Ohio Rapid Response Webinar 1

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1st of a two part webinar prepared for Ohio on Rapid Response services under the Workforce Investment Act.

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  • Handoff to Jeff.
  • Handoff to Rob
  • Handoff to Jeff
  • Handoff to Tim
  • I want to ask for some audience input here. When you think layoff aversion, what do comes to mind? What does layoff aversion mean to you? A lot of people think that layoff aversion simply means preventing a layoff from happening, but in reality, there is so much more to it. There are two sides to layoff aversion. One is actually saving the company. This could be done by minimizing the number of employees that need to be laid off, work-share, company furloughs, employee-buyouts or finding a buyer, linking with economic development, or incumbent worker training programs based on the company. Then there’s the proactive side to layoff aversion, which is that you may not actually be able to save the company, but you can lessen the impact that a layoff event or closure has. This can be by lessening the number of people who file for unemployment insurance, company match, which is linking laid off employees with companies that need trained workers, linking On-the-job Training programs with growing companies, or broader incumbent worker programs. So layoff aversion is really a lot more expansive than simply stopping a layoff from happening.
  • Avon (Hamilton County/Cincinnati area) while they are still working at Avon have received testing and training to obtain the BIO Ohio Certificate and/or the Manufacturing Skill Standards Council certification so that they are more marketable when they are laid off.
  • 21 states now have workshare programs. This is the ideal time to conduct the skill set analysis of workers in an attempt to map them against growth industries. Also time to contact the TAA for Firms program, MEPs and others. Should at this point also look at incumbent worker training to improve the competitiveness of the workers.
  • Handoff to Rob
  • Handoff to Tim
  • Ohio Rapid Response Webinar 1

    1. 1. March 2011 <ul><li>Presented By: </li></ul><ul><li>Timothy Theberge, U.S. Department of Labor - ETA </li></ul><ul><li>Jeff Ryan, U.S. Department of Labor - ETA </li></ul>The New ETA Vision for Rapid Response
    2. 2. The PROMISE of the Workforce Investment System <ul><li>When you </li></ul><ul><li>need us most, </li></ul><ul><li>we will be there. </li></ul>
    3. 3. Why are we here? <ul><li>Our mission is to establish a comprehensive, collaborative effort to improve the Rapid Response system throughout the country by promoting consistent, high quality, timely and innovative responses to economic transition. </li></ul><ul><li>We are “America’s Backstop” </li></ul>
    4. 4. March 2011 Rapid Response: Transition Management
    5. 5. What Is Rapid Response? <ul><li>Rapid Response </li></ul><ul><li>Required state function under the Workforce Investment Act (WIA); funded by reserving up to 25% of the state’s WIA Dislocated Worker allotment </li></ul><ul><li>Provides direct reemployment services and facilitates additional services and resources ; carried out by states and local workforce development organizations in partnership with One-Stop Career Centers. </li></ul><ul><li>Arranges for the provision of support services such as unemployment insurance, health care, home heating assistance, legal aid, financial advice, and other forms of critical assistance to affected workers and communities </li></ul>
    6. 6. Faster engagement = Better results <ul><li>AND…. </li></ul><ul><li>Rapid Response is a primary gateway to the workforce system for both dislocated workers and employers </li></ul>
    7. 7. <ul><li>Legislative Authorization </li></ul><ul><li>Sec 665.300 WIA Final Rule </li></ul><ul><li>(a) Rapid response … “activities necessary to plan and deliver services to enable dislocated workers to transition to new employment as quickly as possible ” </li></ul>From the Regs…
    8. 8. <ul><li>Timely, consistent and high-quality services to workers and businesses </li></ul><ul><ul><li>Timely and Consistent </li></ul></ul><ul><ul><ul><li>Providing the right information and services, when, where and how needed to best serve workers and businesses </li></ul></ul></ul><ul><ul><ul><li>It does not mean cookie-cutter or one-size fits all solutions </li></ul></ul></ul><ul><ul><li>High-Quality </li></ul></ul><ul><ul><ul><li>Proactive, comprehensive solutions that meet the needs of workers and businesses </li></ul></ul></ul>Customized Consistency
    9. 9. March 2011 Rapid Response: It’s not just for layoffs anymore.
    10. 10. <ul><li>Rapid Response is PROACTIVE </li></ul><ul><ul><li>Prepared </li></ul></ul><ul><ul><ul><li>Delivered through a well-developed service infrastructure </li></ul></ul></ul><ul><ul><ul><li>Fully integrated Layoff Aversion strategies </li></ul></ul></ul><ul><ul><li>Early Intervention </li></ul></ul><ul><ul><ul><li>Engaged with the regional economy including: </li></ul></ul></ul><ul><ul><ul><ul><li>Labor </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Economic Development </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Business Community </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Local WIBs & One Stops </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Education </li></ul></ul></ul></ul>Don’t wait for WARN…
    11. 11. <ul><li>Solution-Based Approach for Managing Transitions in an Evolving Economy. </li></ul><ul><ul><li>Addresses the needs of employers, workers, and community through development of ongoing strategies to ensure long-term economic stability and growth </li></ul></ul><ul><ul><li>Employs strategies gained from expertise, perspectives, and efforts of extensive network of partners and stakeholders </li></ul></ul>Solutions-Based Transition Management
    12. 12. <ul><li>It is NOT event-driven ; it is a pro-active approach to planning for and managing economic transitions. </li></ul><ul><li>Rapid Response requires: </li></ul><ul><ul><li>Ongoing efforts to build relationships with employers and other community stakeholders </li></ul></ul><ul><ul><li>Knowledge of labor market trends and economic forecasts </li></ul></ul><ul><ul><li>Strategic planning, data gathering and analysis designed to anticipate, prepare for, and manage economic transition </li></ul></ul><ul><ul><li>Understanding workforce assets and needs </li></ul></ul><ul><ul><li>Convening, facilitating, and brokering connections, networks, and partners </li></ul></ul><ul><ul><li>Planning for and responding to layoffs, minimizing their impacts wherever possible </li></ul></ul>Bend the Curve
    13. 13. Rapid Response Throughout the Business Cycle
    14. 14. March 2011 An orientation does not Rapid Response make. If it does, you’re doing it wrong.
    15. 15. OVERALL PROCESS High Level “Reader’s Digest” Version T H E N E W E T A V I S I O N F O R R A P I D R E S P O N S E <ul><li>Things to Keep On Your Radar </li></ul><ul><li>Tracking and Evaluation (Continuous Improvement) </li></ul><ul><li>Follow-Up </li></ul>Research & Discovery Activation Employer Contact and/or Layoff Announcement Meet with Employer/ Company Determine Intervention Required Tailor Plan Determine & Facilitate Additional Services
    16. 16. LWIB - Local Workforce Investment Board NEG - National Emergency Grant OSCC - One-Stop Career Center TRA - Trade Readjustment Act UI - Unemployment Insurance WIB – Local Workforce Investment Board Rapid Response Flow Chart
    17. 17. <ul><li>Research and Discovery Forecasting (identifying indicators) </li></ul><ul><li>Networks, non traditional networks, WARN notices, etc. </li></ul><ul><li>Look at market, LMI data for area, etc. </li></ul><ul><ul><li>Labor, Economic Development, WIBs </li></ul></ul><ul><li>GOALS : </li></ul><ul><ul><li>Collect with as much relevant information/data as possible before meeting with the employer </li></ul></ul><ul><ul><li>Seek opportunities to be proactive and avert or minimize layoffs </li></ul></ul>Research and Discovery
    18. 18. Research and Discovery (cont’d) <ul><li>Importance: </li></ul><ul><li>Provides foundation for developing a broad strategic approach </li></ul><ul><li>Creates opportunities for being PROACTIVE </li></ul><ul><ul><li>Early discovery provides information needed to take appropriate action </li></ul></ul><ul><li>Gives insight for targeted outreach & information dissemination </li></ul><ul><ul><li>Raising awareness of your Rapid Response services and network of resources encourages participation and information sharing </li></ul></ul>
    19. 19. <ul><li>Who Should Be Involved: </li></ul><ul><li>ALL relevant information sources, formal and informal </li></ul><ul><li>Key Things To Consider: </li></ul><ul><li>INFORMATION IS POWER </li></ul><ul><ul><li>Get information OUT so employers & workers are aware of services </li></ul></ul><ul><ul><li>Get information IN to proactively create strategies & services </li></ul></ul><ul><li>MUST be able to articulate “What’s in It For Them” & the value proposition </li></ul><ul><li>This step is not always in response to a specific event </li></ul><ul><ul><li>ALWAYS stay aware of the workforce and economic indicators </li></ul></ul>Research and Discovery (cont’d)
    20. 20. Activation <ul><li>Activation: </li></ul><ul><li>Awareness of a pending event </li></ul><ul><ul><li>Layoff announcement, WARN, or information provided through partners or early warning mechanism </li></ul></ul><ul><li>Assess the Situation </li></ul><ul><ul><li>Gather information/facts, prepare materials, contact company and identify potential tactics for layoff aversion, expansion, or layoff minimization (PROACTIVE Vs. Reactive) </li></ul></ul><ul><li>Customize strategy for specific event </li></ul><ul><ul><li>Begin to tune your response to the customer’s needs and your service strategy </li></ul></ul><ul><li>Engage/Connect with local area (WIBs) </li></ul>
    21. 21. Activation (cont’d) <ul><li>Importance: </li></ul><ul><li>Begins “movement” toward a strategy/ solution </li></ul><ul><li>Continues information gathering and assessment of the situation with input from other partners (Local WIB, etc.) </li></ul><ul><li>Who Should Be Involved? </li></ul><ul><li>WIBs/Local Areas </li></ul><ul><li>Sources of information that can “fill in the blanks” regarding information about the employer </li></ul><ul><ul><li>Preliminary contacts to key partners </li></ul></ul>
    22. 22. <ul><li>Key Things To Consider: </li></ul><ul><li>Tools MUST already be in place </li></ul><ul><ul><li>“ Tools” such as partnerships/a resource network, collateral materials, etc., are necessary for proceeding in a timely and consistent manner </li></ul></ul>Activation (cont’d) Summon your inner Boy Scout: ALWAYS BE PREPARED!
    23. 23. Initial Employer Contact and/ or Layoff Announcement <ul><li>Includes: </li></ul><ul><li>Contact employer, set up a meeting, etc. </li></ul><ul><li>Can be the result of a layoff announcement or a chance to offer services to a growing or declining company (Proactive) </li></ul><ul><ul><li>GOAL : Face-to-face meeting with employer representatives w/decision-making authority </li></ul></ul><ul><li>Importance: </li></ul><ul><li>Relationship with employer or employee starts here </li></ul><ul><li>Remember, you only have one chance to make a first impression </li></ul>
    24. 24. <ul><li>Key Things To Consider: </li></ul><ul><li>Preparation is Key </li></ul><ul><ul><li>It is ESSENTIAL gather information about employer/company before this step </li></ul></ul><ul><li>It Can Be Challenging </li></ul><ul><ul><li>Employer may not want to meet </li></ul></ul><ul><ul><li>Presenting a solid value proposition and articulating “What’s In It for Them” is critical </li></ul></ul><ul><li>“ Do or Die” </li></ul><ul><ul><li>Instilling trust with the employees and employers from the start is a MUST </li></ul></ul>Initial Employer Contact and/ or Layoff Announcement (cont’d)
    25. 25. Meeting with Employer/ Company <ul><li>Includes: </li></ul><ul><li>Great Rapid Response starts with asking one question: “What’s happening in your company?” </li></ul><ul><li>Leverage your partnerships </li></ul><ul><ul><li>This is where layoff aversion, Trade, NEG, and more come into play </li></ul></ul><ul><li>Coordinate with union/labor representatives </li></ul><ul><li>Explore layoff aversion and minimization possibilities </li></ul>
    26. 26. Meeting with Employer/ Company (cont’d) <ul><li>Determine and coordinate with partnerships/resources the company already has in place (outplacement firms, etc.) </li></ul><ul><li>Determine the severance package and how it may effect UI </li></ul><ul><li>Ask about the demographics of the workforce (ex., language barriers, other special needs) </li></ul>
    27. 27. <ul><li>Importance: </li></ul><ul><li>An opportunity to demonstrate your value to the employer or employee </li></ul><ul><li>Offers insight on other potential partners/resources that can be used to provide services to the employer/ employees </li></ul><ul><li>Further develops the relationship with the employer </li></ul>Meeting with Employer/ Company (cont’d)
    28. 28. <ul><li>Key Things To Consider: </li></ul><ul><li>Investigate/explore how the pending layoff or plant closure will affect other outside companies and/or other facilities that they own in other locations </li></ul><ul><ul><li>Again, a PROACTIVE approach can result in the acquisition of valuable information </li></ul></ul><ul><ul><li>Tracking and Evaluation are critical here (tracking company information, who you meet with, how many employees are served, etc.) </li></ul></ul>Meeting with Employer/ Company (cont’d)
    29. 29. Determine Intervention Required: Compile Information and Notify System Partners <ul><li>Includes: </li></ul><ul><li>Establish working partnership with the company/union </li></ul><ul><li>Develop 1.) Transition Plan or 2.) Layoff Aversion Plan </li></ul><ul><ul><li>Plans need to remain fluid and flexible </li></ul></ul><ul><li>Determine other workforce programs that may need to be notified/involved (Trade, NEG, UI, etc.) </li></ul><ul><li>Coordinate with Local Area/WIB </li></ul><ul><li>Determine funding needs and from where it will come </li></ul>
    30. 30. <ul><li>For Transition Plans: </li></ul><ul><ul><li>Determine other outside partners to involve (EDA, TAA for Firms, Unions, MEP, etc.) </li></ul></ul><ul><ul><li>Conduct a pre-feasibility study </li></ul></ul><ul><li>GOAL : Leverage time onsite prior to the layoff to provide as many services as possible (i.e. onsite transition center) </li></ul>Determine Intervention Required: Compile Information and Notify System Partners (cont’d)
    31. 31. <ul><ul><li>For Aversion Plans: </li></ul></ul><ul><ul><ul><li>Conduct a pre-feasibility study </li></ul></ul></ul><ul><ul><ul><li>ESOPs </li></ul></ul></ul><ul><ul><ul><li>(Workshare) </li></ul></ul></ul><ul><ul><ul><li>Incumbent Worker Training Programs </li></ul></ul></ul><ul><ul><ul><li>Company Matching </li></ul></ul></ul><ul><ul><ul><li>Staff Training </li></ul></ul></ul><ul><ul><ul><li>And Many More… </li></ul></ul></ul>Determine Intervention Required: Compile Information and Notify System Partners (cont’d)
    32. 32. <ul><li>Importance: </li></ul><ul><ul><li>This is where you align your team, strategy, and your plan </li></ul></ul><ul><ul><li>Working partnerships are truly established at this step – you become part of their solution </li></ul></ul><ul><ul><li>You are assembling the components for your plan </li></ul></ul><ul><li>Who Should Be Involved? </li></ul><ul><ul><li>WIBs, One-Stops, UI, Unions… EVERYONE – all relevant partners * </li></ul></ul><ul><li>* BEWARE of the Entourage Effect when meeting with employers </li></ul>Determine Intervention Required: Compile Information and Notify System Partners (cont’d)
    33. 33. <ul><li>Key Things To Consider: </li></ul><ul><ul><li>Leverage as much time as possible prior to the layoff “onsite, on company time” </li></ul></ul><ul><ul><li>Seek opportunities to avert or minimize a layoff, i.e., company match, (workshare), etc. </li></ul></ul><ul><ul><li>GOAL: To walk away from the process with the company as a partner </li></ul></ul>Determine Intervention Required: Compile Information and Notify System Partners (cont’d) * This is a good time to look for company contributions
    34. 34. Tailoring the Plan <ul><li>Includes: </li></ul><ul><li>Determine union/employer coordination (Labor/Management Committees, etc.) </li></ul><ul><li>Bring other companies into the mix/onsite to match skills </li></ul><ul><li>Coordinate with other on-site providers (e.g., outplacement, etc.) </li></ul>
    35. 35. <ul><li>For Aversion Plans – coordinate with economic development agencies, UI (Workshare), MEP, & others to provide services </li></ul><ul><li>Transition from onsite services to One-Stop Career Center services </li></ul><ul><li>“ Know when the time is right to let go.” </li></ul>Tailoring the Plan (cont’d)
    36. 36. Tailoring the Plan (cont’d) <ul><li>Importance: </li></ul><ul><li>Explore every option </li></ul><ul><li>Allow for customized solutions – serving the employer/employee’s specific needs </li></ul><ul><li>Who Should Be Involved: </li></ul><ul><li>Again, WIBs, One-Stops, UI, Unions… everyone providing solutions specific to your plan </li></ul><ul><li>Things To Consider: </li></ul><ul><li>GOAL : Develop a “lifelong” partner – a working relationship that continues into the future and remains valuable throughout all stages of the business cycle </li></ul>
    37. 37. Determine Additional Services <ul><li>Includes: </li></ul><ul><li>“ JUST DO IT ” </li></ul><ul><li>Maintain relationships developed throughout the process - stay in touch, make sure all needs were met, look for new opportunities to work together </li></ul><ul><li>Ongoing talent management (throughout the business cycle) </li></ul><ul><li>Importance: </li></ul><ul><li>Cements relationships for future endeavors </li></ul><ul><li>Things To Consider: </li></ul><ul><li>GOAL : Make it so they cannot imagine doing business without you. </li></ul>
    38. 38. March 2011 Quality Principles of Rapid Response
    39. 39. 10 Quality Principles +1 1 Timeliness The quicker information and services are provided, the quicker workers can start the reemployment process 2 Internal and External Partnerships <ul><li>Help communities pull together </li></ul><ul><li>Provide access to a wide range of resources </li></ul><ul><li>Build collaborative opportunities </li></ul>3 Leveraging Resources Creates strong community support network that goes beyond Rapid Response and One-Stop activities 4 Seamless Service Delivery Ensures efficiency and productivity in providing services and getting people reemployed
    40. 40. 10 Quality Principles +1 5 Active Promotion Marketing services through materials, media, websites, social networking, meetings, events, etc. 6 Layoff Aversion <ul><li>Potential strategies that help retain/save jobs: </li></ul><ul><li>Instant labor exchange / Reemployment </li></ul><ul><li>Self-Employment Assistance (SEA) </li></ul><ul><li>Prefeasibility studies </li></ul><ul><li>Incumbent worker training </li></ul><ul><li>Workshare </li></ul><ul><li>Linkages to loan programs and other business assistance programs </li></ul><ul><li>Management or employee buyouts using ESOPs or conventional financing </li></ul>
    41. 41. 10 Quality Principles +1 7 Consistent and Accurate Information Information specific to the worksite and community and includes non-job-specific referrals to services and agencies 8 Convenience Meeting the schedules and location(s) that meets worker and business needs; connecting to One-Stops 9 Customer Choice Customizing services to meet local or event-specific requirements enhances the success of helping people transition back to employment
    42. 42. 10 Quality Principles +1 10 Measure of Success <ul><li>Measurable goals provide valuable feedback </li></ul><ul><li>Collect measurable data (ex.: How many individuals were served?) </li></ul><ul><li>Determine if activities are successful </li></ul><ul><li>Identify potential problems </li></ul><ul><li>Make changes to ensure continuous improvement </li></ul>+1 INNOVATE Re-evaluate, Re-vise, Evolve!
    43. 43. March 2011 Layoff Aversion 2.0
    44. 44. Defining Layoff Aversion <ul><li>From TEGL 30-09 : </li></ul><ul><li>ETA considers a layoff averted when: </li></ul><ul><ul><li>1) a worker’s job is saved with an existing employer that is at risk of downsizing or closing; or </li></ul></ul><ul><ul><li>2) a worker at risk of dislocation transitions to a different job with the same employer or a new job with a different employer and experiences no or a minimal spell of unemployment. </li></ul></ul>
    45. 45. What is Layoff Aversion? <ul><li>Layoff aversion activities exist as a continuum of potential approaches </li></ul><ul><ul><li>Layoff Forecasting/Early Warning Networks </li></ul></ul><ul><ul><li>Full layoff aversion (rare) </li></ul></ul><ul><ul><ul><li>Pre-feasibility studies, buyouts, ESOPs, etc </li></ul></ul></ul><ul><ul><li>Lessening the impact of a layoff (the norm) </li></ul></ul><ul><ul><ul><li>Workshare Programs </li></ul></ul></ul><ul><ul><ul><li>Company Match (growing employers with layoff employers) </li></ul></ul></ul><ul><ul><ul><li>Incumbent Worker Training </li></ul></ul></ul><ul><ul><ul><li>On-the-Job Training </li></ul></ul></ul>
    46. 46. 1 2 * Not currently available in Ohio. <ul><li>Fewer people filing for UI benefits </li></ul><ul><li>Claimants filing for fewer weeks </li></ul><ul><li>Linking with other companies that are hiring (Company Match) </li></ul><ul><li>OJT programs-linking with growing companies </li></ul><ul><li>Early warning networks </li></ul><ul><li>Effective partnerships </li></ul><ul><li>Lessening the number of employees that the company needs to layoff </li></ul><ul><li>ESOPs - Employee buyouts </li></ul><ul><li>Finding a buyer for the closing business </li></ul><ul><li>Linking with Economic Development </li></ul><ul><li>Incumbent worker programs </li></ul><ul><li>Workshare* </li></ul>BROADER IDEA: Lessening the Impact of Layoffs Saving the Company or Jobs
    47. 47. Instant Labor Exchange <ul><li>Skill set analysis mapped to regional economy will result in the identification of career pathways </li></ul><ul><li>Short-term training with sufficient notice/awareness of layoff will allow for workers to be trained prior to actual layoff </li></ul><ul><li>Real world examples already happening </li></ul>
    48. 48. Company Match <ul><li>Minimize the impact of the layoffs that are occurring at a particular plant closing or downsizing by placing employees in new jobs prior to layoff </li></ul><ul><ul><li>Minimize the length of unemployment if not placed prior to layoff </li></ul></ul><ul><li>Matching the skills of employees who have been notified of a layoff (and not yet laid off) with those of companies that are in need of skilled employees. – Direct Match </li></ul><ul><ul><li>Masco/Kenworth </li></ul></ul><ul><ul><li>Express Loan/Equity Trust </li></ul></ul><ul><li>Training employees and placing them in new careers prior to layoff – Customized Training </li></ul><ul><ul><li>Polaroid/Bose </li></ul></ul><ul><ul><li>Avon </li></ul></ul>
    49. 49. March 2011 Unemployment Insurance as Workforce Investment
    50. 50. UI = Workforce Development <ul><li>UI Training Waivers </li></ul><ul><ul><li>Allows UI claimants to participate in WIA, TAA and other training programs to improve employability </li></ul></ul><ul><li>Additional Benefits during Training (ABT) </li></ul><ul><ul><li>Additional, state-funded benefits for individuals in approved training (7 states) </li></ul></ul><ul><li>State funds available for training purposes </li></ul><ul><ul><li>Usually targeted to incumbent workers </li></ul></ul><ul><ul><li>Ohio Department of Development </li></ul></ul><ul><li>Workshare (Short-Term Compensation) </li></ul><ul><ul><li>Allows employers to retain skilled workers </li></ul></ul><ul><ul><li>21 states; 1 pending </li></ul></ul><ul><li>Self-Employment Assistance (SEA) </li></ul><ul><ul><li>Allows entrepreneurship training while receiving UI (9 states) </li></ul></ul>
    51. 51. March 2011 Rapid Response: Partnering For Success
    52. 52. Rapid Response Initiated Programs <ul><li>Response to company closures and layoffs </li></ul><ul><li>Layoff Aversion / Company Matching </li></ul><ul><li>Rapid Response Set-Aside </li></ul><ul><li>National Emergency Grants </li></ul><ul><li>Trade Adjustment Assistance </li></ul><ul><ul><li>For Firms </li></ul></ul><ul><ul><li>For Workers </li></ul></ul>
    53. 53. Building Partnerships <ul><li>Private Outplacement </li></ul><ul><li>Economic Development </li></ul><ul><li>Business Community </li></ul><ul><li>Other State and Local agencies </li></ul><ul><li>Community-based Organizations </li></ul><ul><li>Faith-based Organizations </li></ul>
    54. 54. Partnering With Outplacement Firms <ul><li>Companies have ongoing relationships with outplacement. </li></ul><ul><li>Outplacement can benefit from partnering with Rapid Response. </li></ul><ul><li>Outplacement firms work with companies in the planning of services for upcoming layoffs. </li></ul><ul><li>One of the questions when first meeting with a company is whether outplacement is involved </li></ul>
    55. 55. <ul><li>Early intervention services allow dislocated workers the best chance of re-entering the workforce with the least amount of time and money lost. </li></ul><ul><li>31 states currently owe $41b in UI loans to the USDOL </li></ul><ul><ul><li>Rapid Response services in Massachusetts saved the MA UI Trust Fund an estimated $6.6m in PY2008 </li></ul></ul>Rapid Response & The Bottom Line
    56. 56. <ul><li>Sharing information on company closings and layoffs. </li></ul><ul><li>Sharing information of company expansions. </li></ul><ul><li>Working together to enhance business growth. </li></ul><ul><li>Identifying reasons companies leave and stay. </li></ul>Linking With Economic Development
    57. 57. March 2011 Wrapping Up
    58. 58. Lessons Learned <ul><li>Get into the companies as early as possible before signs of trouble. </li></ul><ul><li>Have one point of contact or designated lead to coordinate all of the available economic development tools. </li></ul><ul><li>Think of Rapid Response funding as one of many economic development tools. </li></ul>
    59. 59. If the worst economic condition since the GREAT DEPRESSION isn’t enough motivation, what’s it going to take? “ I f you do what you’ve always done, you get what you always got.” – Roger von Oech The Time to Innovate Was Yesterday
    60. 60. Thank You! <ul><li>Jeff Ryan </li></ul><ul><li>Office of National Response </li></ul><ul><li>U.S. Department of Labor </li></ul><ul><li>Employment and Training Administration </li></ul><ul><li>202-693-3546 </li></ul><ul><li>[email_address] </li></ul><ul><li>Timothy Theberge </li></ul><ul><li>Boston Regional Office </li></ul><ul><li>U.S. Department of Labor </li></ul><ul><li>Employment and Training Administration </li></ul><ul><li>617-788-0139 </li></ul><ul><li>[email_address] </li></ul><ul><li>[email_address] </li></ul><ul><li>Skype: tim.theberge </li></ul>

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