Final Local Plan 08-01-06

8/6/2019 Final Local Plan 08-01-06

1/531

Local PlanJuly 1, 2006 June 30, 2010

Submitted to:Ron Radcliff, Director

WORKFORCE West Virginia

112 California AvenueCharleston, West Virginia 25305

Submitted by:Region 1 Workforce Investment Board

200 Value City Center, Suite 200Beckley, West Virginia 25801

Phone: 304-253-3611Fax: 304-253-0176

Melissa A. Aguilar, Executive DirectorDonna ONeill, Chair, Region 1 Workforce Investment Board

Jerry E. Berry, Chief, Region 1 Local Elected Officials


2/531

Region 1Workforce Investment Board

Local PlanJuly 1, 2006 June 30, 2010

Submitted to:

Ron Radcliff, DirectorWORKFORCE West Virginia

112 California AvenueCharleston, West Virginia 25305

Submitted by:

Region 1 Workforce Investment Board200 Value City Center, Suite 200

Beckley, West Virginia 25801Phone: 304-253-3611

Fax: 304-253-0176Melissa A. Aguilar, Executive Director

Donna ONeill, Chair, Region 1 Workforce Investment BoardJerry E. Berry, Chief, Region 1 Local Elected Officials


3/531

Table of Contents

SECTION I: EXECUTIVE SUMMARY.................................................................. I-2

SECTION II: ASSESSMENT OF THE CURRENT STATE OF THE WORKFORCECurrent Employer Demands for Workers and Skills .......................................... II-3Current Worker Skills and Characteristics......................................................... II-5Education / Training Capacity to Meet Current Demands ................................. II-7Current Resources.......................................................................................... II-12

SECTION III: THE DESIRED STATE OF THE WORKFORCELocal Area Vision, Mission, Values, and Goals................................................ III-3Projected Employment Opportunities............................................................... III-8Projected Workforce Needs ........................................................................... III-14The Supply Pipeline ....................................................................................... III-17

SECTION IV: ANALYSIS AND STRATEGIC PLANNING FOR ACHIEVING THE

DESIRED STATE OF THE WORKFORCEGap Analysis.................................................................................................... IV-3Strategic Goals / Objectives / Action Strategies............................................... IV-7

SECTION V: LOCAL AREA GOVERNANCELocal Elected Officials (LEOs)...........................................................................V-3The Local Workforce Investment Board (LWIB) ................................................V-4Rapid Response................................................................................................V-7Youth Council..................................................................................................V-10Fiscal Agent ....................................................................................................V-12

SECTION VI: REGION 1 WORKFORCE WEST VIRGINIA SYSTEM PLANSystem Development.......................................................................................VI-3

Marketing Plan ...............................................................................................VI-10Memoranda of Understandings for Core Services .........................................VI-21Services to Specific Populations ....................................................................VI-22WORKFORCE West Virginia Governance .....................................................VI-30

SECTION VII: WORKFORCE INVESTMENT SERVICESGeneral Information Regarding Access to Services........................................VII-3Access to Services for Adults and Dislocated Workers...................................VII-5Access to Services for Youth ........................................................................VII-11Access to Services for Employers.................................................................VII-15


4/531

SECTION VIII: ADDITIONAL INFORMATIONProcurement...................................................................................................VIII-3Equal Opportunity, Affirmative Action, and Grievance Procedures ................VIII-3System Measures ..........................................................................................VIII-3Program Planning / Budget Information Summaries ......................................VIII-4Public Comment.............................................................................................VIII-5

ATTACHMENTS

Memoranda of Understandings Documents

Attachment A State Level Partners Memorandum of UnderstandingAttachment B Local Elected Official AgreementAttachment C WORKFORCE West Virginia Memorandum of UnderstandingAttachment D WORKFORCE West Virginia re: Trade Adjustment ActAttachment E WORKFORCE West Virginia State Office Memorandum of

UnderstandingAttachment F Partnership Agreement between Region 1 Workforce Investment

Board and the U.S. Department of Labor / Bureau of Apprenticeshipand Training

Attachment G Division of Rehabilitation Services Memorandum of Understanding

Attachment H Experience Works Memorandum of UnderstandingAttachment I Job Corps Memorandum of UnderstandingAttachment J MountainHeart Community Services, Inc. Memorandum of

UnderstandingAttachment K West Virginia Small Business Development Centers and Region 1

Womens Business Center Memorandum of UnderstandingAttachment L United Mine Workers of America Career Centers, Inc. Memorandum

of UnderstandingAttachment M West Virginia Department of Education/Office of Adult Education

Memorandum of Understanding - ABEAttachment N Council of Three Rivers American Indian Center, Inc. Memorandum

of UnderstandingAttachment O Staffing Services Memorandum of Understanding

Attachment P Public Vocational-Technical Education Memorandum ofUnderstanding

Attachment Q Southern Appalachian Labor Schools HUD YouthbuildMemorandum of Understanding

Attachment R Community Colleges Memorandum of UnderstandingAttachment S Bluefield State College Research & Development Corporation

Memorandum of UnderstandingAttachment T Community Action of South Eastern West Virginia Memorandum of

UnderstandingAttachment U North Central Community Action Memorandum of UnderstandingAttachment V Veterans Upward Bound Memorandum of UnderstandingAttachment W Workplace Education Memorandum of Understanding


5/531

Attachment X Mission West Virginia Memorandum of UnderstandingAttachment Y Food Stamp Employment & Training Memorandum of UnderstandingAttachment Z West Virginia Commission for National and Community Services

Memorandum of UnderstandingAttachment AA Temporary Assistance for Needy Families Memorandum of

UnderstandingAttachment BB 4-C Economic Development Authority, acting as

fiscal agent Memorandum of UnderstandingAttachment CC Literacy West Virginia Memorandum of UnderstandingAttachment DD Economic Development Authority Memorandum of UnderstandingAttachment EE Nicholas County Community Action Memorandum of UnderstandingAttachment FF Human Resource Development Foundation Memorandum of

Understanding

Region 1 Workforce Investment Board Policy Letters

PL #01 Policy Letter #01 Priority of Service........................................PL-1PL #03 Policy Letter #03 On-the-Job Training ....................................PL-5PL #04 Policy Letter #04 Individual Training Accounts .......................PL-9PL #05 Policy Letter #05 Procurement..............................................PL-21

PL #08 Policy Letter #08 Grievance and Complaint..........................PL-25PL #10 Policy Letter #10 Customized Training .................................PL-40

Other Attachments

Contribution from Mandated and Non-Mandated Partners Spreadsheet for ProgramYear 2006......................................................................................................................2Organizational Chart: Board Staff, Fiscal Agent, and One-Stop Services....................9Region 1 Workforce Investment Board Schedule of Meetings ....................................11Performance Indicators and Goals..............................................................................13Program Planning / Budget Information Summary......................................................14West Virginia State Eligible Training Providers List Modified for Region 1 .................23Bibliography ................................................................................................................24

Acronyms ....................................................................................................................27Public Comments ........................................................................................................28


6/531

Statement of ApprovalRegion 1 Workforce Investment Board

Local Plan

The signatures below certify that the attached Local Workforce Investment Plan (includingAdministrative Assurances) have been reviewed and approved by the Chief Local ElectedOfficials and the Workforce Investment Board.

Local Workforce Area: Region 1

Board Contact Person: Donna ONeill

Phone Number: 304-253-3611

Region 1 Local Elected Officials Region 1 Workforce Investment Board

Jerry E. Berry, Chief Donna ONeill, ChairTyped Name and Title Typed Name and Title

______________________________Signature and Date


7/531


8/531

CERTIFICATION REGARDINGDEBARMENT, SUSPENSION, AND OTHER RESPONSIBILITY MATTERS

PRIMARY COVERED TRANSACTIONS

Applicant Organization: Region 1 Workforce Investment Board200 Value City Center, Suite 200Beckley, West Virginia 25801

This certification is required by the regulations implementing Executive Order 12549,Debarment and Suspension, 29 CFR Part 98, Section 98.510, ParticipantsResponsibilities.

The regulations were published as part VII of the May 26, 1988 Federal Register (Pages19160-19211).

1. The prospective primary participant, i.e., grantee, certifies to the best of itsknowledge and belief, that it and its principals:

(a) Are not presently debarred, suspended, proposed for debarment, declaredineligible, voluntarily excluded from covered transactions by any federaldepartmentor agency;

(b) Have not within a three-year period preceding this proposal beenconvicted of, or had a civil judgment rendered against them forcommission of fraud of a criminal offense in connection with obtaining,attempting to obtain, or performing a public (federal, state, or local)transaction or contract under a public transaction; violation of Federal orState antitrust statutes or commission of embezzlement, theft, forgery,bribery, falsification or destruction of records, making false statements, orreceiving stolen property;

(c) Are not presently indicted for or otherwise criminally or civilly charged by agovernment entity(federal, state, or local) with commission of the offensesenumerated in paragraph 1(b) of this certification; and

(d) Have not within a three-year period preceding this application / proposalhad one or more public transactions (federal, state, or local) terminated for

cause or default.

2. Where the prospective primary participant is unable to certify to any of thestatements in this certification, such prospective participant shall attach anexplanation to this contract package.

Donna ONeill, Chair _____________________________________Name of Certifying Official Signature Date


9/531

CERTIFICATION REGARDING DRUG-FREEWORKPLACE REQUIREMENTS

The contractor certifies that it will provide a drug-free workplace by:

1. Publishing a statement notifying employees that the unlawful manufacture,distribution, dispensing, possession, or use of a controlled substance isprohibited in the contractors workplace and specifying the actions that will betaken against employees for violation of such prohibition.

2. Establishing an on-going drug-free awareness program to inform employeesabout:

a. The dangers of drug abuse in the workplace;b. The grantees policy of maintaining a drug-free workplace;c. Any available drug counseling, rehabilitation, and employee assistance

programs, andd. The penalties that may be imposed upon employees for drug abuse

violations occurring in the workplace.

3. Making it a requirement that each employee to be engaged in the performance ofthe grant be given a copy of the statement in paragraph 1 above.

4. Notifying the employee in the statement required by paragraph 1 that, as acondition of employment under the grant, the employee will:

a. Abode by the terms of the statement; andb. Notify the employer in writing of his or her conviction for a violation of a

criminal drug statute occurring in the workplace no later than five (5)calendar days after such conviction.

5. Notifying the agency in writing, within ten (10) calendar days after receivingnotice under subparagraph 4b from an employee or otherwise receiving actual

notice of such conviction. Employers of convicted employees must providenotice, including position title, to every grant officer or other designee on whosecontract activity the convicted employee was working, unless the federal agencyhas designated a central point for the receipt of such notices. Notice shallinclude the identification number(s) of each affected grant.

6. Taking one of the following actions, within thirty (30) calendar days of receivingnotice under subparagraph 4b, with respect to any employee who is convicted:

a. Taking appropriate personnel action against such an employee, up to andincluding termination, consistent with the requirements of theRehabilitation Act of 1973, as amended; or


10/531

b. Requiring such employee to participate satisfactorily in a drug abuseassistance or rehabilitation program approved for such purpose by federal,state, or local health, law enforcement, or other appropriate agency.

7. Making good faith effort to maintain a drug-free workplace throughimplementation of paragraphs 1, 2, 3, 4, 5, and 6.

Region 1 Workforce Investment BoardApplicant Organization



11/531


12/531

EQUAL OPPORTUNITY NON-DISCRIMINATION NOTICE

Region 1 Workforce Investment Board, as a recipient of Workforce Investment Act (WIA)funds, shall provide initial and continuing notice that it does not discriminate on any prohibitedgrounds to: applicants, eligible applicants, participants, applicants for employment, employees,

and members of the public including those with impaired vision or hearing, and unions orprofessional organizations holding collective bargaining or professional agreements with therecipient.

ASSURANCE

As a condition of the award of financial assistance under WIA from the Department of Labor, thegrant applicant assures, with respect to operation of the WIA-funded program or activity and allagreements or arrangements to carry out the WIA-funded program or activity, that it will complyfully with the nondiscrimination and equal opportunity provisions of the Workforce InvestmentAct; the Nontraditional Employment for Women Act of 1991; Title VI of the Civil Rights Act of1964, as amended; section 504 of the Rehabilitation Act of 1973, as amended; the AgeDiscrimination Act of 1975, as amended; Title IX of the Education Amendments of 1972, asamended; and with all applicable requirements imposed by or pursuant to regulationsimplementing those laws, including but not limited to 29 CFR part 34. The United States has theright to seek judicial enforcement of this assurance.

Region 1 Workforce Investment BoardAgency Official

Palma Stafford, Equal Opportunity Officer _________________________________Name of Certifying Official Signature Date


13/531


14/531

CERTIFICATION REGARDING LOBBYING

CERTIFICATION FOR CONTRACTS, GRANTS, LOANSAND COOPERATIVE AGREEMENTS

The undersigned certifies, to the best of his or her knowledge and belief, that:

1. No federal appropriated funds have been paid or will be paid, by or on behalf ofthe undersigned, to any person for influencing or attempting to influence anofficer or employee of Congress, or an employee of a member of Congress inconnection with the awarding of any federal loan, the entering into of anycooperative agreement, and the extension, continuation, renewal, amendment, ormodification of any federal contract, grant, loan or cooperative agreement.

2. If any funds other than federal appropriated funds have been paid or will be paidto any person for influencing or attempting to influence an officer or employee ofany agency, a member of Congress, an officer or employee of Congress, or anemployee of a member of Congress in connection with this federal contract,grant, loan, or cooperative agreement, the undersigned shall complete andsubmit Standard Form-LLL, Disclosure Form to Report Lobbying, in accordancewith its instruction.

3. The undersigned shall require that the language of this certification be included inthe award documents for all sub-awards at all tiers (including subcontracts, sub-grants and contracts under grants, loans, and cooperative agreements) and thatall sub-recipients shall certify and disclose accordingly.

This certification is a material representation of fact upon which reliance was placedwhen this certification is a prerequisite for making or entering into this transactionimposed by section 1352, title 31, U.S. Code. Any person who fails to file the requiredcertification shall be subject to a civil penalty of not less than $10,000 and not more than$100,000 for each such failure.

Region 1 Workforce Investment Board

Applicant Organization



15/531

Region 1 Workforce Investment Board Section I: Executive Summary2006-2010 Local Plan Page I-1


16/531


SECTION I:

EXECUTIVE SUMMARY


17/531


EXECUTIVE SUMMARY

The Region 1 Workforce Investment Board (WIB) is pleased to present its LocalPlan for workforce investment for the period July 1, 2006 June 30, 2010. Thislocal plan describes how local workforce development activities will be directed overthe next four years to promote effective economic, education and workforcedevelopment partnerships that will develop and sustain productive workers forbusiness and thereby create prosperous communities for our citizens.

The Strategic Plan portion of this document identifies and assesses projectedemployment opportunities, projected workforce needs, and the services that will berequired in order to develop a skilled workforce to meet regional employers needsover the next four years. Analysis of workforce trends including gap analysisinformation is provided, as well as strategic goals, objectives and action strategiesthat have been developed to address the identified issues. Labor market informationwas provided through the WORKFORCE West Virginia State Office, the LaborMarket Institute, the U.S. Department of Labor, the U.S. Census, the State of theWorkforce Study, Marshall Universitys Center for Business and EconomicResearch, and regional research.

The Local Plan portion of this document provides an assessment of the currentstatus of the workforce, including current employer demands for workers and skills,current worker skills inventories and characteristics, plus the education and trainingcapacity available in the region to meet current and future workforce demands.Local area governance information is provided, including information on the LocalElected Officials, the Workforce Investment Board, the Rapid Response Plan, theYouth Council, and the responsibilities of the Fiscal Agent. System development ofthe Workforce Centers is discussed, including services provided by partners, andservices available for specific populations. Additionally, locally adopted systemmeasures are included in this section.

The Operational Plan portion of this document describes the method used fordelivery of workforce investment services, including access to services for the

general population, adults and dislocated workers, youth, and employers. Thissection also includes WIB policy on procurement, equal opportunity, affirmativeaction and grievance procedures, negotiated performance measures, programplanning and budget information, and methods used by the Board to garner publiccomment on WIB activities.


18/531

Region 1 Workforce Investment Board Section II: Assessment of the Current

2006-2010 Local Plan State of the WorkforcePage II-1


19/531



SECTION II:

ASSESSMENT OF THE CURRENTSTATE OF THE WORKFORCE


20/531



CURRENT EMPLOYER DEMANDS FOR WORKERS AND SKILLS

It is the responsibility of the Region 1 Workforce Investment Board to monitor thecurrent and future demands of area employers so the WIB can make the required andappropriate adjustments to program and service offerings within the one-stop system tosupply a workforce that is trained, skilled, and knowledgeable, and one that will meetemployers needs. The WIB closely monitors regional industries and labor marketinformation, identifies trends of growth and decline, and projects industry needs to meetemployers current and future demands. Strategies used by the WIB to identifyemployer demands for workers and skills have included the commission of regionalreports, development of partnerships and consortia with regional educational facilities,businesses, and agencies, and the development of a Business Services Unit operatingunder the direction of the WIB.

Region 1 Workforce Investment Board Business Services Unit

The Region 1 Workforce Investment Board has developed a professional BusinessServices Unit (BSU), made up of representatives of area agencies that provide businessservices to employers. This team works together collaboratively to identify and addressemployers needs and meet those needs through a seamless delivery of quality serviceswhile eliminating duplication of services.

Current Employer Needs

The BSU representatives have worked closely with Region 1 employers, and haveidentified several universal challenges being faced by employers in the Region 1 area.Among the findings of the BSU are:

Businesses constantly face the challenges of emerging technologies, fiercecompetitors, and shifting customer preferences. The effects of technology andthe global nature of todays economic landscape forces a spirit of innovation anda continuous mode of improvement. Employers require a workforce that isknowledgeable of current technologies; has the ability to maintain knowledge astechnologies emerge; and has the flexibility to be innovative and participate in

continuous improvement strategies. A general gravitation from blue collar industrial to white collar service

employment has occurred during the past 20 years and is expected to continue.Such shifts in the regions labor market have raised the level of skills andqualifications required for most private sector jobs.

The population in Region 1 is comparatively small and continues to decline. Thepercentage of residents who are 45 years and older is generally higher than thestate and the nation. If population trends continue, by the year 2010, the numberreaching retirement age will outrank the number of potential entry-level workers.


21/531



Most of Region 1 is experiencing low labor force participation. Some reasons area large retiree population and high rates of disability among adults.Unemployment rates tend to be slightly higher than state and national averages.

The service industry will experience the greatest growth through 2010, followedby construction and retail trade.

Employers need timely access to a skilled workforce and resources imperative to

successful business practices.

According to the Business Survey Analysis conducted by Marshall Universitys Centerfor Business and Economic Research as part of the State of the Workforce Report,present employment in Region 1 appears to be higher than typical employment.Employment in firms with fewer than 50 employees or between 200-300 employees ispresently higher than usual. Representatives of firms in the arts and entertainmentindustry report having the most new hires. The majority of firms typically hire 20 or lessnew employees annually.

Business respondents were asked to individually rank each of 19 job skills according totheir importance with regard to their organization. Though the importance of variouswork skills changes emphasis among industries, the basic skills of reading, math,listening, customer relations, teamwork, and observation appear to maintain animportance across the region.

Employers foresee a future emphasis on intermediate and advanced reading,intermediate and advanced math, basic writing and location of information. Technicalskills having to do with computers appeared to carry great importance, with Internetusage and programming / web design showing the greatest projected increase (21%and 20% respectively).

Most of the firms hire high school graduates and believe they are well prepared forwork. Even so, at least one-third of the respondents reported a need for education andtraining of current employees, including career progression training. Management wasthe most prevalent career progression training need. On-the-Job Training (OJT) wasthe most favored type of training program for new hires as well as the most desirable

location for employee training. The most prevalent training factor among areaemployers is the specialization of the training, followed by cost and quality.

Current employment opportunities, demand occupations, current work regardingtargeted industries and industry clusters, and current industry sectors being impacted by

job loss / workforce reduction is discussed at length in Section III: The Desired State ofthe Workforce Projected Employment Opportunities.


22/531



CURRENT WORKER SKILLS AND CHARACTERISTICS

It is the responsibility of the Region 1 Workforce Investment Board to monitor theregional workforce population, including age, labor force participation rates,unemployment rates, educational attainment and levels of basic skills, per capitapersonal income and median income levels. It is important to understand thecharacteristics of the population that will supply the current and future workforce to thelocal business community. Strategies used by the WIB to identify current worker skillsand characteristics have included the commission of regional reports, the CensusReport, and labor market information available through WORKFORCE West Virginia.

According to the State of the Workforce Report, commissioned by the Region 1Workforce Investment Board through Marshall University, the population in the regionalarea is small, and continuing to decline in some parts of the region. Out-migration, theleading cause of declining population, continues in many counties. The aging of theworkforce is expected to continue as the baby-boom generation enters retirement age.Potential shortfalls in the workforce are expected after 2009. However, this shortfallmay be sooner if the trend in out-migration continues and the rates of migration of youthand young adults are greater than that of the general population.

Low labor force participation rates were found in most of the region. Factors that may

contribute to these low rates include, but are not limited to, relatively large proportions ofretirees and high rates of adult population with work disabilities. Low labor forceparticipation rates contribute directly to the regions relatively small labor force. Currenttrends show the importance of the WIBs influence on the labor force.

The unemployment rates are generally higher than the state and the national averages,but not alarmingly so. However, it should be remembered that unemployment rates donot account for discouraged workers, (i.e., individuals who are not working, andbecause of discouragement, are not looking for a job).

The educational attainment of the workforce is improving but remains below the nationalaverage. Lack of educational attainment has direct implications on worker productivityand earnings and may deter potential employers with higher paying jobs from locating to

the region. Of particular concern is the 25-44 age group, the second largest groupamong those who lack a high school diploma, after the 60 and older age group.

Low levels of basic skills in the region, as measured by the Level 1 literacy rate, may bea leading barrier to employment, resulting in a relatively lower labor force participationrate and a higher unemployment rate, as well as relatively lower paying jobs.

The regions relatively low per capita personal income and median income levels maybe due to lack of job opportunities and / or lack of higher paying jobs, both directconsequences of low educational attainment and basic skills. The income measures


23/531



are likely to be biased downward due to the regions relatively high proportion of retireesand high percentage of adult population with work disabilities.

An in-depth presentation of data which outlines the current skills and characteristics canbe found in the State of the Workforce Report prepared by Marshall Universitys Centerfor Business and Economic Research posted on the Region 1 website atwww.region1workforcewestvirginia.org .
http://www.workforcewvregion1.org/http://www.workforcewvregion1.org/


24/531



EDUCATION / TRAINING CAPACITY TO MEET CURRENT DEMANDS

The Region 1 Workforce Investment Board has been very attentive to the diversity oftraining needs of the job-seeking customer desiring to improve their skills and become

job-ready. Also, there is a strong focus by the WIB to be attentive to the trainingrequirements of the business customer requiring skilled employees. The WIB strives toidentify training facilities providing opportunities for training in workforce skills in thegrowth industries and occupations available in the regional area, and make theseopportunities available to all customers of the WORKFORCE West Virginia CareerCenters.

Over the previous years, Region 1 has committed the majority of its WIA funds tooccupational training accessed through Individual Training Accounts and OJT contracts.The strategy of the WIB is to continue the pace of skills training, even with thereductions in the federal allocations. Our plans include leveraging other public dollars,earning program income that is reinvested into the WORKFORCE West Virginia CareerCenter system, and seeking grants from public and private foundations.

Traditional Training

The Training and Performance Committee of the WIB oversees the performance

standards, performance measures and outcomes for training providers approved toprovide services through WIA as well as system-wide. The Committee evaluates boththe training providers and training programs to ensure quality services for the job-seeking customer and to ensure that the training being provided will address identifiedhigh growth / high demand occupations in the region.

The WIB uses the West Virginia State Eligible Training Providers List to identify trainingprograms for regional customers. The Eligible Training Provider List is modified toidentify those training programs that are Region 1 Approved based upon demandoccupations / targeted sectors and those programs that are Not Approved by Region1.

The list includes information on the training providers, and the programs offered through

the providers which have been identified as leading to an occupation on the TargetedSector List. Additional information available on the list includes contact information forthe provider; duration of the program; cost of program; credential attainment; minimumscore requirements in WorkKeys assessment for enrollment; placement percentage ofall participants; placement percentage of WIA participants; average wage expectation;percentage rate of completion; and percentage rate of job retention after six months. Acopy of the West Virginia State Eligible Training Providers List modified for use inRegion 1 is attached to this document in Other Attachments West Virginia StateEligible Training Providers List Modified for Region 1.


25/531



The WIB has developed relationships with colleges and universities, community andtechnical colleges, career and technical schools, and other training providers to provideemployers with access to a skilled workforce. Many vocational courses of study arecoupled with internship programs which provide attractive incentives to employers.

Memorandum of Understanding with Community and Technical Colleges

The Region 1 Workforce Investment Board has entered into a Memorandum ofUnderstanding (MOU) with three community and technical colleges in the Region 1area: New River Community and Technical College; Southern West VirginiaCommunity and Technical College; and The Community and Technical College at WestVirginia University Institute of Technology. The intent of the MOU, and the goal of theparties to the MOU, is to collaborate in developing and carrying out effective,comprehensive, and systematic training programs for employers, job seekers, and new /incumbent workers. The MOU also establishes an agreement between all parties,defining the roles for implementing an effective partnership designed to complement thetraining programs for residents of the 11 counties that encompass the region. Thepartners coordinate resources to prevent duplication of fund utilization and to ensureeffective and efficient delivery of training services in the areas served by each partner.The MOU establishes a referral system for client response that respects the roles andmandates of each partner and facilitates the coordination of efforts.

On-the-Job Training

The BSU promotes the use of On-The-Job Training (OJT) to local employers as amethod of providing job-specific, on-site instruction to new employees in vocational andtechnical careers. In the State of the Workforce report, Region 1 employers concludedthat OJT is clearly the most desirable type of training for new hires. Employers foundthe biggest advantage of OJT is providing training that is very specific to what a workerneeds to know to do their job. The WIB contracts with an experienced and provenorganization to provide OJT training services. There are financial incentives to assistcompanies with the cost of OJT. Refer to the Region 1 Workforce Investment BoardPolicy Letters - PL #03 On-the-Job Training for additional information.

Customized Training

Employers generally prefer to promote their own workers when they are qualified formore responsible positions. Many assist their workers with adjusted work schedulesand financial incentives to advance their technical and educational credentials.According to Region 1s State of the Workforce report, there is substantial need fortraining upgrades in the current workforce.

The BSU promotes the services of Customized Training to area employers.Customized Training provides training to employees in specific fields using specialized


26/531



trainers available throughout the region. Employers may access qualified sources ofspecialized training already known to their industry.

Customized Training services include:

Partnering with the WORKFORCE West Virginia State Office to providereimbursement of trainers fees

Recruiting a trainer Matching employer training objectives with available programs Working with partnering agencies Providing financial assistance / incentives Providing quality customer service / follow through services

Refer to Memoranda of Understandings Documents - Attachment C and Region 1Workforce Investment Board Policy Letters PL #10 Customized Training for moredetailed information.

Adult Basic Education

The WIB, in partnership with the State Department of Education, offers Adult Basic

Education (ABE) programs that improve the basic literacy skills of adults. The ABEprogram helps satisfy the continuing education needs of adults in the current labormarket. Starting with instruction in reading, writing, math, listening, and speaking, theprogram continues through a General Equivalency Diploma (GED) Program.

ABE programs are offered within Region 1 through county Boards of Education,Regional Education Service Agencies (RESAs), volunteer literacy programs, faith-basedorganizations, community-based organizations, and correctional facility educationprograms. To qualify, individuals need to be at least 16 years old and out-of-school. Inthe region the average age of participants is between 25 and 44 years.

Based on test results and personal goals, an individual plan of study is developed foreach student. In addition, special needs are addressed by referral to other partners toremove barriers from completing the course of study such as day care, transportation,financial aid applications for college, etc.

The ABE curricula include:

Basic Skills Instruction in reading, writing, math, listening and speaking Thinking and Learning Skills Instruction in creative thinking, decision making,

problem solving, learning and reasoning Work Foundations Instruction in organization and time management, wellness

and safety, team building, technology and multi-cultural awareness


27/531



Job Readiness Skills Instruction in goal setting, career planning, personal workattributes, employee rights and responsibilities, job search strategies andunemployment survival

Life Coping Skills Instruction in budgeting, nutrition, consumerism, familyrelationships and parenting

GED Test Preparation Instruction in science, social studies, math, writing,reading and calculator training

English as a Second Language Instruction in pre-literacy, reading, writing,listening, speaking, grammar, US history and government, and cultural literacy Preparation for Specialized Exams Preparation studies for ACT and SAT

college entrance, ASVAB military enlistment, LPN entrance, civil service, UScitizenship, Test of English as a Foreign Language (TOEFL)

Computer Literacy Instruction in basic use of computers, common applicationsand the Internet

WorkKeys remedial training including KeyTrain

Occupational Rehabilitation

Disabled people make up 24% of the population of the regions age group 24 to 65.This fact makes them a significant segment of the workforce. In the same age group in

the region, 33% of the disabled and 66% of the non-disabled are currently working. Theeconomic impact of returning disabled workers to productive employment is too great toignore. The WIB has found that individuals participating in occupational rehabilitationactivities and returning to the workforce has increased their annual earnings by 312%.During its last fiscal year, the West Virginia Division of Rehabilitation Services returned2,188 people to the workforce in the state, and 443 in Region 1.

Whether acquired through birth, accident, illness, or aging, disabilities range fromsevere arthritis to blindness. Some face accessibility issues with workstations andothers face the inability to return to their previous trades. Disabled workers begin with avocational evaluation to assess the nature and degree of disability and the extent oftheir job skills and capabilities. Counselors assist workers in choosing employmentwhich matches their aptitudes, interests, and abilities. An individualized program ofeducation, retraining, assistive devices, and workplace modifications maximize thedisabled workers ability to return to a job.

There are several financial incentives for employers to hire disabled employees,including OJT and workplace modifications. Tax credits are also available including theWork Opportunity Tax Credit, tax deduction to remove architectural and transportationbarriers to people with disabilities and elderly individuals, and the Disabled Access TaxCredit.


28/531



Youth Career Awareness and Skill Preparedness

The WIB is sensitive to the need for youth career awareness and job training as wasbrought into sharp focus by the U.S. Department of Labor statistics. The report states11% of West Virginia teens (aged 16 to 19) are not attending school and are notworking. The national average is 8%.

One intent of the Workforce Investment Act is to replace short-term job training withmore comprehensive year-round youth programs. The WIB and its Youth Council willprocure youth services and provide oversight to area service provider(s) in deliveringquality programs which assist eligible youth with:

Guidance and counseling Adult mentoring Tutoring, study skills training Alternative educational services Occupational skill training Leadership development Summer activities Paid and unpaid work experience

Supportive services (links to community resources, child care, school or workrelated transportation, etc.) Follow-up services

In-School and Out-of-School Youth Programs are described in more detail in SectionVII: Workforce Investment Services - Access to Services for Youth.


29/531



CURRENT RESOURCES

Resources Programs

Programs to meet workforce development needs available through the WORKFORCEWest Virginia Career Center system in Region 1 are outlined below.

WIA Program* Adult Dislocated Worker In-School Youth Out-of-School Youth Traditional Training / Skills Enhancement On-the-Job Training Customized Training Rapid Response / Layoff Aversion Trade Adjustment Assistance (TAA) Business Services / Employer Services Seasonal / Migrant Workers Services Services to Ex-Offenders

Non-WIA Programs* Food Stamps Education & Training Program (FSE&T) Mission West Virginia / Faith-Based Community Organizations (FBCOs) SPOKES Pre-employment/Options Program Small Business Development Centers (SBDC) Veterans Services Services to Homeless Individuals Build It - Keep It - Share It Computer Program Apprenticeship Programs Womens Business Center(WBC) Adult Basic Education / Literacy Microsoft Unlimited Potential and Digital Literacy Program Entrepreneurship Program

* Program funding is used collaboratively to increase services; however, WIA eligiblecustomers are clearly identified and tracked.

WIA programs are funded by federal dollars. Program funds may be used to pay for:

Traditional training for eligible adults, dislocated workers, and youth. Costscovered include tuition, books and supplies, childcare (youth only), andsupport/supplemental payments.

Activities for services and training for eligible in-school and out-of-school youth.


30/531



OJT, where up to 50% of an employees salary is returned to the employer tocover the cost of training provided through the employer.

Customized Training, where funds may be used to purchase training materialssuch as equipment manuals or self-teaching software for training of existingemployees.

Resources - Technology

The Region 1 Workforce Investment Board has made a considerable investment instate-of-the-art facilities and resources within the region to assist in meeting theworkforce development needs.

The five comprehensive centers located in Greenbrier, Mercer, Nicholas, Raleigh andMcDowell counties are newly-constructed state-of-the-art facilities that house staffrepresentatives of the WORKFORCE West Virginia Career Center management,contracted service providers, and representatives of many of the mandatory andoptional partnering agencies of the region.

The centers are furnished with Internet-based technology for staff use as well ascustomer use. Resource rooms contain all of the resources required by customers toconduct effective job-search activities, including Internet-based computers, laser-jetprinters, photocopy machines, fax machines, and telephones. The computers containmultiple software programs to assist job-seeking customers with self-directed activitiessuch as rsum writing and cover letters, assessment of skills, and computer-basedtutorials.

Other technology resources available throughout the region include:

Each of the centers has a resource library with over 350 titles covering suchsubjects as rsum writing, interviewing skills, job loss, computer skills, timemanagement, pre tests, etc. These books are available to both customers andstaff, and use of the resource material is promoted through the centers andduring the Stepping Stones to Success orientations.

The Summers County WORKFORCE West Virginia Satellite Career Center isfurnished with a computer lab with full video conferencing capabilities.

Through a partnership with Mission West Virginia, Adult Basic Education, arealiteracy programs, and the DHHRs SPOKES/OPTIONS programs, 34 computer-learning labs have been made available within the region. These labs wereestablished as community access points where members of the community, bothadults and students, have access to broadband Internet and state-of-the-artcomputers to improve their quality of life, to aid their studies, or to help in thedevelopment of job skills.

Region 1 uses a Mobile Workforce Development Unit to provide services to job-seeking and employer customers throughout the region. The unit is fully ADAcompliant, 100% self-contained and equipped with an eight station computer lab,


31/531



Internet service, audio / video technology, and the comfort of heating and airconditioning. Services provided in the mobile unit include evaluation,assessment, recruitment, skills upgrades and training, seminars and workshopsincluding:

Digital Literacy Unlimited Potential

E-Commerce Interview USA Profiles USA Employon KeyTrain


32/531

Region 1 Workforce Investment Board Section III: The Desired State of the WorkforceLocal Plan 2006-2010 Page III-1


33/531


SECTION III:

THE DESIRED STATE OF THE WORKFORCE


34/531


LOCAL AREA VISION, MISSION, VALUES, AND GOALS

The Directors of the Region 1 Workforce Investment Board have adopted a visionstatement, mission statement, guiding principles and values, and all-encompassinggoals and action steps to guide the advancement of workforce development in theRegion 1 area that are in alignment with those of the State of West Virginia, as stated inthe Strategic Plan 2005-2010 of the West Virginia Workforce Investment Council. TheRegion 1 Workforce Investment Board believes that by focusing on the Boards visionand mission, following the guiding principles and values, and strategically implementingthe stated action steps, Region 1 will move towards the vision of the West VirginiaWorkforce Investment Council, A ready, globally competitive workforce that meetsthe needs of West Virginia business.

The vision statement, mission statement, guiding principles and values, and goals ofRegion 1 Workforce Investment Board and its partners are presented below.

Vision Statement

The Directors of the Region 1 Workforce Investment Board have adopted a visionstatement that defines the purpose and objective of the organization and provides a

focus on the important work to be done in the region.

To promote effective economic, education, and workforce developmentpartnerships that will develop and sustain productive workers for businessand thereby create prosperous communities for our citizens.

Mission Statement

The Directors of the Region 1 Workforce Investment Board have adopted a missionstatement that outlines the responsibilities and duties of the board. The missionstatement provides guidance to the Board members and WIB staff of their purpose andthe charge they have accepted in promoting workforce development within the region.

It is the mission of the Region 1 Workforce Investment Board to stand atthe forefront of efforts to improve the local workforce delivery systemthrough the establishment of WORKFORCE West Virginia Career Centers.The Region 1 Workforce Investment Board will provide strong leadershipand an advocacy role in workforce development, and in the process, willbuild bridges with employers to increase their involvement and satisfactionlevel with the changing local workforce delivery system. The WORKFORCEWest Virginia Career Centers will be both responsive and flexible to theneeds of our citizens and employers.


35/531


Guiding Principles and Values

The work of the Region 1 Workforce Investment Board is supported by a can doattitude of leadership and partnership building that improves the quality of life for thecitizens in southern West Virginia. Our vision is for the region and its citizens to haveopportunities for good paying jobs; for businesses to move into the region bringing goodpaying jobs; and for people to move to (or back to) the region because of theopportunities. Our success over the next four years will be measured and evaluated toensure progress for our communities.

The Region 1 Workforce Investment Board has adopted guiding principles and valuesthat aid and assist them in focusing on the purpose of their work as they provide theleadership, implement strategies, and forge collaborations and conversations to findsolutions to workforce, educational, and economic development issues in the region.

Know business and worker needs exceed their expectations Elevate the quality of life and economic base in our community Effective business / education connections are essential A workforce investment system providing seamless service is required Encourage open and honest communication Be creative and innovative Always strive to improve

Goals

The implementation of the Workforce Investment Act created a shift in the planning andoversight of the workforce development system from Charleston to the Region 1Workforce Investment Board, the local governance body appointed by the local electedofficials. The intent was to move decision-making concerning workforce needs andemployment and training services to the level that could best determine those needsand respond accordingly.

While the implementation of the service delivery system and the Workforce InvestmentAct has challenged board members, board staff, and system partners, the WIB has

successfully implemented WORKFORCE West Virginia Career Centers and theWorkforce Investment Act, moving to levels that will impact the communities in theregion in ways needed and envisioned. The Board has become more strategic in itswork, forging collaborations and acting as convener for conversations around findingsolutions to workforce, education and economic development issues in the region. Ledby the private sector, the WIB is a unique mix of public, private, and civic representationwhich influences change in our approach to the myriad of factors that affect theeconomic, educational, and social viability of our communities.

The Region 1 area has some serious conditions that adversely affect employmentopportunities and the quality of life for too many of our families. The WIB is not so naveto think that it can tackle all of these conditions. However, the WIB is providing


36/531


leadership and is reaching out to other leaders in the region and in Charleston toimplement solutions to these issues. This is a long-term challenge and one that mustbe addressed.

Guided by its vision and mission, the Directors of the Region 1 Workforce InvestmentBoard have adopted key, all-encompassing goals to be accomplished over the next fouryears and believe that these goals will be met through the successful implementation ofour Strategic Plan. The goals are outlined below.

GOAL 1: Increase the awareness of individua ls and com munities in the

region of the existing and eme rging de ma nd oc c upations and the

skill needs of workers.

Currently, there are some very obvious industry sectors that have current and long-termgrowth projections and high demand for skilled workers. These sectors includehealthcare, travel and tourism, technology, and small business development.Automotive support and warehousing / transportation are projected to be demandoccupations in the near future.

As federal and state funds for workforce and economic development continue todwindle, it will become more and more important that the WIB focuses its planning,collaboration, and funding support on those sectors that will have greater impact onemployment opportunities in our region.

GOAL 2: Improve allianc es be tween education and business to ensure the

instruc tional content fac ilitates student lea rning of workp lac e

c omp etencies needed by current and future em ployers in the

region.

There is universal agreement that the business community and education communitymust open their doors to each other if the needed synergy is to take place. Businessmust have the opportunity to articulate its needs and influence curriculum andinstructional content where appropriate. Educational institutions, students, and teachersmust be given opportunities for workplace exposure and understanding.

The WIB isthe intermediary to help make this win-win alliance a reality.


37/531


GOAL 3: Promote and supp ort ec onom ic develop me nt in the region.

As stated previously in this document, economic well-being is, always has been, andwill likely always be fundamentally about work and workers. Technology, service sectorgrowth, business restructuring and globalization, and demographic changes all haveworkforce and economic implications. There has never before been a time with such aneed to integrate workforce and economic development strategies and initiatives. TheWIB has seized this opportunity to impact broader community issues that are critical tothe regions future.

GOAL 4: Raise the level of service integration and qua lity in the regions

WORKFORCE West Virg inia Ca reer Center system.

A performance mandate to the WORKFORCE West Virginia Career Center is thedevelopment of a labor pool that meets current workforce needs. This system isintended to provide seamless access to education / training and employment services toindividuals and employers. The intent is to create a system that links workforcedevelopment and related support services from K-12 systems in the region to highereducation. The WORKFORCE West Virginia Career Center system is one of theflagship products of the WIB. It is important for customers to perceive this system as theprovider of quality and value-added services.

Benchmarks of Success

The Region 1 Workforce Investment Board has identified the critical measures ofsuccess based on the goals listed above and has established baselines where neededand tracks progress toward the attainment of these goals. Goals are reviewed and

updated periodically as economic, educational, and workforce conditions change. Thebenchmarks listed below represent current critical success factors important to ourregion.

Labor force participation rate of individuals 25 to 44 years of age are increasing. Per capita income of individuals 25 to 44 years of age is increasing. WorkKeys assessment and job matching is implemented as the common skills

measuring instrument in WORKFORCE West Virginia Career Centers. There isa high level of awareness and usage of this assessment and job-matching tool byemployers.


38/531


Eighty percent of the WORKFORCE West Virginia Career Center customerswithout high school diplomas are being referred to the Adult Basic Educationprogram for services.

There is a common intake application for the WORKFORCE West VirginiaCareer Center system throughout the region.

There is at least one WIB member on the board of directors of each of the localeconomic development authorities in the region.


39/531


PROJECTED EMPLOYMENT OPPORTUNITIES

Identifying and tracking new / high growth industries and declining industries allows forbetter regional planning through a more targeted marshalling of economic andworkforce development resources. Based on the information provided through theWORKFORCE West Virginia Labor Market Information, jobs in the medical field,network systems, data communications, computer engineering, social and humanservices, and educational administration will experience the greatest growth through2012. Employment in traditional industrial jobs such as manufacturing, mining, andrailroad will stabilize or decline. Quantitative information regarding industry andoccupational projections is provided below.

Industry Projections 2002-2012

Table 1 - Industry Projections for Region 1 with net job increase in excess of 100.

Industry 2002 2012Net

Increase

Ambulatory Health Care Services 5,394 6,738 1,344

Social Assistance 2,881 4,194 1,313

Food Services and Drinking Places 7,483 8,673 1,190

Hospitals 6,714 7,555 841

Accommodation 3,628 4,258 630

Administrative and Support Services 2,524 3,103 579

Local Government, Excluding Education and Hospitals 4,361 4,818 457

General Merchandise Stores 4,022 4,397 375

State Government, Excluding Education and Hospitals 4,082 4,403 321

Wood Product Manufacturing 2,257 2,568 311

Specialty Trade Contractors 1,951 2,187 236

Truck Transportation 1,620 1,843 223

Nursing and Residential Care Facilities 3,132 3,352 220

Amusement, Gambling, and Recreation Industries 1,398 1,607 209

Repair and Maintenance 1,617 1,743 126

Construction of Buildings 1,616 1,741 125

Building Material and Garden Equipment and Supplies Dealers 1,237 1,354 117

Gasoline Stations 2,231 2,347 116

Professional, Scientific, and Technical Services 2,992 3,105 113

According to the information provided above, the hospital industry coupled with thehealthcare services industry will experience the greatest growth through 2012.


40/531


Table 2 - Industry Projections for Region 1 with net job loss in excess of 100.

Industry 2002 2012Net

Loss

Mining (except Oil and Gas) 4,435 3,641 -794

Educational Services 10,230 10,024 -206

Fabricated Metal Product Manufacturing 1,070 930 -140

Credit Intermediation and Related Activities 2,108 1,996 -112

Machinery Manufacturing 468 364 -104

Occupational Projections 2002-2012

Table 3 - Occupational Projections for Region 1 with a positive growth rate greater than3%.

OccupationBase2002

Proj2012 Growth Replacement Total

GrowthRate

Social and Human Service Assistants 466 707 24 8 32 5.17%

Medical Assistants 149 210 6 3 9 4.09%

Network Systems and Data

Communications Analysts 76 106 3 1 4 3.95%Health Diagnosing and TreatingPractitioners, All Other 86 119 3 2 5 3.84%

Physician Assistants 148 203 6 2 8 3.72%

Health Educators 48 65 2 1 3 3.54%

Respiratory Therapy Technicians 32 43 1 0 1 3.44%

Personal and Home Care Aides 514 690 18 8 26 3.42%

Respiratory Therapists 132 176 4 4 8 3.33%

Pharmacists 173 230 6 3 9 3.29%

Computer Software Engineers,Applications 85 112 3 1 4 3.18%

Medical Records and Health InformationTechnicians 189 249 6 3 9 3.17%

Rehabilitation Counselors 67 88 2 2 4 3.13%

Education Administrators, Preschool andChild Care Center / Program 48 63 2 1 3 3.13%

Mental Health Counselors 42 55 1 1 2 3.10%

Occupational Therapists 49 64 2 1 3 3.06%

Physical Therapist Assistants 43 56 1 1 2 3.02%

The occupation with the highest growth rate is social and human service assistants,followed by medical assistants, network systems and data communications analysts,and health diagnosing and treating practitioners. Of the 19 occupations listed abovewith the highest projected growth rate, 13 of them, or 67% are in the health field; 2 arein the computer field.


41/531


Table 4 - Occupational Projections for Region 1 with negative growth rate greaterthan -2%.

Average AnnualOpenings Growth

Occupation Base 2002 Projected 2012Growth Replacement Total Rate

Telephone Operators 79 34 0 2 2 -5.70%

Word Processors and

Typists 86 52 0 2 2 -3.95%

Shuttle Car Operators 271 178 0 7 7 -3.43%

CommunicationsEquipment Operators, AllOther 61 43 0 1 1 -2.95%

Metal-Refining FurnaceOperators and Tenders 42 30 0 1 1 -2.86%

Electrical and ElectronicEquipment Assemblers 109 78 0 3 3 -2.84%

Roof Bolters, Mining 285 209 0 5 5 -2.67%

Door-To-Door SalesWorkers, News andStreet Vendors, andRelated Workers 44 33 0 1 1 -2.50%

Cleaning, Washing, andMetal Picking EquipmentOperators and Tenders 41 31 0 1 1 -2.44%

Loan Interviewers andClerks 112 85 0 2 2 -2.41%

Railroad Brake, Signal,and Switch Operators 58 44 0 1 1 -2.41%

Extraction Workers, AllOther 38 29 0 1 1 -2.37%

Rail-Track Laying andMaintenance EquipmentOperators 60 46 0 1 1 -2.33%

Computer Operators 108 84 0 2 2 -2.22%

Travel Agents 61 48 0 1 1 -2.13%

Mine Cutting and

Channeling MachineOperators 214 170 0 6 6 -2.06%

Loading MachineOperators, UndergroundMining 73 58 0 2 2 -2.05%

Furnace, Kiln, Oven,Drier, and KettleOperators and Tenders 64 51 0 2 2 -2.03%

The occupations with the lowest growth rate tend to reflect those that are either low-tech jobs, i.e., replaced with technology, or traditional industrial jobs in manufacturing,mining, and railroad.


42/531


Other Research Specific to Region 1

The Region 1 Workforce Investment Board has made significant investments sinceDecember 2001 in gathering primary and secondary data on the regions workers andbusinesses, and it has used the information to set goals and strategies that guide thework of the WIB.

Outlined below is a sampling of the research and data collection commissioned by theWIB. This information has been utilized to further study projected employmentopportunities in the region, including projected demand occupations, projected growthindustries, and targeted industries, as well as to identify future workforce needs of theregion and the education and skills that will be needed to compete for availableemployment opportunities. The reports summarized below are available for review inthe offices of the WIB and on its website at www.region1workforcewestvirginia.org .

State of the Workforce Report and Business Survey Analysis

In May 2002, the Region 1 Workforce Investment Board commissioned a State of theWorkforce report by Marshall Universitys Center for Business and EconomicResearch, Corporation for a Skilled Workforce, and Alliance Corporation. This reportprovided data concerning regional employees and length of employment, new hires

annually and by industry, recruitment methods utilized by employers, job skills of currentemployees and job skills foreseen as needed in the future, quality of job applicants, andeducational and training needs of current employees.

Regional Profile for Region 1

The Regional Profile for Region 1 which studied the workforce supply, including dataon population size, change, gender, age, labor force participation rates, labor forcechange, literacy levels, household incomes, and workforce demands, including currentemployment and employment change, and current and projections for non-farmemployment by industry.

Labor Market Impacts of Small Business and the Shadow Economy

The Labor Market Impacts of Small Business and the Shadow Economy providedinformation on the micro-businesses (less than 25 employees) operating in the State ofWest Virginia, the effect of the shadow economy, or informal sector which is notmeasured, and their effect on economic growth in the regional area.

A Forecast of Economic Activity: Selected Industries in West VirginiasWorkforce Investment Region 1

In September 2003, the Region 1 Workforce Investment Board commissioned a reportby Marshall Universitys Center for Business and Economic Research. This reportcontains an analysis of fourteen selected industries and expected formal projections of
http://www.workforcewvregion1.org/http://www.workforcewvregion1.org/


43/531


economic activity within Region 1, the State of West Virginia, and the nation as a whole.Fourteen industries were studied for productivity growth and income growth to provideestimates of income in these industries and annualized employment growth for eachindustry for the period 2004 2015.

High Technology Corridors Program: I-64, Beckley, WV to White SulphurSprings, WV Growth Assessment and Recommendations

In September 2003, the Region 1 Workforce Investment Board collaborated on a reportby Marshall Universitys Center for Business and Economic Research. The reportdescribes a revolutionary method to create technology-ready communities and providesan outline of a structure for fostering high technology-led economic growth in Region 1.The report includes:

Background information on issues of high technology-led economic growth, A full model of economic growth, including a discussion of clustering, trade,

human capital, private capital and public capital as well as a review of researchfindings that compare each of these factors relative contribution to growth,

A review of successes and failures in other high technology corridor projects, and Policy and program recommendations specific to Region 1 which stimulate high

technology-led economic growth.

Targeted Industries

Based on the collective findings of the above noted information and research, the WIBhas identified ten projected growth industries in the area, including automotive,construction, healthcare, hospitality / tourism, information technology, warehousing /distribution, business services, energy, agriculture / forestry, and entrepreneurship.

These industries have been included on the formalized Targeted Industry or TargetedSector List published by the WIB. Program funding may be provided for training thatleads to employment in these targeted sectors.

Targeted Sector Annual Openings

in Region 1Automotive 201Construction 82Healthcare 313Hospitality / Tourism 666Information Technology 45Warehousing / Distribution 106Business Services 466Energy 39Agriculture / Forestry 11Entrepreneurship Unlimited

This list may not meet the needs of all individuals within the region because each clientserved through the system has unique needs and abilities, and there may be


44/531


circumstances where training would be appropriate in other occupations. Upon request,the Region 1 Workforce Investment Board may provide a waiver on an individual basisfor the funding of training in occupations not contained on the Targeted Sector List.


45/531


PROJECTED WORKFORCE NEEDS

According to the WORKFORCE West Virginia Labor Market Information (LMI), the totalcivilian labor force available in the region as of January 2006 was 133,220, comparedto 129,820 in January 2005, reflecting a net increase of 3,400 individuals into theavailable labor force.

Further information from the LMI shows that 126,050 were employed in January 2006,compared to 121,420 in January 2005, reflecting an increase of 4,630 workers in thelabor force in the span of 12 months.

The number of persons unemployed during this period was 7,170. The unemploymentrate was 5.4 percent (compared to 6.5 percent in January 2005).

Analysis of these statistics reflects that while the available labor force is slightlyincreasing (


46/531


State Government, Excluding Education and Hospitals Specialty Trade Contractors Truck Transportation Nursing and Residential Care Facilities Amusement, Gambling, and Recreation Industries Repair and Maintenance Construction of Buildings

Building Material/Garden Equipment and Supplies Dealers Gasoline Stations Professional, Scientific, and Technical Services

Based on projections of growth industries, various levels of training and education willbe required of the existing workforce in order to meet projected needs. Requirededucational levels will be met through undergraduate / graduate degrees, vocational /technical training, and specialized short-term training certifications. Some industriesmay be best served through on-the-job training methods.

For all the listed growth occupations, employers want employees possessing basicEnglish speaking, reading and math skills, and a high school diploma or GED.Employers also want workers to have the ability to get along with others, be punctual,

take direction and have other work maturity skills. Many regional employers haveindicated their need for employees with a customer service approach. Other skillsneeded by employers include computer literacy and the ability to learn and adjust tonew technologies. Many older workers in the region do not have those skills that werenot essential prior to the 1990s. Secondary and postsecondary schools require theirstudents to use computers, so graduates are likely to have basic computer skills andmay be more comfortable with the economys expected technological changes.

Businesses are constantly facing the challenges of emerging technologies, which willrequire employees that are knowledgeable of current technologies and have the abilityto maintain knowledge as technologies emerge.

Growth industries are shifting from blue collar industrial to white collar or no collar

service employment, requiring employees with increased skills and qualifications witheducational levels beyond the high school level.

Of the industries projected as high growth industries within the next 10 years, three ofthe industries are in the health field, requiring 2-4 years of vocational and / orprofessional training. All of the growth industries will require workers who have higherlevel basic skills, thinking and learning skills, solid work foundations, and life copingskills in order to succeed.

The desired quality of workers in Region 1 will include solid academic skills, problem-solving skills, and communication skills. Additionally, quality workers will possess realworld skills including applied mathematics, applied technology, business writing, andabilities in listening, locating information, observation, and reading for information.


47/531


Findings of the Business Survey Analysis contained in the Region 1 State of theWorkforce report, provide evidence that within the next three to five years, employerssee a training emphasis on reading and math skills that are more advanced. Employersalso desire increased skill levels in basic writing and locating information. The mostprominent skill increase mentioned by employers was in the computer-related skills, i.e.,data entry, computer technical / hardware, computer application, Internet, andprogramming / web. Employers also express a need for progression training forexisting employees, especially in the field of management.


48/531


THE SUPPLY PIPELINE

The ability to meet the ever-increasing skill needs of local employers and create high-quality jobs hinges on the investments made in enhancing the knowledge andproductivity of the current and the emerging workforce within the region.

The Supply Pipeline that will be needed in order to meet the future demands for bothworkers and workforce skills will involve opportunities to ensure the workforcepossesses basic academic skills, career skills, vocational and technical skills, andprofessional skills. Training in these skills will be available to individuals of all ages andabilities to ensure the development of a readily available workforce that will supporteconomic development in the Region 1 area.

Basic academic skills will be provided through the traditional K-12 educational system.Individuals in the K-12 environment will have access to training through the Adult BasicEducation program designed to improve the basic literacy skills of adults. Starting withinstruction in reading, writing, math, listening and speaking, the program shouldcontinue through a General Equivalency Diploma (GED) program.

Career skills will be provided through the traditional K-12 or post-secondary educationalsystem. Individuals will have available to them access to information on existing and

emerging demand occupations and skill needs of the workers; workplace competenciesneeded by current and future employers; and information to make educated decisionsabout future employment.

Vocational and technical skills will be provided by the accredited training facilitiesproviding short-term technical training and long-term one- and two-year curriculum-based training that leads to certification, licensure, or diploma. Training courses willaddress growth industries and demand occupations in the regional area and willproduce students who possess the skills and knowledge desired by area employers.Area employers will be involved in curriculum development so specific skill needs areaddressed in the training and to ensure training will respond to workplace needs.

Professional skills will be provided through accredited colleges and universities

providing degree courses which lead to employment in careers that are in alignmentwith the growth industries and demand occupations in the region. Area employers willhave the opportunity to provide guidance to the universities and colleges about currentand future job openings and their specific professional needs, and colleges anduniversities will respond to employer needs.

Training in basic academic, career, vocational and technical, and professional skills arereadily available in the region. The WIB has built strong collaborative networks witheducational institutions to ensure that the training provided is in alignment with projectedworkforce needs. Specific training available within the area and the facilities providingworkforce based training is discussed at length in Section II: Assessment of the CurrentState of the Workforce - Education / Training Capacity to Meet Current Demands.


49/531


50/531

Region 1 Workforce Investment Board Section IV: Analysis and Strategic Planning forLocal Plan 2006-2010 Achieving the Desired State of the WorkforcePage IV-1


51/531


SECTION IV:

ANALYSIS AND STRATEGIC PLANNING FOR ACHIEVINGTHE DESIRED STATE OF THE WORKFORCE


52/531


Gap Analysis

Population by Age

The population age distribution can have implications on the entry, exit, and experienceof the workforce. It can indicate important changes in the labor force such as projectedretirements, changes in career paths, and new entrants.

The percentage of population in the regions 0-44 age groups is generally lower than thestates and nations comparable group. On the other hand, the percentage ofpopulation in the regions 45 and older age group is generally higher than the statesand the nations. The median age tells a similar story, where every county in the regionhas a median age higher than the states and countrys.

Although the region and the state have a larger proportion of older population comparedto the nation, the number of potential entry-level workers should exceed the number ofpotential retirees between the years 2000 to 2010, everything else equal. However,after year 2010, the regions and states potential retirees will outnumber the potentialentry-level workers, again holding all else constant. Various areas of employment mayexperience shortages in the near future due to limited choices resulting from a smallerpool of available workers. A smaller pool of available workers may cause competition

among employers for skilled workers, which in turn could cause requirements forinflated salaries that may adversely impact employers.

Median Age

County Year 2000

Fayette 39.6Greenbrier 41.6McDowell 40.5Mercer 40.2Monroe 39.7Nicholas 39.4Pocahontas 41.9Raleigh 39.5

Summers 43.4Webster 40.4Wyoming 40.1

Population Changes

The percentage change in an areas population size indicates how quickly thepopulation, hence the potential size of the labor force, is increasing or decreasing.

In the 1970s, all counties, except McDowell, experienced above average populationgrowth rates relative to the state and nation. However, the 1980s saw above averagepopulation decline in all but three counties, Greenbrier, Monroe and Nicholas. Threecounties, Monroe, Pocahontas and Raleigh, experienced population growth in the


53/531


1990s, while the rate of population decline fell in the other counties. A very high rate ofpopulation decline continued in McDowell County. Within Region 1 the populationdecline slowed from 14.11% in the 1980s to 3.19% in the 1990s. Meanwhile, from 1990to 2000, the states population grew marginally by 0.83%, and the nations populationincreased by 13.15%.

The population trend in all other counties, the region, and the state, although improving,is not keeping up with the rest of the country. The 2004 census data indicates that theregions population is beginning to stabilize and shows growth in the counties of Monroeand Raleigh. Furthermore, as long as the change in population remains negative, thepool of potential labor force will continue to fall.

Adults with Disabilities

Based on information contained in the Census, 24% of the workforce in the Region 1area has a work disability. These individuals will require special attention and specifictraining in order to return to the workplace, and thereby assist the region in meeting thelabor force needs based on the projected growth discussed earlier.

Percent of Adults with Work Disability

County PercentageFayette 24Greenbrier 21McDowell 31Mercer 21Monroe 23Nicholas 21Pocahontas 20Raleigh 24Summers 28Webster 26Wyoming 25

Unemployment Rate

The unemployment rate measures the percent of the labor force that is unemployed.The percent of the labor force that is looking for a job but unable to secure employmentis on the decline. It should, however, be remembered that the unemployment rate doesnot account for individuals who would like to be working but are discouraged andtherefore not looking for jobs.


54/531


Unemployment Rate by County

County 2000 (Oct)Percentage

2004 (Oct)Percentage

2005 (Oct)Percentage

Fayette 5.6 5.1 4.4Greenbrier 4.9 4.2 4.3McDowell 8.7 8.2 7.4Mercer 4.1 4.4 4.3Monroe 4.3 3.5 3.9

Nicholas 5.8 4.9 4.8Pocahontas 5.8 5.1 5.2Raleigh 5.3 4.3 3.9Summers 5.5 4.5 4.7Webster 6.4 5.2 4.9Wyoming 6.5 5.1 4.8Region 1 5.4 5.9 5.4

Educational Attainment of Population 25 Years and Over

The educational attainment of the 25 years and older population is an importantmeasure of the quality, and hence productivity and earnings of the workforce.Importantly, there is substantial evidence that educational level and income are highlycorrelated.

According to the Census, the overall educational attainment rates of the 25 years andolder population in Region 1 are below the state and national averages. Theeducational attainment of the states 25 years and older population has improved, but isstill below the national average. For this same group of the population, the gapbetween the states and nations percent of high school graduates decreased between1990 and 2000, but the gap between the states and nations percent of bachelorsdegree or higher increased during this same period.

Relatively lower levels of education and productivity in the regions workforce not onlytranslates directly to lower earnings, but may also deter potential employers fromcoming to the region. It is worthwhile to emphasize that while it is encouraging that theeducational attainment of the states 25 years and older population has increased, it

must grow faster than the nation for the state to reduce and close the gap with the restof the country. The same holds true for both the region and its counties.

Percent of Population Without High School Diploma by Age

Information about the age distribution of the population lacking in high school educationhighlights the age groups which may be most affected by low educational levels.

Across Region 1 and the state, those 60 years and older form the largest group withouta high school diploma. In all but Fayette and Pocahontas counties, the 24-44 age groupis the next largest group without a high school diploma, followed by the 45-59 agegroup. The 18-24 age group is the smallest group without a high school diploma in theregion and the state. To the extent that a large proportion of those who currently lack a


55/531


high school education is generally older, the regions and states problem with relativelylow educational attainment at the high school level will decrease with time.

Percent of Population Without High School Diploma by Age

County 18-24 25-44 45-59 60 and over

Fayette 8 21 21 50Greenbrier 10 22 20 48

Mc