Workforce Solutions for Tarrant County’s Post

Coming off of Labor Day Weekend and celebrating the U.S. workforce, I along with colleagues Lavea Brachman Kevin S. Glencora Haskins from The Brookings Institution and National Association of Counties explore the importance of local investments in the workforce, noting the development of direct workforce programs, like apprenticeships and skills training, as well as critical workforce adjacent investments like transportation, housing, and child care. With the national labor market cooling and a continued effort to get people connected to, or back to, good quality work — we are seeing local investments help people and help strengthen the national workforce. Local governments have received $130 billion from the American Rescue Plan Act (ARPA) through U.S. Department of the Treasury. The fund has provided an incredible investment opportunity in the U.S. workforce as local leaders invest in workers. Thank you to all of the leaders across the nation thinking about workers, communities, and building the societal and economic infrastructure to get people connected to meaningful work. https://lnkd.in/gqhcKMNN

Congratulations on the organizations who received Drive for 5 Grant Funding! Nearly $20 million in grants to grow Minnesota's workforce through the Drive for 5 Workforce initiative, was announced this week. This is a new effort to prepare more Minnesotans for high-demand jobs in five occupational categories: technology, the trades, caring professions, manufacturing and education. Minnesota Department of Employment and Economic Development Drive for 5 program provides grants to workforce training and business organizations. The grant recipients will train and place an estimated 1,200 Minnesotans over the next 15 months in high-demand jobs, benefiting an estimated 3,000 Minnesota businesses. The industries selected to be part of Drive for 5 are projected to be high-growth in the years ahead and provide family-sustaining wages for workers, defined as having a median hourly wage at or above $19.46. Drive for 5 will benefit Minnesotans who want to join the labor force in these in-demand fields and who need training and employment assistance. It will benefit Minnesota's economy by preparing people for in-demand careers and meeting the needs of employers. The entire article, including grant recipients, is attached: https://lnkd.in/gCtyvYv3 #workforcestrategy

The jobs of the future are on their way— and we need to be steadfast with #workforcedevelopment in communities across the nation to prepare for #infrastructure, #climate, and #cleanenergy opportunities, as well as make it easier for our people to contribute to the #economy through their work, understanding that workforce investment extends to such things as childcare infrastructure and attainable housing. The U.S. is building and shifting with #IIJA, #IRA, and #CHIPS investments. We must do our part to ensure the workforce is primed and ready. What does this mean for #state and #local #governmentcontracting? A lot — Understanding the types of funding and regulations will be critical to ensuring successful prioritization and implementation of such projects. Timothy W. Cooke, Ph.D. Mark Attwa, CPA, CMA, CFE

A new report from IPPR today says that Jobcentre employment services are failing jobseekers and businesses... https://lnkd.in/evdXHRrG With more young people than ever out of work, education or training, it’s vital that employment services are actually designed to help the people they are meant to serve. Last year we worked with Resurgo, West Midlands Combined Authority and Department for Work and Pensions (DWP) to design an exemplar Youth Hub – an employment service that’s truly beneficial to the young people using it. The process gave us a unique insight into how these services can and should add value to the employment landscape, taking into account local issues and challenges.   The result is a blueprint for Youth Hub design across the country. You can read about it here… https://lnkd.in/ezYszYBn

“While a significant portion of New Hampshire’s workforce constraint is likely due to residents who have reached a traditional retirement age leaving the labor force, the lack of access and affordability of both child care and housing are key constraints that can be more readily addressed by policy, such as some of the initiatives in the recently-enacted State Budget. However, these constraints are significant, and will likely remain without further significant investment.” In the #3 spot of top research publications of 2023 is our August 2023 Issue Brief about the New Hampshire economy and Granite State workers. Read the full blog post on NHFPI’s most sought-after publications in 2023 here. https://lnkd.in/e-JmedYR

The #Minnesota Department of #Employment and #EconomicDevelopment [#DEED] released seasonally adjusted employment #data on Thursday that show the state's #labormarket expanded by 3,900 #jobs from March to April, marking the fourth consecutive month of employment growth. #DataMatters #LaborForce #UnemploymentRate #Economy #JobGrowth #Workers #FinancialServices #Manufacturing #Construction #Government #PublicSector #PrivateSector #Education #HealthServices #ProfessionalServices #BusinessServices #RochesterMN #RochMN #MinneapolisMN #StPaulMN #TwinCities #CPI #StateGovernment #FinanceAndCommerce

3 Things you (probably) don't know about Public Sector recruitment 1) LinkedIn only gives you a tiny fraction of the jobs currently advertised (There are numerous different public sector specific job boards depending on where you're based) 2) 90% of the time the Hiring Managers details are included in the job ad (It's far easier to be proactive with your job search in the public sector) 3) Public Sector Pensions can be as high as circa 30% in some cases (Compared to most private sector orgs who offer 4%) There's a negative perception of working in the public sector as a tech professional, but when you look a bit closer, you'll see that it has equally as many positives compared to the private sector.

TIME2B.  Learning Curve; The 90/10 Rule: 90% of the work gets done in 10% of the time” and 10% of the work takes 90% of the time. TIME2 CARE; The 80/20 Principle: The number of employees in an organization this says 80 percent of the work should be done by 20 percent of the people, these 20% are the floor leaders. The ones who know what to do and simply take care of things. This says 80 percent of the work is done by 20 percent of the people. TIMESHARE; Play up the culture, Be supportive in and out the work place, offering rewards for Internship and volunteerism programs.  Offer-flexible work options. Hold them accountable, to seek outgrowth opportunities, keep Track Time of their experience.

More than 33,000 Eastern Kentuckians of prime-age employment age (25 to 54) need to enter the workforce for our region to be on par with the national average. That doesn’t scare us. It motivates us. And we’re one step closer to doing this because we’ve been selected as one of 22 finalists for the U.S. Economic Development Administration #EDARecompete Pilot Program. Learn more about our proposed project, our partners, and next steps ⬇️⬇️⬇️ https://lnkd.in/gwyi5ZKr #appalachia #eky