1. December 2014
Volume 27 • No. 12
NAWDP
National Association
of Workforce
Development
Professionals
Preconference Workshops Cover
Job Seekers & Business Services
at NAWDP’s 2015 Annual
ConferencePreconference Workshops................ 1
NAWDP Member Profile....................1
2015 NAWDP Annual
Conference Registration....................2
Refugee: New Source of American
Workers............................................ 4
Let’s Take the SCARY Out of
Disability........................................... 5
Global Trade Magazine Examines
“Best Cities for Global Trade”........... 6
Washington Update........................... 7
NAWDP Ups the Ante for the 2015
Awards...............................................7
Geno Vargas
Lead
Facilitator/
Life and Career
Coach
Workforce Solutions of the
Coastal Bend
Corpus Christi, TX
How did you get started in
workforce development?
My career in workforce development
started when I myself was a job seeker
searching for employment in 2005. I left
the outreach and music entertainment
business, moved back home to Corpus
Christi after 10 years, and found myself
unable to obtain a job, and with no money
and traumatic health issues with my wife
and son.
I started taking advantage of all the
workforce services at the local Workforce
Career Center, such as job readiness
workshops and registering for work with
WorkInTexas.com. I obtained a job as a
security officer with an employer who had
just received a contract with Workforce
Solutions of the Coastal Bend. Every time
someone would walk through the Career
Center doors, they reminded me of myself
when I was desperate for a job and losing
hope. Staff at Workforce Solutions knew
my story and encouraged me to apply for
a position. Three months later I got a job
as a workforce development specialist.
Not long after that, I was promoted to a
workforce development II.
I am now a lead facilitator/life and career
coach with SERCO of Texas, a contractor
for one-stop services with Workforce
Solutions of the Coastal Bend. The
position has led to my facilitating an
Continued on page 3
Continued on page 3
Workforce Development Professionals are everywhere! This new feature of The Advantage
will feature NAWDP members from across the profession.
NAWDP Member Profile
NAWDP Advantage
Are you ready to increase your
efficiency, strengthen your
knowledge of effective Are you ready
to increase your efficiency, strengthen
your knowledge of effective practice,
prepare for the implementation of new
legislation, and improve the morale of
your staff? Then, make plans to attend
NAWDP’s 2015 Annual Conference!
NAWDP’s 2015 Annual Conference will
be held May 4-6th at the South Point
Resort in Las Vegas, Nevada. Registration
is open and attendees are encouraged to
make their hotel reservations by April by
calling 866-791-7626.
In addition to a terrific line up of plenary
speakers and breakout workshops, the

2. NAWDP Advantage — Page 2
2015 NAWDP ANNUAL CONFERENCE REGISTRATION
First Name ___________________________________________Last Name____________________________________
Organization______________________________________________________________________________________
Title:____________________________________________________________________________________________
Address: _________________________________________________________________________________________
City/State/Zip_____________________________________________________________________________________
Phone________________________________________________
Email of registrant_______________________________________
I work primarily with (select one) qAdults qYouth qBusiness/Employers qIndividuals with Special Needs
Please identify any special needs you have that require assistance (Vegetarian, Vegan, Gluten Free, Mobility, Vision, Hearing, etc):
___________________________________________________________________________________________________________
_______________________________________________________________________
Are you a NAWDP Member? q Yes (Membership # _________________________)
Registration Fee (includes all meal functions)
Early Bird
(Payment received by February 10, 2015)
__ NAWDP Member $410
__New or Renewing NAWDP Member* $485
__Non Member $530
Regular
(Payment received by March 24, 2015)
__NAWDP Member $490
__New or Renewing NAWDP Member* $565
__ Non Member $610
Late Registration
(Payment received after March 24, 2015)
__ NAWDP Member $510
__New or Renewing NAWDP Member* $585
__ Non Member $630
* This option includes 1 year membership in NAWDP
Preconference Sessions (May 4th at 8:00am-noon) – Additional $140 fee
SELECT ONLY ONE
___ Business Engagement and WIOA: From Planning to Performance
with MaryAnn Lawrenc
___ Success with the Hard Core Hard-to-Employ Job Seeker
with Larry Robbin
Pre-registrations will be accepted until April 28, 2015. After April 28th, registrations must be made onsite.
Payment Information
q Check Enclosed q Purchase Order
(No registrations will be processed until full payment is received for the Purchase Order)
q Credit Card: (VISA, MasterCard, AMEX)
Account Number: _______________________________________________________________
Expiration___________ Name on Card_______________________________________________
Cardholder’s Signature_____________________________________
Phone (if different than registrant)_____________________________
Cancellation Policy: Please Read Carefully!
A $75 cancellation fee will be charged for any registrations cancelled before 5:00 pm ET on March 24, 2015. After that date, no refunds will be
provided, except for documented cases of medical emergencies. Substitutions may be made at any time at no cost, but non-NAWDP
members must pay the difference if replacing a member. Cancellations or changes must be provided in writing.
Register online at www.nawdp.org or send registration with payment to:
NAWDP • Attn: Conference Registrations • 1155 15TH Street NW – Suite 350 • Washington, DC 20005
Fax: 202.589.1799 Questions: 202.589.1790

3. 2015 event will feature two pre-
conference workshops facilitated by
national experts.
Business
Engagement and
WIOA: From
Planning to
Performance
will be facilitated by
MaryAnn Lawrence.
This session will
provide an overarching blueprint for
structuring your business services and
take you on a journey to analyze and
evaluate your preparedness to meet and
exceed the WIOA legislative language
and intent.
Success with
the Hard Core,
Hard-to-Employ
Job Seeker will be
facilitated by Larry
Robbin. There are
all types of the
hard-to-employ.
This session focuses
on people with multiple barriers to
employment. Find out what it takes to
trigger a new found interest in working
and the pathway that takes people to
employment.
To register and find more information,
go to www.nawdp.org
Want to get more inspiration, more access to workforce
resources, and more in-depth legislative information?
Connect with your fellow workforce
professionals and like us on Facebook.
https://www.facebook.com/NAWDP.org.
Page 3 — December 2014
Preconference Workshops
Continued from front page 1
NAWDP MEMBER PROFILE
Continued from front page 1
award winning Career Ready Workforce
Certification (CRWC), “soft skills”
training. What a journey. The two most
important days of our lives are the day we
were born and the day we find out why. I
found my career passion – giving people
hope, tools for success, and a winning
attitude
What is your best workforce
development success story?
I measure my success by seeing the success
of others. Below is one of many letters I
have received from a CRWC participant.
I’d like to tell you how the Workforce
Solutions Career Ready Class has
contributed to my success. It was the best
decision that I ever made to jump start
my career. The instructor, Gene “Geno”
Vargas, was very knowledgeable about the
material presented, and was extremely
friendly and helpful. He reviewed my
resume and helped me to condense it into
one page, and to highlight my job skills
and experience with words that would
stand out to employers. I also gained
some great interviewing tips as well as
tips on preparing for interviews. I enjoyed
the class interaction and the enthusiasm
that Geno brought to the class. It was very
motivational.
Geno’s delivery of the class material
inspired me and provided me with the
tools that I was lacking to land the job
that was waiting for me. The best thing
that I took away from the class is not only
that YOU’RE THE BEST, but also that I AM
THE BEST!
Less than two months after completing
the class, I began to be called in for
interviews, and for a change, I had the
power of selecting the best job for me.
I chose a job at Texas A & M University
Corpus Christi, TAMUCC, as a purchasing
card and fleet card administrator. I worked
there for seven months before learning
that the CCRTA (Corpus Christi Regional
Transportation Authority) had an opening
as a buyer. I researched the position before
my interview to prepare me, which proved
to be very beneficial, because I landed
the job. Not only am I a buyer, but I am
also a contract administrator and have
had the opportunity to go back to the
Career Ready Workforce Certification to
recruit from within the same class that I
graduated from. I have been working for
the CCRTA one year and six months now,
and I couldn’t be happier.
The Career Ready class was a great asset to
my career, and Geno Vargas was and is my
greatest career coach inspiration. GENO,
YOU’RE THE BEST!
What was the best piece of
career advice you have received
and from whom?
“Talent and skills will take you to the top,
but character and integrity will keep you
there,” and
“It’s not what you know, it’s what you do
with what you know, because you can
know a whole lot and do nothing with it.”
Received by my mentor, Steve Coronado Jr.
What do you value most about
your NAWDP membership?
The ability to build strong and
professional relationships with people
who have the same career passion, and
to learn from each other. Also working
for a company like SERCO, which gives
me the opportunity to travel to various
workshops and symposia, while managing
several workforce operations through the
nation, such as in Chicago and Detroit,
and throughout Texas.
NAWDP IS
ON THE
MOVE!
NAWDP Offices have
relocated as of
December 1, 2014.
Our new address is
1155 15th Street NW,
Suite 350
Washington, DC 20005

4. NAWDP Advantage — Page 4
What do former Secretary of State
Madeleine Albright, supermodel Alek
Wek, general manager of the NBA Charlotte
Hornets Rich Cho, and Albert Einstein all
have in common? They were all refugees.
You may not have known about the term
“refugee,” but it’s likely that you have already
helped clients from this background achieve
employment success and career advancement.
Self-sufficiency through rapid employment
is the foundation of the federal refugee
resettlement system, supported and
coordinated through the U.S. Department of
Health and Human Services Office of Refugee
Resettlement (ORR) and the U.S. Department
of State Bureau of Population, Refugees and
Migration (PRM).
The U.S. is the top resettlement country in the
world. Since 1975, the U.S. has resettled over
3 million refugees with annual admissions
ranging from a high of 207,000 in 1980 to a
low of 27,110 in 2002.
These new Americans come from almost 50
countries, from Afghanistan to Vietnam,
and enter the U.S. workforce with assistance
from a network of more than 350 nonprofit
agencies offering culturally-appropriate
and comprehensive job readiness, job
development, and placement services.
For employers, these services provide access
to a diverse, pre-screened, committed, and
qualified workforce. Comparable to staffing
agency services, the refugee employment
network supports the hiring process and
beyond for up to the first five years that these
workers are in our country.
Here are the answers to six frequently asked
questions and a number of resources to
help you better understand and serve this
population.
Six FAQ’s about Refugees
1. What is a refugee anyway?
Refugees are people whose lives have been torn
apart when violence arrives on their doorstep
or when they are persecuted for reasons of
race, religion, nationality, membership in a
particular social group, or political opinion.
Refugees are driven from their homes and
communities by factors outside their control.
It happens so fast. Quite literally, refugees are
people running for their lives.
A refugee could be Cuban heart surgeon who
ran a large teaching hospital in Venezuela;
a serial entrepreneur from Ethiopia; or an
organic rice farmer from Myanmar (Burma).
Each refugee’s skills and experience are
unique. Their work ethic and desire for safety,
stability, and success are universal.
Here are three great background resources to
learn more about the U.S. refugee resettlement
system and the diverse populations it
supports: http://www.acf.hhs.gov/programs/
orr, http://www.migrationpolicy.org/article/
refugees-and-asylees-united-states, and
http://www.culturalorientation.net/.
2. Are these job candidates authorized
to work in the U.S.?
Yes. Refugees are authorized to work upon
admission to the U.S. Refugees have indefinite
work authorization with the documentation
to prove it on an I-9. All are federal benefit
eligible.
The reality of the legal status of refugees,
victims of trafficking, asylum seekers, and
several other legal categories is complex.
Work authorization is a major advantage to
employers. The vast majority of refugee job
seekers can pass all background, credit, and
work eligibility verification checks, including
eVerify, as well as drug screens.
The Department of Justice Office of
Special Counsel offers a range of practical,
customer service-focused resources for you
and employers to streamline on-boarding
processes. Learn more at http://www.
justice.gov/crt/about/osc/. You can also
learn about the role of the Department of
Homeland Security U.S. Citizenship and
Information Service at http://www.uscis.gov/
humanitarian/refugees-asylum, or download
First Steps: An LIRS Guide for Refugees,
Asylum Seekers and Migrants Released from
Detention, at https://lirs.org/first-steps/
3. OK, but no employer is going to be
interested in hiring refugees, right?
Wrong. People from a refugee background are
already contributing, leading, and achieving
career advancement at employers like the
University of Texas, Under Armour, Walmart,
Hilton Hotels, Seton Hospital Network, Tyson
Foods, and Chipotle.
Baltimore businessman Harry Brigham says,
“As I brought in refugees to the workplace,
the atmosphere of high turnover and low
performance started to change. I worked up
to a 50 percent refugee workforce and my
supervisors began asking for more employees
with similar work ethic, motivation, and
commitment.” Brigham hired more than70
refugees to work in his four Baltimore, MD,
Subway stores.
Employers across the country report that
refugee employee retention is high. In
FY2013, the national refugee employment
retention rate was 75 percnet. After reaching
safety and stability, some for the first time in
their lives, refugees are motivated to achieve
success and opportunity for themselves and
their families through stable employment.
4. Are there any workforce programs
like mine that successfully model
collaboration around refugee
employment services?
Absolutely. In 2012, ORR and the U.S.
Department of Labor Employment and
Training Administration (ETA) began
collaborating on issues pertaining to refugee
employment opportunities. You can read
about model collaborations in St. Louis, MO,
the state of Utah, and Sacramento County,
CA, at https://www.acf.hhs.gov/sites/default/
files/orr/models_of_collaboration_between_
workforce_investment_and_refugee.pdf.
5. How can I find local contacts to tap
into for assistance?
Resettlement agencies can help you find
interpretation resources, address barriers
to employment, and identify a range of
culturally appropriate community services in
every state in the U.S. (except Wyoming).
Visit the ORR website for a map listing contact
information in cities and towns as diverse as
Baton Rouge, LA, Wichita, KS, Portland, ME,
and San Diego, CA, at http://www.acf.hhs.
gov/programs/orr/state-programs-annual-
overview.
6. Where can I find additional
employment-related information,
support, and resources?
I recommend Higher. For almost 20 years,
Higher has worked to build and connect
the diverse community of employment
professionals, employers, and neighbors
who support refugee and immigrant self-
sufficiency. We have developed and curated a
strong collection of resources, all of which are
available to you for free.
Check out our website at http://www.
higheradvantage.org/, where you can:
• Sign up to receive quick news you can
use via our daily blog feed in your email
inbox; and
• Get a free username and password to ac-
cess eLearning courses for you and your
clients.
You can also get in touch with us directly
at information@higheradvantage.org or at
410-230-2840. We’re here to help workforce
professionals better serve refugees and other
migrants.
Higher is a program of the Lutheran
Immigration and Refugee Service (LIRS). All
of our learning initiatives are part of Higher’s
technical assistance activities funded by the
U.S. Office of Refugee Resettlement under
grant number 90RB0045.
Lorel Donaghey, Higher Research and
Communication Specialist, brings six and a
half years of progressively responsible refugee
employment program experience with Caritas
of Austin, TX, a CHEP site and member of the
USCCB affiliate network. Previously, she worked to
strengthen nonprofits internationally in training,
assessment, organizational development, and
field office management. Find out more about
Higher by visiting http://www.higheradvantage.org.
Refugee: New Source of American Workers
By Lorel Donaghey

5. Page 5 — December 2014
Let’s Take the SCARY Out of Disability!
By Felicia Nurmsen
Few federal workforce legislation places
an emphasis on serving all customers,
particularly those with a disability. How
comfortable is your staff in serving individuals
with disabilities? Does the thought of serving
an increasing number of individuals with
disabilities raise the stress level of your
workforce development professionals?
While attending business conferences
centered on disability employment and
speaking to hundreds of employers, a
common theme emerges each time: One of
the scariest and greatest barriers to success in
attracting, hiring and retaining people with
disabilities is fear of the unknown!
If you want to remove the “scary” and begin
to build a disability inclusive culture, a great
place to start is with some very basic disability
etiquette tips. Here are some I have used while
delivering training across the country in an
effort to begin the discussion and provide a
safe environment to alleviate those fears.
GENERAL TIPS
Use common sense and ask before you help.
Don’t assume a person with a disability needs
help. People with disabilities have come up
with creative solutions to get things done.
Offer assistance only if someone appears to
need it – and always ask before you act
Speak directly to people with disabilities,
and not to interpreters or aides. It’s perfectly
acceptable to include a parent or caregiver
in the conversation, but if the people with
disabilities are the candidates or clients –
they are the people with whom you should
communicate.
Be sensitive about physical contact.
Depending upon the disability, well
intentioned physical assistance could make
people lose their balance. Always ask people
if they need help before making physical
contact. They will often tell you how to assist
them. Don’t touch other people’s equipment,
guide dogs, or wheelchairs – respect their
physical space.
Respond respectfully to requests.
If people with a disabilities request an
accommodation, it is not a complaint.
Respond to the requests graciously. It shows
they are comfortable enough to ask for your
assistance. If they receive a positive response
from you, the interaction will be pleasant and
productive for both parties. If you don’t know
how to handle the request, say “let me see
what I can do.” You are not expected to be an
expert in disability or accommodations. You
should inform them of the process (speak to
employee relations, your manager etc.), and
then FOLLOW THROUGH.
Don’t make assumptions.
Most people with disabilities, care givers,
counselors, and aides understand limitations.
Don’t make assumptions or decisions limiting
their choices. A good practice is to ask, ”please
tell me a little bit about how you will perform
the duties of this position with or without
an accommodation,” before you assume. My
mantra, “pre-qualify, don’t disqualify”!
Language Matters.
Always speak using “person first” language.
A “person with a disability” is preferred to
“disabled person,” or even more specifically,
a “person with epilepsy,” rather than an
“epileptic.” Always remember that a person
has a disability – he or she is not defined by
that disability.
Avoid outdated terms such as “handicapped,”
“cripple,” or “mentally retarded.”
“Wheelchair user” is preferred to “wheelchair
bound.” Wheelchair bound is an example of
disempowerment and implies that the person
is being held captive in the chair.
You may feel awkward when you say to a
person who is blind, “See you later,” but it is
perfectly acceptable.
DISABILITY SPECIFIC TIPS
People who use wheelchairs or have
mobility impairments:
People with mobility impairments include
those that use wheelchairs, canes, and
walkers, as well as people with respiratory or
heart conditions. It is important to remember
that people with arthritis or back injuries may
have hidden disabilities, but are nevertheless
impaired in their mobility. Many people with
disabilities don’t have an obvious or apparent
disability, but still need to use placards to
park their cars in designated parking spaces.
• Don’t lean on or touch a person’s
wheelchair.
• Don’t push or touch someone’s wheelchair
unless asked to assist.
• When talking with a wheelchair user, sit
at their level.
• Make sure all staff know where the
accessible routes and ramps are in the
building.
• Keep the ramps and wheelchair-accessible
doors to your building unlocked and
unblocked.
People who are blind or have low vision:
Many people who are qualified as legally blind
still have limited vision, so it is best to allow
individuals to request the assistance they may
need or prefer. Large print, magnifiers, and
good lighting often help someone out if they
have a visual impairment; they will let you
know what works for them.
• Identify yourself (and others who are in
the group) when speaking to a person who
is blind.
• Don’t touch or move assistive equipment
such as a cane; ask them to move it if it’s in
the way.
• A guide dog has an important role for the
person who is blind. Don’t touch a working
dog and walk on the side opposite the dog.
• When having lunch together, read menu
choices (or have the waiter do that), and let
them know what and where items are on
the plate when it arrives. Fries at 9 o’clock,
burger at 3…
• Offer your arm to guide the person.
• Offer to read written information.
• Keep hallways free of obstacles.
People who are deaf or hard of hearing:
There is a difference between someone who
is deaf and someone who has a hearing
impairment – so let’s talk about that for a
moment.
People who are deaf may use sign language;
American Sign Language or ASL is used
frequently in the United States. ASL is a
different language that has its own syntax,
but it is based upon the English language.
Many people also read lips (Speech Read),
so it’s important to face individuals when
talking to them. A good rule to follow is
always use an interpreter in formal settings
(job interviews, training, etc.) and for simple,
every day communication ask the individuals
what they prefer.
People who are hard of hearing usually rely
on amplification (hearing aids) and/or seeing
the speakers’ lips to communicate effectively.
• Always talk directly to the person who is
deaf, not the interpreter.
• Speak clearly, don’t chew gum or place
your hand up to your mouth while speaking.
• Speak with a normal voice – hearing aides
are calibrated for normal voice levels.
• New technologies provide many choices
for telephone and relay communication:
voice carry-over; hearing carry-over;
captioned telephone service; and Internet-
based communication through text relay
services (Internet Protocol or IP Relay),
video relay services (VRS), and captioned
telephone services. A simple call to your
telephone service provider can get you on
your way.
REMOVE THE MASK
Hopefully these tips will help to take the
“scary” out of disability for you and your
employees and help you to remove the mask
of uncertainty worn by so many in the
workplace. Remember, education is key and
regular communication with your employees
on disability awareness and etiquette will
help to build a more inclusive culture for
your entire organization and mitigate any
lingering fears!
Felicia is a speaker, consultant, matchmaker, former
ManpowerGroup Government Solutions Executive,
and founder of Inclusive Workforce Strategies, LLC.
At Inclusive, she works with business and government
to increase competitive employment opportunities for
peoplewithdisabilities,matchingbusiness,government,
strategic partners, education, and talent! To learn more
or to book Felicia for a speaking engagement, please
contact Felicia directly at felicia.nurmsen@gmail.com,
or call 978-424-3336. You can also connect with her
viaLinkedinandfollowheronTwitter@2AccessAbility.

6. NAWDP Advantage — Page 6
Global Trade Magazine Examines “Best Cities for Global Trade”
In America’s Best Cities for Global Trade, the Global Trade magazine identifies 100 companies and divides them into 10 distinct
categories according to attributes conducive to global business.
The magazine notes that supply-chain space is in demand, and that’s no surprise given the momentum of America’s exporters.
Consider: As of 2013, U.S. exports reached an annual all-time high for the fourth consecutive year; in 2012, 29 states set new
records for exports; 16 states achieved record exports in 2013.
And as exports grow, so do exporters. The site-selection process naturally follows, as these companies look for strategic locations
from which to grow their global reach.
The third annual “Best Cities for Global Trade” report offers 10 needs-oriented and relevant categories and looks at 10 cities in
each that you should consider. It is not meant to be definitive. Rather, it is meant as a collection of helpful tips that should be
considered when looking, for instance, for a great business environment, a well-educated or skilled workforce, a globally minded
city, or assistance with site-selection process.
SKILLED WORKFORCE
Albuquerque, New Mexico
Erie, Colorado
Kansas City, Missouri
Lubbock, Texas
Mobile, Alabama
Orlando, Florida
Port Arthur, Texas
San Francisco, California
Warwick, Rhode Island
Wichita, Kansas
GLOBAL VIBE
Atlanta, Georgia
Cambridge, Massachusetts
Charlotte, North Carolina
Chicago, Illinois
Cleveland, Ohio
El Paso, Texas
Irvine, California
Oakland, California
Tacoma, Washington
Tampa, Florida
INNOVATIVE
Austin, Texas
Corpus Christi, Texas
Houston, Texas
Las Vegas, Nevada
Madison, Wisconsin
Minneapolis, Minnesota
Portland, Oregon
Reno, Nevada
San Jose, California
Seattle, Washington
LOGISTICS
INFRASTRUCTURE
Jacksonville, Florida
Los Angeles, California
Louisville, Kentucky
Memphis, Tennessee
Miami, Florida
New Orleans, Louisiana
Orangeburg, South Carolina
Peoria, Illinois
Savannah, Georgia
St. Louis, Missouri
PROXIMITY TO
UNIVERSITIES
Ann Arbor, Michigan
Baltimore, Maryland
Columbus, Ohio
Dayton, Ohio
Fort Worth, Texas
Indianapolis, Indiana
Marietta, Georgia
Philadelphia, Pennsylvania
Phoenix, Arizona
Worcester, Massachusetts
SITE SELECTION
ASSISTANCE
Akron, Ohio
Boise, Idaho
Cheyenne, Wyoming
Columbus, Georgia
Denver, Colorado
Dublin, Ohio
Omaha, Nebraska
Riverside, California
Waxahachie, Texas
Westerville, Ohio
EXPORT ASSISTANCE
Beaverton, Oregon
Brownsville, Texas
Fort Lauderdale, Florida
Frankfort, Kentucky
Newark, New Jersey
Oklahoma City, Oklahoma
San Antonio, Texas
Topeka, Kansas
Tucson, Arizona
Washington, D.C.
EMPLOYEE FRIENDLY
Bozeman, Montana
Flagstaff, Arizona
Knoxville, Tennessee
Little Rock, Arksansas
Odessa, Texas
Sacramento, California
San Diego, California
Tulsa, Oklahoma
Windsor, Connecticut
Youngstown, Ohio
EMERGING CITIES
Birmingham, Alabama
Boston, Massachusetts
Detroit, Michigan
Fayetteville, Arkansas
Grand Rapids, Michigan
Norfolk, Virginia
Raleigh, North Carolina
Salt Lake City, Utah
St. Paul, Minnesota
Sugar Land, Texas
BUSINESS ENVIRONMENT
Amarillo, Texas
Baton Rouge, Louisiana
Decatur/Macon, Illinois
Devens, Massachusetts
Elk Grove, Illinois
Hesperia, California
La Junta, Colorado
San Bernardino, California
Village of Huntley, Illinois
Virginia Beach, Virginia
Mini-Profiles of all these
cities by category can be
found at:
http://globaltrademag.
com/2014-best-cities-global-
trade/

7. Page 7 — December 2014
The midterm elections are over and –
true to history – the election results were
not kind to the President’s party. In fact,
Republicans now control the House and
the Senate. What does the meant for
workforce development?
With the passage of the Workforce
Innovation and Opportunities Act
(WIOA), Congress signaled its support
for workforce development and job
training. The challenge, however, will
be to work with the new Congress to
actually appropriate funding for our
programs. Remember – WIOA simply
provides a vehicle for funding our
nation’s public workforce system; it does
not require Congress to actually fund it.
That is where appropriations come into
play. The current continuing resolution
funding the government expires in
early December. While there have
been a few rumors circulating that the
House may hold up funding to protest
President Obama’s executive action on
immigration, it is extremely unlikely
that we will face another government
shutdown.
Other than action on the funding bill
and possibly some tax extensions, most
of the key issues facing Congress will be
held until the 114th Congress officially
takes office in January 2015. Issues
such as immigration reform, national
security, and tax reform are too complex
to address during a lame duck session.
And don’t expect an end to gridlock and
partisanship any time soon.
As Congress works to appoint committee
chairs and other leaders in the House
and Senate, there is something that
workforce professionals can be doing in
advance of the 114th Congress. It is time
to research your members of Congress,
new governor (if applicable), and any
new state and local officials. Find out
what their key issues were during the
election and whether they took a stance
of workforce development, economic
development, job training, or economic
competitiveness. Finding out what
makes your elected official tick will help
you create messages that resonate.
DID YOU KNOW…the term “lame
duck” dates back to the eighteenth
century? It references a stockbroker who
defaulted on his debt. While latterly
meaning an injured duck that can’t keep
up with its flock, thus making it easy
prey for hunters, it was used to refer to
politicians in 1863. In 1878, President
Abraham Lincoln is widely credited as
saying a “senator or representative out of
business is a sort of lame duck. He has to
be provided for.”
WASHINGTON UPDATE
by Bridget Brown, Executive Director
Even though the 2015 Annual Conference is still several
months away, the Awards Committee has been preparing
to recognize the great work done by Workforce Development
Professionals at our Las Vegas gathering. The Committee
has streamlined the nomination process, revamped the
ceremony, and redesigned the Sar Levitan Research Award.
All we need now are your nominations.
If you know someone who delivers great customer service,
please take a moment to nominate the individual for the Jodi
Spiegel Enhancement of Customer Service Award. If there is
a person in your network that provides state of the industry
professional development, take a few moments to nominate
that person for recognition. If you are inspired to be the best
at your job by a visionary leader, tell the person’s story so
everyone understands the impact the person has had on your
career. The Thomas Ahlers System Building award is for that
influencer who has shaped the workforce system in a way
that has improved services and outcomes.
The biggest change in the Awards program this year can be
found in the redesigned Sar Levitan Advancing the Research
Agenda Award. EMSI has teamed up with NAWDP to highlight
the importance of workforce-related academic research by
offering a $1,000.00 prize for the winner. NAWDP is upping
the ante in Las Vegas.
Your fellow NAWDP members know that great work is
being done in our field, across our country. Please take a few
moments and go to www.NAWDP.org and click on “NAWDP
Awards” for all the forms and instructions.
NAWDP Ups the Ante
for the 2015 Awards

8. ADDRESS SERVICE REQUESTED
National Association of Workforce
Development Professionals
810 First Street, NE, Suite 525
Washington, DC 20002-4227
National Association of Workforce
Development Professionals
1155 15th Street, NW
Suite 350
Washington, DC 20005
NAWDPAdvantage—Page8
Forthefirsttimeinrecenthistory,wehaverepresentationfromallfourgenerationsintheworkforceatthesame
time.Thisgenerational“perfectstorm”hascreatedworkplacechallenges,particularlyintheareasofteambuilding,
leadershipandcommunication.Whilethesechallengesaresignificant,theyarenotinsurmountable.Thiswebinar
willempoweryoutotrulyunderstandthedifferencesamonggenerationsandleveragethatknowledgeintosuccessful
communicationandengagementstrategies.Topicsofdiscussioninclude:
NAWDPWebinarSeries
Connecting,CommunicatingandCoachingin
theFourGenerationWorkforce
Fees:Members:$35/Non-members:$50
Presenter::JosephSeymour,Trainer/SubjectMatterExpert,KRACorp/CTWorks,Hartford,CT
Spaceislimitedsogotowww.nawdp.orgtoregistertoday!
• Analysisandcomparisonofeachgenerationthroughtheiruniqueexperiences,workplacepersonalityand
communicationpreferences.
• Generation-specificcommunicationandengagementstrategies.
• Effectivecoachingtechniquesforeachgenerationbasedontheiruniqueneeds.
WebinarDateandTime
• January22,2015:3:00pmET-4:00pmET