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EMPLOYMENT & RETENTION STRATEGIES Outline The Pathways Project Goal to provide training to 150 under employed or unemployed persons in construction trades §60 hrs of construction math §OSHA10 training §Lead abatement training §60 hours of WorkReady Training §450 hours of construction/plumbing/electrical training utilizing the National Center for Construction Education and Research (NCCER) §Basic skills (ESL, tutoring, PLATO, etc) §10 hours of the history of Green Construction §One Line Learning (Emetrix) §Build modular homes to replace pre-1976 mobile homes House #1 Market Information Penobscot County Ave. # Employees Piscataquis County Ave. # Employees 466 Construction Businesses 5.8 61 Construction Businesses 2.8 117 Building Construction 4.5 19 Building Construction 1.3 39 Heavy Engineering Const 5.9 10 Heavy Engineering Const 2.4 310 Specialty Trade Contractors 6.2 32 Specialty Trade Contractors 3.0 Total Employers Penobscot Piscataquis Total Employers 4117 457 % Less than 5 employees 53.1 65.0 # More than 100 employees 78 5 The combined area of Piscataquis and Penobscot Counties is larger than the states of Rhode Island, Delaware, Connecticut, Hawaii, New Jersey and Massachusetts. §Small §Independent §Stand alone shops §Fewer employees Employment/Job Retention SO…. HOW DO YOU FIND EMPLOYMENT OPPORTUNITIES ? The Plan Our Strategy: Business Engagement One on One SEED Social Media, Facebook Business Associations Websites Other JOBS State Apprenticeship Programs Union Apprenticeship Programs Trade Associations Business/Trade Associations: •Organizations founded and funded by businesses that operate in a specific industry (sectors) •Participates in public relations activities such as advertising, education, political donations, lobbying and publishing •Collaborate between companies, or standardization •Produce conferences, networking, charitable events, education •Have ability to bring together their membership •Functions as a means of enhancing the public image of the industry in general •A trade association may also provide a forum to educate the general public about a given industry and its chief products. How do we engage them? •Find them – who are they, who do they serve, what is their mission •Need to speak about the return on investment (ROI) •What’s in it for them? •Build a relationship that is meaningful and lasting •Offer something in return •WorkReady Skills Associations Associated Builders & Contractors of Maine We are the construction industry leader committed to developing a safe workplace and a high-performance workforce through quality education and training. National Association of Home Builders & Remodelers Home ownership should be within reach of every American family. That these homes provide the best value possible, and be built with high standards of safety, quality materials, sanitation and livability. Furthermore, that every home be backed by builder service and integrity. Apprenticeship Programs Apprenticeship Programs Build relationship/partnerships with your union/state apprenticeship programs •Earn credits and on-the-job-learning at same time •Have connections with both employers & employees •Have experience collaborating with diverse partners •Understand skill needs •Offer institutionalized structure to training •Can provide customized training •Work hand in hand with state apprenticeship programs •Advocate life long learning/training Workforce Development Specialist Engaging Small Businesses •Meet w/them one on one •Listen to their needs •What is the return on investment (ROI) for them •What can you offer them: business counseling services, resources, facilitation to services •Ask for their expertise/advice •Have them participate – engage them •Before you approach any business, ask yourself and be prepared to answer What is in it for them? What is their Return on Investment? Why should they support your endeavor Examples: •Panel discussions with participants •Mock Interviews •Contractors Breakfasts On The Job Training On The Job Training •Supports business in endeavor to hire •Is a great incentive for a business to bring on a new employee •Allows employee to continue training while earning a wage •Provides reimbursement for the costs of training a new employee “ Like everything about this program. It’s an incentive to hire people when you know the support these people are getting. We recommend this to everyone as a way to get good help” “Because of the investment, was only hiring part-timers until this OJT opportunity came along. This allowed us to hire someone full time and know they were getting real training and support from EMDC. The contract was very easy to do. I am delighted with the program; it is very supportive of both the business and the employee. In this economy, this can be the thing that tips the scales for hiring. Would definitely utilize this again and recommend it to people I know” “This program is extremely helpful and we have received a wonderful placement. The trainee receives great supervision and is learning a lot. This is a win/win for both the business and the employee. I talk about this all the time to the other departments as a way of getting great new employees.” Social Media Social Media & Other •Facebook •Email •Twitter •Other Websites •Networking •Presentations •Community Events Summary In Summary, •Use multi tier approach (associations, individuals, apprenticeship) •Constant contact utilizing various media •Requires “boots on the ground” type of work •Must build relationships •Networking •Takes time Final Questions? Contact Information: Marie Hayden, Business & Workforce Specialist SEED Program Manager Eastern Maine Development Corporation [email protected] 207.942.6389 Kitty Barbee, Project Manager Pathways Project Eastern Maine Development Corporation [email protected] 207.942.6389 THANK YOU