Upload
others
View
1
Download
0
Embed Size (px)
Citation preview
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
1 of 55
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.
2 of 55
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
3 of 55
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:
4 of 55
• 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.
5 of 55
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_
6 of 55
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.
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 shows .97% increase and 17 Annual Openings in Region 13.
48 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
• 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
Is there a nationally recognized industry certification test offered for this program?
Microsoft MCITP-Server 2008, Enterprise Administrator
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.
20 Weeks, 360 Clock Hours, $8,995
10+ Weeks, 400 Clock Hours, $14,000
Application and Staff Research
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.
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 shows .32% increase and 3 Annual Openings in Region 13.
21 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
• 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 IT Manager at Mettler-Toledo, Inc stating they require this particular certification when hiring.
Application
Yes
Is there a nationally recognized industry certification test offered for this program?
Cisco Network+, CCNA (Security, Wireless or Voice)
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 (CCNA, Security, Wireless and Voice)
2 Weeks, 80 Clock Hours, $3,070 (CCNA Only)
Application and Staff Research
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.
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 shows .32% increase and 3 Annual Openings in Region 13.
21 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 certification in this fieldm 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?
Cisco CCNA, CCNP
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.
20 Weeks, 360 Clock Hours, $8,995
16 Weeks, 240 Clock Hours, $8,100
Application and Staff Research
Yes
Date: __12/22/11_______________ OVERALL RECOMMENDATION __Approve_ 9 of 55
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.
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 shows .32% increase and 3 Annual Openings in Region 13.
21 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 Tybrin saying they use
Stetson to train their IT employees in this particular field.
• 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 A+, Network+, Security+
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.
12 Weeks, 216 Clock Hours, $4,995
32 Weeks/21 Credit Hours, $3,740
Application and Staff Research
Yes
Date: __12/22/11_______________ OVERALL RECOMMENDATION __Approve_
10 of 55
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.
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 shows .32% increase and 3 Annual Openings in Region 13.
21 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
• 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
Is there a nationally recognized industry certification test offered for this program?
Cisco, CompTia CCNA, Network+
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.
12 Weeks, 216 Clock Hours, $8,995 (Network Fundamentals AND CCNA)
2 Weeks, 80 Hours, $3,070 (CCNA only)
Application and Staff Research
Yes
Date: __12/22/11_______________ OVERALL RECOMMENDATION __Approve_ 11 of 55
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.
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 3.27% increase and 24 Annual Openings in Region 13.
10 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
• 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
Is there a nationally recognized industry certification test offered for this program?
CompTia, EC Council, ISC2 Security+, CEH,CHFI and CISSP
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.
20 Weeks, 360 Clock Hours, $9,995
23 Weeks/467 Clock Hours, $11,008
Application and Staff Research
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.
13 of 55
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.
14 of 55
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.
15 of 55
Atta
chm
ent 1
Tota
l C
usto
mer
sC
ompl
eted
Tra
inin
gTo
tal
Avg
.Wag
e @
To
tal
Cus
tom
ers
Com
plet
ed T
rain
ing
Tota
l A
vg.W
age
@
Enr
ollm
ents
In T
rain
ing
In J
ob S
earc
hE
xits
Plc
mnt
for A
llE
nrol
lmen
tsIn
Tra
inin
gIn
Job
Sea
rch
Exit
sP
lcm
nt fo
r All
Num
ber
% o
f Enr
olle
dN
umbe
r%
of E
xits
Num
ber
% o
f Exit
sN
umbe
r%
of E
nrol
led
Num
ber
% o
f Exit
sN
umbe
r%
of E
xits
Amer
ican
Red
C
ross
20
---
210
0.00
%2
210
0.00
%2
100.
00%
9.75
$
--
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
-
Entr
y Ti
er2
0 --
-2
100.
00%
22
100.
00%
210
0.00
%9.
75$
--
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
-N
urse
As
sist
ant/H
ome
Hea
lth A
ide
20
---
210
0.00
%2
210
0.00
%2
100.
00%
9.75
$
---
---
---
---
---
---
---
---
---
---
---
Bre
vard
C
omm
unity
C
olle
ge16
310
612
4782
.46%
4541
93.3
3%25
93.3
3%15
.79
$
193
8961
8278
.85%
4240
95.2
4%27
64.2
9%16
.26
$
Entr
y Ti
er85
543
2683
.87%
2825
89.2
9%13
46.4
3%12
.84
$
86
3233
4175
.93%
2120
95.2
4%14
66.6
7%12
.22
$
Ac
coun
ting
Ope
ratio
ns
(PSA
V)1
1 --
- --
- --
- --
- --
- --
- --
- --
- --
-2
10
110
0.00
%1
110
0.00
%0
0.00
%10
.00
$
Auto
mot
ive
Serv
ice
Tech
nolo
gy
(PSA
V)
10
---
110
0.00
%1
110
0.00
%1
100.
00%
11.0
0$
---
---
---
---
---
---
---
---
---
---
---
Dra
fting
&
Des
ign
Tech
nolo
gy (A
S)
65
---
110
0.00
%1
00.
00%
---
---
---
52
22
66.6
7%1
110
0.00
%1
100.
00%
10.0
0$
Elec
troni
c En
gine
erin
g Te
chno
logy
4
3 --
-0
0.00
%1
00.
00%
---
---
---
62
33
75.0
0%1
110
0.00
%0
0.00
%10
.00
$
Hea
ting
& Ai
r C
ondi
tioni
ng7
7 --
- --
- --
- --
- --
- --
- --
- --
- --
-9
05
666
.67%
44
100.
00%
375
.00%
13.6
3$
Med
ical
As
sist
ing
(PSA
V)
148
---
350
.00%
66
100.
00%
233
.33%
9.70
$
105
22
40.0
0%3
266
.67%
133
.33%
12.2
2$
Med
ical
C
oder
/Bill
er
(CC
C) (
form
erly
C
oder
Spe
cial
ist)
21
11
100.
00%
---
---
---
---
---
---
---
---
---
---
---
---
---
---
---
---
---
Med
ical
Se
cret
aria
l (P
SAV)
74
---
310
0.00
%3
310
0.00
%1
33.3
3%11
.83
$
9
34
610
0.00
%2
210
0.00
%2
100.
00%
10.0
0$
Nur
sing
As
sist
ant
(Tra
ditio
nal
41
13
100.
00%
22
100.
00%
150
.00%
10.3
5$
10
11
100.
00%
0 --
- --
- --
- --
- --
-
Offi
ce S
yste
ms
Spec
ialis
t3
20
00.
00%
11
100.
00%
00.
00%
17.7
6$
20
11
50.0
0%1
110
0.00
%0
0.00
%8.
00$
Prac
tical
Nur
sing
3421
113
100.
00%
1211
91.6
7%8
66.6
7%16
.66
$
40
1914
1885
.71%
77
100.
00%
685
.71%
16.2
9$
Teac
her
Cer
tific
atio
n2
1 --
-1
100.
00%
11
100.
00%
00.
00%
15.3
8$
20
11
50.0
0%1
110
0.00
%1
100.
00%
19.8
8$
Brid
ge T
ier
7146
920
80.0
0%16
1593
.75%
1168
.75%
19.1
1$
7132
2231
79.4
9%16
1610
0.00
%9
56.2
5%9.
88$
Bu
sine
ss
Adm
inis
tratio
n (A
.S.)
33
---
---
---
---
---
---
---
---
---
22
---
---
---
---
---
---
---
---
---
Busi
ness
M
anag
emen
t8
62
150
.00%
---
---
---
---
---
---
83
21
20.0
0%3
310
0.00
%0
0.00
%13
.50
$
Cor
rect
iona
l O
ffice
r5
2 --
-3
100.
00%
33
100.
00%
310
0.00
%13
.76
$
2
10
00.
00%
11
100.
00%
110
0.00
%7.
50$
Den
tal H
ygie
ne11
71
375
.00%
22
100.
00%
210
0.00
%29
.00
$
--
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
-
EMT/
Para
med
ic --
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
-1
10
---
---
---
---
---
---
---
---
Fire
Fig
hter
---
---
---
---
---
---
---
---
---
---
---
10
1 --
- --
- --
- --
- --
- --
- --
- --
-La
w E
nfor
cem
ent
Offi
cer (
PSAV
)4
02
250
.00%
21
50.0
0%0
0.00
%15
.59
$
2
2 --
- --
- --
- --
- --
- --
- --
- --
- --
-
Lega
l As
sist
ing/
Para
le --
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
-1
1 --
- --
- --
- --
- --
- --
- --
- --
- --
-
Nur
sing
, RN
3626
28
80.0
0%8
810
0.00
%6
75.0
0%19
.85
$
49
2019
2793
.10%
1010
100.
00%
880
.00%
20.4
0$
Rad
iogr
aphy
- R
ADT
42
23
150.
00%
11
100.
00%
00.
00%
13.0
0$
31
02
100.
00%
22
100.
00%
00.
00%
8.00
$
Surg
ical
Te
chno
logy
(P
SAV)
---
---
---
---
---
---
---
---
---
---
---
21
---
110
0.00
% --
- --
- --
- --
- --
- --
-
Wel
ding
---
---
---
---
---
---
---
---
---
---
---
20
11
50.0
0%1
110
0.00
%0
0.00
%10
.71
$
Ti
er =
37
60
110
0.00
%1
110
0.00
%1
100.
00%
19.1
2$
3625
610
90.9
1%5
480
.00%
480
.00%
26.6
8$
Prog
ram
Yea
r 09-
10 (7
/1/2
009
to 6
/30/
2010
)
Prov
ider
and
Pr
ogra
m
Obt
aine
d Jo
bs in
Com
plet
edE
mpl
oym
ent
Rel
ated
Fie
ldTo
tal S
ucce
ssfu
lly
Ent
ered
C
ompl
eted
Em
ploy
men
t R
elat
ed F
ield
Prog
ram
Yea
r 10-
11 (7
/1/2
010
to 6
/30/
2011
)To
tal S
ucce
ssfu
lly
Ent
ered
O
btai
ned
Jobs
in
16 of 55
Atta
chm
ent 1
Tota
l C
usto
mer
sC
ompl
eted
Tra
inin
gTo
tal
Avg
.Wag
e @
To
tal
Cus
tom
ers
Com
plet
ed T
rain
ing
Tota
l A
vg.W
age
@
Enr
ollm
ents
In T
rain
ing
In J
ob S
earc
hE
xits
Plc
mnt
for A
llE
nrol
lmen
tsIn
Tra
inin
gIn
Job
Sea
rch
Exit
sP
lcm
nt fo
r All
Num
ber
% o
f Enr
olle
dN
umbe
r%
of E
xits
Num
ber
% o
f Exit
sN
umbe
r%
of E
nrol
led
Num
ber
% o
f Exit
sN
umbe
r%
of E
xits
Prog
ram
Yea
r 09-
10 (7
/1/2
009
to 6
/30/
2010
)
Prov
ider
and
Pr
ogra
m
Obt
aine
d Jo
bs in
Com
plet
edE
mpl
oym
ent
Rel
ated
Fie
ldTo
tal S
ucce
ssfu
lly
Ent
ered
C
ompl
eted
Em
ploy
men
t R
elat
ed F
ield
Prog
ram
Yea
r 10-
11 (7
/1/2
010
to 6
/30/
2011
)To
tal S
ucce
ssfu
lly
Ent
ered
O
btai
ned
Jobs
in
Aero
spac
e Te
chno
logy
(A.S
. or
AAS
)1
1 --
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
-
Med
ical
Lab
5
4 --
-1
100.
00%
11
100.
00%
110
0.00
%19
.12
$
33
226
1090
.91%
54
80.0
0%4
80.0
0%26
.68
$
N
etw
ork
& C
ompu
ter
Syst
ems
---
---
---
---
---
---
---
---
---
---
---
22
---
---
---
---
---
---
---
---
---
Res
pira
tory
Th
erap
y1
1 --
- --
- --
- --
- --
- --
- --
- --
- --
-1
1 --
- --
- --
- --
- --
- --
- --
- --
- --
-
Cas
el H
ealth
care
6426
633
86.8
4%32
3093
.75%
2268
.75%
9.69
$
50
2615
2395
.83%
98
88.8
9%7
77.7
8%13
.56
$
Entr
y Ti
er32
55
2488
.89%
2222
100.
00%
1672
.73%
9.59
$
178
68
88.8
9%3
310
0.00
%3
100.
00%
9.17
$
Nur
sing
32
55
2488
.89%
2222
100.
00%
1672
.73%
9.59
$
178
68
88.8
9%3
310
0.00
%3
100.
00%
9.17
$
Brid
ge T
ier
3221
19
81.8
2%10
880
.00%
660
.00%
9.98
$
3318
914
93.3
3%6
583
.33%
583
.33%
16.2
0$
Prac
tical
Nur
sing
1616
---
---
---
---
---
---
---
---
---
2714
913
100.
00%
44
100.
00%
410
0.00
%18
.00
$
Pa
tient
Car
e 16
51
981
.82%
108
80.0
0%6
60.0
0%9.
98$
6
40
150
.00%
21
50.0
0%1
50.0
0%9.
00$
D
ayto
na B
each
C
omm
unity
C
olle
ge3
11
150
.00%
11
100.
00%
110
0.00
%17
.00
$
33
---
---
---
---
---
---
---
---
---
Entr
y Ti
er2
01
150
.00%
11
100.
00%
110
0.00
%17
.00
$
--
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
-Pr
actic
al N
ursi
ng2
01
150
.00%
11
100.
00%
110
0.00
%17
.00
$
--
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
-B
ridge
Tie
r1
1 --
- --
- --
- --
- --
- --
- --
- --
- --
-3
3 --
- --
- --
- --
- --
- --
- --
- --
- --
-R
egis
tere
d N
ursi
ng1
1 --
- --
- --
- --
- --
- --
- --
- --
- --
-3
3 --
- --
- --
- --
- --
- --
- --
- --
- --
-
Flor
ida
Inst
itute
of
Tec
hnol
ogy
168
38
100.
00%
55
100.
00%
240
.00%
24.8
5$
12
43
787
.50%
55
100.
00%
120
.00%
19.8
5$
B
ridge
Tie
r11
42
710
0.00
%5
510
0.00
%2
40.0
0%24
.85
82
35
83.3
3%3
310
0.00
%1
33.3
3%16
.15
$
C
ompu
ter
52
13
100.
00%
22
100.
00%
150
.00%
33.2
8$
20
02
100.
00%
22
100.
00%
150
.00%
14.1
3$
Gra
phic
Des
ign
10
11
100.
00%
---
---
---
---
---
---
11
---
---
---
---
---
---
---
---
---
Mec
hani
cal
Dra
fter
---
---
---
---
---
---
---
---
---
---
---
10
11
100.
00%
0 --
- --
- --
- --
- --
-
Para
lega
l1
1 --
- --
- --
- --
- --
- --
- --
- --
- --
-1
01
110
0.00
%0
---
---
---
---
---
Purc
hasi
ng
Man
agem
ent
41
---
310
0.00
%3
310
0.00
%1
33.3
3%19
.23
$
2
01
150
.00%
11
100.
00%
00.
00%
20.1
9$
Web
Dat
abas
e D
evel
oper
---
---
---
---
---
---
---
---
---
---
---
11
---
---
---
---
---
---
---
---
---
Adv
ance
d Ti
er5
41
110
0.00
% --
- --
- --
- --
- --
- --
-4
11
310
0.00
%2
21
00
25.4
1$
Busi
ness
O
wne
rshi
p M
gmt
32
11
100.
00%
---
---
---
---
---
---
20
02
100.
00%
22
100.
00%
00.
00%
25.4
1$
Net
wor
k &
Com
pute
r Sy
stem
s 2
2 --
- --
- --
- --
- --
- --
- --
- --
- --
-2
11
110
0%0
---
---
---
---
---
Flor
ida
Med
ical
Tr
aini
ng In
stitu
te6
23
410
0.00
%1
110
0.00
%1
100.
00%
13.3
9$
3
03
310
0.00
%0
---
---
---
---
---
Brid
ge T
ier
62
34
100.
00%
11
100.
00%
110
0.00
%13
.39
$
3
03
310
0.00
%0
---
---
---
---
---
Fire
Fig
hter
30
23
100.
00%
11
100.
00%
110
0.00
%13
.39
$
--
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
-Pa
ram
edic
32
11
100.
00%
---
---
---
---
---
---
30
33
100.
00%
0 --
- --
- --
- --
- --
-K
eise
r Uni
vers
ity46
244
2195
.45%
1717
100.
00%
1270
.59%
11.5
5$
29
810
1780
.95%
1110
90.9
1%8
72.7
3%11
.33
$
Entr
y Ti
er41
214
1995
.00%
1515
100.
00%
1066
.67%
10.2
9$
256
916
84.2
1%10
990
.00%
770
.00%
11.8
9$
Med
ical
As
sist
ing
Cer
tific
ate
2919
210
100.
00%
88
100.
00%
562
.50%
10.0
5$
236
914
82.3
5%8
787
.50%
675
.00%
10.2
7$
Billi
ng C
lerk
1 --
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
- --
-N
ursi
ng
Assi
stan
t 11
22
910
0.00
%7
710
0.00
%5
71.4
3%10
.57
$
2
00
210
0.00
%2
210
0.00
%1
50.0
0%13
.50
$
Brid
ge T
ier
53
---
210
0.00
%2
210
0.00
%2
100.
00%
21.0
0$
42
11
50.0
0%1
110
0.00
%1
100.
00%
14.4
2$
Busi
ness
Ad
min
istra
tion
Cer
tific
ate
Prog
ram
---
---
---
---
---
---
---
---
---
---
---
---
---
---
---
---
---
---
---
---
---
---
Net
wor
k &
Com
pute
r Sy
stem
s 3
3 --
- --
- --
- --
- --
- --
- --
- --
- --
-3
11
150
%1
110
0%1
100%
14.4
2$
17 of 55
Atta
chm
ent 1
Tota
l C
usto
mer
sC
ompl
eted
Tra
inin
gTo
tal
Avg
.Wag
e @
To
tal
Cus
tom
ers
Com
plet
ed T
rain
ing
Tota
l A
vg.W
age
@
Enr
ollm
ents
In T
rain
ing
In J
ob S
earc
hE
xits
Plc
mnt
for A
llE
nrol
lmen
tsIn
Tra
inin
gIn
Job
Sea
rch
Exit
sP
lcm
nt fo
r All
Num
ber
% o
f Enr
olle
dN
umbe
r%
of E
xits
Num
ber
% o
f Exit
sN
umbe
r%
of E
nrol
led
Num
ber
% o
f Exit
sN
umbe
r%
of E
xits
Prog
ram
Yea
r 09-
10 (7
/1/2
009
to 6
/30/
2010
)
Prov
ider
and
Pr
ogra
m
Obt
aine
d Jo
bs in
Com
plet
edE
mpl
oym
ent
Rel
ated
Fie
ldTo
tal S
ucce
ssfu
lly
Ent
ered
C
ompl
eted
Em
ploy
men
t R
elat
ed F
ield
Prog
ram
Yea
r 10-
11 (7
/1/2
010
to 6
/30/
2011
)To
tal S
ucce
ssfu
lly
Ent
ered
O
btai
ned
Jobs
in
Occ
upat
iona
l Th
erap
y As
sist
ant
10
---
110
0.00
%1
110
0.00
%1
100.
00%
22.5
0$
---
---
---
---
---
---
---
---
---
---
---
Rad
iolo
gy T
ech
---
---
---
---
---
---
---
---
---
---
---
11
---
---
---
---
---
---
---
---
---
Reg
iste
red
Nur
sing
10
---
110
0.00
%1
110
0.00
%1
100.
00%
19.5
0$
---
---
---
---
---
---
---
---
---
---
---
18 of 55
Atta
chm
ent 2
Rep
ort P
erio
d - 0
7/01
/200
4 th
roug
h 6/
30/2
011
# Ac
tive
in#
Com
plet
ed
Trai
ning
in A
vera
ge W
age
@
Num
ber
%Tr
aini
ngJo
b Se
arch
Num
ber
% o
f Exi
tsN
umbe
r%
of E
xits
Plcm
nt fo
r All
Amer
ican
Red
Cro
ss33
2885
%0
033
2575
.76%
1958
%8.
11$
Entr
y Ti
er33
2885
%0
033
2575
.76%
1958
%8.
11$
N
urse
Ass
ista
nt/H
ome
Hea
lth A
ide
3328
85%
00
3325
75.7
6%19
58%
8.11
$
Bre
vard
Com
mun
ity C
olle
ge58
440
283
%10
073
411
366
89.0
5%28
168
%13
.01
$
Entr
y Ti
er29
921
180
%34
3622
920
087
.34%
159
69%
11.3
8$
Acc
ount
ing
Ope
ratio
ns (P
SA
V)
43
100%
10
33
100.
00%
267
%9.
52$
Aut
omot
ive
Ser
vice
Tec
hnol
ogy
(PS
AV
)4
375
%0
04
375
.00%
125
%10
.66
$
Crim
inal
Jus
tice
Tech
nolo
gy2
150
%0
11
110
0.00
%0
0%6.
45$
Dig
ital P
ublis
hing
44
100%
00
43
75.0
0%3
75%
9.17
$
D
rafti
ng &
Des
ign
Tech
nolo
gy (A
S)
[DR
DT]
84
67%
22
42
50.0
0%2
50%
24.2
3$
Ear
ly C
hild
hood
Edu
catio
n/Te
ache
r C
ertif
icat
ion
65
83%
00
65
83.3
3%4
67%
9.29
$
Ele
ctro
nic
Eng
inee
ring
Tech
nolo
gy
(AA
S)
83
50%
23
32
66.6
7%0
0%9.
00$
Gra
phic
Des
ign
Tech
nolo
gy2
150
%0
02
150
.00%
00%
10.0
0$
H
eatin
g &
Air
Con
ditio
ning
A
ppre
ntic
eshi
p13
862
%0
58
562
.50%
450
%17
.12
$
Med
ical
Ass
istin
g (P
SA
V) [
ME
DA
]50
3373
%5
243
3683
.72%
2558
%10
.93
$
Med
ical
Cod
er/B
iller (
CC
C) (
form
erly
C
oder
Spe
cial
ist)
87
100%
11
66
100.
00%
350
%10
.64
$
Med
ical
Sec
reta
rial
1913
81%
34
1212
100.
00%
975
%8.
66$
Nur
sing
Ass
ista
nt P
rogr
am11
873
%0
29
910
0.00
%6
67%
8.96
$
O
ffice
Sys
tem
s Te
chno
logy
105
50%
01
97
77.7
8%4
44%
10.0
2$
P
aram
edic
21
100%
10
11
100.
00%
110
0%14
.68
$
Pat
ient
Car
e Te
chni
cian
[PTC
A]
54
80%
00
55
100.
00%
480
%9.
88$
Pra
ctic
al N
ursi
ng13
410
390
%19
1410
192
91.0
9%87
86%
15.4
5$
Te
ache
r Cer
tific
atio
n (A
A D
egre
e)4
250
%0
13
310
0.00
%2
67%
16.5
6$
S
ecur
ity G
uard
43
75%
00
43
75.0
0%2
50%
8.67
$
W
eb/In
tern
et S
ervi
ces
10
0%0
01
110
0.00
%0
0%7.
75$
Brid
ge T
ier
237
170
86%
4031
166
152
91.5
7%11
167
%12
.48
$
A
ccou
ntin
g A
pplic
atio
ns1
00%
00
11
100.
00%
00%
6.00
$
B
usin
ess
Adm
inis
tratio
n (A
S)
72
40%
21
44
100.
00%
375
%9.
77$
Bre
vard
Wor
kfor
ceC
umul
ativ
e Pe
rfor
man
ce b
y Pr
ovid
er a
nd P
rogr
am
Tota
l En
roll
men
tsPr
ovid
er*T
otal
Suc
cess
fully
C
ompl
eted
Ente
red
Empl
oym
ent
Obt
aine
d Jo
bs in
R
elat
ed F
ield
Tota
l Exi
ts
19 of 55
Atta
chm
ent 2
# Ac
tive
in#
Com
plet
ed
Trai
ning
in A
vera
ge W
age
@
Num
ber
%Tr
aini
ngJo
b Se
arch
Num
ber
% o
f Exi
tsN
umbe
r%
of E
xits
Plcm
nt fo
r All
Tota
l En
roll
men
tsPr
ovid
er*T
otal
Suc
cess
fully
C
ompl
eted
Ente
red
Empl
oym
ent
Obt
aine
d Jo
bs in
R
elat
ed F
ield
Tota
l Exi
ts
Bus
ines
s M
anag
emen
t17
643
%3
212
1083
.33%
18%
10.7
4$
C
ompu
ter T
echn
olog
y8
563
%0
08
675
.00%
225
%9.
36$
Cor
rect
iona
l Offi
cer
64
80%
10
55
100.
00%
480
%9.
91$
Den
tal A
ssis
ting
(PS
AV
) [D
EN
T]6
467
%0
15
360
.00%
120
%11
.00
$
Den
tal H
ygie
ne44
3710
0%7
235
3497
.14%
3394
%25
.86
$
Edu
catio
n G
old
Car
d4
375
%0
22
210
0.00
%1
50%
9.55
$
Fi
refig
hter
21
50%
01
11
100.
00%
110
0%11
.18
$
Law
Enf
orce
men
t Offi
cer (
PS
AV
)12
1010
0%2
010
770
.00%
330
%12
.27
$
Lega
l Ass
istin
g/P
aral
egal
53
75%
10
42
50.0
0%1
25%
10.8
0$
M
icro
soft
Cer
tifie
d S
yste
ms
Dev
elop
er1
110
0%0
01
110
0.00
%0
0%8.
00$
Nur
sing
, RN
9977
97%
2019
6059
98.3
3%52
87%
19.6
9$
O
racl
e C
ertif
ied
Dat
abas
e A
dmin
10
0%0
01
110
0.00
%0
0%15
.00
$
PC
Sup
port/
A+
(Acc
erle
rate
d)1
110
0%0
01
110
0.00
%1
100%
18.0
3$
P
hleb
otom
y2
0 --
-2
00
---
---
---
---
---
Rad
iogr
aphy
- R
AD
T10
910
0%1
18
810
0.00
%5
63%
12.0
1$
S
urgi
cal T
echn
olog
y (P
SA
V)
85
71%
11
65
83.3
3%3
50%
11.6
6$
W
eldi
ng T
echn
olog
y3
267
%0
12
210
0.00
%0
0%13
.86
$
Hig
h W
age
Tier
4821
95%
266
1614
87.5
0%11
69%
15.1
6$
Aer
ospa
ce T
echn
olog
y3
210
0%1
02
210
0.00
%0
0%9.
95$
Cis
co (C
CN
A) C
ertif
icat
e3
310
0%0
03
310
0.00
%2
67%
13.2
4$
C
ompT
IA N
etw
ork+
(Acc
eler
ated
)1
110
0%0
01
110
0.00
%1
100%
18.2
6$
N
etw
ork
and
Com
pute
r Sys
tem
s A
dmin
istra
tion
2 --
- --
-2
---
---
---
---
---
---
---
Com
pute
r Inf
orm
atio
n Te
chno
logy
(A
.S.)
(form
erly
CIS
A)
22
100%
00
22
100.
00%
210
0%11
.25
$
Med
ical
Lab
orat
ory
Tech
nolo
gy35
1292
%22
67
685
.71%
686
%23
.12
$
Res
pira
tory
The
rapy
10
---
10
0 --
- --
- --
- --
- --
-Tr
uck
Driv
ing
Cla
ss1
110
0%0
01
---
---
---
---
---
Cas
el H
ealth
Car
e Tr
aini
ng
Cen
ter
138
9871
%37
2082
6680
.49%
5162
%10
.76
$
Entr
y Ti
er80
6598
%14
957
4985
.96%
3765
%9.
27$
N
ursi
ng A
ides
/Ord
erlie
s80
6598
%14
957
4985
.96%
3765
%9.
27$
Brid
ge T
ier
5833
94%
2311
2517
68.0
0%14
56%
12.2
4$
Hea
lthca
re S
uppo
rt W
orke
r25
1995
%5
119
1263
.16%
947
%9.
72$
Pra
ctic
al N
ursi
ng27
1310
0%14
94
410
0.00
%4
100%
18.0
0$
P
atie
nt C
are
Tech
6
150
%4
12
150
.00%
150
%9.
00$
Day
tona
Bea
ch C
omm
unity
C
olle
ge12
778
%3
18
787
.50%
788
%17
.02
$
Entr
y Ti
er6
583
%0
15
510
0.00
%5
100%
18.7
4$
Pra
ctic
al N
ursi
ng6
583
%0
15
510
0.00
%5
100%
18.7
4$
B
ridge
Tie
r6
267
%3
03
266
.67%
267
%15
.30
$
20 of 55
Atta
chm
ent 2
# Ac
tive
in#
Com
plet
ed
Trai
ning
in A
vera
ge W
age
@
Num
ber
%Tr
aini
ngJo
b Se
arch
Num
ber
% o
f Exi
tsN
umbe
r%
of E
xits
Plcm
nt fo
r All
Tota
l En
roll
men
tsPr
ovid
er*T
otal
Suc
cess
fully
C
ompl
eted
Ente
red
Empl
oym
ent
Obt
aine
d Jo
bs in
R
elat
ed F
ield
Tota
l Exi
ts
Reg
iste
red
Nur
sing
62
67%
30
32
66.6
7%2
67%
15.3
0$
Emer
Tec
h3
267
%0
03
310
0.00
%1
33%
15.2
1$
B
ridge
Tie
r3
267
%0
03
310
0.00
%1
33%
15.2
1$
Net
wor
k +
Cer
tifie
d A
dmin
istra
tor
(Net
wor
K)
32
67%
00
33
100.
00%
133
%15
.21
$
Flor
ida
Inst
itute
of T
echn
olog
y19
1488
%3
610
1010
0.00
%3
30%
23.5
6$
B
ridge
Tie
r14
1083
%2
48
810
0.00
%3
38%
21.7
1$
Com
pute
r Sup
port
55
100%
01
44
100.
00%
250
%23
.71
$
Gra
phic
Des
ign
Tech
nolo
gy1
---
---
10
00
---
0 --
--
$
M
echa
nica
l Dra
fter
11
100%
01
00
---
0 --
--
$
P
aral
egal
11
100%
01
00
---
0 --
--
$
P
urch
asin
g M
anag
er5
360
%0
14
410
0.00
%1
25%
19.7
1$
W
eb D
atab
ase
Dev
elop
er1
0 --
-1
---
---
---
---
---
---
---
Adva
nced
Tie
r5
410
0%1
22
210
0%0
0%25
.41
$
B
usin
ess
Ow
ners
hip
Mgm
t3
310
0%0
12
210
0.00
%0
0%25
.41
$
Net
wor
k &
Com
pute
r Sys
tem
s A
dmin
istra
tion
21
100%
11
00
---
0 --
- -
$
Flor
ida
Med
ical
Tra
inin
g In
stitu
te27
2392
%2
322
1881
.82%
1568
%12
.61
$
Entr
y Ti
er2
150
%0
02
150
.00%
150
%12
.50
$
N
ursi
ng A
ssis
tant
Pro
gram
21
50%
00
21
50.0
0%1
50%
12.5
0$
B
ridge
Tie
r25
2496
%0
320
1785
.00%
1470
%12
.72
$
Fi
refig
hter
1111
100%
02
98
88.8
9%6
67%
11.9
5$
P
aram
edic
1413
93%
03
119
81.8
2%8
73%
13.4
8$
Hea
lthC
are
Dim
ensi
on, I
nc.
55
100%
00
55
100.
00%
360
%9.
58$
Entr
y Ti
er5
510
0%0
05
510
0.00
%3
60%
9.58
$
Nur
sing
Ass
ista
nt P
rogr
am5
510
0%0
05
510
0.00
%3
60%
9.58
$
Inte
rsta
te T
ruck
ing
Acad
emy
88
100%
00
87
87.5
0%4
50%
15.5
6$
H
igh
Wag
e Ti
er8
810
0%0
08
787
.50%
450
%15
.56
$
Tr
uck
Driv
ing
88
100%
00
87
87.5
0%4
50%
15.5
6$
Kei
ser U
nive
rsity
133
108
87%
913
111
101
90.9
9%81
73%
15.7
2$
En
try
Tier
112
9389
%7
1194
8489
.36%
6771
%12
.85
$
A
+ C
ertif
icat
ion
33
100%
01
22
100.
00%
210
0%12
.38
$
Hos
pita
l Cod
ing
21
100%
10
11
100.
00%
110
0%15
.00
$
Med
ical
Ass
istin
g C
ertif
icat
e P
rogr
am67
5285
%6
952
4688
.46%
3567
%10
.05
$
Nur
sing
Ass
ista
nt P
rogr
am34
3294
%0
034
3294
.12%
2676
%11
.53
$
Phl
ebot
omy
65
83%
01
53
60.0
0%3
60%
15.3
0$
21 of 55
Atta
chm
ent 2
# Ac
tive
in#
Com
plet
ed
Trai
ning
in A
vera
ge W
age
@
Num
ber
%Tr
aini
ngJo
b Se
arch
Num
ber
% o
f Exi
tsN
umbe
r%
of E
xits
Plcm
nt fo
r All
Tota
l En
roll
men
tsPr
ovid
er*T
otal
Suc
cess
fully
C
ompl
eted
Ente
red
Empl
oym
ent
Obt
aine
d Jo
bs in
R
elat
ed F
ield
Tota
l Exi
ts
Brid
ge T
ier
1511
79%
11
1313
100.
00%
1185
%16
.33
$
B
usin
ess
Adm
inis
tratio
n C
ertif
icat
e P
rogr
am1
00%
00
11
100.
00%
00%
13.2
5$
Com
pute
r Gra
phic
s C
ertif
icat
e P
rogr
am2
210
0%0
02
210
0.00
%2
100%
14.0
9$
Med
ical
Tra
nscr
iptio
n2
150
%0
02
210
0.00
%1
50%
11.7
9$
O
ccup
atio
nal T
hera
py A
ssis
tant
(AS
D
egre
e)4
410
0%0
13
310
0.00
%3
100%
21.9
0$
Rad
iolo
gy T
ech
10
---
1 --
- --
- --
- --
- --
- --
- --
- R
egis
tere
d N
ursi
ng5
480
%0
05
510
0.00
%5
100%
20.6
2$
H
igh
Wag
e Ti
er6
480
%1
14
410
0.00
%3
75%
17.9
9$
Net
wor
k +
Cer
tific
atio
n6
480
%1
14
410
0.00
%3
75%
17.9
9$
Key
Pow
er (T
ruck
Driv
ing)
11
100%
01
0 --
- --
- --
- --
- --
-B
ridge
Tie
r1
110
0%0
10
---
---
---
---
---
Indu
stry
Sta
ndar
d Tr
acto
r Tra
iler
11
100%
01
0 --
- --
- --
- --
- --
-
Nat
iona
l Tra
inin
g In
c5
410
0%1
04
410
0.00
%2
50%
12.1
8$
B
ridge
Tie
r3
210
0%1
02
210
0.00
%1
50%
11.8
7$
Com
mer
cial
Driv
ers
Lice
nse
32
100%
10
22
100.
00%
150
%11
.87
$
Hig
h W
age
Tier
22
100%
00
22
100.
00%
150
%12
.50
$
H
eavy
Equ
ipm
ent O
pera
tor
22
100%
00
22
100.
00%
150
%12
.50
$
New
Hor
izon
s7
310
0%4
21
110
0.00
%0
0.00
%33
.65
$
Entr
y Ti
er7
310
0%4
21
110
0.00
%0
0.00
%33
.65
$
C
ompu
ter S
uppo
rt7
310
0%4
21
110
0.00
%0
0.00
%33
.65
$
Orla
ndo
Tech
74
67%
10
65
83.3
3%5
83%
15.9
7$
B
ridge
Tie
r7
467
%1
06
583
.33%
583
%15
.97
$
P
ract
ical
Nur
sing
74
67%
10
65
83.3
3%5
83%
15.9
7$
Roa
dmas
ter D
river
s Sc
hool
1010
100%
00
107
70.0
0%7
70%
13.3
5$
B
ridge
Tie
r10
1010
0%0
010
770
.00%
770
%13
.35
$
C
omm
erci
al T
ruck
Driv
er T
rain
ing
1010
100%
00
107
70.0
0%7
70%
13.3
5$
Tech
Ski
lls2
210
0%0
11
110
0.00
%1
100%
20.0
0$
B
ridge
Tie
r1
110
0%0
10
0 --
- --
- --
--
$
I-Net
+ T
rain
ing
Pro
gram
11
100%
01
00
---
---
---
-$
Hig
h W
age
Tier
11
100%
00
11
100.
00%
110
0%20
.00
$
M
icro
soft
Cer
t. S
yste
ms
Eng
inee
r1
110
0%0
01
110
0.00
%1
100%
20.0
0$
Tech
nica
l Ed
Cen
ter
11
100%
00
11
100.
00%
00%
13.8
9$
22 of 55
Atta
chm
ent 2
# Ac
tive
in#
Com
plet
ed
Trai
ning
in A
vera
ge W
age
@
Num
ber
%Tr
aini
ngJo
b Se
arch
Num
ber
% o
f Exi
tsN
umbe
r%
of E
xits
Plcm
nt fo
r All
Tota
l En
roll
men
tsPr
ovid
er*T
otal
Suc
cess
fully
C
ompl
eted
Ente
red
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
NER
GY
SUPP
LEM
ENTA
L
201
1-12
Reg
iona
l Tar
gete
d O
ccup
atio
ns L
ists
A
ppro
ved
Supp
lem
enta
l Occ
upat
ions
App
rove
d Ju
ne 3
0, 2
011
WFI
Exe
cuti
ve C
omm
itte
e Lo
cally
Sub
mit
ted
Labo
r M
arke
t D
ata
Regi
onal
Wag
e Cr
iter
ia *
Wor
kfor
ce
Regi
on
SOC
Code
O
ccup
atio
nal
Titl
e Pr
ojec
ted
Ann
ual
Ope
ning
s
Hou
rly
Wag
es
Trai
ning
Co
de
Sour
ce
Ann
ual
Ope
ning
s H
ourl
y W
ages
, IT
A
Hou
rly
Wag
es, H
S/H
W
(^ d
enot
es
HS/
HW
) M
ean
Entr
y M
ean
Entr
y M
ean
Entr
y
Regi
on
13
(Bre
vard
Co
unty
)
13-
1199
.01
Ener
gy A
udito
rs
Code
d as
Bu
sine
ss
Ope
ratio
ns
Spec
ialis
ts, A
ll O
ther
(SO
C Co
de 1
3-11
99)
10+
28.2
7 16
.04
4 Sp
ace
Coas
t En
ergy
Co
nsor
tium
10
$12.
86
$10.
45
$20.
16
$12.
86
Regi
on
13
(Bre
vard
Co
unty
)
17-
3029
.08
Phot
onic
s Te
chni
cian
s-
Code
d as
En
gine
erin
g Te
chni
cian
s,
Exce
pt D
raft
ers,
A
ll O
ther
(SO
C Co
de 1
7-30
29
10+
24.6
5 14
.95
4 Sp
ace
Coas
t En
ergy
Co
nsor
tium
10
$12.
86
$10.
45
$20.
16
$12.
86
Regi
on
13
(Bre
vard
Co
unty
)
43-
5061
.00
Prod
uctio
n,
Plan
ning
&
Expe
ditin
g Cl
erks
(SO
C Co
de 4
3-50
61)
10+
18.9
2 12
.47
2 Sp
ace
Coas
t En
ergy
Co
nsor
tium
10
$12.
86
$10.
45
$20.
16
$12.
86
Regi
on
13
(Bre
vard
Co
unty
)
47-
1011
.03
Sola
r Ene
rgy
Inst
alla
tion
Man
ager
s -
Code
d as
Fir
st
Line
Sup
erv.
Or
Cons
truc
tion
&
Extr
actio
n
10+
27.8
6 18
.33
4 Sp
ace
Coas
t En
ergy
Co
nsor
tium
&
Ban
ner
Cent
er fo
r Cl
ean
10
$12.
86
$10.
45
$20.
16
$12.
86
29 of 55
2
REG
ION
13
CLEA
N E
NER
GY
SUPP
LEM
ENTA
L
201
1-12
Reg
iona
l Tar
gete
d O
ccup
atio
ns L
ists
A
ppro
ved
Supp
lem
enta
l Occ
upat
ions
App
rove
d Ju
ne 3
0, 2
011
WFI
Exe
cuti
ve C
omm
itte
e Lo
cally
Sub
mit
ted
Labo
r M
arke
t D
ata
Regi
onal
Wag
e Cr
iter
ia *
Wor
kfor
ce
Regi
on
SOC
Code
O
ccup
atio
nal
Titl
e Pr
ojec
ted
Ann
ual
Ope
ning
s
Hou
rly
Wag
es
Trai
ning
Co
de
Sour
ce
Ann
ual
Ope
ning
s H
ourl
y W
ages
, IT
A
Hou
rly
Wag
es, H
S/H
W
(^ d
enot
es
HS/
HW
) M
ean
Entr
y M
ean
Entr
y M
ean
Entr
y
Wor
kers
(SO
C Co
de 4
7-10
11)
Ener
gy
Regi
on
13
(Bre
vard
Co
unty
)
47-
4099
.01
Sola
r Ph
otov
olta
ic
Inst
alle
rs -
Code
d as
Co
nstr
uctio
n &
Re
late
d W
orke
rs, A
ll O
ther
(SO
C Co
de 4
7-40
99)
10+
16.8
9 11
.72
1 Sp
ace
Coas
t En
ergy
Co
nsor
tium
&
Ban
ner
Cent
er fo
r Cl
ean
Ener
gy
10
$12.
86
$10.
45
$20.
16
$12.
86
Regi
on
13
(Bre
vard
Co
unty
)
41-
4011
.07
Sola
r Sal
es
Repr
esen
tativ
es
& A
sses
sors
- Co
ded
as S
ales
Re
pres
enta
tives
, W
hole
sale
&
Mfg
. Tec
h &
Sci
. Pr
oduc
ts (S
OC
Code
41-
4011
)
10+
32.3
3 17
.83
3 Ba
nner
Ce
nter
for
Clea
n En
ergy
10
$12.
86
$10.
45
$20.
16
$12.
86
Regi
on
13
(Bre
vard
Co
unty
)
47-
4099
.02
Sola
r The
rmal
In
stal
lers
&
Tech
nici
ans
- Co
ded
as
Cons
truc
tion
&
10+
16.7
9 11
.52
1 Sp
ace
Coas
t En
ergy
Co
nsor
tium
&
Ban
ner
10
$12.
86
$10.
45
$20.
16
$12.
86
30 of 55
3
REG
ION
13
CLEA
N E
NER
GY
SUPP
LEM
ENTA
L
201
1-12
Reg
iona
l Tar
gete
d O
ccup
atio
ns L
ists
A
ppro
ved
Supp
lem
enta
l Occ
upat
ions
App
rove
d Ju
ne 3
0, 2
011
WFI
Exe
cuti
ve C
omm
itte
e Lo
cally
Sub
mit
ted
Labo
r M
arke
t D
ata
Regi
onal
Wag
e Cr
iter
ia *
Wor
kfor
ce
Regi
on
SOC
Code
O
ccup
atio
nal
Titl
e Pr
ojec
ted
Ann
ual
Ope
ning
s
Hou
rly
Wag
es
Trai
ning
Co
de
Sour
ce
Ann
ual
Ope
ning
s H
ourl
y W
ages
, IT
A
Hou
rly
Wag
es, H
S/H
W
(^ d
enot
es
HS/
HW
) M
ean
Entr
y M
ean
Entr
y M
ean
Entr
y
Rela
ted
Wor
kers
, All
Oth
er (S
OC
Code
47-
4099
)
Cent
er fo
r Cl
ean
Ener
gy
Regi
on
13
(Bre
vard
Co
unty
)
47-
4099
.03
Wea
ther
izat
ion
Inst
alle
rs &
Te
chni
cian
s -
Code
d A
s Co
nstr
uctio
n &
Re
late
d W
orke
rs,
All
Oth
er (S
OC
Code
47-
4099
)
10
17.1
9 11
.42
1 Sp
ace
Coas
t En
ergy
Co
nsor
tium
10
$12.
86
$10.
45
$20.
16
$12.
86
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
expl
ore
the
busi
ness
sec
tion
at th
is li
nk:
http
://br
evar
dwor
kfor
ce.c
om/b
usin
esse
s/ou
r-se
rvic
es.
This
act
ivity
is c
ompl
ete.
33 of 55
Utili
ze L
ocal
Vet
eran
s Em
ploy
men
t R
epre
sent
ative
s (L
VER
s) a
nd M
ilitar
y Fa
mily
Em
ploy
men
t Adv
ocat
e (M
FEA)
to
aug
men
t Bus
ines
s Se
rvic
es
Rep
rese
ntat
ives
to v
isit
busi
ness
es to
pr
ovid
e aw
aren
ess
of s
ervic
es p
rovid
ed
by B
reva
rd W
orkf
orce
Ap
ril 2
012
St
aff/C
ontra
ctor
Non
e C
olle
ct d
ata
from
var
ious
sou
rces
bas
ed o
n th
e ne
w b
usin
ess
mod
el.
Focu
s on
num
ber o
f bu
sine
ss a
ccou
nts
from
LVE
R, M
FEA
& Bu
sine
ss R
epre
sent
ative
s.
M
easu
re 3
B: D
ata
Anal
ysis
Activ
ity
Date
Bo
ard
Parti
cipa
tion
Budg
et Im
pact
St
atus
Th
e Bo
ard
will
revie
w d
ata
for o
vera
ll bu
sine
ss u
se o
f the
BW
bus
ines
s se
rvic
es.
An
nual
ly (O
ctob
er)
St
aff
N
one
Com
plet
ed O
ctob
er 6
, 201
1
Enha
nce
data
col
lect
ion
to p
rovid
e ba
sis
for
“sec
tor s
trate
gy” d
evel
opm
ent.
O
ctob
er 2
011
St
aff
N
one
See
Info
rmat
ion
Brie
f M
easu
re
4B
St
rate
gy 4
: De
velo
p an
d im
plem
ent a
s ne
cess
ary,
clu
ster
-bas
ed in
itiat
ives
to re
lieve
wor
ker s
horta
ges
in k
ey in
dust
ries
Mea
sure
4A:
Cur
rent
Initi
ativ
e M
onito
ring
Ac
tivity
Da
te
Boar
d Pa
rtici
patio
n Bu
dget
Impa
ct
Stat
us
Aero
spac
e St
rate
gic
Plan
Impl
emen
tatio
n Va
rious
Po
ssib
le
Yes,
but
re
ceive
d sp
ecific
fu
ndin
g
See
Aero
spac
e St
rate
gic
Plan
Br
ief
Mea
sure
4B:
Dev
elop
Sec
tor S
trate
gies
Activ
ity
Date
Bo
ard
Parti
cipa
tion
Budg
et Im
pact
St
atus
D
efin
e an
d de
velo
p on
e se
ctor
stra
tegy
July
2013
In
put
Po
ssib
le
See
Info
rmat
ion
Brie
f 4B
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
# FILTER APPLICATION FILTER IMPACT
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
# FILTER APPLICATION FILTER IMPACT
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
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
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
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
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
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
Com
mitt
ee
Aer
ospa
ce C
lust
er S
trate
gic
Pla
n
Stra
tegy
1: M
aint
ain
Skill
ed W
orke
rs
Pl
an P
iece
s/
Dea
dlin
es
A
ctio
n St
eps
Budg
et Im
pact
(inc
lude
s in
kin
d)
St
atus
Mai
ntai
n re
quir
ed
skill
s and
w
orkf
orce
leve
ls
requ
ired
for
shut
tle o
pera
tions
th
roug
h 20
10.
June
201
0
• D
eter
min
e sk
ill se
ts
of w
orke
rs w
ithin
cu
rren
t Shu
ttle
wor
kfor
ce a
nd
iden
tify
sele
ct
skill
s/w
ork
func
tions
for
CEV
/Con
stel
latio
n.
• Pr
ovid
e tr
aini
ng a
s ne
eded
and
fund
ed
thro
ugh
Indi
vidu
al
Trai
ning
Acc
ount
s an
d Em
ploy
ed
Wor
ker T
rain
ing
Agr
eem
ents
.
(Com
plet
ed u
nder
Spa
ce
Flor
ida
Gra
nt F
undi
ng)
A
eros
pace
Wor
kfor
ce
Tran
sitio
n (A
WT)
Fun
ding
- $
990K
Allo
cate
d fo
r Tr
aini
ng
PY
2009
-10
$1.
2 M
illio
n
Fede
ral E
arm
ark
$102
K
N
EG G
rant
$9
50K
Spac
e Fl
orid
a (S
tate
) Fu
nds
$2.8
80M
AW
T Fu
ndin
g - $
135K
–
Com
mun
icat
ions
Pla
n
PY20
09-1
0 $
80K
NEG
Gra
nt
Task
Com
plet
ed th
roug
h A
eros
pace
Wor
kfor
ce O
utlo
ok R
epor
t Ph
ase
I & II
. C
ontr
acte
d fo
r Wor
kfor
ce O
utlo
ok R
epor
t Pha
se II
I to
prov
ide
refr
eshe
r stu
dy a
fter s
ever
al n
ew d
evel
opm
ents
that
will
affe
ct th
e pr
evio
us o
utco
mes
. Re
port
com
plet
ed a
nd d
istr
ibut
ed to
st
akeh
olde
rs 1
/10.
56
0 ha
ve c
ompl
eted
trai
ning
in F
Y 08
/09.
865
com
plet
ed fo
r PY
09/1
0.
50 c
ompl
eted
for $
238K
Ear
mar
k. U
nder
NEG
389
hav
e co
mpl
eted
. Tot
al tr
aine
d to
dat
e: 1
,852
. Cur
rent
ly 2
99 e
nrol
led
in
prog
ram
and
atte
ndin
g or
sla
ted
for e
duca
tiona
l tra
inin
g.
600+
wor
kers
hav
e be
en re
-em
ploy
ed a
s of
Sep
tem
ber 2
011
(rel
ying
on
self
-rep
ortin
g).
A c
once
ntra
ted
follo
w-u
p ef
fort
with
al
l reg
istr
ants
is c
urre
ntly
on-
goin
g to
iden
tify
curr
ent
empl
oym
ent a
nd re
side
nce
stat
us.
All
AW
T w
orks
hops
hav
e be
en v
ideo
tape
d an
d up
load
ed to
the
AW
T w
ebsi
te fo
r eas
y ac
cess
and
to e
limin
ate
time
burd
en o
n st
aff.
Cur
rent
ly h
ave
8,00
0+ re
gist
rant
s in
the
AW
T pr
ogra
m.
Com
mun
icat
ions
& O
utre
ach
Cam
paig
n co
ntra
ctor
has
dev
elop
ed
colla
tera
l whi
ch in
clud
es, n
ewsl
ette
rs (s
ix d
istr
ibut
ed to
dat
e),
broc
hure
s, s
igna
ge, c
able
, rad
io, p
rint
med
ia, e
tc.
Live
vid
eo c
hats
w
ith th
e A
WT
Team
hav
e al
so b
een
held
and
bro
adca
st th
ru th
e A
WT
web
site
. A
WT
web
site
incl
udes
a se
lf-re
gist
ratio
n/en
gage
men
t com
pone
nt d
irec
ting
part
icip
ants
to
serv
ice
enga
gem
ent m
echa
nism
s, in
clud
ing
on-li
ne w
orks
hops
, re
sour
ces,
etc
.
Con
cent
rate
d ou
trea
ch e
ffor
t and
col
late
ral d
evel
oped
focu
sing
on
both
wor
kers
and
em
ploy
ers r
egar
ding
com
mon
iden
tifie
r in
EFM
42 of 55
BWC
Com
mitt
ee
Aer
ospa
ce C
lust
er S
trate
gic
Pla
n
•
Mes
sage
and
co
mm
unic
atio
ns
plan
dev
elop
ed a
nd
put i
nto
prod
uctio
n/di
stri
but
ion
that
is g
eare
d to
lif
e lo
ng le
arni
ng.
$70K
fo
r job
/tale
nt m
atch
ing
for N
EG/O
JT a
nd o
ther
em
ploy
men
t op
port
uniti
es.
Add
ition
al o
utre
ach
fund
s al
loca
ted
in th
e cu
rren
t N
EG m
odif
icat
ion
to c
ontin
ue e
ffor
ts o
f mat
chin
g di
sloc
ated
w
orke
rs w
ith re
gion
al e
mpl
oyer
s. M
od a
ppro
val e
xpec
ted
by
year
’s e
nd.
Stat
ewid
e W
IB a
nd E
DO
trai
ning
sess
ions
to o
utlin
e N
EG/O
JT
oppo
rtun
ities
and
ben
efits
was
hos
ted
on 4
/18/
11.
Add
ition
al
Busi
ness
Lia
ison
trai
ning
is b
eing
pla
nned
for o
ur th
ree
surr
ound
ing
regi
ons.
Con
cern
– la
ck o
f exp
endi
ture
rate
cou
ld je
opar
dize
ext
ensi
on o
f N
EG a
nd a
dditi
onal
fund
s. A
ll ef
fort
s ar
e be
ing
mad
e w
ith th
e cu
rren
t res
ourc
es to
eng
age
mor
e ae
rosp
ace
wor
kers
in tr
aini
ng o
r O
JT o
ppor
tuni
ties.
M
aint
ain
wor
kfor
ce s
kills
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
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
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
opt
ions
, m
enta
l hea
lth c
ouns
elin
g, e
tc.).
A
WE
wor
k fl
ow p
roce
ss h
as
been
impl
emen
ted
and
16 w
orke
rs p
lace
d as
of 1
1/30
/11.
A
ppro
val o
f gra
nt m
odif
icat
ion
perf
orm
ance
per
iod
exte
nsio
n to
3/3
1/12
has
bee
n au
thor
ized
by
DO
L. M
od a
lso
allo
ws
for A
WE’
s in
ent
repr
eneu
rial
act
iviti
es.
An
addi
tiona
l six
-mon
th, n
o co
st e
xten
sion
to a
llow
add
ition
al
part
icip
atio
n w
as s
ubm
itted
on
12/1
5.
Whi
te H
ouse
ann
ounc
ed p
lans
to p
rovi
de $
40M
for j
ob
crea
tion,
and
eco
nom
ic d
evel
opm
ent e
ffort
s. $
35M
ded
icat
ed
to c
ompe
titiv
e gr
ant a
war
ds to
cre
ate
jobs
and
adv
ance
in
dust
ry c
lust
ers i
n Fl
orid
a’s
Spac
e C
oast
Reg
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
cha
nges
in
Con
gres
s an
d bu
dget
shor
tfalls
for N
ASA
in P
Y 20
12 m
ay
jeop
ardi
ze th
is in
itiat
ive.
Thi
s in
itiat
ive
did
not r
ecei
ve
Con
gres
sion
al fu
ndin
g. S
take
hold
ers
repo
rt th
at d
eleg
atio
n m
embe
rs fr
om N
ASA
Cen
ter d
istr
icts
are
rally
ing
for
fund
ing
supp
ort i
n ne
xt y
ear’s
bud
get.
ED
A re
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
e:
Am
ount
: •
$15,
000,
000
($7.
8M fo
r yea
r one
) •
Plan
ned
Part
icip
ants
: 3,2
00
• En
rolle
d in
Tra
inin
g: 1
,650
•
Ente
ring
Em
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
icat
ed to
trai
ning
/sup
port
svc
s.
• St
affi
ng le
vels
sig
nifi
cant
ly in
crea
sed
to m
eet
capa
city
dem
ands
. •
Wor
ksho
ps, c
ouns
elin
g se
rvic
es a
nd c
omm
unity
re
sour
ces
will
all
be a
par
t of t
he N
EG e
ffor
ts.
Gra
nt m
odif
icat
ion
to in
clud
e ad
ditio
nal f
ront
line
reso
urce
s, e
ntre
pren
euri
al/f
aith
bas
ed a
ctiv
ities
, and
a o
ne-
year
per
form
ance
per
iod
exte
nsio
n ha
s be
en s
ubm
itted
to
DO
L fo
r app
rova
l. D
OL
deni
ed th
e m
odifi
cati
on re
ques
t, st
atin
g it
was
too
soon
to re
ques
t an
exte
nsio
n an
d ad
diti
onal
fund
s. R
evis
ion
for p
lann
ed s
cope
of w
ork,
or
igin
al p
erfo
rman
ce p
erio
d an
d bu
dget
has
bee
n su
bmit
ted
to
DO
L. O
nce
this
mod
is a
ppro
ved,
a p
erfo
rman
ce p
erio
d ex
tens
ion
will
be
subm
itte
d.
At t
he c
oncl
usio
n of
201
1 Le
gisl
ativ
e Se
ssio
n, F
lori
da’s
spa
ce
indu
stry
rece
ived
ove
r $43
M (S
pace
Flo
rida
initi
ativ
es,
infr
astr
uctu
re im
prov
emen
ts, t
ax/R
&D
cre
dits
). N
o fo
llow
-on
fund
ing
for t
he A
WT
Prog
ram
app
ropr
iate
d. A
CD
C m
et in
A
ugus
t be
begi
n de
velo
pmen
t of P
Y 12
/13
Legi
slat
ive
Age
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
, hav
e de
term
ined
not
to p
ursu
e a
defi
nite
fu
nds
requ
est t
his
PY, b
ut fo
r ove
rarc
hing
sup
port
of t
he
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:
49 of 55
• 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
50 of 55
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.
51 of 55
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
52 of 55
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
53 of 55
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
54 of 55
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
55 of 55