Business Workforce Committee Meeting January 12, 2012 8:30 … · 2018-12-05 · Business Workforce Committee Meeting January 12, 2012 8:30 A.M. – BWDB Boardroom (Teleconference

Business Workforce Committee Meeting

January 12, 2012

8:30 A.M. – BWDB Boardroom

(Teleconference 321‐394‐0700)

Attendees: Ron Cobb, Terry Compton, Dale Coxwell, George Hauer, Al O’Connell, D. Travis

Proctor, Colleen Rupp, Mark Senti, Tim Yandell (Chair), Dr. Denise Young

Agenda Page No.

Call to Order Tim Yandell

Introductions

Public Comment

Action Items:

Approval of Minutes for Committee Meeting of October 6, 2011 Tim Yandell 1 – 3

Individual Training Account Vendor Procurement Don Lusk 4 ‐ 12

Commission Based Occupational Training Don Lusk 13 – 14

Discussion Items:

▪ ITA Annual Vendor Evaluation Erma Shaver 15 – 23

▪ Preliminary Targeted Occupations List Process for 2012‐13 Don Lusk 24 ‐ 31

▪ Goal 2 Strategy Updates Don Lusk 32 – 34

o Measure 1B: Customize Local Targeted Occupations List Don Lusk 35 ‐ 41

o Measure 4A: Aerospace Cluster Strategic Plan Lisa Rice 42 ‐ 48

o Measure 4B: Define & Develop One Sector Strategy Don Lusk 49 ‐ 50

Information Items:

▪ Small Business Partnerships, BizLaunch, Entrepreneurial Work

Experience

Erica Lemp 51

▪ Incumbent Worker Training Grants Don Lusk 52 – 54

▪ Attendance Roster 55

Adjourn Tim Yandell

Call 321‐394‐0658 for information TTY: 711‐321‐394‐0507

Upcoming Meetings:

January 2012 25th Community Involvement Committee-4:00pm-BW Boardroom February 2012 14th Brevard Workforce Operations Committee-4:00pm-BW Boardroom 17th Board Meeting & Retreat-8:00am-12:00pm-TBD March 2012 8th E3 Committee-8:30am-BW Boardroom

April 2012 3rd Executive Committee-4:00pm-BW Boardroom 5th Business Workforce Committee-8:30am-BW Boardroom 25th Community Involvement Committee-4:00pm-BW Boardroom May 2012 8th Brevard Workforce Operations Committee-4:00pm-BW Boardroom 18th Board Meeting-8:00am-BW Boardroom June 2012 14th E3 Committee-8:30am-BW Boardroom

Brevard Workforce Business Workforce Committee (BWC) Meeting

October 6, 2011

Minutes Members in Attendance: Ron Cobb (Acting Chair), Terry Compton (via teleconference), Dale Coxwell, George Hauer, Al O’Connell, Mark Senti, Tim Yandell (via teleconference), Dr. Denise Young (via teleconference) Members Absent: D. Travis Proctor, Coleen Rupp Staff in Attendance: Lisa Rice, Marci Brilley, Don Lusk, Judy Blanchard, Jeff Schiff, Sandi Briles and Marina Stone Guests in Attendance: Tracy Anania from NASA, Stephanie Pearson from Academy of Cosmetology; Wes Whitcomb from National Business Institute of Florida. Call to Order: Ron Cobb, Acting Chair, called the meeting to order at 8:32 a.m. Introductions were made. There was no public comment. Action Items: Approval of Business Workforce Committee Minutes of July 14, 2011 A motion to approve the minutes of the July 14, 2011 Business Workforce Committee Meeting was made by Dale Coxwell and seconded by Mark Senti. Motion passed unanimously. Dr. Denise Young and Terry Compton joined the meeting via teleconference. Individual Training Account Vendor Procurement The Workforce Investment Act (WIA) requires interested training providers to participate in an evaluative procurement process to be placed on the Brevard Workforce list of training vendors. Training is provided through an Individual Training Account (ITA) or a pre-vocational training voucher. This process allows for WIA required customer choice for training vendors. During the first quarter of PY 2011-2011, there were 7 vendors who submitted a total of 25 programs for evaluation. Staff presented the Commercial Truck Operator Program from National Business Institute of Florida and the Massage Therapy Program from Academy of Cosmetology for committee consideration. Discussion ensued. A motion was made by Al O’Connell to approve in the Commercial Truck Operator Program from National Business Institute of Florida. Motion was seconded by George Hauer. Motion passed unanimously. A motion was made by Mark Senti to approve the Massage Therapy Program from The Academy of Cosmetology and seconded by Al O’Connell. Motion passed unanimously. Both programs will be sent forward

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for approval at the next Board of Director’s meeting. The committee asked that commission based occupations be added to a future meeting agenda for discussion. Tim Yandell joined the meeting via teleconference. New Five Year Goals and Strategies At the February 2012 Board retreat, BW’s goals and strategies will be reexamined and modified. Staff recommends moving Strategy #3 to the Community Involvement Committee and adding a Strategy entitled ‘Grow the Business of the Board’ which was a topic at the last Board retreat. Use the wording of growing the resources of the Board vs. businesses or private funds. The committee asked if staff could look into adding an easy button to the www.brevardworkforce.com page for job seekers that take them directly to job search function or posting a resume. Another suggestion is to use www.craigslist.com to draw people to BW as many unemployed individuals search for jobs and businesses post jobs on that website. George Hauer made a motion to approve staff recommendations, with modifications listed above, to the full Board retreat slated for February 2012 for discussion and implementation for Program Years 2012-2017. Mark Senti seconded the motion. Motion passed unanimously. Discussion Items: Goal Strategy 2 Update Staff reviewed the strategies and measures for Goal 2, “Strengthen key business clusters by working with them to identify and solve workforce issues they face”. Measure 1B: Customize Local Targeted Occupations List The purpose of customizing the Targeted Occupations List (TOL) is to result in three categories of occupations to determine how training funds are allocated to meet business needs. Documentation was provided and additional criteria /filters were defined. Discussion ensued. Other filters were suggested such as the salary of the job, the regional nature of the occupation, turnover rates and the aging workforce trends. Measure 3B: Business Use of Brevard Workforce Data was presented for annual review by the Committee on Business Use of Brevard Workforce which indicated a total of 48,351 services were received by Brevard businesses in PY 10-11. Committee requested a percentage increases on the existing data. Measure 4A: Aerospace Cluster Strategic Plan The Aerospace Industry Strategic Plan progress was provided. A total of 2,026 aerospace workers have successfully been re-trained. There are currently 6427+ registrants on www.launchnewcareers.com with <20 awaiting ‘first touch’. The BW Express has served over 3,161 aerospace workers to date.

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Information Items: Small Business Partnerships/BizLaunch On July 20, 2011, Brevard Workforce, BW, kicked off BizLaunch, a job-club like gathering specifically aimed at entrepreneurs and small business startups with a day-long event called the Entrepreneur Experience. The turnout for BizLaunch has exceeded expectations with initial projections estimated at 15 individuals weekly yet it has actually been attended by 23 – 28 individuals weekly. BW has solidified curriculum through the end of September and most of October. Measure 4B: Define and Develop One Sector Strategy Measure 4 B is to “define & develop one Sector Strategy”. Staff provided an update on the approved Advanced Manufacturing & Technology Sector Strategy establishing the Alternative/Clean Energy as a focus. Incumbent Worker Training Florida businesses are served through Employed Worker Training grants (EWT) and Incumbent Worker Training grants (IWT). This program provides customized training for existing for-profit businesses which meet established criteria as outlined by the State of Florida. IWT grants received in this period were provided. Since July 1, 2010 BW has assisted companies with IWTs that have resulted in $387,743 coming to Brevard businesses and has impacted 446 jobs. The committee requested information on where BW stands in terms of other regions in the state for IWT’s for the next committee meeting. Adjourn: There being no further business, Ron Cobb adjourned the meeting at 9:52 a.m. Respectfully submitted, Reviewed by, _{signature on file} ___ 12/13/11 _{signature on file} _ 12/13/11 Marina Stone Date Ron Cobb (Acting Chair) Date

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January 12, 2012

Action Brief

Individual Training Account Vendor Procurement

Background The Workforce Investment Act (WIA) requires interested training providers to participate in an evaluative procurement process to be placed on the Brevard Workforce list of training vendors. Training is provided through an Individual Training Account (ITA) or a pre-vocational training voucher. This process allows for WIA required customer choice for training vendors. Brevard Workforce (BW) staff reviews all of the information submitted by training vendors and submits those that meet the criterion to the Business Workforce Committee (BWC).

Programs not recommended are usually due to the training vendor not providing data to substantiate one or all of the following: 1.) Program does not address a targeted occupation on the TOL [Targeted Occupation List], 2.) Program has not been in place for 12 months or attended for 1 rotation. 3.) Vendor does not submit the letters verifying placements of graduates. 4.) Vendor has used outdated forms that do not contain the required data necessary to evaluate.

For the PY 2011-2012 second quarter, 2 vendors submitted a total of 8 programs for evaluation. NET Training Institute, Inc.’s program for Addictions Counselor did not meet the requirements and is not provided for review by the BWC.

Stetson University’s Institute of Technology Education submitted 7 programs for review. Coursework is provided in a classroom setting and is not internet based. Stetson University is a private university with four colleges and schools located across the I-4 corridor in Central Florida. This institution utilizes the “Pro-Tran” for certification testing and includes a certificate issued from the manufacturer upon a student passing the exam, which is included in the fees.

The “Review Sheets for Proposed Training Programs” are attached. A rating team consisting of BW staff reviewed the package submitted by the vendors based on all the applicable evaluation criteria as established in BW Policy PLN 02-03 “Selection of ITA Training Providers”. Each training program meets High Wage Tier ($14.01 & up) as specified in PLN 02-02 “ITA System” and are eligible of scholarships of up to $9,000. Based on the review, staff recommends approval of the following programs for Stetson:

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• Microsoft Systems Administrator – Windows Server 2008 (MCITP) • Microsoft Enterprise Administrator/Engineer – MCITP 2008 • Cisco Certified Network Associate – Security - Wireless – Voice • Cisco Network Specialist CCNP – Routing Switching • Fundamentals of Information Technology • Network Fundamentals and CCNA • Security Specialist – Network Defense-Hacking Forensics

Action Discuss staff recommendations, revise and/or approve for the consent agenda for the next full Board of Directors meeting.

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REVIEW SHEET FOR PROPOSED TRAINING PROGRAMS VENDOR: Stetson University (SU) PROGRAM: Microsoft Systems Administrator Windows Server 2008 MCITP PROGRAM TYPE Certificate POTENTIAL JOB: Computer Systems Analysts TOL ENTRY WAGE: $22.91 Brief Program Description: Skills will prepare and train students to become IT Professionals that demonstrate comprehensive skills in administering, supporting, maintaining and optimizing IT infrastructures.

Evaluation Criteria Comments Sources Meets 1. Training for Targeted Occupations

Training in Demand for Local/Regional Market

• 10 Open Job Orders/ Employer Documented Support (EDS) • Training for Occupations projected to recover (Example of No is: Negative projected growth, no job openings or no Employer Documented Support)

DEO LMI data shows -.53% decrease and 0 Annual Openings in Region 13.

25 HWOL ads in Brevard within the past 30

days.

DEO Labor Market Information/Help Wanted

Online

Yes

2. Quality of Training Facility

Adequacy of Training Facility/Current Technology & Equipment

• Facilities are conducive to a good learning environment • Up to Date audio/visual equipment • Meets ADA requirements • Instructor qualifications verified

Meets all requirements, all classrooms include

hands on training with instructor facilitated labs. All courses are taught by certified Instructors.

Site Visit

Yes

3. Online Program Offerings

Industry typically requires Hands-On training, Clinical or Internship Component? If so, is this provided as part of the Program Curriculum and part of the cost?

Not an Online Program

Industry

Research by Staff

N/A

Is online training from a Third Party Vendor? If yes, what institution is listed on the certificate or diploma?

Not an Online Program Application

NA

4. Quality of Program Offering

• Percentage of Students Who Complete Program • Upon completion of Program, Percentage of Students Who Obtain

Jobs in Field of Study

90% of Students Complete Program

85% - 90% Obtain Jobs in Field of Study

Application

Yes

All letters must be dated within the past 12 months • 1 letter from a local area employer specifically stating that they have

hired one of the graduates for the proposed occupation and that the graduate’s skills/training met their industry standards and were an integral part of obtaining employment OR

• 2 letters from local businesses stating that they would employ a graduate with the certificate/diploma proposed

• Letter from IT Manager at Mettler-Toledo, Inc stating they require this particular certification when hiring.

• Department of Defense states they have several of their personnel trained through SU in this particular program. DOD requires certifications for all employees in this field.

Application

Yes

Is there a nationally recognized industry certification test offered for this program?

CompTIA, Microsoft Network+, MCITP-Server 2008

Application Yes

5. Cost of Training

Scholarships/Waivers Available

• Special discounted pricing for Brevard Workforce enrollees and/or Vendor has defined waivers and scholarships.

No

Application

No

If applicable, is a nationally recognized industry certification test included in tuition rates?

Testing/Licensure is included.

Application

Yes

6. Cost Analysis

Is Cost reasonable based on a high level staff analysis? i.e. Program Length, Cost Comparison of other similar programs, Entry Wage, Nationally Recognized Certificate, etc.

16 Weeks, 288 Clock Hours, $7,995

4 Weeks, 152 Clock Hours $10,165

Application and Staff Research

Yes

Date: __12/22/11_______________ OVERALL RECOMMENDATION __Approve_

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REVIEW SHEET FOR PROPOSED TRAINING PROGRAMS VENDOR: Stetson University (SU) PROGRAM: Microsoft Enterprise Administrator/Engineer – MCITP 2008 PROGRAM TYPE Certificate POTENTIAL JOB: Computer Software Engineers, Applications TOL ENTRY WAGE: $30.40 Brief Program Description: Skills will prepare and train students to become IT Professionals that demonstrate comprehensive skills in planning, deploying, building and designing network infrastructures. Students are prepared to make the design and technology decisions necessary to ensure successful technology implementation projects.




DEO LMI shows .97% increase and 17 Annual Openings in Region 13.


days.


Online

Yes






Site Visit

Yes




Industry

Research by Staff

N/A



NA






Application

Yes




• Department of Defense states they have

several of their personnel trained through SU in this particular program. DOD requires certifications for all employees in this field.

• Letter from Tybrin saying they use Stetson to train their IT employees in this particular field.

Application

Yes


Microsoft MCITP-Server 2008, Enterprise Administrator

Application Yes

5. Cost of Training



No

Application

No



Application

Yes

6. Cost Analysis



10+ Weeks, 400 Clock Hours, $14,000


Yes

Date: __12/22/11_______________ OVERALL RECOMMENDATION _Approve__ 7 of 55

REVIEW SHEET FOR PROPOSED TRAINING PROGRAMS VENDOR: Stetson University (SU) PROGRAM: Cisco Certified Network Associate – Security – Wireless - Voice PROGRAM TYPE Certificate POTENTIAL JOB: Computer Support Specialists TOL ENTRY WAGE: $15.34 Brief Program Description: CCNA Certified Network Associate validates the ability to install, configure, operate and troubleshoot medium-size route and switched networks, including implementation and verification of connections to remote sites in a WAN. CCNA curriculum includes basic mitigation of security threats, introduction to wireless networking concepts and terminology and performance-based skills. This also includes various protocols. Students can specialize in CCNA-Security, CAN-Voice or CCNA-Wireless.






days.


Online

Yes




Meets all requirements, all classrooms include hands on training with instructor facilitated labs. All courses are taught by certified Instructors.

Site Visit

Yes




Industry

Research by Staff

N/A



NA






Application

Yes






• Letter from IT Manager at Mettler-Toledo, Inc stating they require this particular certification when hiring.

Application

Yes


Cisco Network+, CCNA (Security, Wireless or Voice)

Application Yes

5. Cost of Training



No

Application

No



Application

Yes

6. Cost Analysis


16 Weeks, 288 Clock Hours, $7,995 (CCNA, Security, Wireless and Voice)

2 Weeks, 80 Clock Hours, $3,070 (CCNA Only)


Yes

Date: __12/22/11_______________ OVERALL RECOMMENDATION __Approve_ 8 of 55

REVIEW SHEET FOR PROPOSED TRAINING PROGRAMS VENDOR: Stetson University (SU) PROGRAM: Cisco Network Specialist CCNP – Routing Switching PROGRAM TYPE Certificate POTENTIAL JOB: Computer Support Specialist TOL ENTRY WAGE: $15.34 Brief Program Description: Prepares students for the ability to plan, implement, verify and troubleshoot local and wide-area enterprise networks and work collaboratively with specialists on advanced security, voice, wireless and video solutions. The CCNP certification is appropriate for those with at least one year of networking experience who are ready to advance their skills and work independently on complex network solutions. Those who achieve CCNP have demonstrated the skills required in enterprise roles such at network technical, support engineer, systems engineer or network engineer.






days.


Online

Yes





Site Visit

Yes




Industry

Research by Staff

N/A



NA






Application

Yes




• Letter from IT Manager at Mettler-Toledo, Inc stating they require certification in this fieldm when hiring.


Application

Yes


Cisco CCNA, CCNP

Application Yes

5. Cost of Training



No

Application

No



Application

Yes

6. Cost Analysis





Yes


REVIEW SHEET FOR PROPOSED TRAINING PROGRAMS VENDOR: Stetson University (SU) PROGRAM: Fundamentals of Information Technology PROGRAM TYPE Certificate POTENTIAL JOB: Computer Support Specialists TOL ENTRY WAGE: $15.34 Brief Program Description: Technology and the role of the computer support professional are always changing. Although a program that includes entry level fundamentals, currently the DoD requires military contractors to possess these certifications to reflect current knowledge of these IT concepts.






days.


Online

Yes





Site Visit

Yes




Industry

Research by Staff

N/A



NA






Application

Yes




• Letter from Tybrin saying they use

Stetson to train their IT employees in this particular field.


Application

Yes


CompTia A+, Network+, Security+

Application Yes

5. Cost of Training



No

Application

No



Application

Yes

6. Cost Analysis



32 Weeks/21 Credit Hours, $3,740


Yes

Date: __12/22/11_______________ OVERALL RECOMMENDATION __Approve_

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REVIEW SHEET FOR PROPOSED TRAINING PROGRAMS VENDOR: Stetson University (SU) PROGRAM: Network Fundamentals and CCNA PROGRAM TYPE Certificate POTENTIAL JOB: Computer Support Specialist TOL ENTRY WAGE: $15.34 Brief Program Description: Program presents vendor neutral features and functions of networking components and provides the knowledge and skills needed to install, configure and troubleshoot basic networking hardware, protocols and services. Students learn technical skills in the areas of media and topologies, protocols and standards, network implementation and network support. Introduction to networking will also cover newer technologies such as wireless networking and gigabit Ethernet. Basics of Sub Netting and the relationship of how networks function, identifying major components, and the Open System Interconnection (OSI) reference model.






days.


Online

Yes






Site Visit

Yes




Industry

Research by Staff

N/A



NA






Application

Yes




• Department of Defense states they have several of their personnel trained through SU in this particular program. DOD requires certification for all employees in this field.

• Letter from IT Manager at Mettler-Toledo, Inc stating they require certification in this field for all new hires.

Application

Yes


Cisco, CompTia CCNA, Network+

Application Yes

5. Cost of Training



No

Application

No



Application

Yes

6. Cost Analysis


12 Weeks, 216 Clock Hours, $8,995 (Network Fundamentals AND CCNA)

2 Weeks, 80 Hours, $3,070 (CCNA only)


Yes


REVIEW SHEET FOR PROPOSED TRAINING PROGRAMS VENDOR: Stetson University (SU) PROGRAM: Security Specialist-Network Defense-Hacking-Forensics PROGRAM TYPE Certificate POTENTIAL JOB: Network Systems and Data Comm. Analysts TOL ENTRY WAGE: $21.17 Brief Program Description: The CEH Program prepares students in specific network security discipline of Ethical Hacking from a vendor-neutral perspective and provide the application knowledge of security officers, auditors, security professionals, site administrators and anyone who is concerned about the integrity of the network infrastructure.




DEO LMI data shows 3.27% increase and 24 Annual Openings in Region 13.


days.


Online

Yes






Site Visit

Yes




Industry

Research by Staff

N/A



NA






Application

Yes






• Letter from Tybrin saying they use Stetson to train their IT employees in this particular field.

Application

Yes


CompTia, EC Council, ISC2 Security+, CEH,CHFI and CISSP

Application Yes

5. Cost of Training



No

Application

No



Application

Yes

6. Cost Analysis



23 Weeks/467 Clock Hours, $11,008


Yes

Date: __12/22/11_______________ OVERALL RECOMMENDATION _Approve__ 12 of 55

January 12, 2012

Action Brief

Commission Based Occupational Training

Background

Brevard Workforce (BW) does not usually approve training which is commission-based or incentive-based. This topic is being discussed at the request of the Business Workforce Committee based on feedback from the October 6, 2011 meeting. Occupations which are commission-based can be important for small business or entrepreneurial efforts and for some individuals who have skill sets which allow them to excel in sales, services or production based on sales. In an effort to set up a discussion for this topic, our research reveals some of the following:

• The Bureau of Labor Statistics (BLS) “Glossary of Pay” defines a “commission” as “payment based on an incentive system that is calculated as a percentage of sales.” Commissions may be combined with salary and included with pay or can be the only basis of pay. This BLS Glossary also lists 38 definitions for pay and includes everything from stock and production bonuses to tips and piece rate.

• The BW Targeted Occupations List (TOL) and Clean Energy Supplemental TOL include a number of occupations which appear to be base pay plus commission/incentive and 100% commission only. This includes as an example, Advertising Sales Agent, First-Line Supervisors Non-Retail Sales Workers, Personal Service Workers and Retail Service Workers, Insurance Sales Agents, Massage Therapists, Real Estate Brokers and Agents, Sales Representatives for Wholesale & Manufacturing and Solar Sales Representatives & Assessors.

• The O-net data base of occupational information does not provide a specific list of commission or incentive-based occupations. Methods by which a contractor or employee are paid can vary widely and is not always dependent upon the occupation title.

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The Workforce Investment Act (WIA) allows Regional Workforce Boards to train to occupations which are in demand. BW provides training via scholarships to eligible persons based on Policy PLN 02-02 “Individual Training Accounts”. Training Vendors are selected through the process governed by PLN 02-03 “Selection of ITA Training Providers” There are no local policies which actually prevent BW from approving scholarships for occupations which are commission or incentive-based. The BW general “rule of thumb” has been to not approve training for occupations which are “commission or incentive-based”. Only recently (10/06/11) did BW approve a training vendor for Massage Therapy which is generally “commission or incentive-based”. It is important that BW be able to show some “return on investment” for training or scholarships provided. The ability to earn a self–sufficient wage is one determination of the value of BW’s investment. It is difficult to make a “return on investment” decision on occupations that are 100% commission-based since anecdotally industry employers will tell you turnover is high (until they find the right person). Staff was not able to find data for turnover by commission-only occupations.

Recommendation Based on staff review, the following position statements are proposed to serve as a formal guidance for staff:

1. Occupations included on the TOL which include base pay or salary plus commission or incentives are eligible for scholarships. Training vendors who meet the BW criteria who wish to train to such occupations can be included on the BW Training Vendors List.

2. Occupations included on the TOL which are commission or incentive “only” are not eligible for scholarships. Training vendors who wish to train to these occupations would not be eligible to be included on the BW Training Vendors List.

3. Exceptions could be reviewed and approved by the BW President or designee based on unusual circumstances or data which support training for occupations which meet business or industry needs.

Action Approve, modify or deny staff recommendation for inclusion on the Consent Agenda at the next full Board of Directors meeting.

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January 12, 2011

Discussion Brief

ITA Annual Vendor Evaluation

Background

This is the annual vendor performance report for this committee’s review. This tool is meant to help determine the successes of training providers and to determine which courses are no longer in demand. It must be noted that this performance report is ONLY for BW funded students.

The Brevard Workforce (BW) Performance by Provider and Program Report (Attachment 1) demonstrates the enrollment levels and the successful completion, entered employment and training related employment rates along with the average placement wage for programs currently on the BW Approved Vendor List. The information is taken from the EFM (Employ Florida Marketplace) Resource Server and shows information for two program years. The following key areas are shown for each program:

• Percent of customers who successfully completed the training program.

• Percent of customers exited who obtained employment.

• Percent of customers exited who obtained employment in a training related field.

When analyzing the data for corrective actions, staff focuses on the percentages for those areas. If it’s less than 50%, a closer look is taken to ensure the percentage represents a statistically valid number. We then look for extenuating circumstances, such as the current economy where customers are taking whatever jobs they can get without focusing on a training related job. If there are still concerns with the performance, corrective action is discussed. Training programs are assigned to one of three Tiers based on the wage expected upon completion of the program. Those levels are: Tier 1/Entry – $9.00 and below, Tier 2/ Bridge - $9.01 - $14.00, and Tier 3/Advanced - $14.01 and above. This evaluation found the average wage at placement for a job related to the training received ranged from $7.50 to $26.58 per hour. These wages are significantly lower than those attained last year when wages ranged from $9.59 to $33.28 per hour. A Cumulative Performance by Provider and Program Report (Attachment 2) is also provided for information purposes and contains the same information referenced above for the extended time period beginning 07/01/2004 through 06/30/2011.

Discussion

At this time staff is not issuing any corrective actions to training vendors.

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Empl

oym

ent

Obt

aine

d Jo

bs in

R

elat

ed F

ield

Tota

l Exi

ts

Brid

ge T

ier

11

100%

00

11

100.

00%

00%

13.8

9$

Lice

nsed

Pra

ctic

al N

ursi

ng1

110

0%0

01

110

0.00

%0

0%13

.89

$

Truc

k D

river

Inst

itute

of F

lorid

a33

3091

%0

528

2796

.43%

2382

%14

.89

$

Brid

ge T

ier

3330

91%

05

2827

96.4

3%23

82%

14.8

9$

Com

mer

cial

Driv

ers

Lice

nse

Pre

p33

3091

%0

528

2796

.43%

2382

%14

.89

$

*The

num

ber o

f cus

tom

ers

who

suc

cess

fully

com

plet

ed th

e tra

inin

g pr

ogra

m d

ivid

ed b

y th

e nu

mbe

r enr

olle

d m

inus

thos

e w

ho a

re s

till a

ctiv

e in

trai

ning

.

23 of 55

January 12, 2012

Discussion Brief

Preliminary Targeted Occupation List (TOL) PY 2012-2013

Background The TOL is a mechanism by which the State of Florida and Regional Workforce Boards (RWB) direct public workforce funding to programs in order to meet high demand/ high wage business employment needs. The Preliminary TOL is provided on a yearly basis to the RWB after review by the Workforce Estimating Conference (WEC) and Workforce Florida Inc staff. The list is developed based on industry and occupational employment wage projections prepared by the State of Florida, Department of Economic Opportunity (DEO). The list locks RWB’s into what programs they may expend Workforce Investment Act (WIA) Adult and Dislocated Worker Individual Training Account (ITA) funds on. If a careful review is not taken of the TOL, it may be difficult to provide training to customers in high demand occupations that businesses are looking for. The TOL process requires RWB’s to review the preliminary list and provide data to support any changes to the list. Generally, there is a subset of occupations that BW must provide local data and evidence to support remaining on the TOL.

Criterion used to develop the PY 2012-13 TOL is projected as follows:

Wage Criterion – Each year the wage criterion is increased by the Florida Price Level Index (FPLI) adjusted by locale. This is a comparison of the selection criteria for Brevard the WEC used for Program Year (PY) 2009-10, PY 2010-11 PY 2011-12 and PY 2012-13:

Program Year

Annual Openings

Entry wage

Average Wage

HS/HW Entry Wage

HS/HW Average Wage

PY09-10 10 $9.93 $12.22 $12.22 $19.14

PY10-11 10 $10.29 $12.66 $12.66 $19.84

PY 11-12 10 $10.45 $12.86 $12.86 $20.16

*PY 12-13 10 $10.62 $13.07 $13.07 $20.48

*Based on WFI Brief – 11/2011. No final instructions have been issued to RWB’s.

Training Code - The occupations must also have a Florida Department of Education Training Code of 3 (Certificate) or 4 (Community College Credit/Degree).

Openings - Any occupation with a threshold of 150 openings plus meeting the minimum wage and growth requirements will be placed on the state list. No preliminary list has been issued at this time but the annual request to adjust the Regional TOL is expected earlier than last year, which was in April. The purpose of this item is to have a “high level” discussion on concepts for the 2012-13 update process.

For the last two years this committee indicated that data was to be gathered to maintain the following deleted occupations on the Region 13 TOL

• Aerospace, Aircraft Mechanics and Service Technicians • Avionics Technicians • Machinists

24 of 55

• Pharmacy Technicians • Preschool Teachers (except Special Education) • Teachers Aides • Nursing Aides, Orderlies and Attendants • Water & Liquid Waste Treatment Plant Operators

It is expected that RWB will have to collect data once again to continue these occupations on the TOL. It is expected to be harder this year to meet the Aerospace Technician required openings since many of the companies we received letters from last year no longer have a presence in Brevard County. Based on last year’s outcomes, we do not anticipate asking for permission to train aerospace workers in 4 and 6 year degrees.

It will still be beneficial to ask for approval for use of surrounding region’s TOL to increase the employment opportunities in surrounding counties.

BW also had an approved supplemental TOL for clean energy jobs.

In addition, the following chart provides information about jobs not listed on the TOL that BWC members may want to consider based on the October 2011, State Supply Demand Report for Region 13.

Supply Demand Report ALL OCCUPATIONS OCTOBER 2011 RELEASE

SUPPLY TOTAL

DEMAND TOTAL JOB OPENINGS- HWOL

SUPPLY GAP or OVERAGE

ON TOL

Computer Specialists, All Other 126 189 -63 N Physical Therapist Assistants 3 58 -55 N Occupational Therapist Assistants 9 62 -53 N Airline Pilots, Copilots, and Flight Engineers 5 19 -14 N Financial Examiners 0 4 -4 N Interpreters and Translators 2 5 -3 N Commercial and Industrial Designers 0 2 -2 N Technical Writers 24 26 -2 N First-Line Superv., Protective Service Workers, All Other 2 3 -1 N Radiation Therapists 0 1 -1 N First-Line Superv. of Farming, Fishing, & Forestry Worker 2 3 -1 N Outdoor Power Equipment and Small Engine Mechanics 5 6 -1 N

Discussion The preliminary TOL instructions and lists have not yet been provided to the regions, however many times this comes out in between our committee meetings. With this in mind, staff will use the guidance provided at this time by the committee to address the changes that are expected to be needed when we receive our TOL.

• Which occupations does the BWC recommend that we collect data in an attempt to retain or add to the Region 13 TOL?

• Are there any additional occupations that you feel should be on the TOL? • Do you have knowledge of data sources that BW should investigate as it relates to any

occupation that we wish to retain or add to our TOL?

25 of 55

26 of 55

27 of 55

28 of 55

1

REG

ION

13

CLEA

N E

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1-12

Reg

iona

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lem

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upat

ions

App

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d Ju

ne 3

0, 2

011

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cuti

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omm

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cally

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r M

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ata

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onal

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e Cr

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kfor

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Regi

on

SOC

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ccup

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Ann

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ning

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es

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ce

Ann

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ning

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, IT

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es, H

S/H

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(^ d

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13

(Bre

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13-

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gy A

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d as

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sine

ss

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ratio

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ialis

ts, A

ll O

ther

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de 1

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on

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(Bre

vard

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17-

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on

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(Bre

vard

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43-

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alla

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ager

s -

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d as

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erv.

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truc

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actio

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29 of 55

2

REG

ION

13

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N E

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1-12

Reg

iona

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011

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onal

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kfor

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on

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ll O

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on

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(Bre

vard

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unty

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41-

4011

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Sola

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es

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esen

tativ

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sses

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as S

ales

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pres

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hole

sale

&

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oduc

ts (S

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for

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on

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(Bre

vard

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47-

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Sola

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as

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truc

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&

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ner

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30 of 55

3

REG

ION

13

CLEA

N E

NER

GY

SUPP

LEM

ENTA

L

201

1-12

Reg

iona

l Tar

gete

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ns L

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ved

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lem

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ions

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011

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omm

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cally

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onal

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e Cr

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ia *

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ce

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on

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Code

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e Pr

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Ann

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Ope

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s

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31 of 55

Goa

l 2 –

Stre

ngth

en k

ey b

usin

ess

clus

ters

by

wor

king

with

them

to id

entif

y an

d so

lve

wor

kfor

ce is

sues

they

face

.

Stra

tegi

es:

1.

Und

erst

and

indu

stry

dat

a fro

m B

usin

ess

Serv

ices

Uni

t and

oth

er s

ourc

es to

use

in s

trate

gic

plan

ning

pur

pose

s, in

clud

ing

iden

tifyin

g in

dust

ry tr

ends

, ne

eds

and

pote

ntia

l sol

utio

ns

2.

Parti

cipa

te w

ith o

ther

org

aniza

tions

in c

ondu

ctin

g in

dust

ry ro

undt

able

dis

cuss

ions

for s

trate

gic

plan

ning

pur

pose

s (i.

e. p

lann

ing,

ana

lysis

, act

ion

stra

tegi

es a

nd p

ilot p

rogr

ams

rele

vant

to th

at in

dust

ry)

3.

Incr

ease

aw

aren

ess

of a

nd u

se o

f Bre

vard

Wor

kfor

ce b

usin

ess

serv

ices

4.

D

evel

op a

nd im

plem

ent a

s ne

cess

ary,

clu

ster

-bas

ed in

itiativ

es to

relie

ve w

orke

r sho

rtage

s in

key

indu

strie

s St

rate

gy 1

: Un

ders

tand

Indu

stry

dat

a fro

m B

usin

ess

Serv

ices

Uni

t and

oth

er s

ourc

es to

use

in s

trate

gic

plan

ning

pur

pose

s, in

clud

ing

iden

tifyi

ng in

dust

ry tr

ends

, nee

ds a

nd p

oten

tial s

olut

ions

M

easu

re 1

A: D

ata

Colle

ctio

n an

d Ke

y Cl

uste

r Dec

isio

n Ac

tiviti

es

Date

Bo

ard

Parti

cipa

tion

Budg

et Im

pact

St

atus

O

ngoi

ng a

ctivi

ty to

col

lect

and

ana

lyze

curre

nt in

dust

ry d

ata

to a

ssis

t in

deci

ding

w

hich

key

indu

stry

will

be th

e fo

cal p

oint

for

the

upco

min

g ye

ar’s

stra

tegi

c pl

anni

ng.

An

nual

ly

C

omm

ittee

& S

taff

N

one

Com

plet

ed 4

/6/2

011

Mea

sure

1B:

Cus

tom

ize

Loca

l Tar

get O

ccup

atio

n Li

st (T

OL)

Ac

tiviti

es

Date

Bo

ard

Parti

cipa

tion

Budg

et Im

pact

St

atus

C

reat

e a

vetti

ng p

roce

ss th

at c

olle

cts

feed

back

from

loca

l bus

ines

ses

in k

ey

indu

strie

s on

Bre

vard

Tar

get O

ccup

atio

n Li

st

to d

eter

min

e oc

cupa

tions

in th

ree

cate

gorie

s:

1.

Occ

upat

ions

with

pro

spec

ts fo

r im

med

iate

em

ploy

men

t, 2.

O

ccup

atio

ns p

roje

cted

to re

cove

r, an

d 3.

O

ccup

atio

ns w

ith lim

ited

oppo

rtuni

ties.

Th

e pr

oces

s w

ill ut

ilize

empi

rical

dat

a fro

m

com

mitt

ee m

embe

rs, B

usin

ess

Serv

ice

Rep

s, c

aree

r cen

ter s

taff,

etc

. Thi

s lo

cal

inte

lligen

ce w

ill be

use

d as

a g

uide

po

st/g

uida

nce

for t

rain

ing

job

seek

ers.

Ja

nuar

y 20

12

In

put

N

one

See

Brie

f for

Mea

sure

1B

Impl

emen

t thi

s ne

w p

roce

ss o

n an

on-

goin

g an

nual

bas

is an

d pr

esen

t cat

egor

ies

for

appr

oval

at t

he B

WC

mee

ting.

Janu

ary

2012

In

put

Non

e Se

e B

rief f

or M

easu

re 1

B

32 of 55

Stra

tegy

2:

Parti

cipa

te w

ith o

ther

org

aniz

atio

ns in

con

duct

ing

indu

stry

roun

dtab

le d

iscu

ssio

ns fo

r stra

tegi

c pl

anni

ng p

urpo

ses

(i.e.

pl

anni

ng, a

naly

sis,

act

ion

stra

tegi

es a

nd p

ilot p

rogr

ams

rele

vant

to th

at in

dust

ry)

Mea

sure

2A:

Indu

stry

Rou

ndta

bles

Activ

ities

Da

te

Boar

d Pa

rtici

patio

n Bu

dget

Im

pact

St

atus

Indu

stry

Rou

ndta

ble

disc

ussi

ons

Ja

nuar

y 20

12

St

aff

N

one

The

Indu

stry

Rel

atio

ns D

epar

tmen

t, th

roug

h Bu

sine

ss L

iais

on o

utre

ach

and

rela

tions

hip

deve

lopm

ent

with

Bre

vard

bus

ines

ses,

has

im

plem

ente

d co

ntin

ued

empl

oyer

en

gage

men

ts

and

conv

ersa

tions

as

m

onito

red

depa

rtmen

tal

perfo

rman

ce.

Thes

e en

gage

men

ts

incl

ude

on-s

ite

recr

uitin

g ev

ents

, in

dust

ry

info

rmat

iona

l le

arni

ng

even

ts

for

Cent

er

staf

f an

d jo

bsee

kers

, ta

rget

ed i

ndus

try f

ocus

gro

ups

for

stra

tegi

c gr

owth

and

pla

nnin

g, i

ndus

try

spec

ific

wor

kfor

ce

chal

leng

es

and

best

pr

actic

es –

all

faci

litat

ed w

ithin

the

Car

eer

Cent

ers

and

incl

ude

stak

ehol

der

parti

cipa

tion

as a

pplic

able

. PY

to

date

: 26

ev

ents

acc

ompl

ishe

d.

Stra

tegy

3:

Incr

ease

aw

aren

ess

of a

nd u

se o

f Bre

vard

Wor

kfor

ce b

usin

ess

serv

ices

M

easu

re 3

A: D

eter

min

e G

oal(s

) Ac

tivity

Da

te

Boar

d Pa

rtici

patio

n Bu

dget

Im

pact

St

atus

Dev

elop

and

impl

emen

t use

of p

ocke

t fo

lder

and

bro

chur

e in

serts

for b

usin

ess

educ

atio

n ac

tivitie

s via

bus

ines

s re

ps.

M

arch

15,

200

9 Ja

nuar

y 20

12

St

aff

Ye

s R

edes

ign

com

plet

e bu

t fin

al

prod

uctio

n of

m

ater

ials

is

cont

inge

nt u

pon

budg

et a

nd f

inal

in

put

from

In

dust

ry

Rel

atio

ns

rega

rdin

g ap

prop

riate

mix

of p

rodu

cts.

Fully

dev

elop

the

Busi

ness

Ser

vices

pa

ges

on th

e w

ww

.bre

vard

wor

kfor

ce.c

om

web

site

(to

coo

rdin

ate

with

the

abov

e to

pics

)

M

ay 2

010

St

aff/C

ontra

ctor

Yes

New

site

laun

ched

Aug

ust 2

011.

Ple

ase

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33 of 55

http://www.brevardworkforce.com/�

http://brevardworkforce.com/businesses/our-services�

http://brevardworkforce.com/businesses/our-services�

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34 of 55

January 12, 2012

Discussion Brief

Measure 1B: Customize Local Targeted Occupations List (TOL)

Background The Strategic Plan includes “Goal 2- Strengthen key business clusters by working with them to identify and solve workforce issues they face.” Strategy 1 for Goal 2 states “Understand Industry data from Business Services Unit and other sources to use in strategic planning purposes, including identifying industry trends, needs and potential solutions”. The purpose of this is to provide information on the progress regarding “Measure # 1B –Customize Local Target Occupation List”. This measure is to create three categories of occupations listed in Figure 1 below. This customization can be used to determine how training funds are allocated to meet business needs. This report is from data provided by the Department of Economic Opportunity (DEO) which provides “Supply Gap and Overage” information. This is based on estimated numbers of job seekers and demand totals by occupation as determined by “Help Wanted On Line” (HWOL). Figure 1 lists the customization categories and the criteria use to assign occupations. This is the second customization report provided to the BWC for review. It includes all of the filters used in the first report and adds as many of the suggested filters from the October 6, 2012 meeting as they are able to be applied. This brief also contains information from the focus group held with front line Business Liaisons, Community Leaders and Program Managers on 12/21/2011.

Figure 1: Initial Customization Created from DEO Supply Gap & Overage Labor

Market Information Immediate Employment Supply Gap of 0 and below Projected or Emerging Opportunities Overage of 1 - 85 Limited Opportunity Overage of 86 and above

Filtering A Customized TOL: The following list of filters includes those used for the last report (items 1-3) and the items suggested by the BWC at their last meeting (items 4 – 8). # FILTER APPLICATION FILTER IMPACT

1 EFM Job Ads: Number of EFM Job Advertisements listed adds to or reduces the Supply Gap or Overage score and changes the position of the occupation on the list.

Adding EFM job advertisements to Supply Gap or Overage figure impacts the position of the occupation on the customized list. Worth noting would be Registered Nurses, Sales Rep – Wholesale and Avionic Technicians

35 of 55

# FILTER APPLICATION FILTER IMPACT

2 Bundle Similar Occupations: Occupation title selection is not an exact science and many occupations are actually similar. Bundling similar occupations will give a more realistic view of the need for certain occupations. Averaging the gaps and overages for bundled occupations would provide for some adjustments in the listing.

Wordprocessor, Typists, Secretaries (Medical, Legal & Executive) when bundled and supply/gap score averaged provides a change in position on the customized list. Positions change with scores ranging 8-121, to 66.5. This moves these bundled occupations to the “Immediate Employment Category”. (Purple)

3 Career Ladder Opportunity: There are some identified occupations that staff believes are good entry level career ladder opportunities. Such opportunities are important for Welfare Transition Customers and others with limited education, experience or other job barriers.

Examples: Nursing Aide, Orderlies & Attendants as well as Teacher Assistants. ()

4 Craigs List: Help Wanted On Line (HWOL) uses Craig’s List as a data source for their reports. HWOL searches over 1,200 major newspaper sites and Internet job boards. The results are “deduplicated” to eliminate overcounts. Based on communication from HWOL, Craig’s List is “increasingly a job board for a number of IT-related online ads and to ignore it would be to miss those ads.”

Impact accounted for in existing HWOL reports. No separate filter applied to the data.

5 Salary of the Job: Since the final use of any TOL is allocation of training $ it is necessary to view this filter from existing processes: 1. Training allocations are based on this

matrix:

2. The Living Wage Study as a basis for

local decisions. Living wage is determined by family size, make up and the variety of support systems in existence.

3. The TOL process already captures information for high skill/high wages as determined by DEO.

These existing processes already take into account occupations that are high wage and those that are lower in wage. The BW customization process already includes the review of career ladder occupations (Filter #3) where many of the high turn over lower wage jobs are reviewed. No separate filter applied to the data.

36 of 55


6 Economic Development: BW communicates and partners with Economic Development (ED) Commission of Florida’s Space Coast and other local and regional ED organizations. Information and data from these organizations are used in BW strategic planning, creation of the Key Industries, Career Center Business Communities and the Targeted Occupations List review process.

The EDC lists the following as recommended target clusters for Brevard County as part of a 2010 Brevard County Cluster Study - I. Advanced Security; II. Aviation / Aerospace; III. Communications; IV. Electronics; V. Emerging Technologies. This study was specifically used in the selection of the “Clean Energy Sector Strategy”. The EDC and other ED organizations are consulted in the yearly review of the TOL. The use of ED data in the customization process would be duplicative of other efforts to prioritize BW resources. No separate filter applied to the data.

7 Aging Workforce: The issue is whether our aging workforce has a discernable impact on the customization process. This is complicated issue and local data is limited. At present we know:

Older Workers in Brevard (ACS 08) Years of

Age In Labor

Force

Employed

Unemployed 55-64 58.4% 56.7% 2.9% 65-74 18.5% 17.6% 4.9%

Research indicates methods by which this can be examined:

Type of Data

Source Use Primary Gain

Industry Specific

Industry Sources

BW Bus. Liaison for each community

- Local view - Business Driven - Timely

Occupational

Utilization

BLS National view – general info

to be considered

-Trends - Aging consumer impacts

Replacement Needs

BLS -Trends

Studies, Articles & Reports

Congress. Research

/Sloan Center

-Trends

The literature on this subject suggests that “mature” industries such as manufacturing, mining, transportation may see changes based on the aging workforce, but some of the changes have been accommodated by new technologies and production methods. Another dimension relates to services and needs created by retiring “baby boomers”.

Because of the limited amount of local data, it is suggested that the best way to view this filter is through the work of the BW Business Liaisons in their effort to support our local businesses. Relevant local data would be used when available, but the input would come in the form of trends and information supplied based on local dialog with business and industry as well as review of the other types of data listed in the chart. Information to be used would include: - Aging worker retirements will impact

health care; manufacturing; energy and public sector. (DeLoitte)

- Baby Boom Dependent Industries include Foresty,Fishing & Hunting; Mining, Transp. & Warehousing; Utilities; Public Administration (CSC)

Based on focus group information, staff indicated that knowledge of the macro trends available would be beneficial but that industry related data gained from conversations with the business communities would be of greater value. Data collected from businesses would be the best way to filter the data. No separate filter applied to the data.

37 of 55


Many retirees or potential retirees who have reached retirement age are remaining/returning to the workforce. Reasons include: to remain active, supplement retirement, start secondary careers, give back to their communities or bridge the time for full retirement. Employ Florida Market Place has a web portal designed for the 50+ customer - Silver Addition.

8 Regional Nature The thought behind this issue would be to consider occupations on the TOL which may not have a high priority for Region 13 but could have value from a regional perspective. This filter can be applied by review the TOL’s for the contiguous regions ( 11, 12 & 20)

Each contiguous regional TOL is included as part of the Region 13 TOL. With our ability to use contiguous region TOL’s in Region 13, the focus group indicated no need to focus on collecting additional data.

Focus Group Conclusions: After reviewing the attached listing and the filters applied, the focus group felt that the customization process needed additional input and data from local business to maximize the value of the customized list. The group suggested that we begin a regular (annual) business engagement process that would result in more conversation (data gathering) about business/industry needs (future oriented, predicting the next 12-36 months). Ideally the group suggested using multiple methods to possibly include advertisements, email, survey instruments, group and face to face interviews to collect information and achieve business engagement. This suggestion would also assist in establishing relationships with business/industry that are not currently served by BW. In addition, the focus group recommended a more specific survey of staffing specialists and community leads to capture their thought on emerging industries and occupations.

Discussion:

BWC members should discuss the following questions:

1. Do you feel the customized list presented is representative of business needs in Region 13?

2. What are your thoughts on the focus group suggestion to engage business to get local data specific to emerging business and industry needs? Specifically:

a. What is the best way to engage business/industry in the data gathering process?

b. Which method (survey, face to face interview, focus groups, email) do you prefer?

38 of 55

http://silver.employflorida.com/portals/silver/default.asp?pg=jobseekers�

http://silver.employflorida.com/portals/silver/default.asp?pg=jobseekers�

CUSTOMIZED TOL –VERSION 2 12/28/11 DATA FILTERS APPLIED TO DATA

ALL OCCUPATIONS Supply Demand Report OCTOBER 2011 RELEASE

ON

TOL

SUPPLY

TOTAL

DEMAND TOTAL

JOB OPENINGS-

HWOL

DEO SUPPLY GAP or

OVERAGE

EFM JOB ADS

SUPPLY GAP or

OVERAGE w/

EFM Job Ads

Bundle Similar

Career Ladder

Registered Nurses Y 220 182 38 494 -456 First-Line Supervisors of Retail Sales Workers Y 91 123 -32 216 -248 Computer Programmers Y 40 46 -6 204 -210 Computer Software Engineers, Applications Y 42 191 -149 53 -202 Insurance Sales Agents Y 30 58 -28 87 -115 Network and Computer Systems Administrators Y 105 125 -20 85 -105 Computer Systems Analysts Y 40 55 -15 73 -88 Medical and Health Services Managers Y 17 65 -48 29 -77 Personal Financial Advisors Y 1 12 -11 49 -60 Loan Officers Y 18 25 -7 50 -57 Loan Interviewers and Clerks Y 8 1 7 62 -55 Securities and Financial Services Sales Agents Y 15 36 -21 15 -36 First-Line Supv. of Food Prep & Serving Workers Y 47 22 25 57 -32 Sales Rep., Wholesale and Manufacturing, Other Y 45 67 -22 5 -27 First-Line Sup. of Mech, Installers, & Repairers Y 40 48 -8 12 -20 Sales Rep, Wholesale & Mfg., Tech. & Sci. Pro Y 62 38 24 40 -16 First-Line Sup. of Non-Retail Sales Workers Y 10 17 -7 6 -13 Advertising Sales Agents Y 37 33 4 11 -7 Tailors, Dressmakers, and Custom Sewers Y 4 7 -3 3 -6 Network Systems and Data Comm. Analysts Y 21 22 -1 3 -4 Bus and Truck Mech and Diesel Engine Spec. Y 15 11 4 7 -3 Avionics Technicians Y 28 20 8 11 -3 Cost Estimators Y 13 6 7 9 -2 Lodging Managers Y 3 4 -1 1 -2 Wholesale and Retail Buyers, Except Farm Prod Y 8 1 7 8 -1 Motorboat Mechanics Y 5 3 2 2 0 SEE CAREER LADDER POSITIONS

Dental Assistants Y 62 22 40 39 1 Home Appliance Repairers Y 3 1 2 0 2 Medical and Clinical Laboratory Technologists Y 8 1 7 5 2 Veterinary Technologists and Technicians Y 10 3 7 4 3 Dental Laboratory Technicians Y 4 0 4 0 4 Coaches and Scouts Y 6 2 4 0 4 Electrical Rep, Powerhouse, Substation, & Relay Y 5 0 5 0 5 Pharmacy Technicians Y 27 10 17 12 5

39 of 55



ON

TOL

SUPPLY

TOTAL

DEMAND TOTAL

JOB OPENINGS-

HWOL

DEO SUPPLY GAP or

OVERAGE

EFM JOB ADS

SUPPLY GAP or

OVERAGE w/

EFM Job Ads

Bundle Similar

Career Ladder

Fine Artists, Inc. Painters, Sculptors, & Illustrator Y 6 0 6 0 6 Tile and Marble Setters Y 9 2 7 1 6 Electrical Power-Line Installers and Repairers Y 7 0 7 0 7 Teacher Assistants Y 27 1 26 19 7 Hairdressers, Hairstylists, and Cosmetologists Y 64 34 30 23 7 Dental Hygienists Y 23 10 13 5 8 Appraisers and Assessors of Real Estate Y 20 5 15 7 8 Surgical Technologists Y 21 2 19 11 8 Police, Fire, and Ambulance Dispatchers Y 10 0 10 1 9 Printing Machine Operators Y 12 1 11 2 9 Property, Real Estate & Com Association Mgrs Y 58 17 41 32 9 Bus Drivers, School Y 16 1 15 5 10 Water and Liquid Waste Treatment Plant Oper Y 11 0 11 0 11 Airfield Operations Specialists Y 13 0 13 0 13 Maintenance Workers, Machinery Y 15 0 15 1 14 Telecommunications Line Installers and Rep. Y 18 0 18 1 17 Cement Masons and Concrete Finishers Y 25 1 24 1 23 Radiologic Technologists and Technicians Y 37 0 37 14 23 Telecommunications Equip Installers and Rep. Y 31 13 18 7 11 Real Estate Sales Agents Y 43 15 28 3 25 Producers and Directors Y 39 0 39 14 25 Licensed Practical and Licensed Voc. Nurses Y 105 34 71 46 25 Food Service Managers Y 66 13 53 27 26 Fire Fighters Y 31 2 29 2 27 Automotive Service Technicians and Mechanics Y 104 43 61 33 28 Operating Engineers/Const. Equip Operators Y 35 0 35 6 29 Mechanical Engineering Technicians Y 32 1 31 0 31 Aircraft Strctr, Surfaces, and Systems Assemblers Y 35 0 35 4 31 First-Line Sup. of Prod. and Operating Wkrs. Y 68 26 42 11 31 Machinists Y 68 7 61 30 31 Medical and Clinical Laboratory Technicians Y 41 3 38 6 32 First-Line Sup. of Const and Extraction Worker Y 54 16 38 3 35 Electrical and Electronic Engineering Technicians Y 103 34 69 31 38 Fiberglass Laminators and Fabricators Y 42 1 41 0 41 Multi-Media Artists and Animators Y 45 0 45 2 43 Aircraft Mechanics and Service Technicians Y 96 40 56 13 43 Painters, Construction and Maintenance Y 74 6 68 25 43 Business Operations Specialists, All Other Y 73 22 51 4 47 Skin Care Specialists Y 56 4 52 5 47 Truck Drivers, Heavy and Tractor-Trailer Y 167 74 93 46 47 Paralegals and Legal Assistants Y 71 5 66 18 48

40 of 55



ON

TOL

SUPPLY

TOTAL

DEMAND TOTAL

JOB OPENINGS-

HWOL

DEO SUPPLY GAP or

OVERAGE

EFM JOB ADS

SUPPLY GAP or

OVERAGE w/

EFM Job Ads

Bundle Similar

Career Ladder

Plumbers, Pipefitters, and Steamfitters Y 70 6 64 12 52 Engineering Techn, Except Drafters, All Other Y 62 1 61 5 56 Heating, A.C., and Refrig. Mech and Installer Y 111 19 92 35 57 Graphic Designers Y 69 4 65 5 60 Accountants and Auditors Y 208 55 153 92 61 First-Line Superv., Office & Admin. Support Wkrs Y 135 49 86 18 68 General and Operations Managers Y 179 26 153 84 69 Welders, Cutters, Solderers, and Brazers Y 95 14 81 8 73 Correctional Officers and Jailers Y 85 1 84 9 75 BUNDLE Legal Sec/Med. Sec./etc. 86

Sales Managers Y 122 16 106 15 91 Medical Secretaries Y 146 32 114 15 99 Emergency Medical Technicians and Paramedics Y 108 2 106 4 102 Police and Sheriff's Patrol Officers Y 122 1 121 10 111 Architectural and Civil Drafters Y 121 0 121 2 119 Computer and Information Systems Managers Y 165 30 135 13 122 Preschool Teachers, Except Special Education Y 152 3 149 20 129 Computer Support Specialists Y 203 50 153 24 129 Construction Managers Y 152 12 140 8 132 Bookkeeping, Accounting, and Auditing Clerks Y 212 27 185 53 132 Medical Assistants Y 256 20 236 90 146 Maintenance and Repair Workers, General Y 222 48 174 20 154 Electricians Y 192 7 185 31 154 Carpenters Y 211 12 199 22 177 Aerospace Engineering and Operations Tec Y 335 2 333 12 321 Nursing Aides, Orderlies, and Attendants Y 463 25 438 94 344 Executive Secretaries and Admin Assistants Y 482 39 443 68 375 Administrative Services Managers Y 400 6 394 15 379

41 of 55

BWC

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42 of 55

BWC

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re

quir

ed fo

r co

mpl

etio

n of

ISS.

Fa

cilit

ate

the

tran

sitio

n of

tr

ansp

orta

tion,

re-

supp

ly a

nd

logi

stic

s su

ppor

t of

the

stat

ion

to

futu

re c

omm

erci

al

and

Inte

rnat

iona

l op

erat

iona

l su

ppor

t. Ju

ne 2

010

• W

ork

with

co

ntra

ctor

s to

de

term

ine

wha

t new

sk

ill se

ts w

ill b

e ne

eded

. •

Wor

k w

ith

Aer

ospa

ce

com

mun

ity to

de

term

ine

sour

ces

for t

rain

ing

to n

ew

skill

sets

. •

Wor

k w

ith L

abor

U

nion

s to

dete

rmin

e be

st tr

ansi

tion

met

hods

and

re

sour

ces.

• Pr

ovid

e tr

aini

ng a

s ne

eded

and

as

fund

ed th

roug

h In

divi

dual

Tra

inin

g

AW

T Fu

ndin

g - $

195K

A

lloca

ted

for S

kills

A

sses

smen

t & A

naly

sis

PY

2009

-10

$75

K

NEG

Gra

nt

$4.9

14M

( fo

r OJT

’s)

Ea

rmar

k G

rant

$4

50K

(for

AW

E’s)

Spac

e Fl

orid

a (S

tate

) $2

.880

M ti

ed to

Eco

nom

ic

Dev

elop

men

t Pro

ject

s/

Dem

and/

TO

L/E

mer

ging

In

dust

ry/O

ther

LM

I

Com

plet

ed th

e de

velo

pmen

t of a

pro

toty

pe in

tera

ctiv

e w

ebsi

te

( ww

w.c

ools

pace

care

ers.

com

) to

prov

ide

the

aero

spac

e w

orkf

orce

w

ith in

form

atio

n to

hel

p de

term

ine

both

pro

fess

iona

l req

uire

men

ts

and

oppo

rtun

ities

that

supp

ort c

aree

r pro

gres

sion

or t

rans

ition

.

This

web

site

will

be

a di

rect

link

from

the

Brev

ard

Wor

kfor

ce

Aer

ospa

ce T

rans

ition

pro

gram

hom

epag

e. C

urre

ntly

wor

king

with

si

te c

ontr

acto

r to

deve

lop

an in

tera

ctiv

e en

hanc

emen

t (Ph

ase

III)

whi

ch w

ill a

llow

for m

atch

ing

of s

kill

sets

with

job

requ

irem

ents

. O

n ho

ld –

Sel

ecte

d as

a B

ETA

regi

on b

y A

WI t

o ut

ilize

a n

ew s

kills

m

atch

ing

tool

– T

ORQ

. In

tens

ive

trai

ning

for s

taff

com

plet

ed in

Se

ptem

ber.

Pro

gram

pro

vide

s co

mpa

rabl

e ap

plic

atio

ns a

s pr

opos

ed P

hase

III u

pgra

des a

s w

ell t

he a

bilit

y to

com

pare

ove

r 35

KSA

’s o

f the

wor

kfor

ce w

ith o

ther

regi

ons/

stat

es –

gre

at to

ol fo

r he

lpin

g em

ploy

ers i

dent

ify ta

lent

. TO

RQ

has

enh

ance

d ap

plic

atio

ns fo

r fro

ntlin

e us

ers

as w

ell a

s th

e w

orkf

orce

ca

pabi

litie

s co

mpa

riso

ns fo

r eco

nom

ic d

evel

opm

ent s

uppo

rt.

Staf

f has

bee

n tr

aine

d on

and

util

izin

g th

ese

new

app

licat

ions

.

AW

T Te

am B

usin

ess

Liai

sons

are

wor

king

with

regi

onal

em

ploy

ers,

un

ion

repr

esen

tativ

es a

nd in

dust

ry o

rgan

izat

ions

to id

entif

y em

ergi

ng w

ork

func

tions

, req

uire

d sk

ill se

ts a

nd a

vaila

ble/

need

ed

43 of 55

http://www.coolspacecareers.com/�

BWC

Com

mitt

ee

Aer

ospa

ce C

lust

er S

trate

gic

Pla

n

Acc

ount

s &

Empl

oyed

Wor

ker

Trai

ning

(EW

T).

curr

icul

um d

eliv

ery

reso

urce

s. Bu

sine

ss L

iais

ons

activ

ely

mar

ketin

g O

JT o

ppor

tuni

ties w

ith

empl

oyer

s in

targ

eted

indu

stri

es fo

r dis

loca

ted

aero

spac

e w

orke

rs

unde

r the

NEG

gra

nt.

BW B

oard

app

rove

d cr

iteri

a/gu

idel

ines

for

com

petit

ive

fund

s aw

ard

proc

ess i

n A

ugus

t. F

unds

will

be

awar

ded

in se

vera

l rou

nds.

Cur

rent

con

trac

ts re

pres

ent:

• 57

com

pani

es

• A

vera

ge W

age:

$27

per

hou

r •

112

NEG

OJT

s fo

r $74

1,39

5 as

of 1

1/30

/201

1.

Impl

emen

tatio

n of

AW

E’s

unde

rway

; rep

rese

nts

60 p

lace

men

ts @

a

max

of $

7,50

0 ea

ch.

Regi

onal

Inno

vatio

n G

rant

(RIG

) effo

rts

are

com

plet

e an

d Fi

nal

Stra

tegi

c A

ctio

n Pl

an s

ubm

itted

to U

SDO

L.

This

RIG

incl

uded

co

llabo

rativ

e ef

fort

s aim

ed a

t det

erm

inin

g re

crui

tmen

t foc

uses

by

the

vari

ous

EDO

’s a

cros

s the

Eas

t Cen

tral

Flo

rida

Reg

ion,

met

hods

fo

r ass

essi

ng s

kills

of t

he w

orkf

orce

and

map

ping

them

to a

vaila

ble

oppo

rtun

ities

acr

oss

the

regi

on a

nd d

evel

opin

g tr

aini

ng c

urri

culu

m

that

mat

ch th

e op

port

uniti

es

Regi

onal

com

mun

icat

ions

for s

take

hold

ers

and

resp

onde

rs a

re n

ow

host

ed o

n w

ww

.flor

idas

tarn

et.o

rg, t

he re

gion

al re

posi

tory

of

tran

sitio

n ef

fort

s, n

ews a

nd e

vent

s. A

ll ef

fort

s und

er th

e Ec

onom

ic D

evel

opm

ent A

dmin

istr

atio

n (E

DA

) G

rant

are

com

plet

e an

d a

Fina

l Rep

ort h

as b

een

subm

itted

. Ef

fort

s un

der t

his

gran

t inc

lude

d: s

ever

al o

utre

ach

com

pone

nts

to w

orke

rs,

busi

ness

es a

nd th

e co

mm

unity

; dev

elop

men

t of a

n A

sset

Tra

nsfe

r Po

licy

from

gov

ernm

ent t

o pr

ivat

e se

ctor

opp

ortu

nitie

s at

K

SC/C

CA

FS; d

evel

opm

ent o

f a S

pace

Adv

ocac

y Po

licy;

as

sess

men

ts to

ols f

or id

entif

ying

wor

kers

’ ski

lls; d

evel

opm

ent o

f ed

ucat

iona

l com

pone

nts s

uch

as th

e en

trep

rene

uria

l tra

inin

g pr

ogra

m d

eliv

ered

by

FIT.

En

sure

reso

urce

s ar

e av

aila

ble

to

prov

ide

assi

stan

ce

• D

eter

min

e w

orke

rs

not a

bsor

bed

into

IS

S op

erat

ions

.

AW

T Fu

ndin

g - $

375K

W

orkf

orce

Sup

port

Se

rvic

es

Und

er o

ur S

pace

Act

Agr

eem

ent w

ith N

ASA

, KSC

Cen

ter D

irec

tor

has

auth

oriz

ed th

e co

ntin

ued

use

of o

ffic

e sp

ace

at K

SC

Hea

dqua

rter

s Bld

g. a

nd O

SB I

for o

n-si

te o

utre

ach

and

supp

ort f

or

44 of 55

http://www.floridastarnet.org/�

BWC

Com

mitt

ee

Aer

ospa

ce C

lust

er S

trate

gic

Pla

n

and

supp

ort

serv

ices

for

wor

kers

, whe

re

requ

ired

Ju

ne 2

009

• Re

sear

ch n

ew w

ork

oppo

rtun

ities

for t

he

wor

kfor

ce.

• A

naly

sis o

f ski

lls

cros

swal

ks.

• U

tiliz

e ec

onom

ic

deve

lopm

ent g

roup

s &

labo

r mar

ket i

nfo

to tr

ansi

tion

wor

kers

•

Pilo

t fir

st E

3 ag

reem

ents

PY

2090

-10

$42

2K to

tal

mad

e up

of:

$310

K in

Sta

te F

unds

$1

12K

Fed

’l Ea

rmar

k G

rant

NEG

Gra

nt

$857

K

next

yea

r. A

WT

Team

has

ser

ved

a to

tal o

f 4,6

46 c

usto

mer

s th

roug

h 11

/30/

2011

in th

e K

SC o

ffic

es (H

Q o

pene

d 2/

16/0

9 an

d O

SB I

open

ed 0

9/01

/10)

. C

lose

d K

SC H

dqrt

s. tr

ansi

tion

offi

ce th

e en

d of

Aug

ust.

Sta

ff re

allo

cate

d to

Roc

kled

ge/T

itusv

ille

in o

rder

to

ser

ve th

e th

ousa

nds

rece

ntly

dis

loca

ted.

OSB

I cu

rren

tly s

late

d fo

r clo

sing

end

of c

alen

dar y

ear.

An

AW

T st

aff m

embe

r has

bee

n so

lely

ded

icat

ed to

pro

vidi

ng

resu

me

wri

ting,

inte

rvie

win

g sk

ills,

fede

ral j

ob a

pplic

atio

n pr

oces

s an

d “c

opin

g w

ith c

hang

e/tr

ansi

tion”

type

wor

ksho

ps fo

r wor

kers

in

a g

roup

setti

ng o

n a

cont

inuo

us b

asis

. C

urre

ntly

impo

ssib

le to

ha

ndle

the

dem

and

for t

hese

serv

ices

on

a on

e/on

e ba

sis

due

to

mas

sive

influ

x of

regi

stra

nts/

requ

ests

. D

eliv

ered

124

wor

ksho

ps

with

2,9

68 p

artic

ipan

ts fo

r PY

09-1

0. P

Y 10

-11

held

291

wor

ksho

ps

with

2,3

09 a

ttend

ees.

Sin

ce 7

/1/1

1, 2

93 w

orks

hops

hav

e be

en h

eld,

w

ith to

tal o

f 2,4

23 p

artic

ipan

ts.

PY 1

0-11

hel

d 49

RIF

pr

esen

tatio

ns (i

nclu

ding

on-

site

sup

port

dur

ing

USA

’s 4

/8/1

1 ou

t-pr

oces

sing

of o

ver 5

00) w

ith 3

,284

atte

ndee

s. S

ince

7/1

/11,

ther

e ha

ve b

een

8 R

IF p

rese

ntat

ions

with

164

atte

ndee

s.

Car

eer P

rogr

essi

on S

peci

alis

t (C

PS) c

urre

ntly

wor

king

one

-on-

one

with

86

wor

kers

and

has

rele

ased

175

wor

kers

. R

eque

st fo

r one

ad

ditio

nal C

PS in

clud

ed in

the

NEG

mod

ific

atio

n to

han

dle

incr

ease

d ne

ed.

Serv

ed o

ver 3

,250

aer

ospa

ce w

orke

rs to

dat

e on

the

Brev

ard

Wor

kfor

ce E

xpre

ss o

n-si

te a

t KSC

. N

ASA

has

app

rove

d K

SC o

n-si

te a

ctiv

ities

on

a ro

utin

e ba

sis

as n

eed

dict

ates

now

that

bot

h K

SC tr

ansi

tion

offi

ce h

ave

clos

ed.

Stra

tegy

2:

Org

aniz

e an

d Fo

cus

Aer

ospa

ce C

aree

r Dev

elop

men

t Cou

ncil

Plan

Pie

ces/

Dea

dlin

es

Act

ion

Step

s

Budg

et

Impa

ct

(incl

udes

In

kin

d)

Stat

us

Adv

ocat

e fo

r Aer

ospa

ce

legi

slat

ive

and

finan

cial

is

sues

• D

eter

min

e ae

rosp

ace

legi

slat

ive

agen

da

• A

dvoc

ate

for a

eros

pace

AW

T Fu

ndin

g A

ppro

ved

at

BWD

B ha

s con

trac

ted

with

Em

bry

Ridd

le A

eron

autic

al

Uni

vers

ity to

pro

vide

an

Adv

ocac

y fo

r Spa

ce P

lan

to a

ddre

ss

budg

etar

y an

d le

gisl

ativ

e is

sues

at t

he re

gion

al, s

tate

and

45 of 55

BWC

Com

mitt

ee

Aer

ospa

ce C

lust

er S

trate

gic

Pla

n

Thru

May

200

9 le

gisl

ativ

e is

sues

•

Seek

fina

ncia

l res

ourc

es

thro

ugh

stat

e an

d fe

dera

l av

enue

s

$1.8

5M fo

r FY

09/1

0 Fe

dera

l Ea

rmar

k $2

38K

NEG

Gra

nt

$15M

($7.

8M

year

one

)

Earm

ark

Gra

nt $

1M

natio

nal l

evel

und

er th

e re

cent

ly a

war

ded

EDA

gra

nt.

Fina

l pl

an re

ceiv

ed a

nd w

ill b

e in

clud

ed in

the

Fina

l Rep

ort t

o ED

A.

Subm

itted

FY

10/1

1 Im

plem

enta

tion

Plan

and

bud

get r

eque

st

of $

3.2M

to W

FI fo

r inc

lusi

on in

the

Gov

erno

r’s b

udge

t. T

his

effo

rt in

clud

es s

tate

wid

e su

ppor

t. $

3.2M

requ

est h

as b

een

incl

uded

in th

e re

cent

ly re

leas

ed G

over

nor’

s bu

dget

. Fu

nds

appr

opri

ated

to fl

ow th

ru S

pace

Flo

rida

. W

FI/S

F ha

s cr

eate

d an

Ad

Hoc

Com

mitt

ee to

det

erm

ine

spen

ding

pro

toco

l and

pr

ogra

m s

cope

. A

d H

oc m

et a

nd a

ppro

ved

fund

ing

allo

catio

n pl

an o

n 10

/22.

C

ontr

act w

ith S

pace

Flo

rida

has

bee

n ex

ecut

ed.

Initi

al d

etai

led

plan

/sco

pe h

as b

een

appr

oved

by

Spac

e Fl

orid

a/W

orkf

orce

Flo

rida

. Fi

rst q

uart

er re

port

has

al

so b

een

appr

oved

and

pay

men

t rec

eive

d. S

econ

d an

d th

ird

quar

ter r

epor

ts h

ave

been

del

iver

ed.

$398

,397

has

be

en c

omm

itted

for t

rain

ing

(OJT

s an

d EW

Ts) a

nd

plac

emen

t ser

vice

s to

dat

e w

ith 1

1 co

mpa

nies

. In

add

ition

, $67

,500

has

bee

n ob

ligat

ed fo

r Dru

pal T

rain

ing,

on

trac

k fo

r pla

cing

15

in fo

llow

-on

AW

Es.

W

e ha

ve n

ot to

exc

eed

$726

,100

com

mitt

ed to

Flo

rida

MEP

to

plac

e an

d tr

ain

up to

106

indi

vidu

als

thro

ugh

MO

ST

Prog

ram

. W

e ha

ve o

blig

ated

$13

8,63

1 fo

r job

-see

ker d

rive

n tr

aini

ng

(ITA

s).

224+

job

seek

ers

have

bee

n re

-em

ploy

ed.

Tota

l obl

igat

ed to

dat

e: $

1,33

0,62

8 $2

38K

Fed

eral

Ear

mar

k (P

Y09)

allo

catio

n pr

opos

al fo

r AW

T pr

ogra

m se

rvic

es h

as b

een

appr

oved

by

USD

OL/

ETA

and

su

bmitt

ed fo

r fun

ds re

leas

e. C

ontr

act s

igne

d an

d fu

nds w

ere

rele

ased

on

Mar

ch 1

6th.

All

fund

s ha

ve b

een

expe

nded

and

al

l per

form

ance

mea

sure

s m

et u

nder

this

gra

nt.

Rece

ived

not

ifica

tion

in Ja

nuar

y of

a $

1M F

eder

al E

arm

ark

(PY

10) a

lloca

tion

for A

WT

prog

ram

serv

ices

. Ea

rmar

k gr

ante

e tr

aini

ng c

ompl

eted

in la

te A

pril.

Pro

posa

l sub

mitt

ed

to U

SDO

L fo

r pro

cess

ing

the

first

of J

uly.

Sco

pe o

f wor

k to

46 of 55

BWC

Com

mitt

ee

Aer

ospa

ce C

lust

er S

trate

gic

Pla

n

incl

ude

Peer

Cou

nsel

ors a

nd A

dult

Wor

k Ex

peri

ence

s.

Not

ifica

tion

of p

ropo

sal a

ccep

tanc

e re

ceiv

ed fr

om U

SDO

L in

m

id-N

ovem

ber.

Pee

r Cou

nsel

ors h

ave

been

hir

ed, t

rain

ed

and

activ

ely

enga

ging

wor

kers

. C

omm

unity

Res

ourc

e C

oord

inat

or h

as im

plem

ente

d se

vera

l MO

U’s

with

co

mm

unity

par

tner

s to

pro

vide

supp

ort s

ervi

ces/

wor

ksho

ps

and

has

deve

lope

d a

cale

ndar

of o

fferi

ngs (

i.e.;

finan

cial

pl

anni

ng, m

ortg

age/

real

est

ate

info

., he

alth

care

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tc.).

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k fl

ow p

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as

been

impl

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and

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lace

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of 1

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od a

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addi

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th, n

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xten

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to a

llow

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ition

al

part

icip

atio

n w

as s

ubm

itted

on

12/1

5.

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te H

ouse

ann

ounc

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lans

to p

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de $

40M

for j

ob

crea

tion,

and

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evel

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ffort

s. $

35M

ded

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to c

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ant a

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ds to

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ate

jobs

and

adv

ance

in

dust

ry c

lust

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n Fl

orid

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oast

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ion.

BW

pr

ovid

ed se

vera

l Let

ters

of S

uppo

rt fo

r par

tner

s su

bmitt

ing

prop

osal

s. S

take

hold

er c

once

rn th

at re

cent

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in

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gres

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d bu

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for N

ASA

in P

Y 20

12 m

ay

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is in

itiat

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s in

itiat

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gres

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g. S

take

hold

ers

repo

rt th

at d

eleg

atio

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embe

rs fr

om N

ASA

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ter d

istr

icts

are

rally

ing

for

fund

ing

supp

ort i

n ne

xt y

ear’s

bud

get.

ED

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port

s th

at

prop

osal

sho

uld

be re

vise

d an

d su

bmitt

ed to

the

appr

opri

ate

agen

cy fo

r gra

nt c

onsi

dera

tion.

BW

aw

arde

d a

Nat

iona

l Em

erge

ncy

Gra

nt (N

EG) b

y U

SDO

L. H

ighl

ight

s in

clud

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Am

ount

: •

$15,

000,

000

($7.

8M fo

r yea

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) •

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ned

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: 3,2

00

• En

rolle

d in

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inin

g: 1

,650

•

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ring

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ploy

men

t @ E

xit:

1,50

0

47 of 55

BWC

Com

mitt

ee

Aer

ospa

ce C

lust

er S

trate

gic

Pla

n

• $7

.5M

ded

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vels

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nifi

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ly in

crea

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eet

capa

city

dem

ands

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ksho

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ouns

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g se

rvic

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nd c

omm

unity

re

sour

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all

be a

par

t of t

he N

EG e

ffor

ts.

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nt m

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to in

clud

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ditio

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ront

line

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ntre

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al/f

aith

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year

per

form

ance

per

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L fo

r app

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OL

deni

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on re

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atin

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d ad

diti

onal

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evis

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for p

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of w

ork,

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igin

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d bu

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has

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bmit

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to

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nce

this

mod

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ved,

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tens

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subm

itte

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At t

he c

oncl

usio

n of

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1 Le

gisl

ativ

e Se

ssio

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pace

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ax/R

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cre

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). N

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ing

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WT

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ram

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t be

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Y 12

/13

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nda

and

budg

et re

ques

ts.

BW re

ques

t inc

lude

s $2

.25M

for

prog

ram

con

tinua

tion.

Req

uest

will

be

for i

nclu

sion

in A

WI’s

bu

dget

to th

e G

over

nor (

fund

ing

from

Gen

eral

Rev

enue

or

Pena

lties

& In

tere

st).

BW

Man

agem

ent,

in c

onsu

ltatio

n w

ith

stak

ehol

ders

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e de

term

ined

not

to p

ursu

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defi

nite

fu

nds

requ

est t

his

PY, b

ut fo

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prog

ram

.

48 of 55

January 12, 2012

Information Brief

Measure 4B: Define & Develop One Sector Strategy

Background The Brevard Workforce Strategic Plan includes “Goal 2- Strengthen key business clusters by working to identify and solve workforce issues that businesses face”. Measure 4 B is to “define & develop one Sector Strategy”. The purpose of this brief is to provide an update on the approved Advanced Manufacturing & Technology Sector Strategy establishing the Alternative/Clean Energy as a focus. The following is a summary of related activities: Jobs & Innovation Accelerator Challenge Grant: This grant is a $2,148,198 combined grant using funding from the Economic Development Administration (EDA), USDOL Employment and Training Administration (ETA) and the Small Business Administration (SBA) and will focus on the Clean Energy cluster and jobs. The Space Coast Clean Energy Jobs Accelerator (CEJA) is a comprehensive and coordinated project designed to elevate, integrate and accelerate the development of the Space Coast Clean Energy Cluster that has emerged in East Central Florida. This will be done through the extension of the workforce, industry and innovation capabilities in the mature aerospace cluster. Project objectives are to:

• Identify capabilities, commercialization gaps and cluster opportunities. Develop a technology assistance program using existing cluster assets, state and federal organizations, and universities.

• Work with project partners and Kennedy Space Center/NASA to develop a center that will sponsor, support, and accelerate the commercialization of emerging clean energy products and technologies.

• Ascertain immediate and projected hiring needs on an ongoing basis. Recruit displaced employees exiting in the space industry and other businesses to build employability skills through Career Re-entry Training.

• Through the ETA portion of the grant, provide education, training and job placement assistance to support career transitions to clean energy occupations using the H-1B funding stream. This program targets occupations and employers who are now hiring foreign workers through the H-1B Visa program.

Staff efforts to date have included regular local meetings conducted by Space Florida to coordinate local partners.

Roundtable on Building Regional Clusters: On September 7, 2011 BW hosted the Space Coast Clusters Workshop. This event was a follow up to “Building Central Florida’s Regional Innovation Clusters” held in August. Regionerate consultants Linda Fowler and Ed Morrison facilitated and prepared a preliminary report. The report reveals the following identified opportunities on the Space Coast:

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• Clean energy represents a major opportunity for the region. There are a number of promising opportunities to pursue. Some of the most promising opportunities appear around green building technologies and establishing the region has an innovation test bed for new technologies.

• There may be unexplored opportunities in algae and the connection between biomass and aviation fuels.

• Unmanned Aerial Systems (UAS) represent major new market opportunities, but the region is not organized well to pursue them.

• Some complex projects have been started but remain unfinished. These include the conversion of the shuttle refurbishing facility and the IT Center of Excellence.

• Defense contractors are moving into adjacent market opportunities in healthcare. This migration may open the door to new business development opportunities for the region.

A third meeting of this group is pending.

I6 Challenge Grant – I2Can “Cleantech Acceleration Network”: On December 12, 2012, BW hosted a coordination meeting with the partners for this grant. The partners for this grant are University of Central Florida, Technological Research Development Authority (TRDA) and University of Florida Clean Energy Systems Consortium. This grant along with the CEJA grant provides some opportunities to work together. The I 2 Can grant is described as follows:

▪ “The Florida Cleantech Acceleration Network is a unique distributed proof-of-concept model that links Florida-based universities, incubation networks, investors and industry resources together to create a network of Proof-of-Concept centers to accelerate the creation and commercialization of innovative clean technology research.”

▪ Funding Organizations include Economic Development Agency (EDA $1,000K) and the Department of Energy (DOE $299.7K) with a local partner match of $613.2K for a total of $1,912,901

▪ Period of Performance is 2 years (2 years -September 29, 2011 through September 28, 2013)

▪ Program Objectives include: o Encourage & reward innovative proof-of-concept centers o Acceleration of technology led economic development in pursuit of a vibrant,

innovative, clean economy o Reward innovative, ground breaking ideas that enable technology commercialization,

new venture formation, job creation, and economic development

▪ Program Deliverables include: o Intellectual Property Catalog o Clean Technology Laboratory Network o Market Research o Mentor Network o Entrepreneurship Development Programs o I2 Annual Showcase

BW staff continues to work on these projects from the Sector Strategy perspective. Next steps include coordination with the partners of the Space Coast Energy Consortium to develop industry engagement timelines and measures. Next steps also includes a business survey for clean energy

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January 12 , 2012

Information Brief

Small Business Partnerships, BizLaunch and Entrepreneurial Work Experience

Background:

On November 8th, representatives from Brevard Workforce traveled to Atlanta to attend a DOL Region 3 Business Services Summit. BW also presented on a variety of best practices. One best practice that was presented is the Small Business Partnerships initiative. Small Business Partnership presenters discussed the following: The DOL ETA Small Business Partnerships Toolkit, steps for creating small business partnerships in a community, ways that Brevard is instituting its small business partnerships initiative, BizLaunch, and the future of the project including a new program – Entrepreneurial Work Experience (EWE). The Brevard Workforce Presenter was joined by a member of BizLaunch who gave a testimonial to the attendees about how BizLaunch has helped him to establish entrepreneurial ideas and begin work towards being his own small business. Entrepreneurial Work Experience is an opportunity being offered to former aerospace workers and those secondarily affected by the layoff. The program places an aspiring entrepreneur in an established small business to learn from a successful entrepreneur. The opportunity is 10 weeks long for 36 hours a week (4 hours off on Wednesday mornings to attend BizLaunch). 8 of those 36 hours each week is to be used for entrepreneur mentorship. Participants will learn about every aspect of running a small business including (but not limited to): finance, operations, marketing and HR. Participants are compensated for their time and work through the JTRI earmark. Business participants benefit by having a no-cost but high skilled additional employee for 10 weeks.

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January 12, 2012

Information Brief

Incumbent Worker Training Grants

Background

The Florida Incumbent Worker Training Program (IWT) provides grant funding for customized training for existing for-profit businesses. Through this customer-driven program, Florida is able to effectively retain and keep businesses competitive through training that upgrades the skills of existing full-time employees. Workforce Florida, Inc. administers the program; however, Brevard Workforce (BW) Business Services staff, are instrumental in educating and/or guiding business organizations to/through the process. Businesses applying for the Florida IWT’s must be in operation for one year prior to the application date, have at least, one full time employee, demonstrate financial viability and be current on all state tax obligations. Funding priority is given to businesses with 25 or fewer employees, located in distressed Rural, Urban Inner-City Areas or Enterprise Zones in qualified targeted industries. Priority is also given to grant proposals that represent a significant layoff avoidance strategy and an upgrade in employee skills.

BW guides companies to the IWT program and tracks the notifications provided by the Workforce Florida, Inc. BW regularly reviews local performance as detailed in the chart as follows: Program Year

# of Grants

Awarded

IWT Grant Awarded

Ranking by Grant $

Awarded (24 RWB’s)

Employer Contribution

(w/wages)

Total Number of Approved

Jobs

2008-2009 10 $178,890.00 5 $738,780.00 $917,670.00 391 2009-2010 6 $113,733.00 13 $232,489.00 $346,222.00 244 2010-2011 13 $307,930.00 7 $1,215,736.00 $1,523,666.00 363 2011-2012* 10 $196,707.00 6 $3,525,035.00 $3,721,742.00 274 *2nd Quarter Only for 2011-12 New Information Supplied for this Quarter

A summary of the grant awards received in the 2nd quarter is as follows: Date Received: September 28, 2011 Company Profile: Coastal Steel, Inc. was founded in 1976 and is an innovator in steel erection and fabrication. The company portfolio includes structures such as the Animal Kingdom Expedition Everest, Magic Kingdom Mission Space and the 90-foot tall Mickey's Sorcerer's Hat at Disney MGM Studios. Coastal Steel specializes in simple and complex structural, ornamental and miscellaneous steel erection and fabrication. The company continues to grow in the ride/show and aerospace industries, as well as within the industrial and commercial sectors nationwide. The manufacturing facility, located in Brevard County, Florida, covers more than 40,000 square feet on 19-acres of land. Description Data IWT Assistance: $12,373.00 Employer Contribution: $173,373.00 Total: $185,746.00 Individuals to be trained: 25 BW provided assistance: Approved Training Courses: AS9100 Upgrade; Lean Transformation

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http://www.workforceflorida.com/employers/iwt.htm#contact�

http://coastalsteel.com/about.html�

Date Received: October 8, 2011 Company Profile: Applied Quality Communications, Inc. (AQC) was founded in 1990. AQC is a mature and highly successful Service-Disabled Veteran-Owned, Small Disadvantaged Business AQC has a twenty year history of experience in Program Management, Business Process Improvement, Training, Installation, Quality Assurance Testing, and Electronic Equipment Kitting and Assembly. AQC is a Green Belt certified management team and has implemented Lean Practices and strives for continuous process improvement. AQC is ISO 9001:2008 certified. Description Data IWT Assistance: $22,939.00 Employer Contribution: $307,982.00 Total: $330,921.00 Individuals to be trained: 08 BW provided assistance: Approved Training Courses: ISO 9001; ITAR Training

Date Received: October 8, 2011 Company Profile: Knight Enterprises, LLC is a firearms and firearms parts manufacturer. They are best known for producing the Rail Interface System (RIS) and the Rail Adapter System (RAS) grips for military firearms. Knight's Armament produces a line of firearms including the semi-automatic SR-15 line of rifles, the fully-automatic SR-16 Law Enforcement/Military carbine, the semi-automatic SR-25 sniper rifle, the SR-25 based Mark 11 Mod 0 Sniper Weapon System and the M110 Semi-Automatic Sniper System. Description Data IWT Assistance: $16,957.00 Employer Contribution: $56,709.00 Total: $73,666.00 Individuals to be trained: 34 BW provided assistance: Approved Training Courses: Visual Manufacturing Module; Laser Safety Officer; Crystal

Reports XI Level 1& 2; Project 2007 Level 1&2; Configuring Managing & Maintaining Windows Server 08; Citizen - Cincom, Magnetic Particle Level 1; Time & Task Management for Busy People; 501-Trainer Course in Occupational Health & Safety; 521-Guide to Industrial Hygiene; 2045-Machinery and Machine Guarding Standards

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http://aqci.com/index.html�

http://www.knightarmco.com/�

Date Received: December 8, 2011 Company Profile: Kel-Tec CNC Industries was founded 1991. Initially, a CNC machine shop, Kel-Tec, started to manufacture firearms in 1995. Specializing in innovative rifle designs and handguns for concealed carry by law enforcement personnel and qualified citizens, this company is one of the top five handgun makers in the US. Kel-Tec continues to grow and expand their Cocoa facility. Their facility includes a 26,000 sq. ft. machine shop, a 6200 sq. ft. assembly area, and the 8920 sq. ft. final assembly and repair center which has a 100 yard indoor shooting range. This company has recently begun construction on a new 12,500 sq. ft. building to house materials needed just to keep up with demand. Description Data IWT Assistance: $14,675.00 Employer Contribution: $53,475.00 Total: $68,150.00 Individuals to be trained: 24 BW provided assistance: X Approved Training Courses: ISO Procedure Training

Date Received: December 8, 2011 Company Profile: DRS RSTA, Inc. DRS Technologies is a leading supplier of integrated products, services and support to military forces, intelligence agencies and prime contractors worldwide. Focused on defense technology, the Company develops, manufactures and supports a broad range of systems for mission critical and military sustainment requirements, as well as homeland security. The Company has been recognized as one of the fastest growing defense technology companies in the world and holds leading market positions in thermal imaging devices, combat display workstations, electronic sensor systems, power systems, rugged computer systems, air combat training systems, mission recorders, deployable flight incident recorders, environmental control systems, telecommunication systems, aircraft loaders, military trailers and shelters, and integrated logistics and support services. Our Reconnaissance, Surveillance and Target Acquisition (RSTA) group has the experience, expertise, and advanced R&D capabilities to provide EO/IR solutions to meet your needs on land, in the air, and on the water. We’ll work side-by-side with you, adapting our existing products and capabilities to meet your most exacting requirements today, and developing new technologies to take you into the future. Description Data IWT Assistance: $49,950.00 Employer Contribution: $1,443,630.00 Total: $1,493,580.00 Individuals to be trained: 100 BW provided assistance: Approved Training Courses: AS9100 Upgrade to ISO9001 QMS; SMMI Class B Appraisal

Team Training; CMMI Risk Training

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http://www.keltecweapons.com/about/�

http://www.drs.com/Products/RSTA/index.aspx�

BUSINESS WORKFORCE COMMITTEE (BWC)

ATTENDANCE RECORD

PY 2011-2012 JULY OCT JAN APR

Cobb, Ron A P

Compton, Terry A P

Coxwell, Dale P P

Hauer, George P P

O'Connell, Al A P

Proctor, D. Travis P A

Rupp, Colleen P A

Senti, Mark P P

Yandell, Tim P P

Young, Denise P P

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Documents

Business Workforce Committee Meeting January 12, 2012 8:30 … · 2018-12-05 · Business Workforce Committee Meeting January 12, 2012 8:30 A.M. – BWDB Boardroom (Teleconference