Mayor’s

MESSAGEMayor’s

MESSAGE

Through the Super Jobs Center, the WIB’s operationalhub, we continue to provide services to bothemployers and job seekers. As the Lead ElectedOfficial of the WIB, I would like to highlight for yousome of our achievements.

This year the WIB adopted the high demand industriesidentified by the GO Cincinnati Study, and added anotherpriority, construction, to address the economic inclusiongoals of the Banks Development project. Anticipatingthis, the Center steered 559 job seekers toward trainingin key industries, spending $1,523,164.23 on job trainingin 2006–2008 and yielding 3,539 job placements.

Further, in response to the challenges of our nation’stransitional economy, the Center deftly addressed theneeds of 25,671 job seekers—including youth,Hispanic and minority workers—in the past year. Also, tremendous strides in securing new futures for ex-offenders were achieved through increasedcollaboration with the Community Action Agency’s FreshStart Ex-Offender Re-entry Program.

To better align our resources in order to competeglobally, the Business Services Team at the Super JobsCenter continues to work with local companies todetermine the skill sets demanded of local workers.

This has been a transitional year for the WIB, with newpresident and executive director Sherry Kelley Marshalland new chairman Walter McLarty, Chief HumanResources Officer of TriHealth. They lead the WIB as itembarks on our region’s new career pathways forworkforce development initiative.

I congratulate the Southwest Ohio Region WorkforceInvestment Board on the significant progress they havemade to help ensure the success of both businessesand individuals in our region well into the future.

Sincerely,

Mayor Mark Mallory, Lead Elected OfficialSouthwest Ohio Region Workforce Investment Board

Join me in recognizing the efforts of the Southwest Ohio Region Workforce InvestmentBoard (WIB) to bring better alignment of the needs of both businesses and job seekersin the City of Cincinnati and Hamilton County.

– Mayor Mark Mallory, Lead Elected Official, Southwest Ohio Region Workforce Investment Board

PERFORMANCE SUMMARYFY2006/2007 | Cumulative Number

of Job Seekers Served: 8,684FY2006/2007 | Cumulative Number of Successful

Placements (Job Seekers Employed): 2,503FY2006/2007 | Cumulative Number

of Business Contacts: 898

FY2007/2008 | Cumulative Number of Job Seekers Served: 25,671

FY2007/2008 | Cumulative Number of SuccessfulPlacements (Job Seekers Employed): 3,539

FY2007/2008 | Cumulative Number of Business Contacts: 1,102

1 The Southwest Ohio Region Workforce Investment Board

SUPERJOBS.COM

With this strategy, we can efficiently meet and sustainthe needs of both employers and job seekers.

To measure effectiveness, the WIB established performancemeasures that track established goals for training andemployment of youth, adults and dislocated workers.Indeed, we set the performance standard in the State ofOhio for job referrals and hires in the past fiscal year.

As I begin my term as Chairman, I am excited by theopportunity to help further our mission—to create anddevelop a comprehensive workforce developmentsystem that engages the entire community towards ever-increasing levels of self sufficiency.

Gainful employment is the answer for many personaland social conditions that cause emotional breakdownsand community destruction.

A working community is a healthy community. It paystaxes; it builds and maintains infrastructure; it supportseducation and fine arts. Employment solves problemsand helps communities thrive.

My goal is to work with colleagues and communitypartners to provide programs that prepare and helpindividuals locate jobs that have meaning and economicvalue. By matching and placing job seekers whereneeded, the WIB will generate individual, corporate andcommunity-wide successes.

Sincerely,

Walter McLarty, CHRO/Chief Human Resources OfficerTriHealth Inc.

By bringing disparate groups together we can createsynergy that fuels our community towards prosperity. Asolid talent development system teeming with a well-trained workforce generates a better chance of attractingand retaining business to our region.

As you’ve seen in the preceding pages, these past twofiscal years yielded many important, successfulworkforce developments through programs servingbusiness and job seekers. The WIB is dedicated todriving even further ahead to ensure that our regionaleconomic climate thrives.

Looking forward, we will continue to develop a system totrain and supply workers for a variety of industrysectors—including the construction projects for theBanks Development along the Ohio River—throughcollaboration with industry, labor and the community.

Also, we received a grant to develop a process to betterengage disabled workers in both public and privateworkspaces. The WIB has re-organized a measurement

and continuous improvement committee to establishstandards to evaluate both our own performance andthat of the partner agencies we fund.

Additionally, through the Super Jobs Center and itssatellites, we make direct, proactive connections withcommunities throughout Hamilton County. These effortsinclude job fairs that connect job seekers to newemployment opportunities in local neighborhoods.

I am energized by the profusion of fresh ideas and theoutpouring of energy from the WIB’s leadership, giftedWIB staff, and Super Jobs Center team. I welcome ourongoing progress and success as we move forward tomeet the challenges of the changing economy and buildan adaptive workforce.

Sincerely,

Sherry Kelley Marshall, President and Executive Director Southwest Ohio Region Workforce Investment Board

WIB Leadership

REPORTSThe Southwest Ohio Workforce Investment Board contributes to our community andlocal economy in significant ways. Through the Super Jobs Center, we offer programsthat reach diverse employee populations and meet the requirements of diverse industrysectors. Our strategy is to identify business sector job requirements—the demand side of the equation. Then we train and refer applicants to open jobs—the supply side of the equation. – Walter McLarty, Chairman, Southwest Ohio Region Workforce Investment Board

The Southwest Ohio Region Workforce Investment Board serves businesses and individuals throughout the City of Cincinnati and Hamilton County by working to

connect employment, education and economic development. This improves the overallbusiness climate and ensures economic growth, inclusion and regional prosperity.

– President Sherry Kelley Marshall

2The Southwest Ohio RegionWorkforce Investment Board

2007–2008 REPORT

Service

OFFERINGS

Business ServicesOn-the-Job Training (OJT): Employers can recoup up tohalf of the wages paid to workers through on-the-job

training for new employees. OJT is particularlyencouraged in higher skill

occupations, andin some instances,can be done inconjunction withclassroom trainingat educationalinstitutions.

CustomizedTraining: Designedto meet the specialrequirements of anemployer or group ofemployers. Customizedtraining allows theemployer to set-upspecialized training fornew employees.

The Incumbent Worker Training Program: Grant funding is available to train workers who arecurrently employed by “for-profit” businessesthroughout Ohio. The program is flexible to meet thebusiness’s training objectives and gives employers theoption to use a public, private, or in-house provider.

Job Postings: Employers are encouraged to use theCenter’s free job postings. Job postings can be madethrough a Business Services Representative and will begiven wide dissemination through our network ofsatellite offices, partnering agencies, and through thestate of Ohio’s job matching system (SCOTI).

Job Candidate Recruitmentand Screening Services:Hundreds of job seekers use theservices of the Super JobsCenter monthly, providing a steadyflow of talented candidates foremployers in the Cincinnati region.Super Jobs Center staff can recruit,assess, and screen candidates tofill employer vacancies.

Hiring Events: At the Super JobsCenter, hiring events providecustomized recruitment activities forindividual employers, with assistancein screening the candidates offered as well.

Rapid Response Services: During layoffs, a rapidresponse team provides employees information andguidance about unemployment benefits, how to findtheir next job and other assistance available to them.

HR Consultations: After assessing an employer’sneeds, the business services staff can providerecruitment resources, develop employee applications,create job descriptions, supply labor market informationand assist with other basic human resource needs.

Job Seeker ServicesResource Room: Many of the tools a job seekerneeds to communicate with an employer are availablein the Super Jobs Center’s resource room. Whether it’sfaxing a resume, emailing a thank you note, orcompleting an on-line application, job seekers canaccomplish the tasks at the Super Jobs Center.

Workshops: Every month at our main Center there areworkshops offered that cover subjects related to jobsearching. Some of them are: Resume Writing, CoverLetter Writing, 7 Phases of an Interview, and more.

Job Leads: The Super Jobs Center matches jobopenings at local companies with qualified candidates.From healthcare and banking to construction andmanufacturing, entry-level job seekers and managersalike can access job leads through the Center.

Career Coaching: One-on-one assistance is availableto job seekers experiencing challenges with their jobsearch. Career coaches assess needs and create aplan of action to help achieve specific career goals.

Both employers and job seekers can benefit from the wide range of services provided by the Super Jobs Center and its two satellite locations. Here, an overview of the offerings.

A job seeker considers a career in law enforcement, meeting with a representative

of the Dayton Police Department at a Super Jobs Center job fair.

Employers like Huntington Bank meet with job seekers at one of the Center’s job fairs.

Center Director’s

REPORT

The Super Jobs Center made tremendous progress inreaching out to both job seekers and employers underDirector Michael Blackmon’s leadership. By refocusingthe goals of the business service and career coachingteams to better align workforce development initiativeswith the employment needs of our area, the Center’s41 staffers have made great strides, he says.

The Center appointed an internal marketingrepresentative in the past year. Charged with spreadingthe word about the Center and its services, saysBlackmon, “she raised our presence in the communityand with businesses and organizations to another level.”

Further, the business service team increased its effortsto better serve the needs of the business community—working to assess the needs of client companies totailor training offerings accordingly. “With our structurebased on our area’s demand industries, we can betterdetermine the training programs to steer our jobseekers to,” Blackmon explains. “Then we can supplythe right candidates to those demand occupations.”

The Center also reached out to both Hispanic and ex-offender populations, he says, citing a big rise inperformance between the 2007 and 2008 fiscal years.

“We targeted the Hispanic market by partnering withthe Hispanic Chamber of Commerce,” reportsBlackmon. “We sponsored activities with them,including hosting one of their networking events here atthe Super Jobs Center, and we exhibited at the Cincode Mayo Festival.”

By raising awareness of the Center with both Hispanic-owned business and Hispanic workers, the Center wasable to exceed its performance goals and contributeeven more to the economic vitality of employers,workers and thecommunity.

Through a relationshipwith the CommunityAction Agency’s FreshStart Program—basedat the Center’s JordanCrossing satellitefacility—the Centeralso exceeded ex-offender target goals, says Blackmon.

“The Fresh Start Ex-Offender Re-entry Program givesformerly incarcerated persons an opportunity to accesscomprehensive employment services to help them re-enter the workforce, including upgrading skills,completing a GED, or enrolling in a training program,”he explains. “Our placement rate for participants in theFresh Start program in fiscal year 2007 was 18%, butfor fiscal year 2008 it’s up to 46%.”

The two organizations are working to blend theirservices, as well as to gain buy-in from the localbusiness community, notes Blackmon. “Our businessservices team made significant strides in connectingwith the right companies, communicating the benefits—including tax breaks—to them, and ensuring that we’redelivering quality candidates.”

With the downturn in the economy, all three Super Jobslocations have seen a dramatic increase in traffic andservice use—as tracked by the Center’s G*STARSsystem. Fiscal year 2007 saw 8,684 new people usethe three One-Stop facilities. In fiscal year 2008,25,671 new customers entered the system.

All of those users benefited from the Center’s increasedcollaboration with in-house representatives from theOhio Department of Job and Family Services (ODJFS).“We’ve created a seamless flow for the job seeker withboth agencies,” Blackmon notes. “Even though thefunding sources for services from each group might bedifferent, we’re all here for the same reason: to matchemployers and job seekers.”

To better serve both job seekers and employers, theCenter has increased the number of job fairs theyhost—now offering one a quarter. Additionally, theCenter is organizing at least ten company-specific hiringevents a month.

Finally, Blackmon is pleased with the fresh level of newideas he’s observed from the WIB’s new leadership.“President Marshall has done a good job of making thetransition to new board members seamless to myselfand my staff,” he says. “She’s instituted a new level oftying what we do to its affect on the community, andtherefore enhancing how we all interact together.”

Although the Center has shown dramatic results over the last two years, Blackmon continues to seek evenbetter performance.

“I look at this job as being a marathon and not a sprint, so I like us to maintain a strong pace andaccelerate when needed,” he says. “There are stillmany enhancements that we’re looking to make toimprove our services to both businesses and jobseekers in the future.”

“Breaking down barriers to employment for our at-risk populations,including adult and youth former offenders, is not only the right thing to

do...it makes good business sense. By creating pathways to good jobs,we dramatically reduce the likelihood that a person will wind up back in

jail—freeing up costly resources, easing the burden on our taxpayers,and enhancing community safety.” – Commissioner David Pepper, Hamilton County

Super Jobs Center is led by Director Michael Blackmon, pictured above in his office

at the Central Parkway location.

3The Southwest Ohio Region Workforce Investment Board

SUPERJOBS.COM

Mayor’s

MESSAGE

4The Southwest Ohio RegionWorkforce Investment Board

2007–2008 REPORT

Since 2005, the SuperJobs Center hashandled the collection,registration and screening ofresumes from individuals seekingemployment with GE Aviation.

“Initially, the staff from the SuperJobs Center visited with us on-siteon numerous occasions to get abetter understanding of the skillsneeded for some of the jobs,”recalls Teresa Lacefield, managerof hourly employment at GEAviation’s Evendale facility.

“The specialists we have workedwith at the Center always show aninterest in our needs and continueto spend the necessary time with us to understand all aspects ofpositions for which we have a need.”

Averaging around 3,000 resumesannually, the support provided bySuper Jobs specialists is anenormous help, says Lacefield.“That allows us to focus on theassessment and interviewprocesses to ensure hiring thebest of the best.”

Further, the Center posts GEAviation positions on the Ohio jobmatching system to help thecompany meet their more difficult-to-find high tech and specialtyskills openings. The company hasalso benefited from the Center’sbusiness workshops.

“They provide current informationand innovative ideas for effectivebusiness practices,” she concludes.

Teresa Lacefield

The partnership between the Cincinnati Reds andSuper Jobs was initiated when Barbara A. Boles,Director of Human Resources and Diversity for theCincinnati Reds joined the organization in fall 2004.

One of the first tasks she faced was ensuring that theorganization was staffed with 900 seasonal workers forthe 2005 season. Although the organization isfortunate to welcome back approximately 75 percent ofthose dedicated workers every year says Boles, theReds still need to fill the remaining open positions withnew hires.

To do so, Boles contacted thebusiness services team at theSuper Jobs Center and explainedher need. Four years later, therelationship between the Reds

and Super Jobs has evolved into an efficient, cost-effective solution to what was once a daunting challenge.

“Prior to Barbara’s arrival we conducted open interviewsat the ballpark,” recalls Mike Maddox, Director ofStadium Operations. “Unfortunately, these openinterviews were comprised of a high percentage ofcandidates that we eventually learned were notqualified for the positions we hoped to fill.”

In order to ensure that every new applicant had anequal chance at employment, Maddox continues,supervisors conducted the same thorough interviewwith each candidate—qualified or not.

“Clearly, this process was not very efficient andchanges needed to be made,” he says. “When Barbarasuggested contacting an outside agency to help pre-screen applicants so our supervisors onlyinterviewed qualified candidates, we thought it was a great idea.”

The Reds’ hiring process now involves directingapplicants to one of four hiring events held at theSuper Jobs Center’s Central Parkway facility. At theevents Center staffers guide job seekers through thelist of job descriptions—including event and publicsafety security, elevator operators, guest suiteattendants, and runners who deliver food orders to patrons in the stands—and direct them to complete a brief qualifications profile.

“The process has improved each year, with oursupervisors interviewing a high majority of qualifiedcandidate profiles,” says Maddox.

A bonus, he and Boles agree, is the helpful staff at theSuper Jobs Center, who have meticulously organizedand managed the entire process.

“Our experience with Super Jobs has been positive in allaspects of the process,” adds Colleen Rodenberg,responsible for the Ball Park Operations side of Reds’ HR.“From the beginning, the Super Jobs representative wasprofessional and organized, and we could be as involvedas we wanted in the applicant screening process.”

Although the Reds HR and operations teams chose toconduct additional screenings internally, the option touse the Center’s complete panel of screening servicesis an appealing option to the busy staff, saysRodenberg. “I am also impressed by how quickly SuperJobs gets the profiles back to us—usually within 24hours. We found good candidates through the SuperJobs screenings and have extended job offers to many.”

Today, John Hale, an HR Manager who joined the Redsin February 2007, works with the Super Jobs Center tocoordinate the hiring process.

“Super Jobs is an excellent resource and partner in helping us meet the challenges of our part-time,seasonal staffing needs,” Hale adds. “The entire staff at Super Jobs has been very helpful andaccommodating—especially by promoting and holding the hiring events in their facility, which hasproven to be an efficient and successful part of our recruiting program.”

“I am really impressed and very satisfied with ourrelationship with the Center,” says Boles. “The stafftakes our needs very seriously, and they ensure that we have the staffing we need. The results have been amazing.”

Further, Boles continues, working with the Super JobsCenter gives the Reds another outlet for theorganization’s strong emphasis on community outreach.“Working with the Center allows us another opportunityto be involved in the community and to create jobs,”she concludes. “I’m so excited about that relationship;it’s helped us out tremendously.”

Center helpsReds hit ahome run whenhiring seasonal employees

Cincinnati Reds’ human resources and operations management worked together with the

Super Jobs Center to fill their seasonal hiring needs. From left to right, Barbara Boles, John

Hale, Colleen Rodenberg, Mike Maddox.

Employer

SUCCESSES

5The Southwest Ohio Region Workforce Investment Board

SUPERJOBS.COM

Employer|

SUCCESSES

When Amazon.com contracted with Staff Management/SmX in Fall 2007, their immediate need was to staffthree Hebron, Kentucky fulfillment centers to handle theseasonal demands of the impending holidays.

New to this area,the staffing firmcontacted ChuckWalters, business

service team director at the Super Jobs Center, forassistance in filling nearly 2,700 temporary openings.

“One of our business service team members hadpreviously worked with Amazon.com to fill similarneeds,” recalls Walters. “So we understood the sheermagnitude of the staffing numbers that the companywould need in order to fill all the orders they receive atthat time of year. Plus, it was a great opportunity for thecompany to tap into job seekers from the Cincinnatiarea—something that had not been done before.”

The business service team recommended thatAmazon.com-specific hiring events be held at the Super

Jobs Center’s three locations: Central Parkway, JordanCrossing and Tri-County. Within a couple of weeks of theinitial contact, Walters and his team planned for twohiring events a week, spread among the three locations.

“To ensure that each hiring event received the maximumexposure to the most prospects, we hosted many eventsin the Central Parkway location’s resource room, due toits highly visible location in the Center,” explains Walters.

Running for a 12-week period in September, Octoberand November of 2007, the 24 hiring events yieldedmore than 800 placements for the three Amazon.comfulfillment centers.

Although the placements were for seasonal positions,the pay was $11 an hour with no prior experiencerequired—well above the region’s typical part-timetemporary pay scale. Further, the seasonal timingallowed city and county residents the opportunity toearn additional income during the holiday season.Ultimately, 300 of the new hires were asked to stay on as permanent workers.

Since 2005, the Super JobsCenter has been the “front door” for walk-in applicantsseeking positions with Cincinnati Children’s HospitalMedical Center.

“We refer all of our walk-ins tothe Center, because we knowthey will receive a much higherlevel of attention,” explains Julia Abell, senior director ofemployment at Children’s.

“At the Super Jobs Center thereare computers available andsomeone to coach applicants on how to use them. In addition,the Center offers opportunitiesfor applicants to participate in various training programs,”she says.

Further, reports Abell, the Centerhas helped the hospital fill theirPatient Attendant position, ahigh-volume recruitment need. To do so, Center staffers reviewapplications, conduct initialtesting of applicants and thenforward qualified candidates onto Cincinnati Children’s recruiterfor that area.

“The Super Jobs Center isalways easy to work with,incredibly responsive and verymotivated to do whatever theycan to assist us in recruitment,”concludes Abell.

JuliaAbell

Throughout the past year, TariCel Management Staffinggrew their business tremendously. Because of this, theyneeded an additional resource to help serve the needsof their clients.

“In the fourth quarter of 2007, we helped one of ourlarger clients fill several hundred warehousingpositions to accommodate the holiday rush,” recallsCeline Piri, president and CEO of TariCel. “Wecontacted the Super Jobs Center that October andthey developed a strategy to help us meet ourclient’s needs.”

The Center offered TariCel another resource for recruiting by posting thejob descriptions throughout the Center’s three locations. The Center also hosted

orientations for new hires, and offered job seekers the opportunity to takeadvantage of supportive services including gas and bus cards to help them withtransportation to their new positions.

After completing the initial hiring assignment, the Center continued to help TariCel asthe staffing company shifted to a new focus on recruiting for professional andhealthcare positions.

“Additionally, the Super Jobs Center has referred candidates to us for our own internal, full-time office staffingneeds,” says Piri. “We have been extremely satisfied with their responsiveness and the resources they makeavailable to both businesses and job seekers.”

Seasonal positions filled at Amazon.com

Staffing agencyrelies on Center tomeet clients’ needs

TariCel Management Staffing President and CEO Celine Piri relies on the

Super Jobs Center to help fill clients’ job openings with qualified workers.

Mayor’s

MESSAGEJob Seeker

SUCCESSES

6The Southwest Ohio RegionWorkforce Investment Board

2007–2008 REPORT

Truck driving runs in Fred Lewis’s family. His uncle andcousin have both driven big rigs for years, and, after

hearing how much they enjoyed their careers,Lewis decided to give it a try in

January 2008.

“I’d beenin landscaping, and I wasready to work in a totally different field,”Lewis recalls. “When I called around to a couple ofdifferent truck driving schools about enrolling in theirCommercial Drivers License (CDL) training programs, Ialso asked about financial aid.”

One of the schools suggested that Lewis consult withthe Ohio Department of Jobs and Family Services,which in turn advised him to contact the Super JobsCenter.

Lewis met with Candace Jones, a Center career coach,who helped him start the process of applying for a WIA

grant for continuing education. He quicklycompleted the required paperwork andpassed the Center-administered Testsof Adult Basic Education (TABE).

“I had all my paperwork in to Candacewithin two days—and she told me that Imust really want to do this because veryfew people turn in their paperwork thatfast,” Lewis says.

While Lewis’s grant application was beingprocessed, he completed his application toattend classes at Tri-State Semi Driver Training Inc. On March10, Jones informed Lewis that his grantapplication had been approved; he started thefirst of three week-long classes at Tri-State thenext day.

By April 5, Lewis had passed CDL tests for bothClass A and Class C certifications, permitting himto drive tractor-trailers as well as passengerbusses.

Within a month, Lewis was hired by Trans-StateExpress Inc. He now drives long-haul routesthroughout the eastern portion of the Midwest.

“The Super Jobs Center really helped me, and I reallyappreciate Candace,” he says. “She was very helpful,and she did everything she could to keep me informedabout the process as it was going on. It was a greatprogram and I’m glad I made the contacts I did.”

The Super Jobs Center helped Fred Lewis apply for a WIA continuing education grant that he used to earn his commercial

drivers license and switch careers from landscaping to long-haul truck driving.

Center helps landscaper with a grantto switch to career in truck driving

Job Seeker|

SUCCESSES

Pamela J. Bell first contacted the Super Jobs Centerupon completing her bachelor’s degree in humanresources at the University of Cincinnati.

“Having just been laid off from a company where I’dworked as a human resources coordinator after I’dcompleted my degree, I was having a hard time findinganother position in human resources,” she recalls.“When the Super Jobs Center connected me withcareer coach Erwin McIntosh, he advised me to sendout an average of 36 resumes a week.”

Because Bell came to the Center with a clear idea of herneeds and job search focus, she was considered a fast-track participant in the WIA program. McIntosh’s adviceworked: Bell obtained a part-time human resourcesassistant position at the Center for Chemical Addictions& Treatment. However, she continued her search as shehoped to find a full-time job in the same field.

She didn’t have to wait long. Only a few short monthslater, an opening for a career coach at the Super JobsCenter became available, and McIntosh immediatelythought of Bell—who was hired for the full-time position.

After working at theCenter for severalmonths, Bell’s skillswere identified as agood match for aretention specialistposition.

Her duties nowinclude providing jobsearch assistanceto WIA participants,helping themaccess the supportservices they need, including gas cards, buscards and uniforms.

“I actually have experience with the Center’s supportiveservices myself,” notes Bell. “The Super Jobs Centerprovided me with a bus card to help me get back andforth to work after I obtained my previous position atthe Center for Chemical Addictions & Treatment. It wasa good start for me, and I’m happy to help others in thesame way.”

After her previous full-timeposition at the University ofCincinnati College of Medicinewas terminated at the end of2006, Lareeces Baileycontacted the Super JobsCenter for help both withimproving her skills and withfinding a new position.

Working with career coachSheldon Scott, Bailey

completed her paperwork and applied forfinancial assistance to enroll in an accredited programto pursue studies in medical billing and coding.

“Sheldon did an excellent job of keeping me informedas to the status of my application, and he alwaysadvised me of any additional documents that wereneeded to speed up the process,” Bailey says. “Hisapproach was always positive and professional—I amgrateful for his assistance and confidence in me.”

Under Scott’s guidance, Bailey’s application wasapproved in less than three months, enabling her tostart the training program in the spring of 2007.

Shortly after she completed her classwork, Bailey washired by Cincinnati Children’s Hospital Medical Centeras a Customer Service Representative II in the PeriOpDepartment. Her duties involve data entry of surgicalprocedures to generate billing statements.

“Working with the Super Jobs Center has been one ofthe most positive experiences of my life,” she says. “Isuggest to others seeking a new career to start at theSuper Jobs Center and be prepared to work hard toobtain the skills they need.”

In order to get the maximum benefit from the Center’sofferings, explains Bailey, job seekers must follow theprogram’s itinerary. “In my opinion, nothing in life is freebut opportunity,” she concludes, “and the Super JobCenter can assist you in pursuing those opportunities.”

Pamela Bell now works as a retention specialist at the Super Jobs Center, after

completing WIA programs under the guidance of her career coach.

Job seeker finds position...at the Super Jobs Center!

New skills lead to new jobat Children’s Hospital

After completing a medical billing and coding course—thanks to financial

assistance through the Super Jobs Center—Lareeces Bailey found

employment with Children’s Hospital.

7The Southwest Ohio Region Workforce Investment Board

SUPERJOBS.COM

Emerging

WORKFORCEDeborah Rose-Milavec joined the WIB staff as Youth ServicesCoordinator in April 2007. Her experience working with at-risk populations in community based organizations,combined with her high energy and commitment to quality,made her an excellent fit for this position.

“When I came on board, there were already many strong WIA youtheducation, training and employment programs in place,” she recalls.“However, the Board wanted to bring a new level of efficiency to the work inprogress across the region.”

That charge led Rose-Milavec to facilitate the STRIVE initiative, bringingtogether over 25 diverse education, training, employment and youthdevelopment organizations to form the first ever Youth Employment Systemin Cincinnati/Hamilton County.

“STRIVE participants are dedicated to serving both youth and employersand to developing a system that is more economical, efficient and effectivevia a common process,” she notes. “The system will also be subject tocontinuous improvement using local data.”

In January2008, theYouth Councilchanged itsname to theEmergingWorkforceDevelopmentCouncil(EWDC), amoreaccuratereflection ofwhat itsproviders are charged to do, and of what is at stake for the local community,explains President Sherry Kelley Marshall.

The ability to train and retain a talented and prepared workforce is critical tothe success of our local, regional and state economy, adds Tyrone Stuckey,CEO of TYS Construction Service Inc., and chairman of the EWDC.

“Creatingthis talentpipeline isno smalltask,” hesays.“Under theWIA wehave theopportunityto work withyoung menand womenwho have

incredible potential but face tremendous social, economic and personalchallenges and barriers.”

To that end, the EWDC has engaged in a strategic planning process to builda comprehensive business plan for the next five years. The plan will guideits investment of WIA funding, along with two other WIBs statewide, to focuson building a youth services system.

8The Southwest Ohio RegionWorkforce Investment Board

2007–2008 REPORT

Deborah Rose-Milavec, youth services coordinator for the Southwest

Ohio Region Workforce Investment Board, and Ty Stuckey, chair of the

Emerging Workforce Development Council.

Ryan Byes: A YWCA Success Story Ryan Byes completed theYWCA’s Employment Resourcesfor Youth program in April 2007,earning her GED. Although itwas challenging, Ryan wasmotivated by her desire to bettersupport her two children.

In addition to working with amath tutor twice a week, Ryanlearned valuable job and lifeskills—like how to dress andtalk properly during aninterview—from the EmploymentResources for Youth program.

After graduation, she enrolled atCincinnati State Technical andCommunity College to studyoccupational therapy, whileworking part-time to pay forschool through FAFSA loans.

She continues to participate inthe YWCA program, and plans to attend the University ofCincinnati to complete herBachelor of Arts in Nursing.

RyanByes

Lidya Tsegay: A JCG Success Story Lidya Tsegay graduated fromWinton Woods High School inthe spring after participatingin the JCG’s programs herjunior and senior years. Sheand her siblings learnedEnglish as a second languageafter her family immigrated toCincinnati from a smallAfrican country.

Active in the community, Lidyaserved as a city-wide JCGofficer and participated in ajob shadowing experience atProcter & Gamble. A memberof the Winton Woods VarsityEnsemble Choir Lidya touredChina this year with thegroup. WIA support serviceshelped her with clothes forher professional experiencesand contributed financially toher China trip.

She’ll be attending MiamiUniversity on a fullscholarship in the fall.

LidyaTsegay

To enhance the Super Jobs Center’s data collection andability to report on activities and customer statistics,the WIB purchased and installed the G*STARS trackingsystem. Under the leadership of Chuck Bowles, deputydirector and operations manager for the Super JobsCenter, all job seeking customers at the Center areenrolled in the system and able to use their customer-friendly swipe card to register when they return foradditional services.

G*STARS allows the Center to achieve five goals:

Encourage users to take ownership of theirworkforce development process.

Generate more detailed demographic data foranalysis and presentation to the board and to thelocal community.

Offer better, more demand-driven customer serviceby examining attendance and service usage datacollected by the system.

Interface via the system’s web-based platform withthe Center’s partner organizations to streamlinecase management and referral processes byeliminating the previously used paper-based system.

Ensure that information from all clients of theSuper Jobs Center interfaces with Ohio’s jobmatching system, SCOTI—Sharing CareerOpportunities and Training Information.

“As a result of the benefits of our utilization of theG*STARS client tracking system investment by the WIB, each of these goals has been met,” says Bowles.“The implementation of G*STARS has yielded moretargeted workshops and seminar sessions, based onexamining attendance data from the system. This givesjob seekers more of what they need, thus raising thevalue and use of the Center’s resources.”

Further, notes Bowles,case management and referrals to partner agencieshave been simplified via direct web-based access to client case files, yielding faster processing of customers.

The Center continues to work to further expandG*STARS into other areas, with expanded casemanagement sharing with partner agencies,the implementation of a business services component, and the enrollment of Emerging Workforce customers (youth) into the system planned for the next fiscal year.

Additionally, the WIB anticipates that all services willcome on-line with G*STARS, as all contractors will berequired to utilize the system when new contracts areissued in the coming years.

The G*STARS tracking system enhances the Center’s data collection, as well as generates reports on job seeker

activities and statistics.

G*STARS

REPORTING

Zip Code Job Seekers

45211 765

45237 663

45202 610

45225 569

45231 539

45214 534

45229 503

45238 492

45205 490

45223 415

Zip Code Job Seekers

45240 393

45206 392

45224 389

45219 374

45239 359

45215 334

45232 311

45227 263

45213 241

45207 235

Zip Code Job Seekers

45212 235

45251 178

45204 175

45220 174

45216 155

45236 146

45217 121

45246 115

45230 101

45203 99

TOP 30 REGIONAL AREAS SERVED BY SUPER JOBS CENTER LOCATIONS

9The Southwest Ohio Region Workforce Investment Board

SUPERJOBS.COM

The Super Jobs Center operates in partnership with Arbor E&T LLC, and is supported by the City of Cincinnati,Hamilton County and the Southwest Ohio Region Workforce Investment Board. An equal employment opportunityprogram. Auxiliary aids and services are available upon request for individuals with disabilities.

EXECUTIVE COMMITTEEWalter McLarty, ChairTriHealth

John Young, Vice ChairFreestore Foodbank

Jim Schwab, TreasurerUS Bank

Ron McKinley, SecretaryCincinnati Children’s Hospital Medical Center

Sherry Kelley Marshall, PresidentSouthwest Ohio Region WorkforceInvestment Board

BOARD MEMBERSHIPBeth Brannigan Ohio Dept. of Job & Family Services

Darraugh ButlerD. Butler Management Consulting

Michael ConnerFrisch’s Restaurants

Alphonso Cornejo AC & Consultants

Kimber FenderThe Public Library of Cincinnati & Hamilton Co.

Drew Fox Amantea Nonwovens LLC

Paul HeldmanThe Kroger Co.

Wayne HicksCincinnati Business Incubator

Carl HilliardCincinnati Job Corps

Paul MagnusMature Services

Rene McPhedran The Cincinnati Bar Foundation

Doug Moormann Cincinnati USA Regional Chamber

David PepperHamilton County

Anthony Perzigian University of Cincinnati

Rob ReifsnyderUnited Way of Greater Cincinnati

Paul ReynoldsFifth Third Bancorp

Gwen RobinsonCincinnati Hamilton Co. Community Action Agency

Jennifer Roeder State of Ohio Rehabilitation ServicesCommission

Richard Rust Cincinnati Metropolitan Housing Authority

Annette Smith-TarverBlackwell Consulting Services of Ohio

Jeffrey StartzmanHamilton County Dept. of Job & Family Services

Pete Strange Messer Construction

Tyronne Stuckey TYS Construction Services

Robin WhiteGreat Oaks Institute of Technology

Joe ZimmerBuilding Trades Council

The Southwest Ohio Region Workforce Investment Board of Directors

Emerging Workforce Development Council MembersTyronne Stuckey, ChairTYS Construction Services

Deborah Mariner AllsopFamilies Forward

Doug ArthurBusiness Support Services

Don BarnesBiersdorff Manufacturing

Pat BreadyQuest Management Consulting LLC

Shawn ButlerCity of Cincinnati, Mayor’s Office

Bari EwingCincinnati State Technical and Community College

Sarah GideonseRetired

Scott Henderson Pro Train

Joseph G. Hummel, Jr.Allied Construction Industries

Angelita M. JonesEastern Personnel Services

Chris KennedyHealth Alliance

Bonnie KroegerThe Grant Connectors

Jana LavelleYMCA

Wayne McFarlandHamilton County Juvenile Court

Timothy D. NolanOhio College Tech Prep

Joan Pack-RoweAiken High School

Karen ParchmentDevelopment Global Personnel Solutions

David PepperHamilton County

Cynthia PriceAlternative to Business

Jon QuatmanGreat Oaks Institute of Technology

Paul RamstetterCincinnati Public Schools

Tracey ShouseQuality Associates

Maureen SullivanUrban Appalachian Council

Sharon ThompsonCincinnati Job Corps

Carol WalkerTime Warner Cable

Joan WoodwardPeople’s Community Bank

The Southwest Ohio Region Workforce Investment Board StaffSherry Kelley MarshallPresident

Deborah Rose-MilavecYouth Services Coordinator

Lourdes RamirezExecutive Assistant

Amy NockMeasurement and ImprovementCoordinator

Photo credits: Jymi Bolden©2008 The Southwest Ohio Region Workforce Investment Board 9.08 | 1000 | XXX | SS

441 Vine Street

300 Carew Tower

Cincinnati, Ohio 45202

Phone: 513.579.3142

SuperJobs.com

The Southwest Ohio Region Workforce Investment Board’s staff and leadership includes

(left to right): Walter McLarty, Amy Nock, Sherry Kelley Marshall and Lourdes Ramirez.