NAWB ForumFebruary 6, 2011

iSucceed

Creating the High-Performance

Workforce 

Creating Greater Alignment

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High School Internship

Entry LevelCollege

Mid-Career

Executive & Career ChangersRetirees

1,000+ Newspaper Partnerships

Monster’s Expansive Education & Career Resources

Monster Resources – Free to You & Yours

Monster Employment IndexMonster Market ReportsMonster Occupation Reports – National level insights

intelligence.monster.com

Monster Affinity Sites – Occupation-based communitiesCareer Pathing, Benchmarking, and SnapshotsFastWeb and Finaid.org – scholarship / financial aid sites

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iSucceed

Our mission is to create a supportive, sustained environment

Drive community involvement

Measurable investment of time, money and other resources

Empower participants to take ownership of their outcomes

Help to close achievement gaps and reduce drop-out rates

Major benefits

Empower participants with focused online and in-person resources

Provide access to role models who’ve ‘been there, done that’

Enable young people to explore and assess their options

Create networking opportunities with local businesses and cultural resources

Build experiences and ‘social capital’ within the business world

Prove efficacy through experimental design and data analysis

Funding Strategies

Leveraging government and stakeholder resources

iSucceed

Preventative

Starting at Middle School level

Available through secondary and post-secondary institutions

Prescriptive

At-risk youth

Disenfranchised adults

Pre-release and Former Offenders

Displaced workers

How do we engage?

We amplify your current efforts with a tailored menu of options

We bring new tools and resources to the task

We focus on increasing

SCOPE of services provided

SCALE in terms of people served, and

SUSTAINABILITY of the efforts

Target Audience

An ongoing series of live workshops, in which students participate in relevant career and educational skill-building while exploring their options and reinforcing academic work

Safe online career development and college prep mentoring with professionals working in each student’s chosen fields

Opportunities to develop and practice leadership and other important soft skills

Targeted online tools including networking portals, real-time labor data, and career exploration resources to enable pertinent career choices

Facilitated networking events with regional employers to build social capital and provide access to internships and summer jobs

Orientation and ongoing workshops for parents to participate in their child’s educational and career planning

Program Opportunities

Pathways out of Poverty

Harnessing the Power of Regional Organizations to Deliver

Green Job Training

Presented by:

Naomi Friedman, Project Director

Jenee Kresge, Economic & Community Development Manager

National Association of Regional Councils

February 6, 2011 – NAWB Forum Workshop

What is NARC?• National Association of Regional Councils (NARC)

• National non-profit trade organization

• 240 members representing 97% of the counties and 99% of the U.S. population

• Represent multi-jurisdictional regional planning organizations - large and small, urban and rural

• Core issue areas:• Transportation • Economic & Community Development • Environment • Homeland Security/Public Safety

NARC’s Members

• NARC’s Members are:• Regional Councils• Metropolitan Planning Organizations• Rural Planning Organizations• Economic Development Districts

What is a Regional Council?A multi-service entity with state and locally-defined boundaries

that delivers a variety of federal, state and local programs while continuing its function as a planning organization,

technical assistance provider and “visionary” to its member local governments.

Regional Councils & Workforce Development

• Regional councils:• Support local governments and elected officials in their

workforce development programs • Promote regional, market-based approaches to workforce

training • Often serve as local Workforce Investment Boards (WIBs)

• NARC: • Supports reauthorization and funding for the Workforce

Investment Act (WIA) to FY05 levels • Provides training and education for members on critical

regional workforce development needs

NARC’s Partnerships

• Partnerships are Key• National League of Cities

• National Association of Counties

• Corporate Partnerships• Monster Worldwide

• Partner to provide or develop content for workshops or webinars

• Link Monster with local elected officials and regional decision-makers

• Partner for grant opportunities and projects, like Pathways Out of Poverty

Pathways Out of Poverty Green Jobs Grant Overview

Project Mission:

Provide multi-faceted career path strategies for disadvantaged and dislocated workers in four regional sites across the country through training, certification, and apprenticeship programs in positions in growing

green industries.

Grant Overview• Project Period:

• January 29, 2010 – January 28, 2012

• Focus Industries:• Building Performance• Heating, Ventilation and Air Condition (HVAC)• Energy- Efficient Building, Construction and Retrofit• Renewable Electric Power • Deconstruction and Materials Reuse• Landscaping• Environmental Remediation

Goal of the Project• Train and place 500 individuals, who must be:

• 18 or older at time of enrollment• Fit into at least one of these categories:

• Unemployed individual• High School dropout• Individual with a criminal record• Disadvantaged Individuals (i.e. no or low income)

• Live in the targeted communities to be served that have a poverty rate of 15% or greater

Goal of the Project

• Additional Demographic Classifications• Veteran• Dislocated Worker

• Limited English Proficiency• Persons with a Disability• Indian and Native Americans

DOL

PBRPC, TXMVRPC, OH

MONSTERICF MACRO NARC

Employer Partners

SEAGO, AZCAAG, AZ

Community Colleges

FBCOs

Employer Partners

Community Colleges

FBCOs

Employer Partners

Community Colleges

FBCOs

Employer Partners

Community Colleges

FBCOs

Goal of the Project• NARC & Partners Offer Participants

• Pre-employment training and retention support services;• Skill development and employment in five established

green trades;• Advancement in green career pathways through continuing

education and on-the-job training;• Industry standard professional development and

certifications guided by a National Advisory Council; and• Portable, nationally recognized Apprenticeship credentials.

Key National Project Partners

Monster Worldwide•Premier global online employment solution connecting employers with quality job seekers at all levels and providing personalized career advice.

•Supports the project in the following areas• Design individual regional online Community Career Portals

designed to help job seekers find local green job employment opportunities.

• Produce semi-annual green labor trend reports detailing regional green job employment availability

• www.monster.com

Online Community Career Portals

•Regionalized Portals• One portal for each region as

part of the project• Supports the seeker through

jobs, intake, training, resume building

• Supports the employer through marketing, advertising of positions and their company

• Full “community” features: blogs, discussions, calendaring, videos, more!

Real-Time Labor Market Reports

•Individualized Data for the Regions• Provides green jobs data,

analysis and insights to help each of the four Pathways regions (SEAGO, CAAG, PBRPC, and MVRPC)

• Helps make decisions with regard to securing green jobs for disadvantaged and dislocated residents in their regions

• Data presented by geography, occupation, greenness level of jobs, and training and education requirements

• “Leans on” Monster data and Wanted Technologies aggregated national job data

Project Challenges• The employment landscape has been challenging due

to the shifting economy.• The educational level of many applicants has dictated

a shift in the original approach to invest more resources in remedial education programs.

• Availability of night time courses has been a challenge due to a lack of instructors.

• Job placement of ex-offenders has proved challenging.• Identifying employers willing to be apprenticeship

sponsors is more difficult in this economy.

This workforce solution was funded by a grant award by the U.S. Department of Labor’s Employment and Training

Administration. The solution was created by the grantee and does not necessarily reflect the official position of the DOL.

The DOL makes no guarantees, warranties, or assurance of any kind, express or implied, with respect to such

information, including any information on linked sites and included in, but not limited to, accuracy of the information or is

completeness timeliness, useful need, adequacy, continued availability or ownership. This solution is copyrighted by the

institution that created it. Internal use, by an organization and/or personal use by an individual for non commercial

purposes, is permissible. All other uses require the prior authorization of the copyright owner.

Contact Information:

Naomi FriedmanProject Director

naomi@narc.org 202-986-1032 x224

Jenee Kresge Economic & Community Development Manager

jenee@NARC.org 202-986-1032 x215

Real-TimeLabor Intelligence

Getting to Green CareersReal-Time Labor

Intelligence Research for Pathways out of Poverty

NAWB Forum 2011February 6, 2010

Actionable RLI Research for Critical Decisions

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Data Analysis & Insights Action

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Indiana Supply and Demand on Monster - Energy New Resumes Job Postings Resumes YoY Job Postings YoY

Resources in RLI Solutions

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Key Capabilities•Comprehensive job postings – Wanted•Economic forecasting•Industry and sector analysis/benchmarking•Large-scale employer surveys•Workforce and economic initiative development•Curriculum development•Educational, workforce and economic data

Key Activities•Business development•Sales support•RLI marketing•Client relationships•RLI product development & management•RLI deliverable production & QC•Partner development and management

Key Activities•Database pulls•Report creation•Customized surveys•RLI data advisory/feasibility•RLI Partner management

RLI Research Solutions

Objective: provide green jobs data, analysis and insights to help each of the four Pathways regions (SEAGO, CAAG, PBRPC, and MVRPC) make decisions with regard to securing green jobs for disadvantaged and dislocated residents in their regions

First of multiple reports

Methodology> Key Data Sources

• Monster supply and demand data to understand skills, education, work experience and supply/demand balance

• Wanted Technologies: information gathered from hundreds of private and public job boards that collectively represent 80-85% of total on-line job postings. Key Wanted data = green job levels, occupations and required education and training

Data presentation: by geography, occupation, greenness level of jobs, and training and education requirements

Terms: “demand” = talent demand/job openings; “supply” = job seekers

Pathways Study Overview

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Green Jobs Definition

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In analyzing and organizing Green Jobs, we follow the definition and occupational categories used in a report* sponsored by the US Department of Labor: "The Green Economy encompasses the economic activity related to reducing the use of fossil fuels, decreasing pollution and greenhouse gas emissions, increasing the efficiency of energy usage, recycling materials, and developing and adopting renewable sources of energy."

Starting Point for This Study*Monster Job Postings and

Job SeekersMonster Job Postings and

Job Seekers

Examines each job

online posting and evaluates

the “greenness”

based on work

activities

Examines each job

online posting and evaluates

the “greenness”

based on work

activities

Market-wide , Online Job Postings

Additional Step

*February 2009. Greening of the World of Work: Implications for O*NET-SOC and New and Emerging Occupations. National Center for O*NET Development . The Occupational Categories are “Enhanced Skills”, “Increased Demand” and “New and Emerging”

Levels of Greenness

Dark Green

Light Green

Near Green

Jobs scored and put into levels of “greenness”

Approach: Information Funnel

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Macro Trends and Context Setting

•Total green jobs, leading occupations

Additional Context and Depth Data

•Broader region: “core” + “adjacent” •Occupations, education, industries, skills, education and work experience

Diagnostic Data within “Core” Region

•Focus on “greenest” jobs and target industries (HVAC, Building Performance, etc.)

• Employers, job titles, job type• Provides leads

Micro within region

Region

State

US

The Picture in Green Jobs: Arizona

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2% of total AZ jobs are green2% of total AZ jobs are green

• As nationally, the percentage of total jobs that are classified green in Arizona has remained at about 2%; however, green jobs showed a higher growth rate (31%) for 1H 2010/2H 20009 than total jobs (25%) in the state

• While SEAGO showed a higher green job growth rate (44% vs. 32%) than the CAAG region; the number of green jobs gained in CAAG was more than double the figure for SEAGO

US and Arizona Green Job Volume

Green Jobs Volume: Arizona and the Pathways Regions

The CAAG and SEAGO data includes core as well as counties adjacent to the regions.Source: WANTED Technologies data.

Green Job Demand: CAAG

Includes core as well as counties adjacent to the regionSource: WANTED Technologies

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Green Job Volume: 2H 2009 vs. 1H 2010

11%

24%

40%

Y/Y % Change

Examples of Green Jobs in CAAG

Dark Green Arizona Solar Power Arizona Solar Power SOLAR PV SALESMAN WANTED. Flagstaff Location. Base pay + commission. Prior business owner a plus. F/T only

Light Green Interstate Mechanical Corporation Apprentice Pipefitter APPRENTICE PIPEFITTER 3-5 Yrs Exp. Assemble & Install Pipefitting Sys for Cmrcl HVAC Load Unload Transport & Furnish Tools Equip Sppls & Mtrls This position is in Flagstaff AZ

Near Green Water/Wastewater Treatment Specialist performs daily system inspections and maintenance of water and wastewater systems.

• Dark Green jobs represent 3% of all green job demand

• At 40%, the growth rate for Near Green jobs outpaces the other categories of green jobs

• Of the four regions studied, CAAG by far had the highest number of Dark Green jobs

• The top Dark Green job occupations in 1H 2010 were Environmental Engineers, Engineers (All Other) and Environmental Science and Protection Technicians, Including Health

Top Dark Green Occupations, 1H 2010

Based on 6-digit SOC codes

Leading Green Job Occupations by Level ofGreenness (Core Counties)

Source: WANTED Technologies 35

Core Counties

Dark 1H ‘10 Light 1H ‘10 Near 1H ‘10

Wind Turbine Service Technicians 10

Heating and Air Conditioning Mechanics and Installers 42

Truck Drivers, Heavy and Tractor-Trailer 300

Environmental Engineers 6 Electricians 12

Truck Drivers, Light or Delivery Services 42

Environmental Compliance Inspectors 4

Landscaping and Groundskeeping Workers 12

Maintenance and Repair Workers, General 30

Soil and Water Conservationists 3

First-Line Supervisors/Managers of Mechanics, Installers, and Repairers 11

First-Line Supervisors/Managers of Transportation and Material-Moving Machine and Vehicle Operators 19

Wind Energy Operations Managers 3

Geoscientists, Except Hydrologists and Geographers 11

Dispatchers, Except Police, Fire, and Ambulance 15

Environmental Science and Protection Technicians, Including Health 2

First-Line Supervisors/Managers of Construction Trades and Extraction Workers 9

First-Line Supervisors/Managers of Mechanics, Installers, and Repairers 15

Environmental Engineering Technicians 1

First-Line Supervisors/Managers of Landscaping, Lawn Service, and Groundskeeping Workers 8

Bus and Truck Mechanics and Diesel Engine Specialists 14

Landscaping and Groundskeeping Workers 1

First-Line Supervisors/Managers of Transportation and Material-Moving Machine and Vehicle Operators 8

First-Line Supervisors/Managers of Production and Operating Workers 11

• The most frequent Dark Green occupations were jobs related to Wind and Environmental Engineering.

• HVAC-related jobs topped the list of occupations in the Light Green category .

Education and Training requirements based on BLS data which assigns a single category that best describes the education or training needed to become fully qualified in a given occupation.Source: WANTED Technologies

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Short-term on-the-job Training

Moderate-term on-the-job Training

Post secondary Vocational Award

Core Counties**

First-Line Supervisors/Managers of Mechanics, Installers, and Repairers

Truck Drivers, Light or Delivery Services Civil Drafters***

First-Line Supervisors/Managers of Office and Administrative Support Workers

Interviewers, Except Eligibility and Loan

Electric Motor, Power Tool, and Related Repairers***

First-Line Supervisors/Managers of Production and Operating Workers

Landscaping and Grounds keeping Workers Electrical Drafters***

• The leading occupations requiring short-term on-the-job (OTJ) training were centered in supervisory positions in transportation and construction

• Driving, Landscaping and farm workers were the occupations that most frequently required moderate OTJ training

• The only occupations that showed under the Post Secondary Vocational Award category were civil and electrical drafters as well as electric motor repariers

** To be listed, an occupation must have at lest 2 job postings*** Only 1 listing

Leading Occupations for Lesser Requirement Levels

Green Job Education and Training Requirements: CAAG (Core Counties)

Green Job Employers: MVRPC (Core Counties)

Source: WANTED Technologies 37

Green Sector

Employer(s)

Wind GE Technology Infrastructure

HVAC Accent OhioAerotek CE

American Service Pro, LLCApplied Mechanical Systems, Inc.

BelcanBoehringer Ingelheim

Bolyard Heating & Cooling, Inc.Butler Heating & Air Conditioning

CoCity of Fairborn

Clarke Power ServicesConnor Group, The

Crown Personnel Services, Inc.Davis Refrigeration Inc

DelmondeDetmer & Sons, Inc.Drake Heating & Air

Eisert Plumbing & Heating IncEMCOR Group

Gorsuch Management - Fairfield Homes, Inc

Greene Co. Career Ctr

Grubb & EllisHeritage Air Systems Inc

Jones Lang LasalleMcQuay

Mechanical Systems Of DaytonMRINETWORK

Powerlink Facilities Management ServicesPrincetonOne

Ross Carlisle GroupRuskin Company/ Lau Industries

Sears HoldingsService Experts Inc.

Sitech CorporationSTAN Engineers

STANDARD RENEWABLE ENERGYStevenson Service Experts

Stillwater Park Apartments and TownhomesSUGAR CREEK PACKING COMPANY

Tradesmen International, IncTremco

United Career ServicesWal-Mart Stores, IncWELLS BROTHERS

Solar ATK

Recycling CLEAN WATER Ltd.OmniSource Corporation

Rumpke Waste, Inc.Steve Rauch Inc. (SRI)

Leading* Green Job Employers, 1H 2010

*Based on volume of “dark” and “light” green job postings

• The leading employers for the more green (dark green + light green) jobs were Serco, Booz Allen, URS Corp., PDSI and General Dynamics

• Our analysis of targeted Green sector indicate employers with whom the region may want to build programmatic relationship in Wind, HVAC, Solar and Recycling.

Green Job Employers: MVRPC (Core Counties)

Source: WANTED Technologies 38

Green Sector

Employer(s)

Landscaping AdeccoAMERICAN PRIDE LAWN and LANDSCAPING, INCBrown Publishing Company, TheCeltic Lawn & LandscapeCentral State UniversityChanningwayCHEMLAWNCHUCK FEACity of PiquaFITZWATER TREE& LAWN CAREGOLD KEY REALTYGreen Vista

Grunder LandscapingJASON WEIGANDT LANDSCAPE COMPANY

Leisure Lawn IncorporatedMiller Garmann & Associates Inc

MRINETWORKSchauer Landscaping Inc

SCOTTS COMPANY, THEScotts LawnService

Signature Lawns IncSPENCER LANDSCAPING

TruGreenTURNKEY MANAGEMENT/SIDNEY ACCT

University of Dayton, The.

Weatherization Shelter DistributionAsbestos and Lead Abatement

AerotekAllegis Group

TestechDeconstruction Dynamics Research Corporation

HALEY & ALDRICHSteve Rauch Inc. (SRI)

• Our analysis of targeted Green Sectors indicate employers with whom the region may want to build programmatic relationships in Landscaping, Weatherization, Asbestos and Lead Abatement and Deconstruction.

Contact Information

Contact: Bruce Stephen

Bruce StephenMonster MGS PSEDirector, Real-time Labor Intelligence ResearchPhone: 978.461.8574 (O)

978.429.6576 (M)Email: Bruce.stephen@monster.com

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Posting

Resumes Per Posting

Talent Surplus

High Performance

Growth Areas

Talent Deficit

Resumes

Job Postings

iSucceedAdditional Resources

Making Your Future Count is a powerful tool for motivating young people to explore their options and pursue their dreams. At the same time, MYFC’s high-energy workshops build pipelines of students with the education and skills to support regional economic development, ensuring employers have the talent they need to thrive in this changing economy.

Inspire, motivate, and inform students Encourage students to persist and achieve in their educational plans Increase graduation rates by developing soft skills, direction, and context

More than 24 million young people have benefitted from attending Monster’s workshops since 1998.

"The Making It Count presentation is so dynamic our students can't help but feel energized while making important life decisions.” – Jody Lehman, School Counselor, Clintonville Sr. High School, Clintonville, WI

Making Your Future Count: Live Workshops

“Making Your Future Count” Workshops

Program Launch

Discover Who YOU Are

Define Where YOU Want to Go

Identify the Skills You’ll Need to Succeed

Consider Post-Secondary Education

Paying for Post-Secondary Education

Build YOUR Academic Skills

Build YOUR Employable Skills (Life Skills Pt. 1)

Build YOUR Money Management Skills (Life Skills Pt. 2)

Start Your Career Search Pt. 1:

Getting the Interview (PSW designed for Youth Specifically)

Start Your Career Search Pt. 2:

Getting the Job

Program Wrap-Up

High-Impact Mentoring for Students

Program Successes and Qualifications: 10 years experience providing mentoring

programs to at-risk students. 10 years experience managing volunteer

mentors to work with at-risk youth. 30-unit research-backed curriculum for high

school students and a specialized pathway for middle school students.

200+ public schools in low-income communities across the US served.

Up to 3 one-to-one mentors provided to each student.

All mentors available for questions, discussions and advice for all students.

Fully integrated program assessment evaluated by independent researchers

Year-long mentee-mentor relationships, plus lifetime alumni status for all mentees to remain in contact with mentors.

icouldbe.org: Safe, Online Mentoring

Wrap-up & Q/A

Alignment between education & economic developmentCreate a common vocabulary to support ongoing discussionStart career exploration early…and oftenIncorporate Career & Technical Education into curriculumEngage with the entire spectrum of stakeholders

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Thank You

‘‘This workforce solution was funded by a grant awarded by the U.S. Department of Labor’s Employment and Training Administration. The solution was created by the grantee and does not necessarily reflect the official position of the U.S. Department of Labor. The Department of Labor makes no guarantees, warranties, or assurances of any kind, express or implied, with respect to such information, including any information on linked sites and including, but not limited to, accuracy of the information or its completeness, timeliness, usefulness, adequacy, continued availability, or ownership. This solution is copyrighted by the institution that created it. Internal use by an organization and/or personal use by an individual for non-commercial purposes is permissible. All other uses require the prior authorization of the copyright owner.’’