RECRUITING THE REGIONAL

WORKFORCECSSC Conference

September 28, 2007

Bruce EnglandExecutive Director

Susquehanna Workforce Network

WIBS AT WORK

Making the Public Workforce System work for their regions

Creating Solutions to meet the workforce needs of business

Connecting area residents with career and employment opportunities

BRAC PRIORITIES

1. Workforce Attraction

2. Spousal Employment

3. Talent Development/Workforce Creation

ANALYSIS:

Occupations & Educational Levels closely match

projected BRAC Occupational Requirements

WORKFORCEATTRACTION:

Identifying thePotential

Workforce

WORKFORCEATTRACTION:

Identifying thePotential

Workforce

WORKFORCE ATTRACTION:Discovering Employment Opportunities

Wide variety of Inbound Positions– 77 different Federal occupational

classifications

Occupational Categories– Engineering/Science 40%– Log/Supply/Maintenance 25%– Admin/Business 15%– Contracting 10%– Clerk/Assistant 4%– Info Tech 6%

DoD position summaries, skill sets, and requirements identifiedDoD position summaries, skill sets, and requirements identified

www.mwejobs.com

WORKFORCE ATTRACTION:

Communicating the Opportunities

WORKFORCE ATTRACTION

Enhance Workforce Center and System Services– Demystify federal hiring process– Communication with transferring

commands and contractors– Job Fairs– Customized recruitment strategies– Youth Programs

SPOUSAL EMPLOYMENT

Outreach to incoming commands and contractors

Broad base of Occupational Clusters

Relocation FairWorkforce Centers & MWE a

valuable resource

TALENT DEVELOPMENT/WORKFORCE CREATION

Identify population segments– Retired military/DoD– Career changers/transitioners– Youth

Develop occupational & industry specific training programs

Increase access to higher education offerings

Public School curriculum and program enhancements

Longer range & BRAC sustainment strategy

YOUR CONNECTION TO BRAC

EMPLOYMENTwww.swnetwork.org