Building Bridges: 2004–2005 - The Southwest Ohio Region

The Southwest Ohio Region
WORKFORCE INVESTMENT BOARD
Building Bridges: 2004–2005
The Southwest Ohio Region Workforce Investment Board
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Sincerely,
Ronald McKinley, Chairman
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Carter, Pre
force Inves
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Pamela R.
W
n
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Southwes
The previous
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Sincerely,
dation we in
herited.
Dr. Ronald M
cKinley, Cha
irman
Southwest O
hio Region W
orkforce Inve
stment Boa
rd
Connecting to our
Community
The Southwest Ohio Regional Workforce Investment Board is comprised of representatives from
business, education, labor, non-profit and training providers, as well as the Cincinnati USA Regional
Chamber, officials from Hamilton County and the Mayor of Cincinnati, who serves as the Chief
Elected Official.
By connecting these various segments of our community into a collaborative unit, we can provide
a proactive response to global competition by creating a workforce that is more skilled and better
trained. This collaboration results in businesses that are more successful, increased tax revenues
generated by new or better jobs for previously unemployed or underemployed individuals, and
improved social welfare through reduced poverty and reliance on public assistance.
Our Vision
To become the
model workforce
development
system.
How did it begin?
The federal Workforce Investment Act of 1998 (WIA) was enacted to consolidate, coordinate and
improve employment, training, literacy and vocational rehabilitation programs in the United States.
(The WIA replaces the Job Training Partnership Act.) The WIA mandated the establishment of local
workforce investment boards to set policy for their local workforce area. Their challenge is to
strengthen and expand the region’s workforce resources by consolidating the many publicly funded
employment services into one coordinated system.
Under WIA, each State has its own Workforce Board. In September 1999, Gov. Bob Taft created the
Governor’s Workforce Policy Board to regularly assess and continuously improve programs designed
to enhance the State’s employment needs.
The Southwest Ohio Regional Workforce Investment Board (WIB) is used to carry out planning
responsibilities within Cincinnati/Hamilton County, such as implementing a system to help
local job seekers obtain the skills they need to secure employment and to help local
businesses find employees with the skill set they need for their business.
It is only through the establishment of public/private partnerships that the system can
ultimately benefit our entire region by improving the overall business climate, assuring
economic growth, inclusion for our diverse population and prosperity for all citizens.
Our Mission
We will create
and develop a
comprehensive
workforce
development
system that
engages the
entire community
towards everincreasing levels
of self-sufficiency.
2004–2005 Report | 2 |
The Southwest Ohio Region Workforce Investment Board
Our Values
Long-term economic
growth of our region
Ensuring global
economic
competitiveness of
employers and workers
Aligned partnerships
that include, but are
not limited to, WIA
Customer focus:
job seekers and
employers
Business leadership
Maximization of the
employment potential
of the individual
Employment services
addressing the
employment needs
and life circumstances
of each customer
Removing barriers to
self-sufficiency,
workforce participation
and retention
Continuing education
as a primary means
for skill development
and growth
Positive and
measurable community
impact on employer
and work success
| 3 | 2004–2005 Report
Building bridges of
Trust
We feel the ultimate goal of any public workforce development system is to positively impact the
community and break the cycle of dependence in which many individuals find themselves trapped.
This is accomplished by connecting the business community with government, social service agencies,
non-profit organizations and individuals—building bridges of trust between them all. The WIB helped
connect these various entities through the following series of activities during the past 18 months:
Reached an agreement with the City of Cincinnati and Hamilton County where the
Mayor of Cincinnati would serve as Chief Elected Official and the County would act
as the administrative entity and fiscal agent.
Incorporated our board as a 501(c) 3.
Selected a new provider for our One-Stop Center (Arbor E&T, LTD.) and re-branded it
under the Super Jobs moniker.
Selected new providers for our Youth Services and created a separate area within our
Super Jobs Center specifically for those under the age of 21 (Youth Zone).
Identified a central location to house all of our resources and partners.
A S U P E R
S U C C E S S
J O B S
S T O R Y
Better service to
applicants yields better
results for employer
Setting the path through shared goals
Benefits offered to businesses through the Southwest Ohio
Region Workforce Development system include:
Providing businesses with new sources for job applicants
(along with a more diverse pool of applicants.)
Creating customized training for current employees that
can result in increased productivity and a more stable
employee base.
Enhancing a company’s bottom line with cost savings
related to recruitment and reduced turnover, as well as
the direct benefits of tax credits for some workers.
Local training providers also benefit from the public workforce
development system because the need for better-qualified
workers increases opportunities for them to develop more
business. Through the Super Jobs Center, training providers will
be able to reach a broader market for customized training. Also,
because the system allows for user feedback, training providers
will be able to refine their services, ensuring that they provide
optimal value to customers.
Local governments enjoy increased tax revenues generated by
new or better jobs for previously unemployed or underemployed
citizens, and the accompanying business growth. This allows
government agencies to better respond to the needs of citizens,
as well as promote the social welfare of communities through
reduced poverty and decreased public assistance costs.
In spring 2005, The
Cincinnati Children’s
Hospital Medical Center
decided to transition
from a paper-based job
application system to
an electronic one. The
numbers were staggering:
In excess of 20,000 job
applicants annually,
Approximately 2,000 open
positions filled annually,
More than 500 openings
available at all times.
They knew they needed to create a venue for those individuals
who did not have access to the Internet, so they installed a
series of desktop computers in their waiting area.
“What we quickly discovered was that many individuals
without computer access also didn’t have computer skills,”
said Julia Abell, senior director of employment at The
Cincinnati Children’s Hospital Medical Center, pictured above.
“And we didn’t have the staff to individually assist them.”
In June they contacted the Super Jobs Center, which devised a
plan to serve as the entry point for Cincinnati Children’s. Not
only did the Super Jobs Center have the space and computers,
it also had enough staff to assist. The center was able to
screen the applicants and refer the most qualified directly to
Cincinnati Children’s.
“Job applicants now receive better service,” added Abell,
“allowing our staff to better focus our time on reviewing
qualified applicants.”
The Super Jobs Center could also provide other training and
educational services to the job applicants, in addition to the
ability to refer them to openings at other companies.
This system has worked so well that Cincinnati Children’s
plans to use the center to conduct pre-employment testing.
2004–2005 Report | 4 |
The Southwest Ohio Region Workforce Investment Board
S U P E R J O B S
S U C C E S S S T O R I E S
Small business
owner outsources
recruiting, saves time
When Kevin Lynch of
Amantea Nonwovens first
contacted the Cincinnati
USA Regional Chamber, he
was in the same boat as
many other small business
owners — fully immersed
in running the day-to-day
details of his company and
not set up to handle
certain corporate functions
such as recruiting.
Because Amantea
manufactures nonwovens
for chemically produced hygiene products, it needed employees
with a very specific skill set. Researching the demographics
of the local labor pool and identifying the latest recruitment
techniques were challenges Lynch, pictured above, simply
didn’t have time to tackle.
Because the Chamber was used to working with small and
emerging businesses like Amantea they knew exactly what
Lynch needed and immediately referred him to the Super Jobs
Center. But Lynch was hesitant at first, but left the first
meeting extremely satisfied.
“Representatives from the Super Jobs Center showed me how
to penetrate the current fragmented labor market, helped me
understand how they could identify candidates for specific jobs
and then facilitated the entire job search process,” said Lynch.
According to Lynch, the key was to create a quality job
description that included the specific skills needed for his
positions. After the resumes were received, the Super Jobs
Center assisted Amantea with screening, and then presented
the most promising candidates to Lynch.
“I would estimate 40–50 percent of my employees are here
thanks to working with the Super Jobs Center,” Lynch added.
Lynch discovered another advantage: The Super Jobs Center
was able to identify and offer candidates financial assistance
with on-the-job training programs currently available.
“The Super Jobs Center provided me with the perfect way
to penetrate the marketplace,” declared Lynch.
| 5 | 2004–2005 Report
Working together
to turbo charge
recruiting
In early 2005, GE - Aviation
realized it would need to quickly
hire the skilled trade positions
they were used to recruiting,
as well as entry level positions.
The challenge was that GE
had not hired large numbers
of entry level employees in
nearly 20 years and wasn’t
set up internally to handle this
kind of task.
In March, they met with Wes Archiable, an
account executive from the Super Jobs Center.
Because Archiable had a vast amount of
corporate experience, GE found he was able
to share a wealth of knowledge about hiring trends
and recruiting. GE knew immediately that the Super Jobs Center
could help.
“The staff from the Super Jobs Center actually visited with us
on-site on numerous occasions to get a better understanding
of the skills needed for some of the jobs,” said Teresa Lacefield,
hourly staffing specialist at GE, pictured above.
Not only did the Super Jobs Center act as the resume collection
point for GE, it also screened and sorted the resumes and
delivered them to GE, all 3,500. The Super Jobs Center team
even posted the skilled openings on the Ohio Job Match System.
“By using the Super Jobs Center to collect and screen resumes,
we could focus more on interviewing and assessment,” added
Lacefield, “allowing us to find the best of the best.”
It worked so well that GE has used the Super Jobs Center since
April 2005 to post, accept, screen and deliver resumes.
The Super Jobs Center:
Where job seekers and employers
Connect
The Super Jobs Center held its grand opening in May 2005. Some of
the highlights of securing the new location at 1916 Central Parkway
included the ability to consolidate all of the services it offers under
one roof and the fact that it was centrally located. The Super Jobs
Center is part of the Regional One-Stop Consortium, a partnership
of employment and training provider agencies working together to
better serve businesses and individuals in the Cincinnati USA region.
It is operated by Arbor Education & Training, a leading provider of
workforce development services.
What can employers do at the Super Jobs Center?
The Super Jobs Center is designed to help employers find the best candidates for their job openings by:
Providing access to an increased applicant pool, with the goal of becoming the largest
single source of job applicants in Cincinnati and Hamilton County.
Using the facility to conduct recruiting, interviewing and hiring.
Utilizing a broad range of other services including customized training, staffing services,
wage and labor market information, professional and technical referrals, national job search
capabilities and economic development assistance.
What can job seekers do at the Super Jobs Center?
The center provides a broad range of assistance to individuals conducting a job search or looking to
enhance their workforce skills. Job seekers can visit the center for access to locally and nationally
listed jobs, resume development assistance, employment testing and assessment, job skills
workshops, listing of state-approved eligible training providers and employer information. Job seekers
also will be able to receive assistance with unemployment insurance, adult education, GED testing
and financial aid information. The center offers customized programs for job seekers with disabilities,
veterans, mature workers and migrant/seasonal workers.
2004–2005 Report | 6 |
The Southwest Ohio Region Workforce Investment Board
S U P E R J O B S
S U C C E S S S T O R I E S
Hurricane Katrina
survivor finds new
job in Cincinnati
When Louisiana resident Olga Johnson learned Hurricane Katrina
was about to slam into in the New Orleans area, she knew
exactly what to do: head to Galveston for a day or two, wait the
storm out, and then return.
Coaching helps job
seeker find new
perspective, career
When Johnson, her daughter and two grandchildren eventually
came home to New Orleans, their house, possessions and
Johnson’s job were gone. “For a couple of days, all we had were
our clothes,” remembered Johnson, pictured below.
Alex Wilkins was involved in credit and collections work for
several years, most recently with a local law firm, but knew
one thing for sure: He wanted more out of life.
After arriving, Johnson’s first call was to the Archdiocese of
Cincinnati, which referred her to the Super Jobs Center. Within a
week, she had an appointment with a counselor at the Super
Jobs Center, and a week after that, she had a job interview with
Catholic Health Partners (CHP).
Wilkins heard of the Super Jobs Center and wondered if it
could help. In March 2005, he attended a workshop and
was impressed enough to come back. When he returned,
he met and connected with a career counselor, Sheldon
Scott, who helped Wilkins look at his career from a variety
of different perspectives.
“I needed a career coach,” confessed Wilkins, pictured above.
One of the skills Scott taught Wilkins was his “elevator
interview” — how to summarize and sell himself in just 30
seconds (the length of a typical elevator trip.) With his new
skills and outlook, Wilkins attended a Career Fair in
Sharonville at the beginning of August.
“I made a point to visit every single booth at the fair,”
Wilkins said.
That strategy worked. Within days, Wilkins received 15 calls,
scheduled nine interviews, received multiple job offers and
eventually took a new position.
Wilkins started as the receivables manager at OKI Systems
in August 2005 and feels there will be opportunities for him
to advance within OKI.
“I continue to refer people to the Super Jobs Center,” added
Wilkins. “I feel like I made a friend in Sheldon.”
| 7 | 2004–2005 Report
With two sisters living in Cincinnati, Johnson headed north. A selfsufficient woman, her initial thought was, “I really need some help.”
“Everyone at the Super Jobs Center was so nice and so helpful,”
said Johnson, who started her new job in her new hometown as a
Scanning Index Specialist less than one month after leaving New
Orleans. In fact, she has since been promoted to a position in
the accounts payable department at CHP.
Partnerships for
Progress
As a subcommittee of the WIB, the Youth Council oversees the City of Cincinnati and Hamilton
County’s workforce development system for low income and disadvantaged individuals aged 14–21.
It accomplishes its mission by developing a network of partners to provide the support services needed
by our youth. These services are organized under the Youth Zone area at the Super Jobs Center.
Why is a special youth focus necessary?
The majority of youth who come through the Super Jobs Center are simply looking for a job. And in a
similar way to the adults who utilize the Super Jobs Center, the Youth Zone also provides assistance
with creating resumes, writing cover letters and sourcing employment openings.
But in some instances, our youth lack the most basic education and training to qualify for many
employment opportunities available. Some need to obtain a high school diploma, others need
remedial reading, writing and/or math skills, while still others need computer training.
Occasionally, they even need help with transportation, child care, housing or even the appropriate
clothes to wear to work. This is where the Youth Zone really makes a difference.
Youth Zone
Services
Job and summer
employment
information
Unlimited use of
computers, software,
printers, etc.
Internet and
e-mail access
Job training classes
Career exploration
assistance
Information on
community resources
and events
Connection to
Youth Services
programs
2004–2005 Report | 8 |
The Southwest Ohio Region Workforce Investment Board
A S U P E R
S U C C E S S
J O B S
S T O R Y
This one’s a keeper:
Youth Zone client joins
Super Jobs staff
Michelle Walker came into contact with the Youth Zone at the
Super Jobs Center by one of the Super Jobs Center’s partners,
TechBridge. As a recent high school graduate, Michelle was
looking for a job and thought the computer training offered
through TechBridge would be helpful.
Her first step was to work with the Youth Zone, the employment
and resource center for youth ages 14–21, at the Super Jobs
Center where she received help with her resume and cover letter.
“I wasn’t really sure what to expect,” said Walker, pictured at right
with her supervisor, Teri O’Brien. “But I was pleasantly surprised.
Everyone at the Youth Zone was so helpful. I’ve been to other
places where that wasn’t always so. That’s why I didn’t mind
coming back.”
After her initial application and eligibility interview conducted at
the Youth Zone, Walker enrolled in training to learn and earn
Microsoft Certification at TechBridge.
Walker’s new skills came in handy when she was hired as an
administrative assistant at the Youth Zone in November 2005.
But she’s not finished. Michelle plans to apply to the computer
engineering program at Cincinnati State and Technical College in
fall 2006.
“The staff at the Youth Zone has even helped connect me to the
University of Cincinnati, another Super Jobs Center partner, where
I’m getting assistance with my federal financial aid forms and
learning how to apply for scholarships,” Walker noted.
The Southwest Ohio Region Workforce Investment Board Youth Council Members
Doug Arthur
Business Support Services
Scott Henderson
Pro Train
Wayne McFarland
Hamilton County Juvenile Court
Tyronne Stuckey
TYS Construction Services
Bari Ewing
Cincinnati State Technical and
Community College
Billy Hensley
Knowledge Works Foundation
Karen Parchment
Global Personnel Solutions
Sharon Thompson
Cincinnati Job Corps
Marquicia Jones-Woods
Cincinnati Metropolitan
Housing Authority
Paul Ramstetter
Cincinnati Public Schools
Carolyn Turner
Cincinnati Parents
for Public Schools
Beverly Hardy
Greater Cincinnati Urban League
William Harris
Zion Baptist Church
John Haysbert
Cinergy Corp.
| 9 | 2004–2005 Report
Paula London
Career Education
& Resource Center
Stanley Ross
Cincinnati Human Relations Com.
Bob Scarborough
Great Oaks Institute of Technology
and Career Development
Carol Walker
Time Warner Cable
2004–2005 Financial Summary
2004–2005 Performance Summary
Cumulative Number of Job Seekers Served
Cumulative Number of Successful Placements (Employed Job Seekers)
The Southwest Ohio Region Workforce
Investment Board of Directors
Stephen J. Bailey
Bailey Contracting Svc. LLC
Dave Phillips
Cincinnati Works
Melissa Bledsoe
Spectrum Learning Centers
Dan Radford
AFL-CIO
Beth Brannigan
Ohio Dept. of Job & Family Svcs.
Rob Reifsnyder
Greater Cincinnati United Way
Darraugh Butler
D. Butler Management Consulting
Paul Reynolds
Fifth Third Bank
Michael Conner
Frisch’s Restaurants Inc.
Gwen Robinson
Cincinnati-Hamilton Co.
Community Action Agency
Alfonso Cornejo
AC & Consultants
Pat DeWine
Hamilton County
Kimber Fender
The Public Library of Cincinnati
and Hamilton County
Cumulative Number of Business Contacts
Jim Schwab
US Bank
Chris Smith
Ohio Dept. of Development
Cynthia Smith
Hamilton Co. Job & Family Svcs.
Dave FitzGibbon
ILSCO
Pete Strange
Messer Construction
Drew Fox
Amantea Nonwovens LLC
Tyronne Stuckey
TYS Construction Services
Paul Heldman
The Kroger Co.
Greg Tankersley
VIOX Services
Wayne Hicks
Cincinnati Business Incubator
Annette Smith-Tarver
Blackwell Consulting Svcs. of Ohio
Carl Hilliard
Cincinnati Job Corps
Donald Troendle
Cincinnati Metro. Housing Authority
Kathleen Kraemer
Ohio Rehabilitation Services
Commission
Nick Vehr
Cincinnati USA Regional Chamber
Paul Magnus
Mature Services
Robin White
Great Oaks Institute of Technology
and Career Development
Ron McKinley
Cincinnati Children’s Hospital
Medical Center
Ron Wright
Cincinnati State Technical and
Community College
Walter McLarty
TriHealth
John Young
Freestore/Foodbank
Anthony Perzigian
University of Cincinnati
Joe Zimmer
Building Trades Council
2004–2005 Report | 10 |
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 opportunity
program. Auxiliary aids and services are available upon
request for individuals with disabilities.
1916 Central Parkway
Cincinnati, OH 45214
Phone: 513.731.9800
Fax: 513.458.6147
SuperJobs.com
©2006 Cincinnati USA Regional Chamber
The Super Jobs Center is an affiliate of
the Cincinnati USA Regional Chamber.
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