Yes 1Web Programming & Design (Certificate) 6/22/2016 Yes 1(IST) Computer Programming (CSC) 6/22/2016 Yes 1(IST) Software Applications (CSC) 6/22/2016 Yes 1(IST) User Support Specialist (CSC) 6/22/2016 Yes 1(IST) CISCO Networking & A+ (CSC) 6/22/2016 Yes 1(IST) Web Design & Development (CSC) 6/22/2016 Yes 1(IST) Database Security & Design (CSC) 6/22/2016 Yes 1Human Services (AAS) 6/22/2016 Yes 1Human Services - Specialization in Early Childhood Education (AAS) 6/22/2016 Yes 1Early Childhood Teaching Assistant (Certificate) 6/22/2016 Yes 1Human Services Advocate (Certificate) 6/22/2016 Yes 1(HMS) Child Development (CSC) 6/22/2016 Yes 1Administration of Justice (AAS) 6/22/2016 Yes 1Machine Operator (CSC) 6/22/2016 Yes 1Diesel Mechanic (CSC) 6/22/2016 Yes 1Welding (CSC) 6/22/2016 Yes 1Air Conditioning, Refrigeration & Heating AAS 6/22/2016 Yes 1Air Conditioning, Refrigeration & Heating (Diploma) 6/22/2016 Yes 1Refrigeration (Certificate) 6/22/2016 Yes 1Solar Energy Technology (Certificate) 6/22/2016 Yes 1Electricity (Certificate) 6/22/2016 Yes 1Electrical Technology (AAS) 6/22/2016 Yes 1Electrical Technology - Specialization in Electromechanical Tech (AAS) 6/22/2016 Yes 1Electrical Technology - Specialization in Energy Tech (AAS) 6/22/2016 Yes 1

696/18/2018 Practical Nursing

Cyber Security - Career Studies CertificateUnmanned Aerial Systems (UAS)Industrial ElectricityElectrical Tech - Spec in MechatronicsPrecision Machining

Southwest VA Criminal Justice Training Academy 6/5/2016 Law Enforcement Basic 6/22/2016 Yes [email protected] 1

Tri-County Driving Academy, Inc. 6/7/2016 Commercial Driver Training (Class A CDL) 6/22/2016 Yes Yes [email protected] 8/1/2016 Diesel Mechanics/Heavy Truck Maintenance 8/24/2016 Yes 1

Heavy Equipment Operations Training 8/24/2016 Yes 13

Fast Track Health Care Education 6/15/2016 Certified Nurse Aide 6/22/2016 Yes Yes [email protected] Medication Aide 6/22/2016 Yes 1

Clinical Administrative Assistant 6/22/2016 Yes 1Clinical Medical Assistant 6/22/2016 Yes 1Electrocardiography Technicial - EKG/EGG Tech 6/22/2016 Yes 1Esthetics 6/22/2016 Yes 1Phlebotomy Technician 6/22/2016 Yes 1Pharmacy Technician 6/22/2016 Yes 1Patient Care Technician 6/22/2016 Yes 1

8/1/2016 Massage Therapy 8/24/2016 Yes 110

New River Criminal Justice Training Academy 6/15/2016 Entry Level Dispatcher 6/22/2016 Yes Yes [email protected] Basic Entry Level Law Enforcement 6/22/2016 Yes 1

Basic Entry Level Jail 6/22/2016 Yes 1






3

CDS Tractor Trailer Training 7/18/2016 Class "A" CDL 8/24/2016 Yes Yes [email protected]

Alliance Tractor Trailer Training Center 7/18/2016 CDL 8/24/2016 Yes Yes [email protected]

NE State Community College 9/29/2016 Heating, Ventilation and Air Conditioning Certificate 10/26/2016 Yes Yes [email protected] Industrial Technology, Machine Tool Associate of Applied Science 10/26/2016 Yes 1

Computer and Information Science 10/26/2016 Yes 1Auto Body Service Technology 10/26/2016 Yes 1

4

SW VA Advanced Manufacturing Center 9/29/2016 Siemens Level II 10/26/2016 Yes Yes [email protected] Shielded Metal Arc Welding 10/26/2016 Yes 1

Flux Cored Arc Welding 10/26/2016 Yes 1Gas Metal Arc Welding 10/26/2016 Yes 1Gas Tungsten Arc Welding 10/26/2016 Yes 1

5

Russell Co Career and Technology Center 9/29/2016 Licensed Practical Nursing 10/26/2016 Yes [email protected] 1

TN College of Applied Technology at Elizabethton 9/29/2016 Administrative Office Technology 10/26/2016 Yes Yes [email protected] Automotive Technology 10/26/2016 Yes 1

Computer Information Technology 10/26/2016 Yes 1Diesel Powered Equipment Technology 10/26/2016 Yes 1Electricity 10/26/2016 Yes 1Heating, Ventilation and Air Conditioning 10/26/2016 Yes 1Machine Tool Technology 10/26/2016 Yes 1Millwright/Industrial Maintenance 10/26/2016 Yes 1Pipefitting and Plumbing 10/26/2016 Yes 1Practical Nursing 10/26/2016 Yes 1Welding 10/26/2016 Yes 1Certified Nurse Aide 10/26/2016 Yes 1Dietary Manager 10/26/2016 Yes 1Phlebotomy Technician 10/26/2016 Yes 1Online Programs 10/26/2016 Yes 1

15

Smyth Career and Technology Center 3/15/2017 Practical Nursing 4/26/2017 Yes Yes [email protected] [email protected]

Giles County Technology Center 3/21/2017 Nursing Education Program 4/26/2017 Yes emailed new person 10/[email protected]

Pro Train, LLC 5/17/2017 Certified Electronic Health Records Specialist 6/28/2017 Yes [email protected] Certified Maintenance & Reliability Technician 6/28/2017 Yes 1

Certified Clinical Medical Assistant 6/28/2017 Yes 1A+, Net+, Security+ 6/28/2017 Yes 1

6/26/2017 Pharmacy Tech - In Classroom 8/23/2017 Yes 1Medical Billing and Coding - In Classroom w/ CPT and ICD-10 8/23/2017 Yes 1Medical Assistant 8/23/2017 Yes 1A+, Net+, Security+ -In Classroom 8/23/2017 Yes 1

8

Tooling U-SME 5/17/2017 AWS Sense 1 6/28/2017 Yes [email protected] Production Manufacturing Engineer 6/28/2017 Yes

Certified Manufacturing Technician 6/28/2017 YesMSSC: Manufactoring Processes & Producation 6/28/2017 YesNIMS: Turning Operations: Turning Chucking Skills 6/28/2017 YesNIMS: Milling 1 6/28/2017 YesNIMS: Metalforming 1 6/28/2017 YesNIMS: Planning, Benchwork & Layout 1 6/28/2017 YesNIMS: Measurement, Materials and Safety 6/28/2017 YesNIMS: Grinding 1 6/28/2017 YesNIMS: CNC Lathe Operations 6/28/2017 YesNIMS: CNC Milling Operations 6/28/2017 YesNIMS: Drill Press 6/28/2017 YesSiemens Mechatronics 6/28/2017 YesAccelerated Advanced Manufacturing 101 6/28/2017 YesManufacturing Supervisor 6/28/2017 YesPress Operator 6/28/2017 YesPress Brake Operator 6/28/2017 YesMachining: Toolroom Machinist 6/28/2017 YesQuality: Lean Manager 6/28/2017 YesMaintenance Mechanical Technical 6/28/2017 YesProduction Grinder 6/28/2017 YesMaintenance Supervisor 6/28/2017 YesIndustrial Sales 6/28/2017 YesCNC Programmer 6/28/2017 YesCNC Mill Operator 6/28/2017 YesAssembly: Electrical 6/28/2017 YesCNC Lathe Operator 6/28/2017 YesWelding: Arc Welding 6/28/2017 YesAssembler 6/28/2017 YesMachining: Raw Material Production 6/28/2017 YesInspector - Mechanical 6/28/2017 YesMachining: Manual Lethe Operator 6/28/2017 YesMaintenance: Robotics Technician 6/28/2017 YesMachining: Surface Grinding Operator 6/28/2017 YesMachinist: Machine Setter 6/28/2017 YesAssembly Fundamentals 6/28/2017 YesAssembly: Line Leader/Supervisor 6/28/2017 YesMaintenance Mechanic 6/28/2017 YesCenterless Grinder Operator 6/28/2017 YesMaintenance Fundamentals 6/28/2017 YesAssembly: Electrical 6/28/2017 YesFinal Inspector 6/28/2017 YesControl/Automation Technician 6/28/2017 YesMaintenance Electrician 6/28/2017 YesHeavy Equipment Assembler 6/28/2017 YesLight Duty Equipment Assembler 6/28/2017 YesMachining Fundamentals 6/28/2017 Yes










In-Process Inspector 6/28/2017 YesFluid Power Specialist 6/28/2017 YesGrinding Specialist 6/28/2017 YesElectrical/Electronic Assembler 6/28/2017 Yes

Virginia State University 7/24/2017 Applied Science Certification in Wireless Technology 8/23/2017 Yes Yes [email protected] 1

Virginia Tech 10/23/2017 Clinical Medical Assistant Program 10/24/2017 YesMedical Billing & Coding Program 10/24/2017 Yes

Old Dominion University 6/18/2018 Scaling NetworksNetworking EssentialsConnecting NetworksIntroduction to NetworksRouting & Switching Essentials


2018_allocations

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LWDA Adult - 2017 Adult - 2018 $ Variance % Variance Youth - 2017 Youth - 2018 $ Variance % Variance DW - 2017 DW - 2018 $ Variance % VarianceVirginia $11,131,187 $10,431,277 ($699,910) -6.3% $11,971,740 $11,185,079 ($786,661) -6.6% $9,104,674 $8,391,260 ($713,414) -7.8%

1 $748,936 $688,336 ($60,600) -8.1% $740,542 $679,369 ($61,173) -8.3% $536,117 $485,211 ($50,906) -9.5%2 $680,561 $722,123 $41,562 6.1% $867,761 $870,645 $2,884 0.3% $556,743 $597,098 $40,355 7.2%3 $446,029 $395,486 ($50,543) -11.3% $478,496 $423,872 ($54,624) -11.4% $375,261 $388,790 $13,529 3.6%4 $610,710 $542,389 ($68,321) -11.2% $687,684 $608,943 ($78,741) -11.5% $547,088 $469,291 ($77,797) -14.2%6 $341,096 $300,034 ($41,062) -12.0% $386,882 $341,077 ($45,805) -11.8% $296,425 $256,509 ($39,916) -13.5%7 $441,869 $410,276 ($31,593) -7.1% $519,913 $512,795 ($7,118) -1.4% $311,525 $301,828 ($9,697) -3.1%8 $486,292 $452,125 ($34,167) -7.0% $455,840 $438,616 ($17,224) -3.8% $296,612 $258,406 ($38,206) -12.9%9 $1,464,197 $1,391,766 ($72,431) -4.9% $1,632,663 $1,555,947 ($76,716) -4.7% $1,113,974 $1,064,112 ($49,862) -4.5%11 $1,087,193 $936,600 ($150,593) -13.9% $1,134,237 $978,007 ($156,230) -13.8% $1,285,743 $1,196,065 ($89,678) -7.0%12 $206,770 $180,453 ($26,317) -12.7% $175,289 $152,299 ($22,990) -13.1% $325,279 $282,856 ($42,423) -13.0%13 $580,665 $528,785 ($51,880) -8.9% $597,553 $536,521 ($61,032) -10.2% $550,331 $495,652 ($54,679) -9.9%14 $937,664 $946,863 $9,199 1.0% $1,067,999 $1,043,554 ($24,445) -2.3% $750,154 $678,797 ($71,357) -9.5%15 $474,693 $467,378 ($7,315) -1.5% $477,448 $446,548 ($30,900) -6.5% $360,574 $330,532 ($30,042) -8.3%16 $1,850,214 $1,791,914 ($58,300) -3.2% $1,946,750 $1,897,447 ($49,303) -2.5% $1,461,397 $1,268,587 ($192,810) -13.2%17 $774,298 $676,749 ($97,549) -12.6% $802,683 $699,439 ($103,244) -12.9% $337,451 $317,526 ($19,925) -5.9%

LWDA PY 2017 to PY 2018 Comparison - WIOA Title I Adult, Youth, Dislocated Worker

PY15 PY 16 % Change PY 17 % ChangePY 18

(allocated)Projected %

ChangeDLW 703,946 585,892 -17% 556,743 -5% 597,098 7.2%Adult 716,830 795,361 11% 680,561 -14% 722,123 6.1%Youth 898,240 1,004,923 12% 867,761 -14% 870,645 0.3%Totals 2,319,016$ 2,386,176$ 3% 2,105,065$ -12% 2,189,866$ 4%

Annual WIOA Funding Comparison

Formula

54,000$

Program

DLW 46,000$ Adult 44,512$ Youth 154,973$

Totals $245,485

Total Carryover Funds $299,485

Admin ProgramPY'18

Allocation PY17 AllocationDLW $59,710 $537,388 $597,098 $556,743Adult $72,212 $649,911 $722,123 $680,561Youth $87,065 $783,581 $870,645 $867,761Totals $218,987 $1,970,879 $2,189,866 $2,105,065

Admin Program TotalWIOA Funding $218,987 $1,970,879 $2,189,866Carryover $54,000 $245,485 $299,485HEART $19,526 $19,526APG $1,886,737 $1,886,737Brand Grant $25,000 $25,000Ticket/swift Start $11,000 $11,000Total $272,987 $4,158,627 $4,431,614

Total Available Funding Summary

Page 1 of 5

Draft - PY'18 BUDGET

PY'17 Carryover Funds

Administration

PY '18 WIOA Allocations

Expenses

Staff Salaries $464,696Fringe Benefits $135,070Travel $28,000Office Space $52,000Communication/Phones $11,000Office Supplies $10,000Postage $250Printing $1,500Copies & Copier Maint. $1,500Outreach/Media Adv. $36,000Equipment Rent $1,600Dues/Pubs $3,500Training/Professional Development $4,500Meeting Expense $8,000Capital Outlay $0Contractual Ser. $1,494,984Professional Services $10,200Liabiity Insurance $2,500Miscellaneous $1,350Expenses $2,266,650Fiscal Agent Services 65,000Board Reserved Funds 25,000Total Budget $2,356,650

Draft PY'18 BUDGET

Page 2 of 5

Formula Administration $123,267Formula Adult Program 58,390Formula DLW Program 58,390Formula Youth Program 84,341Formula Total $324,387

APG $1,886,737Heart $19,526Brand Grant $25,000Ticket/Swift Start $11,000Non-Formula Total $1,942,263

Grand Total $2,266,650

Page3 of 5

Budget Breakdown by Program

WIOA Expenses

Fiscal Agent Services - $65,000

Formula Administration Funds - $65,000*

Board Reserved Funds - $25,000

Formula Administration Funds - $25,000*

Funding Source Projected Funding % of Funds

Formula Administration $272,987 6.2%Formula Adult Program $694,423 15.7%Formula DLW Program $583,388 13.2%Formula Youth Program $938,554 21.2%APG $1,886,737 42.6%HEART $19,526 0.4%Brand Grant $25,000 0.6%Ticket/Swift Start $11,000 0.2%Projected Totals $4,431,614 100.0%

Board Expenses

Formula Administration $123,267Formula Programs $201,120APG $398,953HEART $19,526Brand Grant $25,000Ticket/Swift Start $11,000Total $778,866

Fiscal Agent Services $65,000

Board Reserved $25,000

DRAFTNew River/Mount Rogers Workforce Development Area

Summary of Funding Allocations/Carryover/DistributionsProgram Year 2018

Page 4 of 5

Distribution to Program Operators % of Funds

Administration: One-Stop Administration $50,000Program Costs: Formula Adult $620,000 Formula DLW $512,000 Formula Youth $780,000 $1,912,000Total to Program Operators $1,962,000

Distribution to Sub-recipientsAPG $347,221Total to Sub-recipients $347,221

Distribution to ContractorsAPG $1,140,563Total to Contractors $1,140,563

Non Designated/Distributed Funds

Formula Administration $9,719Formula Adult Program $16,033Formula DLW Program $12,998Formula Youth Program $74,213Total Non Designated/Distrubuted $112,964

Grand Totals

Board Expenses $778,866 17.6%Fiscal Agent $65,000 1.5%Board Reserved $25,000 0.6%Program Operators $1,962,000 44.3%Sub-recipients $347,221 7.8%Contractors $1,140,563 25.7%Non Designated $112,964 2.5%Total 4,431,614$ 100%

"Draft"New River/Mount Rogers Workforce Development Area

Summary of Funding Allocations/Carryover/DistributionsProgram Year 2018

Page 5 of 5

PY 2017 QUARTER 3LWDA 02

AdultNegotiated

LevelActual

Performance

% of Negotiated

LevelEmployment 2nd Quarter after Exit 73.2 65.5 89.48%Employment 4th Quarter after Exit 73.4 95.7 130.38%Median Earnings 2nd Quarter after Exit $4,476 $5,394 120.51%Credential Attainment within 1 year 61.0 95 155.74%Measurable Skills Gain Baseline 14.80

Dislocated Workers

Employment 2nd Quarter after Exit 80.2 93.50 116.58%Employment 4th Quarter after Exit 74.9 94.2 125.77%Median Earnings 2nd Quarter after Exit $5,773 $8,868 153.61%Credential Attainment within 1 year 64.0 72.7 113.59%Measurable Skills Gain Baseline 9.5

Youth

Employment 2nd Quarter after Exit 63.0 66.7 105.87%Employment 4th Quarter after Exit 60.0 81.8 136.33%Median Earnings 2nd Quarter after Exit Baseline $5,191 Credential Attainment within 1 year 68.0 83.3 122.50%Measurable Skills Gain Baseline 14.4

PY 2017 QUARTER 2LWDA 02

AdultNegotiated

LevelActual

Performance

% of Negotiated

LevelEmployment 2nd Quarter after Exit 73.2 83.30 113.80%Employment 4th Quarter after Exit 73.4 0 0.00%Median Earnings 2nd Quarter after Exit $4,476 $4,947 110.52%Credential Attainment within 1 year 61.0 0 0.00%Measurable Skills Gain Baseline 4.20

Dislocated Workers

Employment 2nd Quarter after Exit 80.2 95.00 118.45%Employment 4th Quarter after Exit 74.9 0 0.00%Median Earnings 2nd Quarter after Exit $5,773 $7,674 132.93%Credential Attainment within 1 year 64.0 0 0.00%Measurable Skills Gain Baseline 13.7

Youth

Employment 2nd Quarter after Exit 63.0 61.1 96.98%Employment 4th Quarter after Exit 60.0 0 0.00%Median Earnings 2nd Quarter after Exit Baseline $4,196 Credential Attainment within 1 year 68.0 0 0.00%Measurable Skills Gain Baseline 7.9

Nomination Committee Rob Goldsmith, Chair Melinda Leland Mary Ann Gilmer Karen Akers Nominations on June 27, 2018 for the following: Officers: Chairman – Business 1st Vice-Chairman – Business 2nd Vice-Chairman – Business (must be a mix of MR & NRV) Executive Committee: All Officers Plus: 4 – Business (must have 4 from Mount Rogers and 3 from NRV)

Executive Summary – June 27, 2018 Staff Activities

• System Building/Backbone Organization Support o Go Virginia

Member of Region 1 Hire Education Committee Member of Region 2 Workforce Committee Group proposal for Region 2 funding (incumbent worker training & career expo) – funded

o Ongoing:

Work Ready Community Steering Team and regional lead Program development/oversight of the Pathways to the American Dream initiative for Areas 1,

2, 3 & 17 Management Team for the HEART Project (Heart of Appalachia Collaborative Economic

Transition) Working with United Way SWVA to support the Financial Stability activities in the region Working with United Way on the regional “dash board” for MR PDC Continued support of all four, and leadership of one, Business Solution Units Center of Excellence Board Director’s Member (Chair of the Partner Committee) Montgomery Chamber of Commerce Education and Talent Committee Member NRV Regional Commission and MR Planning District CEDS committee Career & Technical Education Advisory Board member: Bland, Carroll, Montgomery, Smyth and

Washington Counties and City of Radford

• Community Outreach o Montgomery County EDA Presentation 4/26/18 o Attended Radford CTE Advisory Board 4/30/18 o Attended WRC Academy (#3) 5/2/18 o Hosted Apprentice event 5/8/18 o Giles County IDA Presentation 5/10/18 o Attended WCC Blue Sky Meeting 5/14/18 o Bland County IDA Meeting 5/15/18 o SWVA Economic Development Forum 5/17/18

• Business Engagement/Outreach

o Moog – Blacksburg Business Tour 4/25/18 o Wytheville/Wythe/Bland Business Expo 5/1/18 o MEC Industry Tour 5/16/18 o SVAM Annual Meeting 6/12/18

• Staff training and development

o General Group training on Team Building Behaviors Group training on Conflict to Creative Tension Executive Director – ADA Supervisor Training Executive Director – ADA WIOA Programs Overview

New River Mount Rogers(WDA II)

Quarterly Workforce Report

2018 Quarter 2

Office of Economic Development Skills for Jobs and Business Growth

Quarterly Workforce Report 2018.2

New River Mount Rogers Workforce Development Area II Introduction

Welcome to the 2018 second quarter workforce report, produced by the Virginia Tech Office of Economic Development on behalf of the New River Mount Rogers Workforce Development Board (WDA II). This region comprises the New River Valley Regional Commission and the Mount Rogers Planning District, including the counties of Bland, Carroll, Floyd, Giles, Grayson, Montgomery, Pulaski, Smyth, Washington, Wythe and the independent cities of Bristol, Galax and Radford. These quarterly reports present an analysis of regional labor supply and demand data, to inform the public of the evolving workforce landscape. Please note that the data presented in this report is the most up-to-date data available as of June 2018.

The data presented in this report represent a brief workforce gap analysis for the next few years (2017-2022), followed by some descriptions of best practices for workforce systems. For each of the region’s target industries, we provide basic statistics of the industry and a handful of current in-demand occupations. No indicator of demand or supply is perfect. Taken together, however, they offer a glimpse of possible programs to support, skill sets to promote, and broader strategies to pursue. Some indicators of current and future demand and supply include:

- Demand: occupation growth, average number of job openings per year (due to occupation growth and retirements), number of jobs posted within a given period versus the actual number of jobs filled during that period, and frequency of job postings.

- Supply: number of current jobs (i.e. number of people who already hold the position), annual number of graduates from programs that align with one or more in-demand occupations, the rate at which workers’ skill sets (cited on their resumes) match the skills demanded in job postings.

Still, these indicators do not account for other key factors that may prevent workers from obtaining in-demand jobs. Other barriers not represented here are extensive. One key barrier is whether workers for middle-skill jobs (e.g. nurses, machinists or welders) actually pass the certification exams after completing a training program (pass rates for most professional certificates are difficult metrics to collect). Another barrier is a worker’s ability to maintain a job due to personal or professional challenges ranging from lack of soft skills (critical thinking or customer service) to lack of transportation or sufficient child care options. These barriers require broader regional strategies that one or more training programs and the workforce system alone can not address.

Office of Economic Development

Population Trend (2012-2022)Economic & Workforce Trends

Economic Overview

Population TrendsDuring the last 5 years (2012-2017), WDA 2’s population has remained stable with relatively 0% growth. This trend may continue in the next five years. At both state and national levels, the population is expected to grow by 6% during the same period (2012-2022).

Labor Force Participation 2012-2017

Labor Force Trends

Underemployment 2012-2017 (March)

Sources: EMSI Developer 2018.2 Demographic Report, American Community Survey, U.S. Census (2016, Local Area Unemployment Statistics. U.S. Bureau of Labor Statistics. (2017). American Community Survey. US Census. (2016)

48%

46%45%

44%43% 43%

40%41%42%43%44%45%46%47%48%

2012 2013 2014 2015 2016 2017

Unemployment Rate (2012-2017)

Unemployment Rate (2012-2017)

New River Mount Rogers Workforce Development Area II Economic Overview

372,223 372,304

373,047

371,500

372,000

372,500

373,000

373,500

2012 2017 2022

11.7% 12.3%10.9%

12.2%

10.0%11.0%

0%

2%

4%

6%

8%

10%

12%

14%

2012 2013 2014 2015 2016 2017

6.8%

4.6%6.1%

3.8%

8.1%

4.4%

0.0%

2.0%

4.0%

6.0%

8.0%

2012 2013 2014 2015 2016 2017

WDA 2 Virginia US

0.0% 2.0% 4.0% 6.0% 8.0% 10.0%

Bland CountyCarroll County

Floyd CountyGiles County

Grayson CountyMontgomery County

Pulaski CountySmyth County

Washington CountyWythe County

Bristol cityGalax city

Radford city

2012 2017

(500) 0 500 1,000 1,500 2,000

Retail Trade

Accommodation & FoodServices

Other Services (except PublicAdministration)

Health Care & SocialAssistance

Administrative & Support &Waste Management &…

0 10,000 20,000 30,000

Accommodation & FoodServices


Retail Trade

Manufacturing

Government

$0 $100,000 $200,000

Manufacturing

Professional, Scientific, &Technical Services

Mining, Quarrying, & Oil &Gas Extraction

Management of Companies& Enterprises

Utilities

$- $1,000 $2,000 $3,000

Professional, Scientific, &Technical Services


Retail Trade

Government

Manufacturing

Millions

New River Mount Rogers Workforce Development Area II

Page 2Sources: EMSI Developer 2018.2 Class of Worker

Economic Overview

Top Five Employing Industries Top Five Growing Industries

Top Five Industries Based on Gross Regional Product (GRP) Top Five Industry Earnings per Worker

Manufacturing is the most profitable for the region, but it has the fifth highest earnings per worker. The higher than national average GRPs in manufacturing, government and retail indicate a significant reliance on these industries for the region’s economic activity and well-being. Future economic prosperity could be attained through more industry diversification and growth in the region’s other top traded sectors: healthcare and professional, scientific, and technical services.

The orange bars below show major industry trends in WDA I. The maroon lines represent national industry trends for similar sized regions. For example, WDA II has a larger presence of government and manufacturing than the national average. WDA II also has more growth in administrative, support, waste management and remediation services as well as other services, excluding public administration.

Industry Trends

O

New River Mount Rogers Workforce Development Area II Target Industry: Manufacturing

Page 3Sources: EMSI Developer 2018.2 Class of Worker

2017 Jobs

1,108

0.6% of 173,256 total jobs

Location Quotient

1.93Employment in this industry is 1.93 times more concentrated

than the national average

Gross Regional Product

$149MThis industry generates 1% of

the area’s GRP

Food & Beverage Manufacturing

In-Demand Occupations at $15/hr or above


$2.2BThis industry generates 15% of

the area’s GRP

2017 Jobs

17,132

9.9% of 173,256 total jobs

% Projected Job Growth

4%(2017-2022)

Location Quotient

1.26Employment in this industry is 1.26 times more concentrated

than the national average


18%

(2017-2022)

Description

Supply Indicators of Possible Demand (2017-2022) Other Relevant Details

2017 Jobs

Projected 5yrChange

Average Annual

Openings

UniquePostings to

Hires

Posting Trend line (9/2016- 4/2018)

Median Hourly

Earnings

Typical On-The-Job Training

Maintenance & Repair Workers 1,781 5% 194 94:83 $16.11 Moderate OJT

General & Operations Managers 1,411 6% 135 113:74 $37.55 None

Sales Representatives, Wholesale & Manufacturing 1,046 7% 126 65:41 $24.84 Moderate OJT

Electrical, Electronics, & Electromechanical Assemblers 913 (4%) 109 7:22 $17.28 Moderate OJT

Inspectors, Testers, Sorters, Samplers, & Weighers 797 2% 102 23:15 $16.60 Moderate OJT

First-Line Supervisors of Production & Operating Workers 893 2% 94 83:26 $26.31 None

Welding, Soldering, & Brazing Workers 834 (2%) 92 4:15 $19.20 Moderate OJT

Industrial Machinery Installation, Repair, & Maintenance Workers 833 8% 91 11:25 $20.39 Long-term OJT

Machinists 544 5% 63 1:2 $20.97 Long-term OJT

Engineering Technicians, Except Drafters 516 0% 48 9:5 $24.93 None

**Data in RED indicate distinct demand

Manufacturing Industry All in-demand occupations listed below have significant numbers of annual openings. Particularly need exists for middle skill occupations (maintenance, technicians), managerial positions, and knowledgeable sales representatives. However, there is limited supply of potential workers coming out of programs, possibly due to lack of awareness of these employment opportunities. Meanwhile, open managerial positions implies a need to foster more leadership and critical thinking soft skills in our workforce both in classrooms and on-the-job. Resumes may not be a good indicator of managerial skills here. On-site managerial training or support for part-time training programs may be beneficial.


Page 4

Target Industry: Manufacturing

CAREER PIPELINE: Program Completions for In-Demand Occupations

2016 Program Completions

1462016 Regional Openings

479Institutions offering programs

42016 Programs

7Program

Institutions that offer these programs

Award level Program Completions (2012-2016)

Welding Technology/ Welder(Welding, Soldering, & Brazing Workers) NRCC, VHCC, Washington

County Adult Skill Center< 1 academic year1 but < 2 academic years

Industrial Electronics Technology(Electrical, Electronics, & Electromechanical Assemblers)

NRCC < 1 academic year Associate's Degree

Electrical, Electronic & Communications Engineering Technology(Electrical, Electronics, & Electromechanical Assemblers)

NRCC, VHCC, WCC < 1 academic year Associate's Degree

Industrial Production TechnologiesIndustrial Machinery Installation, Repair, & Maintenance Workers)

NRCC, VHCC, WCC < 1 academic year1 but < 2 academic years

Environmental Control Technologies(Industrial Machinery Installation, Repair, & Maintenance Workers)

VHCC 1 but < 2 academic years Associate's Degree

Machine Tool Technology/Machinist(Machinists, Maintenance & Repair Workers)

Washington County Adult Skill Center < 1 academic year

Industrial Technology(Inspectors, Testers, Sorters, Samplers, & Weighers)

WCC Associate's Degree

In-Demand Occupation Skill Gaps based on Job Postings and Resume Data

Top 5 Hard Skills Top 5 Soft Skills

Need according to postings Available skills according to resumes

Source: EMSI Developer 2018.2 Class of Worker

25 59

18 40

27 24

28 14

9 9

10 0

2 0

0%20%40%

Communications

Operations

CustomerService

Sales

Management

0% 20% 40%Need according to postings Available skills according to

resumes

0%5%10%15%

Enhanced DataGSM Environment

Packaging &Labeling

New ProductDevelopment

Warehousing

Selling Techniques

0% 5% 10% 15%

*Programs exclude Bachelor’s degrees and above.


Page 5

Target Industry: Manufacturing

Knowledge Competencies Skills Competencies

Competencies for In-Demand Occupations

Educational Attainment for In-Demand Occupations

• Mathematics• Engineering and Technology• Mechanical• English Language• Production and Processing• Design• Computers and Electronics• Education and Training• Physics• Customer and Personal Service

• Critical Thinking• Reading Comprehension• Active Listening• Monitoring• Operation Monitoring• Speaking• Quality Control Analysis• Writing• Complex Problem Solving• Troubleshooting

Maintenance & Repair Workers

General & Operations Managers

Sales Representatives

Electrical, Electronics, &

Electromechanical Assemblers

Inspectors, Testers, Sorters,

Samplers, & Weighers

First-Line Supervisors

of Production & Operating

Workers

Welding, Soldering, &

Brazing Workers

Industrial Machinery Installation,

Repair, & Maintenance

Workers

Machinists

Engineering Technicians,

Except Drafters

Sources: EMSI Developer 2018.2 Class of WorkerO*NET 15.0 Database, June 2010. O*NET Educational Attainment is a breakdown of the education levels generally required for employment in an occupation. These levels are national averages and may not reflect educational attainment in the region.

Less than High SchoolHigh School

Post- Secondary CertificateSome College

Associate’s DegreeBachelor’s Degree +

New River Mount Rogers Workforce Development Area II Target Industry: Healthcare

Page 6Source: EMSI Developer 2018.2 Class of Worker

Description

Supply Indicators of Possible Demand (2017-2022) Other Relevant Details

2017 Jobs

Projected5yr Change

Average Annual

Openings

UniquePostings to

Hires

Posting Trend line (9/2016- 4/2018)

Median Hourly

Earnings


Secretaries & Administrative Assistants 2,681 4% 314 109:110 $15.23

None to moderate-term OJT

First-Line Supervisors of Office & Administrative Support Workers 1,475 7% 168 19:15 $20.11 None

Registered Nurses 2,172 7% 146 604:81 $25.44 None

Counselors 1,147 5% 134 27:22 $19.11Possible

internship/ residency

Social Workers 918 6% 107 7:5 $18.48Possible


Miscellaneous Community & Social Service Specialists 754 7% 97 88:29 $15.53

None to Short-term

OJTLicensed Practical & Licensed Vocational Nurses 1,056 8% 94 81:56 $16.80 None

Preschool & Kindergarten Teachers 657 4% 73 8:27 $17.69 None

Therapists 611 7% 39 255:24 $34.34Possible


Physicians & Surgeons 492 9% 24 130:7 $87.39 Internship/ residency


2017 Jobs

16,11810.5% of 152,878 total jobs


$878MThis industry generates 8.1% of

the area’s GRP


11%(2017-2022)

Location Quotient

0.83Employment in this industry is

less concentrated than the national average


Healthcare and Social Services Industry As the healthcare and social services sector grows, demand for nurses, counselors and therapists, and social workers becomes more apparent. With these jobs in particular, supply is comparable to national numbers, but still does not meet the demand for these workers. Furthermore, compensation for these jobs is drastically lower than other regions, and the retirement risk is high. Finding ways of training individuals for these occupations and incentivizing them to stay in the region is key. Incentives could include increased wages, improving the region’s quality of life, integrating students into the community and workforce before they graduate (e.g. internships), and providing scholarship funds that stipulate community service after graduation.

ProgramsInstitutions that

offer these programsAward level

Program Completions(2012-2016)

National Exam Pass Rate (2012-

2016)WDA2 USA

Health/Medical Preparatory Programs(Registered Nurses, Licensed Practical and Licensed Vocational Nurses, Physicians and Surgeons)

Virginia Intermont College Associate's Degree NA NA

Mental & Social Health Services & Allied Professions(Counselors)

NRCC, VHCC, WCC< 1 academic year1 but < 2 academic years Associate's Degree

NA NA

Public Health(Community and Social Service Specialists) WCC < 1 academic year NA NA

Registered Nurse NRCC, VHCC, WCC Associate's Degree 88% 84.87%

Licensed Practical/Vocational Nurse Training NRCC, WCC < 1 academic year

1 but < 2 academic years84% 83.33%

Administrative Assistant & Secretarial Science(Secretaries & Administrative Assistants)

Washington County Adult Skill Center 1 but < 2 academic years NA NA

0 0

255 64

0 0

144 121

49 48

10 0


Page 7

Target Industry: Healthcare



796Institutions offering

programs

52016 Programs

6

Skills Gaps according to Jobs Postings and Resume Data


PIPELINE: Program Completions for In-Demand Occupations

0%20%40%

Acute Care

Pediatrics

Surgeries

Intensive Care Unit

Nursing

0% 20% 40% 0%20%40%

Research

CPR

Customer Service

Communications

Management

0% 20% 40%

Source: EMSI Developer 2018.2 Class of Worker*Programs excludes Bachelor’s degrees and above.

Need according to postings Need according to postingsAvailable skills according to resumes Available skills according to resumes

*Programs exclude bachelor’s degrees and above. Thus, this listing focuses more on middle skill, health care occupations than social services jobs and those requiring bachelor’s or above.


Page 8

Target Industry: Healthcare

• English Language• Customer and Personal Service• Psychology• Education and Training• Therapy and Counseling• Clerical• Sociology and Anthropology• Computers and Electronics• Medicine and Dentistry• Administration and Management

• Active Listening• Speaking• Social Perceptiveness• Reading Comprehension• Critical Thinking• Writing• Monitoring• Service Orientation• Coordination• Active Learning

Top Knowledge Competencies Top Skills Competencies


Educational Attainment In-Demand Occupations

Secretaries & Administrative

Assistants

First-Line Supervisors of

Office & Administrative

Support Workers

Registered Nurses

CounselorsSocial

Workers

Misc. Community

& Social Service

Specialists

Licensed Practical & Vocational

Nurses

Preschool & Kindergarten

TeachersTherapists





New River Mount Rogers Workforce Development Area II Target Industry: Professional, Scientific & Technical Services

Page 9


Description

Supply Indicators of Possible Demand Other Relevant Details

2017 Jobs

Projected5yr Change

Average Annual

Openings

UniquePostings to

Hires

Posting Trend line (Sep. 2016- Mar.

2018)

Median Hourly

Earnings


Secretaries & Administrative Assistants 2,681 -2% 314 109:110 $15.23

None to Moderate-term OJT

Bookkeeping, Accounting, & Auditing Clerks 1,576 6% 176 29:78 $15.27 None


Accountants & Auditors 945 7% 96 81:40 $28.05 None

Software Developers & Programmers 784 4% 71 157:32 $34.40 None

Computer Support Specialists 727 9% 67 111:35 $20.42 None

Management Analysts 579 4% 59 49:9 $38.15 None

Engineering Technicians, Except Drafters 516 4% 48 9:5 $24.93 None

Designers 393 13% 43 49:16 $15.94 None

Computer & Information Analysts 441 13% 39 29:9 $31.89 None


2017 Jobs

5,2693.5% of 152,878 total jobs



the area’s GRP


10%(2017-2022)

Location Quotient




Professional, Scientific, & Technical Service IndustryThis industry is comprised mostly of consulting and R&D businesses, which require a variety of personnel. Relevant, in-demand occupations include administrative and accounting positions, general managers, computer specialists, and engineering technicians. The pipeline of potential workers does not meet current demand. Those requiring bachelor’s degrees suffer because potential workers may leave the region for school or work. Those requiring some college to associate’s degrees do not have enough students entering programs, perhaps due to lack of interest or certain computer and math skills. Similar to other industries, the needed skill sets for managers is also limited. A multipronged approach to this industry may be needed; for example, combining awareness campaigns, high school outreach and better skills preparation, and incentives to stay in the region such as better connecting students to job opportunities.



665Institutions offering programs

42016 Programs

8Programs

Institutions that offer these programs

Award level Program Completions (2012-2016)

Computer & Information Sciences (Software Developers & Programmers, Computer Support Specialists, Computer & Information Analysts)

NRCC, VHCC, WCC

< 1 academic year, 1 but < 2 academic years, Associate's Degree

Accounting & Related Services (Bookkeeping, Accounting, & Auditing Clerks, Accountants & Auditors)

NRCC, VHCC, WCC


Electrical, Electronic & Communications Engineering Technology/Technician(Engineering Technicians, Except Drafters)

NRCC, VHCC, WCC

< 1 academic year, Associate's Degree

Industrial Production Technologies/Technicians(Engineering Technicians, Except Drafters)

NRCC, VHCC, WCC

< 1 academic year, 1 but < 2 academic years

Environmental Control Technologies/Technicians (Engineering Technicians, Except Drafters) VHCC 1 but < 2 academic years,

Associate's Degree

Web Page, Digital/Multimedia & Information Resources Design (Designers) NRCC, VHCC < 1 academic year, 1 but < 2

academic years

Industrial Technology/Technician(Engineering Technicians, Except Drafters) WCC Associate's Degree

Administrative Assistant & Secretarial Science(Secretaries & Administrative Assistants)

Washington County Adult Skill Center

1 but < 2 academic years


What they need What they have

Skills Gaps according to Jobs Posting and Resume Data

0%10%20%

BusinessAnalysis

Help Desk

BusinessRequirements

MicrosoftAccess

InformationSystems

0% 10% 20%

PIPELINE: Program Completions for In-Demand Occupations

86 42

32 27

27 24

28 14

9 9

7 2

2 0

10 0

0%10%20%

Merchandising

Auditing

SQL (ProgrammingLanguage)

Microsoft Access

Accounting

0% 10% 20% 0%20%40%

Problem Solving

Customer Service

Operations

Communications

Management

0% 20% 40%



Need according to postings Available skills according to resumes Available skills according to resumesNeed according to postings

• Computers and Electronics• English Language• Mathematics• Customer and Personal Service• Engineering and Technology• Administration and Management• Design• Clerical• Education and Training• Production and Processing

• Reading Comprehension• Critical Thinking• Active Listening• Speaking• Writing• Complex Problem Solving• Monitoring• Judgment and Decision Making• Active Learning• Mathematics



Page 11


Secretaries & Administrative

Assistants

Bookkeeping, Accounting, &

Auditing Clerks


Accountants & Auditors

Software Developers & Programmers

Computer Support

Specialists

Management Analysts Designers

Engineering Technicians,

Except Drafters

Computer & Information

Analysts






New River Mount Rogers Workforce Development Area II Target Industry: Tourism

Page 12


2017 Jobs

3,3592.2% of 152,878 total jobs



the area’s GRP

Description

Supply Indicators of Possible Demand Other Relevant Details

2017 Jobs

Projected5yr Change

Average Annual

Openings

UniquePostings to

Hires

Posting Trend line (Sep. 2016- Apr.

2018)

Median Hourly

Earnings



Lodging Managers 44 2% 5 1:4 $20.92 None

Athletes, Coaches, Umpires, & Related Workers 308 3% 43 9:16 $16.37 None to Long-

term OJT

First-Line Supervisors of Building & Grounds Cleaning & Maintenance Workers

296 2% 34 17:16 $15.32 None

First-Line Supervisors of Sales Workers 1,802 4% 205 199:54 $17.37 None

First-Line Supervisors of Office & Administrative Support Workers 1,475 7% 168 19:15 $20.11 None

Bookkeeping, Accounting, & Auditing Clerks 1,576 -2% 176 29:78 $15.27 Moderate OJT

Maintenance & Repair Workers 1,781 5% 194 94:83 $16.11 Moderate OJT

Driver/Sales Workers & Truck Drivers 3,028 3% 352 3,332:175 $15.22 Short-term OJT


3%(2017-2022)


Location Quotient




Tourism IndustryIn-demand occupations at $15 or above for tourism include managerial and administrative positions, maintenance workers, and commercial drivers. Management positions particular to the tourism industry require not only comprehensive leadership and critical thinking skills but also strong customer service abilities. Identifying workers with at least some of those skill sets and helping them to foster this mix of skills may be vital to creating a strong tourism backbone. Meanwhile, professional certifications for maintenance and repair as well as commercial driver’s license (CDL) drives could be encouraged.


Page 13

Target Industry: Tourism



300Institutions offering

programs

32016 Programs

3

Program Completions for In-Demand Occupations

ProgramsInstitutions that offer these

programsAward level Program Completions (2012-2016)

Hospitality Administration/Management (Lodging Managers)

VHCC, Southeast Culinary & Hospitality College

< 1 academic year, Associate's Degree

Business Administration, Management & Operations (General & Operations Managers, First-Line Supervisors of Building & Grounds Cleaning & Maintenance Workers)

NRCC, VHCC, WCC


Accounting & Related Services(Bookkeeping, Accounting, & Auditing Clerks)

NRCC, VHCC, WCC



Skills Gaps according to Jobs Posting and Resume Data

7 5

66 57

32 27

0%5%10%

RestaurantOperation

Discounts &Allowances

Deposit Accounts

Purchasing

Merchandising

0% 5% 10% 0%20%40%

Communications

Operations

Sales

Customer Service

Management

0% 20% 40%


Need according to postings Need according to postingsAvailable skills according to resumes Available skills according to resumes


Page 14

Target Industry: Tourism

Knowledge Competencies




Lodging Managers

Athletes, Coaches,

Umpires, & Related Workers


Building & Grounds Cleaning &

Maintenance Workers

First-Line Supervisors of Sales Workers


Office & Administrative

Support Workers

Bookkeeping, Accounting, & Auditing

Clerks

Maintenance & Repair Workers

• Customer and Personal Service• English Language• Administration and Management• Education and Training• Mathematics• Personnel and Human Resources• Sales and Marketing• Clerical• Computers and Electronics• Public Safety and Security

• Speaking• Critical Thinking• Monitoring• Active Listening• Reading Comprehension• Management of Personnel Resources• Social Perceptiveness• Coordination• Writing• Time Management

Driver/Sales Workers &

Truck Drivers







Page 15

Internal Recruitment

Qualified candidates within an organization are often overlooked for positions. Companies can harness this untapped potential to close the skills gap by thinking about their employees as a cluster of competencies. Internal talent recruitment programs are most successful with strategic workforce planning to address talent gaps, a solid database of employee profiles, the necessary technology to manage the process, and collaboration among managers responsible for talent acquisition and retention.

Various web-based tools are available for industries to support their internal-mobility programs. One application from the San Francisco-based company Recruitsoft helps Whirlpool Corporation’s employees retrieve a list of jobs that match their backgrounds so they may apply for jobs online. Whirlpool’s managers who need to fill an opening can enter the job criteria and instantly receive names of internal and external candidates who fit the description.

Fidelity Investments in Boston has also created an internal site called MyCareer@Fidelity, which enables employees to map their career path at the company. Employees type in their current job and can see the next logical job and alternatives. Or they can type in the position they would like to hold in five years and identify the path to get there.

While application of these web-based tools seems promising in providing opportunities for internal recruiting, many companies in this region are small and cannot afford to develop such software. As a result, many lose upward mobile employees to other regions and jobs, missing out on promising middle managers. What ways can the workforce system help companies in developing a culture of internal mobility to better retain employees? Through the America’s Promise grant, the workforce board and its partners are already developing a portal that could serve such functions in the future.

Best Practices

Invest in internal training and development

The most recent data (2016) from the Bureau of Labor Statistics shows the average worker stays at a job for 4.2 years. Because of this turnover, industries may be reluctant to increase investment in training. However, a Deloitte Consulting study shows that many company executives from different industries view internal training as the most promising method to mitigating talent shortages among skilled workers. To develop a culture of internal training, workforce partners may assist employers in the design, execution, and evaluation of internal training programs.

In the design phase, businesses must assess the training needs of workforce and identify skill gaps. Through technical and/or financial assistance, workforce can assist managers in defining their training objectives. Promoting readily available industry tools (e.g. The Manufacturing Institute’s NAM-endorsed Manufacturing Skills Certification System) may help businesses to target their investment where training will have the most impact.

Many training models exist: internal vs. outsourced, classroom vs. workshop style, individual vs. group training, skills-based vs. management training, in-person vs. online training. Regardless of which model, the question for the workforce system is how to employ its knowledge, technical and financial resources to develop more to-the-point training that is tailored to companies and workers.

In the evaluation phase, workforce as an external agent can assist companies in reviewing and redesigning their training programs if they do not meet the intended objectives. Employees’ feedback can inform this process. Over time, employers can gauge the effectiveness of their training by tracking improvements in employee performance, an area where workforce assistance can be of great value.

Sources: http://www.workforce.com/2004/02/27/new-internal-hiring-systems-reduce-cost-and-boost-morale/

Bureau of Labor Statistics. (2016). Employment Tenure in 2016 (pp. 1–11). Deloitte Consulting LLT, & Manufacturing Institute. (2015). The skills gap in U.S. manufacturing 2015 and beyond.

Skill gaps in incumbent employees


Page 16

Best Practices

Sector-Based Workforce Development

Organizing the training of workers in the context of an industry is not a new concept. The basic idea is if policies and programs focus on a group of firms with similar products, processes, occupations and locations, it will be easier and more efficient to identify and address common needs. In this approach a workforce intermediary has a key role to bridge the needs of employers and workers, and broker resources and services to facilitate connections.

One of the oldest and most respected industry sector partnerships is the Wisconsin Regional Training Partnership (WRTP). The most important principle of the WRTP is the organizational and programmatic focus on joint labor-management leadership (i.e. collaboration between labor and management to improve working conditions and quality of services). The WRTP relies on strong relationships with employers and union leaders to secure better outcomes for workers inside firms.

This intermediary role of WRTP is widely understood, but in practice such efforts imply a level of dynamism that is often hard to develop in an intermediary. This Wisconsin program illustrates how workforce boards must see industry-workforce partnerships as a long-term process of relationship building. The mix of relevant intermediary services—their capacity to provide answers to firms while delivering on social priorities—implies flexibility and adaptation on the part of workforce systems and industry.

Funding and sustainability of partnerships in sector-based workforce development is another challenge. Colorado Department of Labor and Employment (CDLE) has overcome this issue by adopting several strategies.

Sources: Conway, M., & Giloth, R. P. (Eds.). (2014). Connecting people to work: workforce intermediaries and sector strategies. New York: Aspen InstituteTurner, Shiloh, Kathy Merchant, John Kania, and Ellen Martin. 2012. Understanding the Value of Backbonehttps://www.colorado.gov/pacific/cwdc

1. In 2008, the Colorado Workforce Development Council (CWDC) created a Sector Strategy/steering Committee of industry leaders and agency heads from workforce, education, and economic development to guide policies and practical development of sector partnerships (the committee is still active).

2. In the same year, CWDC repurposed WIA discretionary funds to create start-up grants to support local sectoral partnerships.

3. Since 2008, Colorado’s local workforce areas and their partners were convened for annual Sector Strategy Academies to learn from one another and from national sector practitioners.

4. An online portal allows local partnerships to share information with one another on an ongoing basis.

5. Since 2011, train-the-trainer curriculum and tools have been published annually to expand the concept and practice of sector partnerships to new areas and organizations.

Skill gaps in prospective employees

Southwest Virginia Workforce Development Area 1

Page 17

Best Practices

Building the pipeline early on Involvement with local schools and community colleges, as well as external training and certification programs helps industries to close the skills gap. Increasingly, community colleges are entering into partnerships with employers and industry associations to provide “sector-based” or “job-driven” training in health care, advanced manufacturing, IT and other fields to expand training.

Apprenticeships and work-based learning models appear to be expanding as well, making it easier for students to gain on-the-job training and work experience as well as a general postsecondary credentials. Workforce boards as apprenticeship partners can play a wide range of roles namely:

1. Intermediary organizations play a crucial role in the development of new and emerging apprenticeship programs and help to maintain developed apprenticeship systems. Intermediary organizations

Sources:Conway, Maureen and Robert Giloth. 2013. Connecting People to Work: Workforce Intermediaries and Sector Strategies. Aspen Institute, Washington DC.Bergman, T., & Kobes, D. (2017). The State of Apprenticeship Among Workforce Board. Jobs For The Future, 16.

provide continuity in the function of systems, such as standards setting, quality assurance, training, advocacy, fund development, and data collection. Intermediary organizations act as backbone organizations, who a) guide vision and strategy; b) support aligned activities; c) establish shared measurement practices; d) build public will; e) advance policy; and f) mobilize funding.

2. Recruiters who refer apprentices to programs. Workforce boards are natural partners in this role, given their basic role in preparing individuals for and referring them to high-demand workforce opportunities. However, skill gaps and finding the right candidates to refer are among major challenges. Information brochures about apprenticeships for students and jobseekers, or a simple guide for the job seeker on the process and benefits of apprenticeships are among some approaches to addressing skill mismatch problems.

Photo from: http://www.gpb.org/blogs/georgia-at-work/2017/10/05/technical-college-system-of-georgia-extends-german-apprenticeship

3. Program sponsors who formally administer and operate the program, registering it with the appropriate federal state agency.


http://www.gpb.org/blogs/georgia-at-work/2017/10/05/technical-college-system-of-georgia-extends-german-apprenticeship

Southwest Virginia Workforce Development Area 1

Page 18

Best Practices

Education-industry apprenticeships

According to Jaime Fall, Director of Upskill America, “[t]he most successful education/industry partnerships I’ve seen are [those that] bring together a large set of partner companies that value the skills individuals learn during their apprenticeship and work to create a talent pipeline for the industry in the region, not just one employer. This doesn’t work when individual companies just work to prepare enough talent to meet their own needs.”

An example of such collaborations is KY FAME (Kentucky Federation of Advanced Manufacturing Education), a consortium of regional manufacturers that work together to implement dual track, apprenticeship-style training through partnerships with local technical colleges to deliver the Advanced Manufacturing Technician Program.

The Kentucky Skills Network as a partnership of local and state workforce development organizations acts as the intermediary organization in KY FAME. It brought together a consortium of businesses and has partnered with the German American Chamber of Commerce (GACC) as part of its Skills Initiative. This partnership is an important element, in that the GACC provides the training, certification, and assessment materials, as well as coordination support, to help bring businesses to the table.

Workforce boards are looking for a range of support for their efforts to promote apprenticeships among employers; a number of solutions developed by board members include:

“testimonials from employers of all sizes to share when conducting...outreach”

“businesses who are already doing apprenticeships (especially in non-construction fields) to be champions and credible messengers for other businesses.”

“data on the benefits and return on investment of apprenticeships for employers; and case studies and examples of the benefits provided to employers by apprenticeship programs.”

Boards are also developing creative ways to integrate apprenticeships into existing activities. Examples are:

• Dedicating WIOA funds to apprenticeships by supporting co-enrollment with WIOA

• Using WIOA funds to support students that are in technical training at a community college

• Providing on-the-job training funds, while other funds are used for the classroom training provided by community colleges

• Developing a special apprenticeship supportive services policy that provides more funding than its “regular customer” supportive services

• Setting aside budget funds to support apprenticeships.


Sources:Craig, R., & Bewick, T. (2018). Making Apprenticeships Work - Five Policy Recommendation. University Ventures.A Quick-Start Toolkit: Building Registered Apprenticeship Programs, U.S. Department of Labor

New River Mount Rogers Workforce Development Area II Summary

Page 19

Workforce Gap SummaryThe population growth in the New River Mount Roger’s Workforce Development Area is expected to remain stagnant (2012-2022), and workforce participation in the region has declined by 5% in the past five years (2012-2017). At the same time, unemployment and underemployment have declined. One way of addressing these trends would be to grow a diverse set of industries, relying less on manufacturing, government and retail for employment and growing the health care sector as well as professional, scientific, and technical services. The workforce development board has highlighted four industries to support through targeted workforce development. Below is a summary of a brief demand-supply analysis of occupations in these industries.

Manufacturing IndustryIn-demand occupations consist of middle-skill jobs (maintenance and technicians), managerial positions, and knowledgeable sales representatives. Gaining a better knowledge of the number of professional certifications may give a better understanding of supply. Meanwhile, the workforce system may encourage youth to enter these careers, build their skill sets and employer connections through apprenticeships and internships with local companies, and offer opportunities for students and incumbent workers to gain more soft skills used in managerial positions.

Healthcare and Social Services IndustryIn-demand occupations include nurses, counselors and therapists (physical and psychological), and social workers. Future supply of these workers may be low and many existing workers are close to retirement. Retaining high school students and postsecondary graduates in the region will be necessary to grow and sustain the needed supply for these occupations. Incentives may be wage increases, better connecting students with employers and the region’s activities so they are more invested in the area, improving and marketing the region’s quality of life, or offering educational funding for in-demand programs that stipulate regional service upon graduation.

Professional, Scientific, & Technical Service IndustryIn-demand occupations include administrative and accounting positions, general managers, computer specialists, and engineering technicians. Those requiring bachelor’s degrees suffer because potential workers may leave the region for school or work. Those requiring some college to associate’s degrees do not have enough students entering programs, perhaps due to lack of interest or certain computer and math skills. Similar to other industries, the needed skill sets for managers is also limited. A multipronged approach to this industry may be needed; for example, combining awareness campaigns, high school outreach and better skills preparation, and incentives to stay in the region such as better connecting students to job opportunities.

Tourism IndustryIn-demand occupations at $15 or above for tourism include managerial and administrative positions, maintenance workers, and commercial drives. Management positions particular to the tourism industry require not only comprehensive leadership and critical thinking skills but also strong customer service abilities. Identifying workers with at least some of those skill sets and helping them to foster this mix of abilities may be vital to creating a strong tourism backbone. Meanwhile, professional certifications for maintenance and repair as well as commercial driver’s license (CDL) drives could be encouraged.

For more information, please contact:

Scott TateAssociate DirectorVirginia Tech Office of Economic DevelopmentPhone: (540) 231-2351Email: [email protected]

Sarah Lyon-HillSenior Economic Development SpecialistVirginia Tech Office of Economic DevelopmentPhone: (540) 231-9940Email: [email protected]

VBWD One-Stop Report New River/Mt. Rogers Workforce Development Board Wytheville One-Stop Campus and Radford Affiliate Site

Reporting Period: July 1, 2017 – May 31, 2018 (YTD) In alignment with the balanced scorecard approach, each Local Workforce Development Board will forward a quarterly report to the Virginia Board of Workforce Development to include:

Customer Service Job seeker customer satisfaction survey results (% of respondents)

Very Satisfied – 100% Satisfied – NA "I really appreciate all the help” “Friendly and kind personnel” Business customer satisfaction survey results

(% of respondents) Very Satisfied – 100% Satisfied – NA

Operations Number of new “participants” (job seeker customers) for the one-stop

Wytheville – 676 Radford – 3,152

Number of hires attributed to the One-Stop Center Wytheville – 52 Radford - 202 Number of training activities completed 131

Number of workforce credentials attained 131 - 83% of individuals attain a credential

Number of new employers registered in Virginia Workforce Connection (VWC)

Wytheville – 26 Radford - 51 Number of new job orders entered into VWC Wytheville – 1,660 Radford – 2,822 Number of new job orders matched in VWC Wytheville – 1,660 Radford – 2,816 Number of job seekers registered in VWC Wytheville – 39,116 Radford – 13,189 Number of employers served by partner staff

(An employer “served” is one who had a defined workforce need and received a solution developed by one or more One-Stop Partners.)

Wytheville – 2,023 Radford - 640

Resource Management Narrative which describes adherence to the Resource Management Plan arrangement

Memorandum of Understanding and partner resource sharing meetings are being held. Partner meetings are held regularly to exchange information: 08/02/17 Partner Meeting – 17 Attendees 09/06/17 Partner Meeting – 15 Attendees 12/06/17 Partner Meeting – 21 Attendees 02/14/18 Partner Meeting – 20 Attendees 03/07/18 Partner Meeting – 17 Attendees 04/04/18 Partner Meeting – 18 Attendees 05/02/18 Partner Meeting – 16 Attendees 06/16/18 Partner Meeting – 14 Attendees Business Services Units in Abingdon, Wytheville, Galax, and

Professional Development List of professional development and other activities completed

Professional and other activities completed by staff include: 8/23/17 Unseen Disabilities Presentation 8/30/17 Debt Management 9/27/17 Time Management Training 9/27/17 Trade Session for Jefferson Yarns 11/917 Bland Resource Fair 11/27-30/17 Veterans Conference 12/29/17 Manager and Veteran Staff Employer Visit to Eupepsica 02/19/18 Job Search Secrets Revealed – Guerrilla Marketing 02/20/18 Veterans Activities - DOL 201 Training 02/2818 04/06/18 05/31/18 Trade Sessions for XALOY 04/05/18 Veteran Resource Fair and EVA Training 04/06/18 Trade Session Xaloy April 2018 Ongoing all month Google G Suite 05/02/18 Understanding Your Co-Workers’ Personality Traits 05/13/18 Business Expo Job Fairs: • 04/25 Federal Mogul • 04/26 & 05/09 AtWork • 05/02 Bright Services • 05/02 & 05/10 Pyrotechnic By Grucci • 05/11 & 05/25 Service Master • 05/23 Securitas • 05/25 US Foods • 05/30 Atsumni Number of frontline staff trained and certified

in compliance with State policy 20

Submitted by People Inc Jonathan Sword is 24 years old and a single parent of a 7 month old baby girl, Landon. Jonathan was employed by a local temp service as a Fuel Assistant (refueling delivery trucks) at KVAT, earning $10.00 per hour. However, since this was through a temp service, he knew that it could end at any time. Jonathan was frustrated by only having temporary employment as he knew he needed to be able to provide for his daughter. KVAT hire Jonathan as a permanent employee after he completed 90 days with the temp service but Jonathan quickly realized that although this was permanent employment; there was no room for advancement within the company without any type of license or credential to operate other equipment. Jonathan was referred to People Incorporated by a former youth client. Jonathan completed the eligibility/enrollment paperwork as well as the TABE and CareerScope assessments. Jonathan’s CareerScope showed that he had both interest and aptitude in physical performing and mechanical and he scored very high on all areas of the TABE assessment. Jonathan was enrolled in People Inc WIOA Youth program and immediately began Work Readiness workshops including resume writing and interview skills. Jonathan had expressed an interest in attaining a Commercial Driver License. He felt that with the CDL endorsement, opportunities for advancement would open up for him. After researching and comparing CDL programs in the local area, Jonathan enrolled in the Commercial Truck Driver program at Tri County Driving Academy. Jonathan had never worked in the transportation field, or driven a large vehicle that required a CDL before; however, he excelled in the program. Before he graduated, he was offered full time employment with Blue Ridge Beverage Company, driving locally, which allowed Jonathan to continue to be home in the evenings with his daughter. Jonathan completed his training, obtained his CDL license and is now earning $13.75 per hour with a full benefit package as a Truck Driver! “I’m thankful for the opportunity to have a job with good wages and benefits and excited for

the future I can give Landon”.

Jonathan

Area Layoffs and Closures - June 11, 2018

Company Event Affected Employees

Announcement or Effective

Date

Status

Kmart Abingdon, VA

Closure 35 December 2017 Completed

Magic Mart Abingdon, VA


Jefferson Yarns Pulaski, VA

Closure 31 May 2017 Completed

Volvo Trucks North American Dublin, VA

Layoffs 500 February 2017 RESCINDED

Titan International Inc. Saltville, VA

Layoffs 80 December 2017 Completed

Sears Bristol, VA & Kingsport, TN

Closure Not Announced

March 2017 Completed

Southwestern Virginia Training Center Hillsville, VA

Closure 300 June 2018 On-going

Celanese Narrows, VA

Layoffs 27 November 2016 Completed

Kennametal, Inc. Chilhowie, VA

Closure 89 April 2017 Completed

Sandvik Bristol, VA


Norsdon Xaloy Pulaski, VA

Closure 146 December 2017 On-going

GE’s Fairchild Mining Equipment

Glen Lyn, VA

Closure 59 April 2017 Completed

Aegisound Christiansburg, VA


Kmart Wytheville &

Martinsville, VA

Closure Not Announced

December 2016 Completed

Volvo Trucks North American Dublin, VA

Layoffs 800 February & September 2016

Completed

Ball Corporation Bristol. VA

Closure 230 July 2016 Completed

Yokohama Tire Salem, VA

Layoffs 50 October 2016 Completed

General Shale Atkins, VA

Closure 39 February 2016 Completed

Dish Network, Christiansburg

Layoffs 400-450 Media announcement

03.13.18

On-going

Wade’s Grocery, Dublin Closure 42 April 2018 Completed

PROJECT UPDATE

SUBMITTED BY

People Incorporated of Virginia

06/19/2018

Recruitment/Training – People Inc. staff recruited 15 individuals to participate in various career training activities primarily designed to upgrade existing skills in the health care field. All fifteen (15) participants have completed training and fourteen (14) are employed.

Training Number Trainees Outcomes

Certified Professional Coder 3 3 Completed Preparation Seminar but only 1 passed

certification. (All are employed with 1

employed in medical field) LPN to RN Bridge Program 1 Graduated 05/12/18.

NCLEX scheduled for end of June. Employed with staring wage of $22 per

hour. Health Information Management 1 Graduated 05/12/18

Currently seeking employment in the healthcare field.

Employed Worker to LPN 5 5 – Graduated 05/12/18. NCLEX scheduled for end

of June. All are employed/offers of

employment with starting wages of $16-21 per hour.

Employed Worker to Medical Assistant

5 5 – Certified Medical Assistant Credential

5 - Employed Medical Assistant

PROJECT UPDATE

SUBMITTED BY GOODWILL INDUSTRIES OF THE VALLEYS 4/19/18

Recruitment – Goodwill staff worked with Carilion New River Valley, Lewis Gale-Montgomery Regional Hospital, and various assisted living facilities to identify existing CNA candidates to assess and enroll into T2C to become Certified Medical Assistants. We identified 11 youth and adults to participate in the program. These individuals have completed the enrollment and assessment process. Because we had two individuals drop out, we have recruited two additional participants. We also have enrolled two additional individuals in November bringing the total participant count to 15. Training – Fast Track Health Care provided the CMA training for the first group. 9 individuals began general training in April and began the CMA portion of the training on May 8. Two people have dropped out. One individual left the class due to having to take care of a sick family member. One had some personal changes that required a change in training schedule. individual. Cohort 1 class participants completed clinical rotations. Three students to date have received credentials and have entered training related employment. Two students are employed at Richfield and one is employed at Carilion Clinic. Because of concerns with the training provider, we have now partnered with Virginia Tech Office of Continuing Education and Condensed Curriculum International (CCI), a private training provider that works with many community colleges nationwide. Goodwill has now established a medical training lab in Christiansburg and is hosting the CMA cohort that started on 12/4/17. Four T2C participants enrolled in that cohort. All of them passed the credentialing exam last week and have now entered employment. We had much better success partnering with Virginia Tech and our plan is to hold regular cohorts every three months. Employer Engagement – As a result of the recruitment efforts for the program, we have strengthened relationships with Carilion, Lewis Gale, Med Express, and several assisted living facilities throughout the New River Valley. Enhanced Partnership – As noted earlier, we have developed a new partnership with Virginia Tech and CII, and we have built training capacity for the New River Valley through establishment of the Goodwill Training Center in Christiansburg.

Business Contacts: 2nd Quarter 2018

April • Assisted with the Regional Healthcare Career Fair in Salem. Participating companies: Carilion

Clinic, Highland Ridge Rehab, Lewis Gale Hospital, Skyline Nursing and Rehab and Wall Residences.

• Participated in a Manufacturing Roundtable Discussion in Wytheville. Participating companies: Mt Rogers IDC, Quadrant EPP, Camrett Logistics, Volvo Group Trucks, Clarke Precision Machine, Vanguard Furniture and Southwest Specialty Heat Treat.

• United Industrial Services: Connected the company with Goodwill’s Adult and Youth programs. Three individuals were interviewed for potential internships.

• Valley Staffing: Company presented to the New River Valley Business Services group, sharing information about the companies they work with, their current openings and how best for jobseekers to connect with them.

• Cogar Manufacturing: Met with company Vice President, Director of Operations and Office Manager to talk about workforce services and Heart Project (with Sam Wolford and Bill Donohue of GenEdge). They are interested in work experiences with WIOA clients that could be available later in the year and will connect them with Goodwill Adult and Youth Programs. They are also interested in NRCC Welding students and will connect any of those that we work with through Pathways. Also sent contact information for the CAD instructor at NRCC, as they have a need for draftspeople. Company is a good fit for the Heart Project and we discussed several possible projects.

• Moog: Coordinated and participated in a Listen & Learn tour of their facility for 14 workforce and economic development partners. Learned about the company as well as talked about workforce needs and hiring processes.

• Highland Ridge Rehab: Coordinated and participated in a Listen & Learn tour of their facility for 12 workforce partners. Learned about the company as well as talked about workforce needs and hiring processes. We also talked about the company’s unique CNA training class; they provide free training to those interested without requiring an employment commitment.

• New River Computing: Enrolled one employee as an incumbent worker in the Pathways Project to participate in Network Administrator training. We are discussing two other possible incumbent workers.

• Assisted in the coordination and facilitation of the Twin County Spring Career Fair in Galax. Participating companies: Access Home Health Care, Allen Providing Health Care Services, Inc., At Work Personnel Services, Blue Ridge Home Health Care, Bottomley Enterprises, Carroll County DSS, Core Health & Fitness, DLP TCRH, DSV Solutions, LLC, Ethan Allen Distribution, Galax Heath and Rehab, Grayson County School Board, Grayson Rehabilitation and Health Care Center, Guardian Industries, Hansen Turbine Assemblies, Heritage Hall - Laurel Meadows, Highland Ridge Rehab Center, Joy Ranch, Klockner Pentaplast, Life Center of Galax, Mohawk, Mountain Valley Hospice & Palliative Care, New River Valley Regional Jail, Oak Hall Cap & Gown, Professional Networks Inc, Pulaski Police Department, Rescare/Creative Family Solutions, River North Correctional Center, RotoMetrics, Senior Home Share, LLC, Skyline Nursing and Rehab Center, Southwest Virginia Home Health, Team Nurse, The Results Companies, US Army,

Vanguard Furniture, Virginia Conservation Police, Virginia State Police, Virginia Tech Police, Waddell Nursing and Rehab, Wall Residences, Westaff and WorkForce Unlmited

• ProChem: Enrolled one employee as an incumbent worker in the Pathways Project to participate in a customized welding training with the SVAM Center of Excellence. The training is being provided on-site and should result in a AWS (American Welding Society) certification for the employee as well as increasing the welding processes that the company can do in-house.

• Korona Candles: Working with NRCC on a potential training program for 18-20 of their current workers.

• Volvo Trucks: Shared information about the upcoming Apprenticeship Event in Abingdon. Also working with the company to get information needed to work on a customized training option for their Finish Painter position.

• BAE: Talked with their recruiter about possible training options through ToolingU as well as sharing information about the upcoming Apprenticeship Event.

• MEC: Talked with the HR Manager about their need for welders. Shared information about the upcoming Apprenticeship Event. Connected with GenEdge to talk about Supervisor/Leadership Training.

• Woodgrain Millwork: Talked with HR Manager about the Pathways Project and their need for Lean Six Sigma Green Belt training for one of their leadership staff members.

• Electro-Mechanical Corporation: Talked with HR Manager about a possible custom job fair/hiring event at their facility.

• Wize Solutions: Talked with staff about the Pathways Project and other workforce services. • Shared information about job openings for the following: Montgomery County, City of Radford,

Skyline Nursing and Rehab and Pulaski County DSS. May

• Participated in a Wytheville-Wythe-Bland Chamber of Commerce Community Expo in Wytheville, VA and shared information about Workforce Services with businesses in attendance.

• Clarke Precision Machine: Talked with Matt Clarke about possible assistance through the Heart Project. Scheduled a meeting with Sam Wolford of GenEdge. Clarke Precision Machine submitted an application and was accepted. Currently working on a project to assist with the cost of training associated with the company’s new ERP system.

• BAE Systems: Participated in a conference call with ToolingU about BAE System’s training needs and possible assistance through the Pathways Project.

• Working with SVAM and the Joint IDA of Wythe County on the implementation of a Wage and Benefits survey for Manufacturers.

• New River Computing: Working with Operations Manager on information needed to support 3 employees in training for certifications.

• US Foods: Assisted US Foods (Salem, VA) with recruiting efforts. Shared available employment opportunity information with partners and connected them with the Radford Workforce Center to schedule a company specific job fair.

• Participated in the “Today’s Apprenticeship” workshop in Abingdon, VA. • Volvo Trucks: Worked with staff to get more information about training needs for their Finished

Painter position and shared contact information for the Tazewell County Schools auto body CTE program.

• ProChem, Inc.: Followed up with HR Manager about the customer welder training that is in progress. The employee is progressing well and the company is very pleased with the training so far.

• Spectrum Brands: Followed up with HR Manager about their interest in starting an apprenticeship program. The program has been put on hold for the moment.

• Longwall Associates: Visited Longwall Associates in Chilhowie, VA with Sam Wolford of GenEdge. We shared information about available workforce services as well as the Heart Project. Contacted WCC about potential summer internships for students enrolled in drafting classes.

• Bojangles: Connected the manager of the Bojangles in Dublin, VA with DARS as a potential source of employee referrals.

• Crossroads Listen and Learn Tours: With a group of workforce and economic development partners, toured three manufacturing facilities – River Ridge (Independence, VA), Vanguard (Hillsville, VA) and Mohawk Industries (Hillsville). Talked with each company about their workforce and training needs. Also toured WCC’s training facilities at the Crossroads Institute.

• MEC: Toured the Atkins, VA facility with workforce and economic development partners as well as two potential employees. Forwarded the resumes for three welders interested in working for the company.

• NRV Workforce Exchange: A panel of three New River Valley businesses spoke to workforce partners. Each business shared: an overview of the company; the skills, certifications and traits that they are looking for in potential employees; information about their hiring process; and how best for jobseekers to connect with them. Participating companies were: Carilion Clinic, Corning, and Conrock.

• Coordinated a Business Over Breakfast workshop – “How to Handle Crisis” in Galax, VA. Participating companies: Rooftop of Virginia, Twin County Regional Healthcare, Skyline Nursing and Rehab, Workforce Unlimited, Core Health & Fitness, Candor Construction, and The Results Companies.

• Electo-Mechanical – Contacted Brandi about the possibility of assisting with a company specific career fair and the Heart Project.

• Hollingsworth & Vose – Checked in with Doug Robinson about the employee in Black Belt training (supported by Heart and Pathways Projects). Also gave him information about upcoming Apprenticeship workshops.

• Camrett Logistics – Check in with Melissa and Lisa about how things are going with the staff expansion due to Volvo’s production increase and also how the ISO certification is progressing (Heart Project sponsored).

• Coalfield Services – Workforce referral (trained welder). • Southwest Specialty Heat Treat – Talked with David about his current workforce needs (office

assistant and heat treat staff). Offered assistance in filling positions as well as referral to appropriate staffing agency.

• Outreach about the Heart Project and how it could benefit their specific company: BMI (Hillsville), Electroplate-Rite (Dublin), L.H. Corp (Dublin), Virginia Steel & Fabrication (Bastian), W&B Fabricators (Rocky Gap), The Williams Company (Bristol) and Appalachian Machine (Dublin).

Jenny Bolte, Project Manager * (540) 838-9400 * [email protected]

PATHWAYS TO THE AMERICAN DREAM

NRMR Workforce Development Board

PROGRESS REPORT June 2018 (Reporting as of May 31, 2018)

Participant Data:

Enrolled Un/Under

Incumbent

Complete Training

Complete Training &

Earn Credentials

Un/Under Obtain Emp.

Incumbent Retain or Advance

Emp.

Median Wage

Industry HC AM IT

Y1 Q2 22 22 0 21 21 19 0 $20.70 21 0 1 Y1 Q3 150 121 29 93 91 50 28 $18.15 100 46 3 Y1 Q4 111 108 3 68 68 18 1 $22.17 105 7 1 Y2 Q1 180 125 55 41 41 6 7 $14.25 129 49 1

Current 131 122 9 105 105 0 1 -- Total 594 498 96 328 326 93 37 $22.13 353 102 6

Participant Data Compared to Performance Outcomes:

Enrolled Un/Under (75%)

Incumbent (25%)

Complete Training

(85%)

Earn Credentials

(75%)

Un/Under Obtain Empl. (75%)

Incum. Retain or Advance

Empl. (90%)

Median Wage

Goal 500 375 125 361 319 239 96 $22.76 Actual 594 498 96 328 326 93 37 $22.13

Performance 119% 133% 77% 91% 102% 39% 39% 97% Enrollment and Exit Status: Total Enrollment 594 Currently Active 464 78% Positive Exit (Obtain or Retain/Advance Employment) 120 20% Negative Exit 10 2%

Enrollments per Industry and Occupation:

HEALTHCARE ADVANCED MANUFACTURING INFORMATION TECHNOLOGY Respiratory Therapist 12 Welders, Cutters, Solderers,

and Brazers 20 Computer Systems

Analyst 1

Registered Nurse 223 Industrial Engineer 2 Computer Programmer 2 Medical and Clinical Laboratory Technologists

1 Mechanical Engineering 2 Network and Computer Systems Administrator

1

Dental Hygienist 2 Electrical and Electronics Engineering Technicians

36 Computer User Support Specialist

3

Radiologic Technologist 11 Mechanical Engineering Technicians

18

Emergency Medical Technician and Paramedic

67 Engineering Technicians 23

Pharmacy Technician 2 Chemical Technicians 1 Licensed Practical and Vocational Nurse

99 Automotive Service Technicians and Mechanics

25

Medical Records and Health Information Technician

25 Machinery Maintenance 1


Phlebotomist 8 Industrial Machinery Mechanic

6

Machinists 3 Total 450 Total 137 Total 7

Credentials by Industry per Participant (unduplicated count):

Healthcare Manufacturing Information Technology Total 261 79 2 342

Includes credentials also earned by currently enrolled participants. Total Leveraged Funding (as of March 31, 2018): $3,577,229 SUCCESS TOWARD PROJECT GOALS: I. Program Implementation Activity 1: Project Launch: Completed Activity 2: Outreach and Recruitment: Ongoing Activity 3: Enrollment and Training

Deliverable: Status: Eligible and suitable applicants complete Intake process and are admitted into the program. (Y1-2 Goal: 500) 594 1,100 individuals enroll in training. (Y1-2 Goal: 500) 594 935 (85%) individuals complete training. (Y1-2 Goal: 361) 328 Skills-gap training is provided to participants to assist them in attaining credentials. (Y1-2 Goal: 319) 326 619 (75%) of the un and underemployed targeted population obtain employment in a middle-skilled job. (Y1-2 Goal: 239) 93 248 (90%) of the incumbent targeted population retain or advance in employment. (Y1-2 Goal: 96) 37

Activity 4: Paid Work-Based Learning

Internship 5 On-the-Job-Training 2 Apprenticeship 0

Activity 5: Job Placement: 120 date. Main challenge is in obtaining Employment Verification from employers. We have entered into an agreement with the Virginia Employment Commission are in the process of devising strategies for securing employment data. Activity 6: Follow-up

Deliverable: Status: Navigator and partners continue to provide coaching, support services, and other supports to participants to facilitate successful transitions into employment

464

Data Specialist continues to encourage continued learning and skill development in preparation for career pathway advancement

120

Activity 7: Reporting Ongoing – Reports made monthly to NRMRWDB and/or CLEO Board. Quarterly Narrative and Data Reports submitted on time to the DOL. Financial Reports reconciled monthly with Fiscal Operator. Quarterly In-Kind and Leverage Reports submitted to Fiscal Operator.


II. Training Development Activity 1: Career Pathway and Curricula Development/Modification – Ongoing

• 56 Pathways training programs are included on the local area Approved Training Provider List in order to increase access to WIOA and other WIOA partner funding streams.

Activity 2: Online Portal Development - In development

• In collaboration with Lord Fairfax Community College o KnowledgetoWork.com site has been created. o The Pathways project will have developed a separate domain and user interface to meet the distinct

purposes of our project, which is to have a searchable online tool that aids adults in accessing workforce system services to advance along career pathways.

Activity 3: Prior Learning Assessment System Development - In development

• In collaboration with the Council for Adult and Experiential Learning (CAEL) and the Virginia Community College System (VCCS) to create a culture that values, assesses, and credits the prior learning of the working adult to help them understand their options, make informed decisions about career and associated learning, and move through training to employment.

• Nine of the 23 community colleges in Virginia are participating. o All nine colleges completed all three assessments, which highlighted clear areas of work for this

project. • We hosted a PLA Summit in March with all nine institutions represented.

o Engagement level was high among all nine community colleges. o Recurring issue apparent: the lack of direct leadership involvement at both the colleges and the

system office in the work of this project. Leadership has not participated directly nor have they made this a priority, which is most likely related to the slow progression of some institutions.

• A combination of the assessment results, the discussion at the Summit, and the Strategic Planning template will frame this work and the project’s objectives over the next 2.5 years.

III. Partnership Development Activity 1: Develop partnerships with Business and Industry, Economic Development, Education and Training, Workforce (WIOA) System, Non-Profits, and Faith-based Organizations

• Business Engagement o Efforts focus on forming transformational, not transactional, relationships with businesses. o Trust building to facilitate conversations about specific company talent-pipeline needs. o 334 unduplicated number of businesses engaged. o 92 businesses had Pathways reportable outcomes.

• Strategic Partnerships

o 115 Strategic Partnerships developed.

IV. Program Evaluation and Sustainability Activity 1: Program Evaluation and Sustainability – Ongoing

• Working with our internal evaluator as well as exploring the possibility of having Virginia Tech’s Office of Economic Development assist with the Impact Study.

SUCCESS STORY

June, 2018

Partnerships Help Businesses with their Hiring Needs and Workers Successfully

Transition into Skilled Employment

In December, several Pathways participants completed their welding training and earned credentials, but, for a variety of reasons, were unable to obtain employment. The Workforce System Navigator, Renee Sturgill, jumped in to assist the participants in creating resumes and cover letters that would appropriately portray their skills. She then sent their resumes to the Area’s Business Services Specialist, Kimber Simmons. Renee continued to provide hands-on assistance to each participant to help them in obtaining employability skills to successfully transition to employment. Kimber reached out to several businesses she knew were looking for qualified welders and sent the participants’ resumes to each of the businesses. Mayville Engineering Company (MEC) responded that they were interested in talking to all three participants. Kimber then made arrangements for the participants to tour MEC’s Atkins facility and get to know the company, its expectations, and its culture. She then worked with SVAM Center of Excellence to make available supplementary training. Due to the gap of time that occurred from training completion to now, their skills needed refining. The CoE’s welding instructor, Gerald Austin, is working with MEC’s Welding Engineer to take their pre-hire welding test so that he is familiar with their process and the skills they expect. He will then assist these three participants in closing any skill gaps they may have. MEC is contacting all three participants to come in for the welding test. Once the participants have completed the assessment phase of the process, MEC will contact Kimber to discuss next steps. Options presented to MEC include supplementary training to bring the participants up to the needed skill level or a Work-Based Learning experience (either an On-the-Job Training or Internship) where the company will hire and train them in-house. Making a good match between the business and skilled worker is often an arduous task and requires the collaboration of many partners. While specific jobs are in demand, sometimes our emerging

workforce does not have all of the skills required to be a good fit for the business. One organization or program cannot meet the needs alone; partnerships are essential in making this happen. One goal for the Pathways to the American Dream project is to help guide education and training partners in closing the gap between the skills needed of workers and the skills of the available workforce. While we’re in the beginning stages of helping this one business find the skilled labor it needs—in addition to helping the recently graduated college students successfully transition into skilled employment—we are pleased with how each of the partners has worked together to propose viable solutions to matching people with available employment opportunities. The strategies require everyone—the participants, training providers, businesses, and job-training programs—to work together creatively and cohesively for the benefit of all.

Gerald Austin of SVAM CoE assists program participants in fine-tuning their welding knowledge and skills.

Effective 1/1/18

Travel Reimbursement Request

I hereby certify that on ____________________ I traveled to attend a _______________________________________ meeting scheduled that same date. I am requesting travel reimbursement as follows: __________ X $0.545/mile = $ _______________________ Total Miles Reimbursement Requested ____________________________ Name ____________________________ ______________ Signature Date

2018 Workforce Development Board Meeting Schedule

February 28, 2018 April 25, 2018 June 27, 2018 August 22, 2018 October 24, 2018 December 12, 2018 (Joint with Elected Officials)

All meetings will be held on the fourth Wednesday of alternating months at the Wytheville Meeting Center (behind Wytheville Community College) beginning at 10:00 a.m.

new river/mount rogers workforce investment board · 6/27/2018 · • financial report &...

Documents