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RV 2014: Developing Workforce Opportunities with Transit- Regional Stories

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Developing Workforce Opportunities with Transit: Regional Stories AICP CM 1.5
3 regions = 3 distinct stories. How are workforce initiatives in Denver, Seattle and the Twin Cities helping businesses and economies grow along transit? Leaders from community colleges, cities and counties share their experiences. Models include: a training and employment program for transit construction and operators; a corridor-level model focused on employees and business development and retention; and an innovative approach to developing a food hub employment center near new transit.
Moderator: Jennifer Billig, Policy Consultant, Mile High Business Alliance, Denver, Colorado
Katrina Wert, Director, Regional Workforce Initiative, Community College of Denver, Colorado
Janet Guthrie, Senior Policy Analyst, Ramsey County, Manager's Office, St. Paul, Minnesota
Nora Liu, Community Development Manager, Department of Planning & Development, City of Seattle, Washington

Published in: Economy & Finance
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RV 2014: Developing Workforce Opportunities with Transit- Regional Stories

  1. 1. Employer Best Practices  Be demand driven--let employers set qualifications for positions, make hiring selections, inform curriculum, and provide feedback  On-the-ground outreach to individual employers – labor market data was not sufficient  Educating employers about future and untapped workforce and outreach to new communities for recruitment  Incorporate workforce development standards in project bidding process and contracts and clarify expectations, roles and benefits  Partner with a mix of employers--major joint venture teams and local small businesses
  2. 2. Community Best Practices  Provide multiple entry and exit points along career pathways to serve both entry-level and skilled residents (i.e. develop entry level and professional positions and provide foundational and advanced training)  Be consistent in communication about goals and benefits to establish realistic expectations about jobs vs. career path  Align a broad network of community stakeholder organizations to enhance outreach, recruiting, and resource leveraging  Provide wrap around supportive resources (or partner with programs that do) to address barriers to training/employment to ensure long-term success
  3. 3. Workforce Development Best Practices  Link local economic development initiatives, such as transit infrastructure or TOD, with community workforce development requirements  Be sustainable--limit reliance on grant funding and establish aligned funding sources from program partners  Focus on careers, not jobs-- provide career guidance and post-placement resources, such as training and personal coaching  Be collaborative- build on what already works and focus on what’s limits or interrupts participation in training programs and continued employment  Working with ambassadors who have credibility with communities  Collaboration between all agencies who are providing local services regardless of jurisdiction

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