APPENDIX A - RELATED DOCUMENTS CONTINUED
Top Priority Themes for Solutions to Key Workforce Issues From workshop - Friday, March 20, 2009 - 8:00 to 11:00 AM 1 Shortage of basic-skilled workers a HS and graduate “Worker 101 skills” – educate on career path possibilities, ongoing support, problem solving skills – similar to PACE program. (Basic skills academy*) b Support services/systems in place for high risk workers c Create unique delivery methods for worker training d Create networking opportunities to help resolve daycare, transportation, employment and social isolation e Change perception of entry-level positions. Break stereotypes, promote positions as beginning of careers 2 Attract/retain more young adults a Recruitment campaign i Understand wants/needs of customers ii Develop marketing/branding campaign b Economic development i Attract non-traditional businesses ii Industries with career ladders iii Industry clusters c University/college partnership i Connect students to the community ii All levels: leaders, departments, students
5 Unusually high level of underemployment a Research and create a data base: info on candidates and employers – resumes, job opportunities, employment information b Work with employers to help be more flexible: trailing partners, transferable skills, bias against short-termers c Programming to help individuals develop job-search skills (resumes, interviewing, transferable skills) d Develop and publicize short-term opportunities, consulting, Americorps-like opportunities e Recruit new employers to the area on basis of info gathered in the database (above) f Talent management vs. skill list g Employer rules/policies: allow people to work from home 6 Improve capacity to respond to workforce crises a Market to local employers to create a “rapid response team” – use data collected to create a sense of urgency b Build the Rapid Response Team i Invite local employers to contribute resources ($) invest and empower the team c First efforts of Rapid Response Team:
d Communication and marketing critical (social networking/ come home campaign/etc)
i Identify vulnerable businesses areas of concern for scenario planning ii Identify philanthropic areas for resources and effort/actions
3 Increased retirement as Boomers reach retirement age
iii Leverage pools of $ – i.e. TCAD revolving loan program iv Build inventory of resources and services
a Succession planning – identify skill-sets to be replaced and resources to do so
v Build communication network d A resilient system reduces the need for crisis management
b Clearinghouse – jobs, skill-sets, opportunities c Boomer academy (Boomers mentor young people and vice versa) d Employment flexibility e Job transfer strategies (mentorship, internship, job-share, etc.) 4 Labor force lacks critical high-skilled workers a Promote Tompkins/Ithaca as a residence of choice b Promote regional job opportunities/employers c Assess existing workforce skills in the county d Assess needed skills in county employers e Develop training programs at various levels f “bHarmony” local head hunter
30 | Appendices | Tompkins County Workforce Strategy
*items in italics added to the work-groups lists during the plenary discussion at the end of the workshop