west michigan works! (wmw) workforce development board … · the employers’ association...

West Michigan Works! is a division of ACSET, an equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with disabilities. TTY# - 711. Supported by the State of Michigan.

West Michigan Works! (WMW) Workforce Development Board (WDB) Executive Committee Meeting New Horizons Learning Center

630 Kenmoor Ave., Ste 201 ▪ Grand Rapids, MI 49546 Monday ▪ September 12, 2016 ▪ 11:30 a.m.

AGENDA

1. Call to Order, Chairperson Dave Smith

2. Public Comment – Agenda Items

3. Approval of the July 11, 2016 Minutes Action Required

4. WMW Marketing & Communications Update Action Required Jane Kreha, WMW Marketing & Communications Director

5. Workforce Innovation and Opportunity Act (WIOA) Performance Goals Information Item Brittany Lenertz, WMW Regional Service Center Director

6. Strategic Planning 2016 Session Discussion Item Kristen Barry and Jessica Borza, Thomas P. Miller & Associates (TPMA)

a. Agenda

b. Draft- Plan Elements

7. Other Business

8. Public Comment

9. Adjournment

Next Scheduled Executive Committee Meeting: November 14, 2016

West Michigan Works! is a division of ACSET, an equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with disabilities. TTY# - 711. Supported by the State of Michigan.

West Michigan Works! (WMW) Workforce Development Board (WDB)

Executive Committee Meeting Westside Service Center 215 Straight Ave. NW

Grand Rapids, MI 49504 Monday ▪ July 11, 2016 ▪ 11:30 a.m.

MINUTES

MEMBERS/ALTERNATES PRESENT: John Buchan, Jay Dunwell, Jon Hofman, Rebecca Herrington, Dave Smith, Shana Welch and Mark Thomas (WMW WDB Member)

MEMBERS/ALTERNATES ABSENT: Jim Fisher, Mark Mangione, Scott McLean

STAFF PRESENT: Jacob Maas, Angie Barksdale, Brittany Lenertz, Deb Lyzenga, Melanie White, Nancy Wiest, Janette Monroe

GUESTS PRESENT: Sai Naik (Mavin Global)

1. Call to Order, Chairperson Dave Smith at 11:41 a.m.

2. Public Comment- Agenda Items- None

3. Approval of the May 9, 2016 Minutes Action Required Item approved with correction of deleting John Buchan from Members/Alternates Present on May 9, 2016.

Motion – Mark Thomas Second – John Buchan Item Approved by Vote – Motion carried

4. Mavin Global Presentation (Talent Development Solutions) Information Item Sai Naik, Mavin Global Chairman & CEO, and Mark Thomas, Northview High School Principal & WMW Board Member, provided a presentation on how Mavin Global has created an education and training software platform which is found on the azure marketplace. Mavin Education is designed to inspire teachers and school administrations in the way they teach students. Discussion took place. Sai has requested WMW support in assisting a request that the pilot program take place on a state server to meet state regulations on having talent data in a centralized location.

5. Prisoner Re-Entry Program (PRP) Update Discussion Item Jacob Maas, WMW Chief Executive Officer, reviewed that as was discussed at the full board meeting on June 13, a motion was made to draft a letter to Michigan Department of Corrections (MDOC) regarding concerns around the Request for Proposal (RFP). Jacob reported that on June 28, WMW and Michigan Works! West Central collaboratively submitted a proposal to MDOC. Jacob reviewed with the Committee members a sample letter that was submitted in 2013, which provides some background of the concerns our Agency encountered at that time around PRP. Jacob noted that depending on the

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current proposal award from MDOC, there may need to be further discussions and negotiations concerning the operation of PRP. Jacob answered committee members’ questions.

6. Workforce Innovation and Opportunity Act (WIOA) Performance Measures Information Item Brittany Lenertz, WMW Regional Service Center Director, reported that although WMW is still in the strategic planning phase and has not yet determined what our goals are, performance measures are being provided. Brittany noted that as of July 1, 2016, WMW was still being measured by Workforce Investment Act guidelines and that because of this, the WIOA measures have some lagged reporting measures. Brittany also announced that there will be general measures for Business Solutions and that states will choose two of three measures: (1). Employee retention, (2). Repeat customers and (3). Employer penetration. The state has yet to announce WMW measures. Brittany reviewed the performance summary handouts provided in the agenda, noting that the summary through 3/31/16 is the most up-to-date and the period ending 6/30/16 are the projected measures. Mark Thomas suggested looking into qualitative versus quantitative measures in discussing strategic planning and the value it will have as an impact to our WMW regions’ services.

7. General Updates a. PATH (Partnership. Accountability. Training. Hope.) Information Item

General Education Development (GED) Update Brittany Lenertz, WMW Regional Service Center Director, reported that WMW staff is still in collaboration with the Adult Education providers and the Department of Health and Human Services (DHHS) Directors to obtain additional information surrounding GED preparation pilot for the PATH program. Additional information is still needed to finalize the white paper and possible Request for Proposal (RFP) for GED services.

b. Supplemental Nutrition Assistance Program (SNAP) Information Item Angie Barksdale, WMW Chief Operating Officer, reviewed that the State is losing its current waiver for the FAE&T (Food Assistance Employment and Training or also 50/50) program which the US Department of Agriculture (USDA) will expire in December 2016 and will most likely not be repeated. Currently, the State has modeled the program “Seattle Jobs Initiative” which is a 50/50 program, meaning that federal funds are matched with nonfederal dollars. The state reached out to WMW and Detroit to launch a Pilot program. WMW has begun developing a program for Kent and Ottawa counties with the intent of launching the program in those two counties beginning January 2017.

c. America’s Promise Grant Information Item Angie Barksdale reported that the Department of Labor (DOL) has announced the America’s Promise Grant competition monies will assist with developing and growing regional partnerships between workforce agencies, education and training providers and employers in sector development such as healthcare, advanced manufacturing and information technology. The grant is designed to increase tuition-free training, expand employer involvement and increase employability. Angie reported that Grand Rapids Community College (GRCC) will be the grant applicant and that WMW will be part of the regional partnership with other colleges and companies to provide further insights around our recent involvements of career pathways.

Angie requested additional updates be provided regarding the Health Careers Pathway Initiative (HCP) program.

d. Health Careers Pathway Initiative (HCP) Information Item (add-on) Shana Welch, WDB Member (Mercy Health), reported that this is a large, 7-county national consortium that ties into the America’s Promise Grant. The other region will be on a call this

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week to discuss the distribution of the grant money. Deb Lyzenga, WMW Regional Business Solutions Director, added that hospitals in the region are continuing to build interest around these Career pathways and apprenticeship programs which WMW launched.

8. Strategic Planning 2016 Information Item Jacob Maas reviewed the Memorandum provided by Kristen Barry, Thomas P. Miller & Associates (TPMA) Associate Director, which reviewed tasks that have been completed, tasks that are in progress and next steps. Jacob reminded the committee that the next stakeholder meeting is scheduled for August 8 beginning at 11:30am. Jacob reported that there were over 120 individuals that attended our Strategic planning focus group sessions that occurred in June across our 7-county region. Jacob noted that there were some common threads among the demand and supply systems. Some of these included difficulty finding talent, skilled trades, drug testing, transportation, internal apprenticeships, and hiring processes. Jacob noted that in the coming week, electronic surveys will be sent out to those who were unable to attend the focus groups to gather their input. Surveys are short and will allow TPMA to have a broader scope of views from employers. Discussion took place, and Jacob and Angie answered board members’ questions.

9. Other Business Dave Smith suggested further conversations take place in considering additional board member involvement in committees. Discussion also took place regarding the Local Elected Officials on the ACSET Governing Board and more specifically those Commissioners who are running in the upcoming election. Mark Thomas thanked the Executive Committee members for their time allowing the presentation from Mavin Global.

10. Public Comment- None

11. Adjournment at 1:30 p.m. by Chairperson Dave Smith

Recorded by: _______________________________ Received by: ________________________________

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West Michigan HR Conferences 2016

Spring into Action

April 28, 2016, 7:30-11:30a

Prince Conference Center

$25

The Employers’ Association Leadership & Human Resources Conference/Annual Meeting

May 19, 2016, 7:45a-1:30p


$305

Approved for credit hours

Ideation Consulting Strategic HR and Leadership Conference

April 20, 2016, 8:30a-4:30p

Pinnacle Center

$299

Approved for credit hours

Michigan Recruits Fall Conference

October 14, 2016, 9a-4p

RiverHouse/Varnum Law

$49

Calvin College Employer Conference

May 24, 2016, 12:30-3:30p


$35

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PAST KEYNOTE SPEAKERS 2016 – Andrew Bennett Attendance: 116

Transformational Leadership: Building a Thriving Culture 2015 – Ken Wasco Attendance: 122

Harnessing the Power of Change 2014 – Wayne Burkan Attendance: 166 Keynote: Mastering Change and Innovation 2013 – Redia Anderson Attendance: 116 Keynote: Inclusion and Diversity: Trailblazers, Practices and Results 2012 – David DeLong Attendance: 165 Keynote: Accelerating Leadership Development: Lessons from the Leading Edge 2011 – Bob Treadway Attendance: 173 Keynote: 20/20 Foresight: A Look into the Future of Your Business 2010 – Peter Barron Stark Keynote: Surviving and Thriving Change - and Learning to Love It! 2009 – Stephen Shapiro Attendance: 147 Keynote topic: Innovation 2008 – Dr. Michael Mercer Attendance: 183 HR related topics 2007 – Ed Barlow Attendance futurist 2006 – Danny Cox Attendance "accelerationist" 2005 – Rich Hadden Attendance: employee relations, creating a great place to work

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2015 sessions:

Thinking Outside the Box: Creative Compensation and Total Reward Strategies

2015 Employment Law Trends & Updates

Candidate Recruitment and Screenings Panel

Leadership through Engagement

Mental Health Matters

Behind the Scenes of MiCareerQuest

Veteran Explorers Program 101

2014 sessions:

The Power of Persuasion: How to Effectively Communicate Change

Small but Mighty: HR for Small Business Success

Workplace Wellness: ADA Compliant Programs that Control Costs and Encourage Employee Health

Planting the Seeds to Grow Your Talent Pipeline

The 10 most critical Human Resources issues for 2014

Diversity & Inclusion

2013 sessions:

Gender Intelligence: It’s Not Rocket Science

What Every Business Pro Must Know About Online Learning

Top 5 Employment Law Topics Every HR Professional Must Understand

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Healthcare Reform: Implications of the Affordable Care Act

The Five Generation Workforce: Will Your Lack of Generational Intelligence Sink Your Organization?

Hiring Returning Citizens: Employer / Employee Perspectives

Michigan Talent Connect

2011 breakout sessions:

Social Media in the Business Realm

Emerging Technologies and Green Jobs

Employment Law and Legislation

Internship Programs

Michigan Works! programs

Returning citizens/re-entry programs

Healthcare options for employers

2012 breakout sessions:

Social Media for the Small/Midsize Business

Employment Law from A-Z and the Top 10 Tips to Keep Out of Trouble

Healthy Employees = Happy Employees

Trends in the Workplace

Michigan Works! programs

Heroes in the Workplace

Hiring Persons with Disabilities

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Know someone who goes above and beyond to deliver exceptional service?

The Essential Service Awards recognize the important role that service workers play in our economy.

ELIGIBILITY REQUIREMENTS

Work History: Must have 2+ years of employment with same employer.Location: Nominees must work in either Allegan, Barry, Ionia, Kent, Montcalm, Muskegon or Ottawa County.

ESA CATEGORIES

Winners will be chosen in a variety of categories based on the criteria described above. The categories and examples of jobs that would be eligible:

• Hospitality: Desk clerk, ticket taker, parking attendant, bell hop• Retail: Clerk, cashier, stockroom worker, customer service• Transportation: Bus, shuttle and taxi driver, baggage handler• Food Service: Server, busser, dishwasher, counter staff, cook• General Labor: Manufacturing, construction, agricultural• Government: Clerk, customer service, support staff• Childcare: Teacher aide, in-home daycare, school program staff• Nonprofit: Case aide, support staff• Healthcare/Elder Care: Nurses aide, lab support, patient transport, in-home aide• Cleaning/Housekeeping/Groundskeeping: Custodian, maintenance, housekeeper,

dry cleaner/launderer

West Michigan Works! provides a network of employment and training programs and services for employers, employees, and job seekers with the goal of creating a sustained workforce with the required skills to maintain and enhance the economy of Allegan, Barry, Ionia, Kent, Montcalm, Muskegon and Ottawa Counties.

For more information, visit westmiworks.org.

8th Annual Beverly A. Drake

AWARDSESSENTIAL SERVICE

HOW ESA WINNERS ARE IDENTIFIED

Nominations will be submitted by employers and the community at large. Winners (up to two in each category) will be chosen by a committee established by West Michigan Works! Once the winners are chosen, their employers will be notified and the employer will present the recognition at their place of employment.

The Essential Service Awards winners will be recognized at a special Economic Club meeting dedicated to Workforce Development.

TO NOMINATE AN INDIVIDUAL: Fill out the form on back or online at westmiworks.org.

DEADLINE FOR ENTRIES: MARCH 1, 2016

Essential Service Award winners display pride in their job, a positive attitude, a strong work ethic and model good work habits.

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ABOUT THE NOMINATOR

Name ___________________________________________________________________

Title ___________________________________________________________________

Company ___________________________________________________________________

Address ___________________________________________________________________

City State Zip ___________________________________________________________________

Phone ____________________________ E-mail ________________________________

ABOUT THE NOMINEE

Name of Nominee _____________________________________________________________

Job Title/Description _____________________________________________________________

Employer _____________________________________________________________

Employer Contact (if available) _____________________________________________________

Address ______________________________________________________________

City State Zip _____________________________________________________________

Phone ____________________________

CATEGORY____Hospitality ____Retail ____Healthcare/Eldercare ____Transportation ____Food Service ____General Labor ____Government ____Childcare ____Nonprofit ____Cleaning/Housekeeping/Groundskeeping

YEARS OF SERVICE ____

Nomination forms are also available at westmiworks.org/esa. Submit via email to [email protected] | fax: (616) 336-4118 | mail: 1550 Leonard NE, Grand Rapids, MI 49505

(Personal information provided for the purpose of submitting an Essential Service Award nominee will not be sold or shared with unaffiliated third parties and will remain confidential.)

What makes the nominee essential to your organization? or your customer experience, if you’re not the employer or a co-worker.

Please provide specific examples of the following:

■ How has their positive attitude influenced your workplace, staff and/or customers? or your experience, if you’re not the employer or a co-worker.

■ Provide an example of a situation or behavior that reflects their strong work ethic and habits.

■ Provide an example of their dedication to their job/responsibilities

How has this employee positively impacted your organization? or your day-to-day life, if you’re not the employer or a co-worker Additional comments

As the nominator you have the opportunity to tell the story of an individual working in a service category that has gone above and beyond the call of duty. These individuals provide notable and significant services to our communities and we sincerely appreciate you taking the time to recognize their contributions.

Please use the questions below to help tell their story. Attach the narrative to this nomination form.

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TED is an equal opportunity employer/program. Auxiliary aids, services and other reasonable accommodations are available upon request to individuals with disabilities.

201 N. WASHINGTON SQUARE LANSING, MICHIGAN 48913 www.michigan.gov/tia 517-335-5858

STATE OF MICHIGAN

RICK SNYDER GOVERNOR

DEPARTMENT OF TALENT AND ECONOMIC DEVELOPMENT LANSING

STEVE ARWOOD

DIRECTOR

August 31, 2016 West Michigan Works! 1550 Leonard N.E. Grand Rapids, MI 49505 Dear Michigan Works! Agency (MWA) Director: The Talent Investment Agency (TIA) is pleased to participate in the performance negotiation process with your agency for Program Years (PYs) 2016 and 2017, the first two years of implementation of the performance provisions for the Workforce Innovation and Opportunity Act (WIOA) Title I programs (Adult, Dislocated Worker, and Youth) and the Wagner-Peyser Act program, as amended by Title III of the WIOA, in accordance with WIOA Section 116(b)(3)(A)(iv). Three factors were utilized to assist in establishing your local area’s targets. First, TIA staff utilized the past four years of Workforce Investment Act Standardized Record Data and Wagner-Peyser data to calculate performance outcomes based on the best understanding of the WIOA performance definitions. Second, current economic conditions throughout the state and in each local area were considered. Lastly, consideration was given to cross-system continuous improvement that better serves adults and youth with barriers to employment. Training and Employment Guidance Letter 26-15, issued June 29, 2016, provides an opportunity to negotiate local performance measures for PYs 2016 and 2017. Below you will find the TIA’s proposed performance levels for your local area. Please review the proposed levels and reply to the TIA via email ([email protected]) by September 14, 2016, indicating either your concurrence with the proposed levels or your counterproposal with supporting justification. If no reply is received by September 14, an acceptance of the TIA’s proposed performance levels will be assumed. If your agency does submit counter proposed performance levels, TIA will contact you to set up a teleconference to negotiate the final levels, or in some cases, TIA may accept your counterproposal without further negotiation. In all cases, TIA will provide final, written notification of the performance levels.

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mailto:[email protected]

MWA Director Page 2 August 31, 2016

PY 2016-17 Performance Goals

West Michigan Works! Adults Dislocated Workers

Youth Wagner-Peyser *

Employment Rate 2nd Quarter After Exit

84% 83% 91% 65%

Employment Rate 4th Quarter After Exit

74% 74% 73% 84%

Median Earnings 2nd Quarter After Exit

$7,833 $7,150 Baseline $6,863

Credential Attainment within 4 Quarters After Exit

66% 65% 70% N/A

Should you have any questions regarding this correspondence, please contact Mr. Joe Billig, Director, Office of Talent Policy and Planning, by email at [email protected] or by telephone at 517-241-8614. Thank you. Sincerely, SIGNED Wanda M. Stokes, Director Talent Investment Agency WMS:JB:pv cc: Stephanie Beckhorn Heather McBrien Joe Billig Tom Nicholas Krista Johnson Chelsea Mates Jackie Gaiters Jacob Maas David Smith Craig Stolsonburg

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West Michigan Works! Workforce Development Board

Strategic Planning Session

September 12, 2016 11:30am – 1:30pm

I. Overview of Today’s Agenda

II. Mission and Vision Statements

a. Mission: To lead workforce development strategy and resource alignment in West

Michigan by understanding the needs of employers and jobseekers and connecting them

to solutions.

i. Does there need to be priority given to employers here?

b. Vision: West Michigan has a skilled, diverse workforce and a strong, vibrant economy

supported by an aligned network of partners proactively solving problems for all

employers and jobseekers. West Michigan Works! is a model of high quality service for

the state and nation.

i. Reactions? Need any more edits?

III. Discuss Board and Community Partners’ Roles

a. Swim Lanes

b. Core Competencies

IV. Goals and Strategies

a. Present recommended goals and strategies

i. What is missing?

V. Next Steps

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West Michigan Works! Workforce Development Board Strategic Planning

DRAFT Plan Elements

MISSION To lead workforce development strategy and resource alignment in West Michigan by understanding

the needs of employers and jobseekers and connecting them to solutions.

VISION West Michigan has a skilled, diverse workforce and a strong, vibrant economy supported by an aligned

network of partners proactively solving problems for all employers and jobseekers. West Michigan

Works! is a model of high quality service for the state and nation.

VALUES Integrity Providing administrative and fiscal oversight to ensure responsibility and accountability of the

organization. Promoting values, honesty, and transparency in communication and action.

Diversity Serving a diverse population of customers – jobseekers across all demographics and skill levels, and

businesses regardless of industry, geographic location, or size. Ensuring that Board representation is a

reflection of the diverse community and economy we serve.

Collaboration Convening workforce development system partners to promote an inclusive network for aligned

resources and solutions. Building relationships with individuals and organizations to form partnerships.

Commitment to Community Working in the best interest of the community. Understanding the unique local needs of West Michigan

communities, while leveraging regional resources and connections to increase quality and opportunity.

Data-Driven Action Continuously tracking metrics to understand quality of service provided and impact on the community.

Utilizing data to drive decisions and action.

Continuous Improvement Encouraging innovation to find solutions that will continuously raise the bar. Promoting responsiveness

and agility to adjust based on outcomes.

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SWIM LANES / ROLES West Michigan Works!

Ears to the ground to understand the issues related to workforce development and identify

needs for policy changes

Boots on the ground to implement solutions to address identified talent issues

Partner coordination to minimize duplication of services and maximize collective resources

Talent 2025

State level advocacy and education on issues facing talent development

Research and prototype innovative solutions

Data analysis and integrating data into decision making and advocacy

Hello West Michigan

Strength in talent attraction

Connection to economic development

Local Economic Development Organizations

Business attraction

Business retention and expansion

Talent District Career Council

Advisory committee to the Board

Can be a strategic plan committee focused on youth development and engagement

CORE COMPETENCIES Convening and connecting

Create a network of partners and opportunities to come together to collaborate

Act as a hub for connecting organizations to others doing the same work or who can fill gaps

Convene conversations about strategic issues that affect businesses’ ability to grow and

maintain a strong workforce

Lead the convening of industry councils focused on the talent needs of employers

Align resources (funding, staff time, networks, goals, and programs)

Work with Community Colleges and other training organizations to create programs and

pathways that meets employers’ needs

Gathering and disseminating information

Analyze internal customer satisfaction data to improve service delivery

Collect information about business and jobseeker needs and share with partners

Disseminate labor market information through the partner and customer network

Provide information to jobseekers about in-demand careers and job opportunities

Provide information to businesses about talent pool, labor market, etc.

Understand the occupational and skill needs in the region and the training that exists to

meet these needs

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Outreach and communication

Engage customers proactively

Position the Board as the voice for workforce development strategy in the region

Assessment

Determine the service needs of jobseekers through a common assessment

Utilize diagnostic tool(s) to identify businesses’ needs

Assess jobseekers’ interests, skills, and abilities to inform stronger career counseling

Placement and retention

Connect qualified jobseekers to business needs

Follow up to ensure retention and fit

Build continuing relationships, not transactions

GOALS

1: Increase market penetration of businesses to understand the workforce demand in the

region. Metrics: per Qtr/Yr

o # of businesses contacted in targeted sectors/total number of businesses in sector

o # of diagnostics completed

o # of repeat business customers

o Employer customer satisfaction rating

2: Increase the local talent pool by engaging youth, underemployed, and other hard-to-

serve populations. Metrics: per Qtr/Yr

o # of new job seekers registered in Pure Michigan Talent Connect

o # of new job seekers under 24 years of age registered in Pure Michigan Talent Connect

o # of youth reached by targeted outreach engagements

o # of individuals with employment barriers reached through targeted outreach

engagements

3: Establish a network for community conversations on issues related to businesses’

workforce needs. Metrics: per Qtr/Yr

o # of Industry Council and other community conversation meetings held

o # In attendance at Industry Council and/or community conversation meetings

o # of strategies implemented to address issues identified

4: Diversify resources and strategies through innovative partnerships and solutions. Metrics: per Qtr/Yr

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o # of grants applications submitted/# of grants awarded (win rate)

o Total non-WIOA formula allocation dollars secured

o % of funding sources beyond WIOA formula funding

o # of partner grants awarded in support of strategic plan

5: Increase Board and staff engagement through strategic initiatives and professional

development. Metrics: per Qtr/Year

o # of staff professional development hours logged

o # of trainings or workshops attended by board members

STRATEGIES *Note: Each strategy will include a full description, including ties to the input received through surveys,

input sessions, and board meetings. We will also fill in the “Roles of Partners” category further based on

conversations with the Executive Committee.

Create a diagnostic tool for use with every business contact to determine what their

service needs may be. Goals Supported:

o Develop a network for community conversations on issues related to businesses’

workforce needs.

o Diversify resources and strategies through innovative partnerships and solutions.

Core Competencies: Convening and connecting; Gathering and disseminating information;

Outreach and communication; Assessment; Placement and retention

Roles of Partners: West Michigan Works!

Convene and facilitate Industry Councils in key West Michigan sectors. Goals Supported:

o Increase market penetration of businesses to understand the workforce demand in the

region.


workforce needs.




Roles of Partners: West Michigan Works!; Talent 2025; Hello West Michigan

Educate youth on the opportunities that are available in the local economy. Goals Supported:

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o Increase the local talent pool by engaging youth, underemployed, and other hard to

serve populations.



Roles of Partners: Hello West Michigan, Local Economic Development Organizations; West

Michigan Works!

Work with partner organizations to reach out to populations with barriers. Goals Supported:


serve populations.


workforce needs.



Outreach and communication; Assessment


Develop and pilot a soft skills training program. Goals Supported:


serve populations.


Core Competencies: Gathering and disseminating information; Outreach and communication;

Assessment

Roles of Partners: West Michigan Works!; Talent 2025; Talent District Career Council

Create a resource guide of the supportive services that are available across the West

Michigan region. Goals Supported:


region.




Roles of Partners: West Michigan Works!; Talent 2025

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Identify and advocate for infrastructure improvements that could lessen barriers to

employment for West Michigan workers. Goals Supported:


serve populations.


workforce needs.

Core Competencies:

o Convening and connecting

o Gathering and disseminating information

o Outreach and communication

Roles of Partners: Local Economic Development Organizations; Hello West Michigan

Map career pathways within the region’s key industries, including all levels of education

and training and multiple entry and exit points. Goals Supported:


region.


workforce needs.




Roles of Partners: West Michigan Works!; Talent 2025; Talent District Career Council

Create relationships with community-based organizations in each county to widen the

Board’s network of partners. Goals Supported:


o Increase Board and staff engagement through strategic initiatives and professional

development.

Core Competencies: Convening and connecting; Outreach and communication

Roles of Partners: West Michigan Works!; Talent District Career Council

Support innovative initiatives to promote continuous improvement of services. Goals Supported:


serve populations.

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Core Competencies: Gathering and disseminating information; Outreach and communication

Roles of Partners: West Michigan Works!; Local Economic Development Organizations

Identify gaps in the workforce development ecosystem and determine what the Board’s

role in filling those gaps can be. Goals Supported:


serve populations.


workforce needs.


Increase

o Board and staff engagement through strategic initiatives and professional development.



Roles of Partners: West Michigan Works!; Local Economic Development Organizations

Seek and pursue alternate sources of funding. Goals Supported:





Catalogue the services and strengths of partner organizations to have a full picture of the

capabilities of the workforce development system. Goals Supported:


workforce needs.



Outreach and communication; Assessment

Roles of Partners: West Michigan Works!; Local Economic Development Organizations; Hello

West Michigan

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Offer professional development opportunities for all staff. Goals Supported:


development.

Core Competencies: Gathering and disseminating information;


Provide networking or exchange opportunities for staff from different Service Centers to

learn best practices from across the region. Goals Supported: West Michigan Works!


development.

Core Competencies: Gathering and disseminating information;


Engage board members in strategic plan implementation and progress tracking through

subcommittees. Goals Supported:


development.

Core Competencies: Convening and connecting; Gathering and disseminating information


Create metrics and measurement tools to allow the Board to monitor the progress

toward its goals. Goals Supported:


development.

Core Competencies: Gathering and disseminating information; Outreach and communication;

Assessment

Roles of Partners: West Michigan Works!; Talent District Career Council

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west michigan works! (wmw) workforce development board … · the employers’ association...

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