innovation.workforcegps.org/media/WorkforceG… · Web viewPROVIDER INFORMATION: Business University – A Division of Full Capacity Marketing. Celina Shands, President and CEO

Workforce Innovation Fund Project: Skills Wisconsin: An Initiative to Improve

Industry-Driven Worker Training

SELECTED RESOURCES TO PROVIDE EMPLOYER SERVICES CAPACITY

BUILDING/TRAINING

Submitted to:

Sue GleasonWorkforce Development Board of

South Central Wisconsin (and Consortium)

Submitted by:

3535 Route 66, Bldg. 4Neptune, NJ 07753

732-918-8000www.mahernet.com

August, 2014

http://www.mahernet.com/

WIF Skills Wisconsin: Selected Resources to Provide Employer Services Capacity Building/Training

Table of ContentsINTRODUCTION AND SUMMARY.............................................................................................1

Business University – Celina Shands....................................................................................4

Center for Workforce Learning – Mary Ann Lawrence........................................................8

Dynamic Works Institute (DWI).........................................................................................11

Richalene Kozumplik..........................................................................................................14

Lengel Vocational Services – Beth Lengel..........................................................................21

National Workforce Institute (NWI) – Tracey Short...........................................................24

Sharon Parry......................................................................................................................27

QuinnC Associates – Christine Quinn................................................................................30

Workforce 180 – Mike Fazio..............................................................................................40

APPENDICES..........................................................................................................................43

Appendix A: From Business University (Celina Shands) – “Maximizing Business Engagement”.................................................................................44

Appendix B: From Center for Workforce Learning (MaryAnn Lawrence) – “Employer Services Training and Technical Assistance”....................................................45

Appendix C: From QuinnC Associates (Christine Quinn) – “Employer Focused PPT”.......46

Appendix D: From Workforce 180 (Mike Fazio) – “Workforce 180 Training Information”.............................................................................47

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3535 Route 66, Bldg. 4 Neptune, NJ 07753 732-918-8000 www.mahernet.com


INTRODUCTION AND SUMMARY

We were asked to provide technical assistance to the Workforce Innovation Fund (WIF) program “Skills Wisconsin: An Initiative to Improve Industry-Driven Worker Training” by collecting pertinent information and intelligence from companies and individuals who provide staff capacity building and training to support the function of serving employers, also known as “business services”. It was clear from discussions with the project contact in Wisconsin that the State was seeking to move beyond a traditional jobseeker centered, transactional “job development” approach to what was termed a “Demand Driven system”, and that it wished to retrain workforce professionals to “view business as the customer.”

A demand driven system can improve and expand the quality of service to the community and increase the numbers of businesses and job seekers benefiting from the workforce system. It can move the perception of the local system from the aisle to the middle of the stage. It can change the very nature of the system and the work that is done in its name, but it requires a commitment to change and a clear understanding of where system leaders want the system to go. As the project grantee fully understands, it requires more than a few days in the classroom.

Building a local demand driven system requires ownership by local policy makers and administrators. It requires trust that work dictated by customer direction will yield the necessary grant-required outcomes. It requires, perhaps, new policies and new procedures that reinforce a system response instead of a program outcome.

Mostly, we believe a demand driven system is created in response to a vision clearly articulated by the State and local policy makers, primarily by the Workforce Investment Board(s). If the vision is not repeated in word and reinforced in action, then it will likely not be sustained; rather, it will be chipped away and worn down by compliance oriented rewards and sanctions. Therefore, we feel strongly that selection of training should follow decisions related to the framework for providing services to employers; “demand driven” is only tip of that policy/framework “iceberg” decision.

Beyond the major change to a “demand driven” perspective, there are additional decisions to be made in terms of organizing the business service function. To name a few:

Will the areas adopt a sector strategy approach to business services What will the relationship of Career Pathway development be to the provision of services to

business Will there be regional approaches that cross over workforce area jurisdictional lines Will there be business service teams that include representatives from economic development,

education and perhaps other agencies involved

Each of these strategic decisions impacts the nature of the training that should be procured. Indeed, any training that is acquired should be based in large part on those foundational decisions. In fact, depending on each local Board’s position on these and related issues, the training should perhaps include consideration of the various frameworks within which to provide services to employers. Since the eleven Boards in Wisconsin are each independent, they may well need to engage in training that

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begins with figuring out what they want their employer services to look like, accomplish, etc., and then proceed to do the specific training.

For that reason, the initial questions asked of potential providers dealt with whether their expertise extended to providing instruction or other assistance in developing a framework or system-based approach to business services, AND whether their training practices accounted for the differences in such frameworks. Almost all of the providers profiled in this report at least appear to do just that, but project leaders would be well-advised to question any potential providers in depth about that issue.

We were asked to locate and collect information on a number of training providers and programs that might meet certain criteria. In addition to details on cost and length of training, the “Skills Wisconsin” project grantee listed a number of criteria they were looking for in creating a field of potential providers:

1. Be clearly a demand-driven training focus so systems/culture change is important2. Include a train the trainer approach to avoid ongoing costs3. Have the possibility of a Basic and Advanced level4. Have established core competencies 5. Include focus on all publicly funded workforce programs6. Have the possibility of expanding to include economic development and

higher education partners so not exclusively workforce program focused7. Have multiple delivery methods such as written, video, self-guided, and in-person tools

We felt that different providers would be willing to provide differing levels of information, and therefore began our search with some caveats:

We did not feel that providers would be willing to supply full curricula, especially since they were not being asked to provide curricula customized to the specific needs of this grantee;

It would not be possible to fully evaluate trainers without seeing them in action; It would be difficult to get reliable, comparable information on costs without knowing specific

details such as the number of staff to be trained, how many sessions, how many courses, how lengthy, where, what modalities, how many “train the trainer” sessions and trainees, etc. We could get a sense for costs but, without precise specifications, any cost estimates would be extremely soft.

At the same time, we knew that no reputable training consultant would provide an “off-the-shelf” package without offering to make (sometimes significant) adaptations to meet a client’s particular needs, nor should Skills Wisconsin be anxious to work with one who would not do so. As just one example, a company may have training already prepared in instructor-led and even self-paced online modalities, and would be capable of providing it in written or another alternative format, but additional work would have to be done in order to meet the client’s specific criteria. As a result, we could indicate where training is already available in alternative modalities and formats, but a more important ingredient might be the provider’s capacity and willingness to customize.

That said, in requesting information from providers, we asked everyone to be responsive to the criteria listed above, and some were more responsive than others. Nevertheless, we did review all relevant and available materials and provided responses to all the criteria insofar as possible.

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Each of the two researchers on this project has served in numerous and varied positions in and around the workforce system for a number of decades and have looked at things from many different levels and perspectives. As a result, we were able to identify a number of employer services training providers whose work we know well and can therefore vouch for their qualifications, experience and competence. We contacted a number of these individuals, and some provided information included in this report. The grantee asked that we look specifically at two or three providers, and our valued network of long-term professional contacts identified a number of others, some of whose information is included here.

Therefore, we are only passing forward providers who we know firsthand to be very good; or those referred to us who we spoke with, reviewed materials and compared notes on, and feel we can vouch for as being well- experienced employer services training providers who provide real value. In reviewing this report, you will find that one or two of the providers might be more comprehensive than the others; one or two might be more into training teams rather than individuals; one or two might emphasize system building rather than increasing individuals’ skills; one or two might be less costly than the other, etc.

The choice is yours, but it isn’t just a matter of which is “better training”. The initial issue is far more one of where you want to go. We therefore offer one additional caution in dealing with the attached information and proceeding on the process to acquire capacity-building services; that is: Building a customer responsive local system does not just happen at the customer interaction point; it requires a vision that is well thought through and disseminated, is reflected in a clear framework, and embraced at all levels of the system.

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Business University – Celina Shands

PROVIDER INFORMATION: Business University – A Division of Full Capacity MarketingCelina Shands, President and CEO

WEST COAST OFFICE3525 Del Mar Heights Rd. #296San Diego, CA 92130T: 858.793.6694Fax: [email protected] www.Business-U.net

EAST COAST OFFICE5505 Connecticut Ave. NW #115Washington, DC 20015T: 202.731.0903Fax: [email protected] www.Business-U.net

A. Summary (including Benefits, as stated):

Business University (Business U) is the Continuing Education and Training Division of Full Capacity Marketing (FCM), a national consulting firm that has developed nationally-recognized regional models among workforce, education and economic development stakeholders. Their turnkey solutions have a regional focus underpinned by the latest legislation (WIOA) including the mandates on third-party evaluation, delivery and performance outcomes.

Business U features an innovative, full service curriculum that specializes in training Business Service Teams to work collaboratively, to increase efficiency, improve market penetration, cross-sell – the curriculum stresses all the advantages of economic and workforce development and educational institutions working together, on a regional basis, to foster solutions for business that present opportunities for job and career seekers.

High performing business services teams think like a business, and Business U solutions are designed to offer the continuum of services to help run your organization like a business. Offerings include a Customer Relations Management tool needed to manage relationships and work flows and measure business engagement

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http://www.Business-U.net/

mailto:[email protected]

http://www.Business-U.net/



B. Details

1. Instruction/assistance in developing a philosophy or framework or system-based approach

All Learning Events can be delivered to an individual organization or to regional teams in education, workforce, and economic development. It touts a “market responsive,customer-centric framework.”

2. Core Competency Development

Core competencies are listed and spoken to in each specific course.

3. Continuum of skill development/Basic and advanced levels

Yes. – see the course listing and descriptions in “Maximizing Business Engagement”Appendix..

4. Focus on all public workforce programs

There is a distinct focus on leveraging resources of all public workforce programs. See the course entitled “Service Networks: Expanding Business Services through Regional Partners”.

5. Expandable to include economic development and higher education partner staff

A major focus is on developing teams to overcome silo approaches and seamlessly offer services to business.

6. Delivery modality options

7. Transferability of capacity to State (such as train-the-trainer sessions, perhaps including certification of trainers)

Business U’s Certified Trainer program has been designed to benefit individuals who are tasked with delivering training to employer-facing staff within workforce, education, and economic development organizations. Business U’s Certified “Train the Trainers” is a high impact course delivered onsite that links outcomes to continuous improvement, a process that is critical for sustainability and maximizing staff potential.

Certified trainers acquire the necessary skills to facilitate Business U’s learning events.

8. Certification of learners

Yes – Trainees must prove skill sets to advance/be certified.

9. Information on cost and duration of training

See attached “Price Sheet.” Also, it is clear that they will work with clients to design the most cost effective training appropriate to the particular situation. They feature:

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• Month-to-month low fees No yearly contracts• No complex licensing contracts• Cost-effective ramp up• Short execution times• Training and technical support• Customized options and integration with current workforce systems available

C. Unique aspect(s) of offering (including any opinion that may be offered)

This is clearly the most comprehensive business services capacity building/training offering encountered. It may be delivered to individual learners or customized for teams working in a sector strategy or other specific environment; certifies learners and can provide certification for trainers after an 8-hour TTT course; and features a very comprehensive curriculum that bridges the gap between passive knowledge and active field application for successful execution.

Business U principal and staff have decades of private sector experience in understanding what makes businesses tick, succeed and fail. They consult in the public sector and have a deep knowledge of workforce programs and policy, but have many years of private sector marketing and relate experience.

D. Web links and/or attached information

http://www.business-u.net/index.phphttp://www.business-u.net/businessu_emag/

ATTACHED: “Price Sheet”In addition, “Maximizing Business Engagement” appears in the Appendix

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http://www.business-u.net/businessu_emag/

http://www.business-u.net/index.php


Price Sheet

Business Engagement Package Per Trainee Per Day

Business Services Boot Camp Training (8-hours)

$5,950

$298 ($5,950 ÷ 20)

$595 ($5,950 ÷ 10)

$1,190 ($5,950 ÷ 5)

$298 – per hour = $37.25

$595 per hour = $74.38

$1,190 – per hour = $149

Business Services Intensive Training (40-hours)

$24,950

$1,248 ($24,950 ÷ 20)

$2,495 ($24,950 ÷ 10)

$4,990 ($24,950 ÷ 5)

$250 ($1,248 ÷ 5)– per hour = $31.20

$499 ($2,495 ÷ 5) – per hour = $62.38

$998 ($4,990 ÷ 5)– per hour = $124.75

Maximizing Business Engagement

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Center for Workforce Learning – Mary Ann Lawrence

PROVIDER INFORMATION: Center for Workforce LearningMary Ann Lawrence

ADDRESS/CONTACT INFORMATION:9738 Crestwick DriveSt. Louis, MO 63128T: [email protected]

A. Summary (including Benefits, as stated)

Mary Ann Lawrence is the President and CEO of The Center for Workforce Learning. Mary Ann has extensive experience in workforce development with over 36 years at the local, state, and national levels of the system in leadership positions. She was recently elected to be Board Chair of The National Association of Workforce Development Professionals (NAWDP). Mary Ann serves as a professional coach in helping One-Stop areas develop and enhance strategies for successful Workforce system deployment.

Mary Ann has trained and provided technical assistance to U.S. Department of Labor employees in continuous improvement efforts at both the national level and regional offices. She has a Business Administration Degree and is certified in Task Analysis and Curriculum Design. She has extensive experience in non-profit leadership, having been the Executive Director of a central Indiana Workforce Investment Board and the Executive Director of the Maryland Institute for Employment and Training Professionals. She founded The Center for Workforce Learning in 1994.

B. Details

1. Instruction/assistance in developing a philosophy or framework or system-based approach e.g., sector strategy development

As a result of a broad range of consulting assignments involving strategic planning and system development, she is well-grounded in assisting workforce areas to develop overall employer service approaches, training, and performance measures.


All certification seminars are based on competencies identified through a task analysis process named DACUM (Developing a Curriculum). DACUM considers duties and tasks, tools, and equipment, skills and knowledge, and traits and attitudes in identifying competencies.

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All seminars represent a continuum of skill development ranging from fundamentals to advanced concepts. Seminars are targeted to the workforce system and all of its mandated and voluntary partner programs.


Yes, as can be seen in the following course titles and descriptions on the attachment

• Setting Up and Maintaining a Cross Agency Business Service Team• Reengineering Business Services• Service Mapping


Yes, see #3 and 4, above.


Each course as described in the “Employer Services Training and Technical Assistance “Appendix is designed as either in-person instructor-led or online and self-paced. However, each can be converted to the pother modality if requested and efficient for the State.

7. Transferability of capacity to State

Train the Trainer sessions, materials and certifications are available.


Center for Workforce Learning seminars include a train-the-trainer option along with certification of peer trainers. The company has completed certifications in employer/business services for:

• DOES, District of Columbia• State of Virginia• National Association of Farmworker Opportunity Programs (partially funded by USDOL)


Duration of each course is listed in the attachment. Cost is totally dependent on the overall scope and activities to be delivered and is customized for each client.

C. Unique aspect(s) of offering

Center for Workforce Learning customizes certifications to meet customer needs and expectations. Customization includes creating specific seminars, revising existing seminar content to meet Local and State policies and procedures, adjusting length of training, offering web-based, webinars, and/or classroom versions of all training, and establishing crosswalks with the National Association

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of Workforce Development Professionals credential called the Certified Workforce Development Professional (CWDP).


www.mylearningchain.com

In addition, “Employer Services Training and Technical Assistance” is included in the Appendix.

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http://www.mylearningchain.com/


Dynamic Works Institute (DWI)

PROVIDER INFORMATION: Dynamic Works InstituteBeverly F. Duncan

ADDRESS/CONTACT INFORMATION:Beverly F. DuncanT: [email protected]


Dynamic Works Institute (“DW”), a nationally recognized leader and innovator in the Workforce Development System, has been delivering advanced online, self-paced training and classroom based training solutions for over 14 years. DW Institute has received NAWDP’s Award of Excellence for Professional Development; the Senator George Kirkpatrick Workforce Innovation Award from Workforce Florida, Inc., and in 2011 was a finalist in the search for UI Workforce Connectivity Promising Practices.

The following areas have a Business Services Certification through DWI:

Snohomish County, Washington Riverside, California State of Maryland California Employment Development Department (EDD)

B. Details


Dynamic Works developed an online training and certification program for workforce development industry employees in 2000. It has since successfully developed and delivered over 300 courses and administers a full suite of national, state and custom certification programs. The employer services courses focus on defining success as meeting the demand of employers. Sections address measures and process alignment.

Nine courses currently comprise the Foundation of Workforce Development Professional Certification. Click on each title to see a summary of the course and its connection to NAWDP competencies:

Business and Economic Development Intelligence Career Development Principles Collaboration, Problem Solving and Teamwork

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https://secure.dynamicinstitute.com/Catalog/catalog_detail.cfm?ClassID=2710





Customer Service Methodology Diversity in Workforce Development Labor Market Information and Intelligence Principles of Communication Program Implementation Principles and Strategies Workforce Development Structure, Policies and Programs


Professional competency courses were developed around the National Association for Workforce Development Professionals (NAWDP) core competency defined areas, updated August 2013. The certification updates and replaces the Core Skills Professional Certification and the National Tier 1 Professional Certification. This certification includes 9 courses covering the 9 competency areas listed above.


Professional competency courses were developed around the National Association for Workforce Development Professionals (NAWDP) core competency defined areas, updated August 2013. This certification updates and replaces the Core Skills Professional Certification and the National Tier 1 Professional Certification. This certification includes these 9 courses covering the 9 competency areas. Focus on all public workforce programs


Courses are available recognizing an array of programs and their compliance requirements while being oriented toward a broader policy base.


DWI provides training for economic development and higher education institutions as part of its core business.


DWI training includes asynchronous (self-paced) and synchronous (live, real-time) online learning, distance learning, live and recorded Learning E-vents (webinars) and certification programs to professionals and partners, job seekers and businesses.


Transferability of capacity through training of trainers is easily accomplished through DWI design.


The e-learning custom work meets the needs of a broad spectrum of customers, including federal, state and local government, private companies and higher education institutions. DW has over 25,400 students who have taken more than 344,000 courses and been awarded more than 15,300

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certifications. DW courses are taken in all 50 states, including Puerto Rico, Virgin Islands and Guam. DW curriculum is recognized by the National Association of Workforce Boards (NAWB) and by the National Association of Workforce Development Professionals (NAWDP).


Each of the courses may be purchased for $60. The exam is priced at $100. All nine courses and the exam may be purchased at a packaged price of $375.


DW is a division of Dynamic Workforce Solutions, a service provider offering one-stop management and other workforce services to local workforce boards.


www.dynamicinstitute.com

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http://www.dynamicinstitute.com/


Richalene Kozumplik

PROVIDER INFORMATION: Richalene (Ricki) M. Kozumplik

ADDRESS/CONTACT INFORMATION:AHA Consulting134 W. Third Street, Peru, IN 46970T: 765-472-1495 Fax: 765-472-1457Email: [email protected]

A. Summary

Workforce development has evolved along a continuum of approaches in serving employers, including “social service” and traditional “sales” methods. Instead of promoting new “sales” techniques that make staff uncomfortable and are not effective with businesses, this “solutions management” approach will assist business services reps from each partner agency to integrate their business services in a way that exceeds the business customer’s expectations, and assists the system to exceed their program goals.

B. Details

1. Instruction/assistance in developing a philosophy or framework or system-based approach e.g., sector strategy development Core Competency Development

This training takes a distinct “solutions management” approach. It is designed to be delivered to multi-agency Business Services Teams, but is adaptable to other situations and learning needs. Topic areas include the following:

The continuum of approaches in serving employers Characteristics of Successful Business Relationships Identifying what business customers expect Learning what buyers want Discovering business services and products beyond job matching Formal and informal recruitment methods and which are preferred by businesses for

each skill level Establishing rapport with business The five key questions that are the foundation of the solutions management approach What workforce system (not just single agency) services address the identified employer

workforce needs How to present the services as benefits How to establish the solutions management approach within the workforce and One

Stop system (with all partners)

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Creating a solutions management governance structure "Tiering" business services Strategies to reach/retain the hardest to serve businesses Supporting your key sectors


The format is highly interactive, with activities that assist the attendees to practice the “solutions management” approach during the training. Attendees will learn and practice within the training session(s):

The changing role of the business representative – Transition to the new “solutions management” approach

Formal and informal recruitment methods, and which are preferred by businesses for each job’s skill level

Strategies and tactics to assess employer workforce needs -- focusing on outreach strategies to learn local business’s recruitment, interviewing, hiring, promotion and retention issues

Employer discussion techniques including active listening probing sorting and categorizing summarizing

Strategies and tactics to find appropriate solutions to businesses’ workforce needs and develop appropriate solutions packages to present to businesses

Joint efforts with One Stop partners to serve employers, How to tier business services to respond more effectively and utilize limited staff time

more effectively, and Fee-for service approaches that employers want


Yes


Courses are delivered to Business teams comprised of staff from

WIA Wagner-Peyser (state employment service offices) LVER/DVOP (veterans programs staff) Economic development agencies Community and technical education Higher education

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Currently available through a highly interactive instructor-led modality including the practice of competencies learned. The training is offered in a one-day or two-day overview, or a series of six training days (provided over a six to 8 month timeline).

6. Transferability of capacity to State Certification of learners

The training is currently in a direct training format but can be made available in a train-the-trainer format.

7. Information on cost and duration of training One-day session - $1750 Two-day session - $2500 Series (6 days over 6 months)- $10,000

C. Unique aspect(s) of offering (including any opinion that may be offered)

As a workforce development professional for thirty-eight years, and owner of her consulting company for fifteen years, Ms. Kozumplik has assisted more than 39 US states and/ or territories (including Guam); the national and all regional Department of Labor offices; greater than 100 specific workforce areas and their Boards and One Stops across the nation; more than 31 state workforce boards or councils, training institutes and/or associations; and, various federal, state and local partner agencies. She has won awards from the National Alliance of Business and the National Association of Workforce Development professionals. Working throughout the country allows Ms. Kozumplik to identify and research “best” and “promising practices” within the workforce development system.

D. List any web links or attached information

Ricki Kozumplik Resume

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Richalene M. Kozumplik Resume

RICHALENE M. KOZUMPLIK134 West Third Street Phone: 765-472-1495 E-mail: [email protected], IN 46970 Fax: 765-472-1457

RELATED PROFESSIONAL EXPERIENCES

Consultant/Trainer, May 10, 1999 – Present

Responsibilities include: providing consulting, facilitation and training services to Workforce Development System state and local Workforce Investment Boards, One Stop Operators, One Stop Center and Partner Agency staff, Experience Works providers, Welfare Agency staff and Department of Labor Regional and National offices.

Current/Recent past/Ongoing long-term contracts include those with:

Indiana Workforce Board Association (INWBA) – the Association for the Regional Workforce Board Chairs and Vice-Chairs – to provide Board development, organizational enhancement, communications, financial activities, meting logistics and daily operations.

Indiana’s Region 4 Workforce Board to procure their Regional Operator, facilitate their annual strategic planning sessions, develop the orientation manual/process and orient their Board members.

Oklahoma Department of Commerce to facilitate the development of their Workforce Systems Certification framework, process and standards, and, provide process mapping using DOL Region 4 TAT funds

EmployIndy to monitor their service providers for various funding sources (WIA and others) and to research files to determine trends/issues impacting youth common measures

Social Policy Research Associates to serve as TAT Coordinator for DOL Region 5 PY’11 TAT Funds, Career Pathways Coach for two DOL Career Pathways grantees, assist in writing sections of the Career Pathways manual, and assist with the DOL Leadership Project

Oklahoma Employment Security Commission and the Workforce Oklahoma Training Institute to develop a web-based, on-line local WIB Orientation curricula series and a Workforce System Certification process.

WorkLink Workforce Investment Board in South Carolina to assist them in preparing, conducting and analyzing information from focus groups and surveys with educators, economic developers, businesses, and service providers, and, utilize the results while facilitating the strategic planning process

Logansport Memorial Hospital to assist them in incorporating a Baldrige based approach to serving the community, including developing a strategic plan to change their corporate culture

Center of Workforce Innovation to facilitate organizational change management process and to facilitate their multi agency leadership team to integrate job seeker and business services among WIA, TAA, Wagner-Peyser and Veterans programs.

Indianapolis Private Industry Council to develop a partner agency maintained, web-based, up-datable, searchable community wide employment based customized query driven service matrix, with agency appendices and 30 standardized gap analysis reports; provide

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technical assistance to WIA youth service providers, research national youth best and promising practices to use in developing a youth RFP, and, facilitate a strategic planning with the Executive Team.

Oklahoma Department of Commerce’s Office of Workforce Development and Governor’s Council for Workforce and Economic Development to develop a comprehensive WIB Certification process and policy and the 12 key elements within the overall policy

Nine separate Workforce Investment Boards within Oklahoma to provide strategic planning sessions and help them create their two to five year Board strategic plans with revised vision and mission statements, goals, objectives, strategies and timelines.

KV Works, Inc., WIA Adult/Dislocated Worker and Youth Service provider for the Center of Workforce Innovations Workforce Area in Indiana, as Interim Executive Director for 6 months while they were conducting their search

Southern 7 Indiana Workforce Investment Board to provide program monitoring services to their WIA Adult, Dislocated Worker and Youth Service Providers and contractors; on-going technical assistance to the WIA Youth service providers; and, training on business services, customer service and satisfaction, and, team building to all partners staff within a seven-county area.

Cincinnati, Ohio Career Resource Center to assist partners to design, develop and maintain a unified, integrated One Stop system based upon customer (employer and job seeker) needs. Consultation includes multiple facilitation sessions with the Partners’ leaders to create the overall One Stop design and complete the MOUs and resource sharing agreements, and facilitating/leading/recording multiple facilitation sessions with each of seven design teams comprised of One Stop partner agency staff. Most recent consultation included the development of a community audit which led to analysis of the gaps between the supply and demand side, and, a community-wide service gap analysis after development of a service map/resource guide

State of Mississippi to train One Stop partner agency staff from throughout the state on One Stop system design, delivery and resource sharing and cost allocation

National Department of Labor Employment and Training Office to help establish the national approach to Continuous Improvement and Customer Satisfaction under the Workforce Investment Act, and developing/designing/implementing the national Journey to Performance Excellence conferences in January 2000 and 2001.

the State of Oklahoma to continue the 2 pilot projects’ use of customer satisfaction to design, develop and maintain high performing One Stop offices, and an ongoing six-day leadership series provided to management and executive staff within the workforce development system

Social Policy Research Associates to develop, pilot, improve and implement the “Partnering for Quality Under the Workforce Investment Act: A Tool Kit for One Stop System Building” Curriculum

The Montana Job Training Partnership, Inc. to assist their two Workforce Boards and their Committees in strategic planning and overall evaluation activities, and, their development and implementation of local One Stop chartering and evaluation criteria

Individual contracts with more than 39 US states and/ or territories (including Guam); the national and regional Department of Labor offices; greater than 100 specific workforce areas and their Boards and One Stops across the nation; more than 31 state workforce boards or councils, training institutes and/or associations; and, various federal, state and local partner agencies for individual and on-going training and consulting services

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President, North Central Indiana Private Industry Council, January 1990 - May 10, 1999.

Responsibilities included: transitioning the PIC board to a Workforce Investment Board; leading the re-engineering of the six county workforce development system; working with local community and business leaders, educators and local elected officials to develop a workforce investment system that is responsive to the local community; implementing the PIC board’s/Workforce Investment Board’s/Local Elected Officials' mission and goals; implementing the corporation's total quality management initiative that included JTPA, Employment Service, and Unemployment Insurance staff; directing all corporation activities; administering annual budgets of $4.1 million; directing the marketing and public relations' activities.

Developed the fee-for-service consulting business of the North Central Indiana Private Industry Council in 1996, which focuses on infusing quality throughout the national employment and training system,

Coordinated the community-wide development of Toward a New Definition of Employability —a SCANS based listing of entry level skills as required by the local employers—used as a base for all workforce development activities within the area and throughout the nation.

Coordinated a community-wide welfare reform plan developed by community leaders. Coordinated a region-wide economic development plan to be submitted on behalf of the

community to shape the state’s five-year economic development plan. Secured one of thirteen Department of Labor Quality Lab grants, one of 10

Department of Labor One Stop Systems Building grants. Selected as a Department of Labor One Stop/Enterprise Panel of Experts vendor. Served as President of the Indiana Job Training Administrators, President of the

Indiana Youth Forum, President of the Indiana Operations Forum, President of the State Chapter of the National Association of Workforce Development Professionals, member of the Enterprise Council and the Brandeis Practitioner’s Academy.

Vice President, North Central Indiana Private Industry Council (JTPA Board), July 1, 1987 - January 1990.

Assistant Director, Employment and Training Consortium, Inc., (CETA Administrative Entity and Fiscal Agent) October 1983 - June 30, 1987.

Assistant Director, May 1982 - October 1983 and Program Coordinator, January 1982 - May 1982, Employment and Developmental Systems, Inc., (CETA Administrative Entity and Fiscal Agent) Rochester, Indiana.

Counseling Specialist, April 1977 - January 1982 and Counselor, January 1976 - April 1977 Indiana Vocational Technical College, Area F Occupational Development Center, (CETA Administrative Entity and Fiscal Agent) Frankfort, Indiana.

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HONORS

Selected as Workforce Development Professional of the Year for Systems Building by the National Association of Workforce Development Professionals (NAWDP) in 1996.

Organization selected as PIC of the Year by the National Alliance of Business in 1995.

Organization selected as charter member of the Enterprise in 1995.

EDUCATION

B.A. - DePauw University, May 1974. Major - Psychology

M.S. - Purdue University, August 1975. Major - Counseling and Personnel Services, Minor - Industrial Management

Certification in Myers-Briggs assessment and Six Thinking Hats process

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Lengel Vocational Services – Beth Lengel

PROVIDER INFORMATION: Lengel Vocational ServicesBeth Lengel

ADDRESS/CONTACT INFORMATION:Beth Lengel, M.Ed., GCDF, CWDPT: [email protected]


Lengel Vocational Services offers Business and Employer Services Professional (BESP) training. The Business and Employer Services Professional (BESP) is the connecting point between a program and local employers, and also the touchstone between workforce development and economic development. The largely self-directed training program also includes an introductory webinar led by facilitators Beth and Frank Lengel. Both are nationally recognized trainers and consultants in workforce and career development.

B. Details


The Business and Employer Services Professional program is an off the shelf, self-directed learning program designed to deliver the core competencies, including a customer service orientation, recognized by organizations like the National Association of Workforce Development Professionals.


The competencies are nationally recognized by NAWDP, including:

Business Communication Development of Business Relationships Knowledge of Economic Development Job and Career Development Skills Human Resource Services Information Services Customized Services

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There are no levels of training, per se,


Unit instruction includes the following:

Foundations of Economic Development Business Communication and the New Economy Human Resource Management Function Understanding Job and Career Development Impact of Information Services Regional Marketing and the Inner Circle Designing Services That Sell


Students should complete the course work within 60 days and score at least 80% on the open-book examination.


BESP utilizes an online, moderated learning system that delivers core competencies through multi-media presentations, reading assignments, interactive learning activities, and unit validation activities. Students will work in the moderated learning system at their own pace and on their own schedule. Students are required to design a practical activity addressing course competencies to be completed in the workplace.


Train the trainer sessions are available through Lengel Vocational Services.


Upon successful completion of the course and exam, the student is eligible for the BESP Certificate of Completion. Lengel Vocational Services will provide documentation of 40 hours of continuing education credit for participants upon completion.


The course outline identifies 10 units for 40 hours of instruction, including 16 hours for a Practicum and a 2 hour certification examination. The cost of the course is $450 per person. Group rates may be negotiated. The course is currently being updated and will be available to students in the Fall.

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Learners have the opportunity to do an “independent study” project focusing on specific skills of interest to them. This special activity goes above and beyond the normal workload to make a special contribution to the local program. The program benefits while team members learn to better serve local employers and build lasting relationship.


www.lengelvocationalservices.com

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http://www.lengelvocationalservices.com/


National Workforce Institute (NWI) – Tracey Short

PROVIDER INFORMATION: National Workforce InstituteTracey Short

ADDRESS/CONTACT INFORMATION:Tracey ShortT: 832-519-1200 [email protected]


National Workforce Institute (NWI) is a non-profit organization dedicated to improving the performance of workforce professionals. Established in 2005, NWI offers testing and assessment, training, certification, and workforce consulting. Some variation on employer services training has been provided to several workforce boards in Texas and a board in Wisconsin.

B. Details


NWI's approach to employer services begins with identifying key elements of a business-driven system while using internal and external feedback to improve customer satisfaction. Utilizing sector based data and knowledge, participants learn to apply labor market intelligence to targeted industries; identify and develop skilled job candidates for these industries; explain why the industries are important to the area and the state; use multiple resources to identify job opportunities and increase placements in these industries. NWI focuses on services from an employer-driven perspective, roles and responsibilities of employer and job seeker units, and a business-driven service delivery process. The intent is to push employees to think and respond as part of a local workforce system instead of only a program's allowable activities.


NWI products and services are based on the results of job analysis that examined the job duties of more than 12,000 workforce professionals. By examining contractor job descriptions and conducting interviews, focus groups, and online surveys, NWI identified nine (9) distinct work functions (e.g., Employer Services, Finance, Job Seeker Services, Management/Supervision, etc.) that depend on 15 universal competencies and 48 functional competencies.

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NWI offers online certification at two levels: Certified Workforce Professional (CWP) and Certified Workforce Expert (CWE). CWP (Level One - Professional) is a universal certification (same assessment for everyone regardless of job function). CWE (Level Two - Expert) is specific to the job function and requires the individual to select their primary job area. For example, staff working in Employer Services would select the Employer/Business Services Expert credential, and the assessment questions would be targeted toward employer services.


NWI recognizes that responding fully to employers’ needs often requires using resources beyond those under direct control of staff, and must include those that can be leveraged (public and private). Training starts with the history and structure of public workforce development; services from an employer-driven perspective and how the service differs from simply providing allowable activities prescribed for programs; and roles and responsibilities of employer and job seeker units. The training speaks to all public workforce programs and proceeds to the rationale, mindset, and approaches necessary for managing each employer customer contact to its full potential, including;

Expanding employer services beyond simple job matching; Using tools that build credibility and provide ways to approach employers; Building and maintaining strong business relationships; Using effective consulting methods; helping employers understand employment law,

conduct turnover analysis, determine salary/benefits compensation, and develop staff; Analyzing and understanding problems/needs; Understanding employer goals, constraints, and culture; Anticipating how immediate needs, decisions, and actions relate to big-picture

considerations; Going beyond the usual answers and solutions while staying focused on the end result.


Yes.


Training courses (classroom-based, online, and blended approaches) are tied to NWI competencies to ensure that content is job-related. All courses have been developed in modular format and can be easily modified to meet the specific job requirements of any state or local board/council.


NWI has the capacity to train the trainers and make training materials available for subsequent sessions.

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The CWP credential is based on universal competencies and the CWE credential reflects expertise in a particular work function. At both levels, NWI certification requires minimum levels of education and experience, a score of 90%+ on knowledge tests, and an average score of 4.0 (on a scale of 1-5) on a 360 degree feedback survey completed by the user, the user’s supervisor, and three co-workers.


In general, the cost per course for up to 25 participants, including materials, is $1,200-1,500 plus travel. Course duration can be customized as well but, in general, course length is as follows:

New Employee Orientation: ½ day Basic Business Systems: ½ day Labor Market Intelligence: ½ day Industry Courses are ½ day each (may require customization at additional cost) Generating Creative Solutions for Employers: 1 day Networking: ½ day Effective Recruiting: 1 day


In 2009, NAWDP endorsed the use of NWI training for NAWDP certification.


www.nationalworkforceinstitute.org

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http://www.nationalworkforceinstitute.org/


Sharon Parry

PROVIDER/COMPANY NAME: Sharon Parry

ADDRESS/CONTACT INFORMATION:Sharon ParryT: (330) [email protected]

A. Summary

Sharon is a former Executive Director in Ohio where she spent over a decade administering workforce programs at the local level. She successfully transitioned her organization from single entity providing services under the Job Training Partnership Act into a comprehensive system of integrated partners and providers operating under the Workforce Investment Act. Sharon has firsthand experience in implementing new policies, transforming organizational cultures, and developing streamlined processes that result in enhanced services and outcomes. She includes strategic planning, organizational review, research and analysis, group facilitation, policy development, regulatory compliance, and staff training as she assists her customers through transition and improvement.

B. Details


Sharon has experience developing the following types of business-first strategies:

Using labor market information to highlight demand occupation opportunities within a local area. This includes taking into consideration current job openings, projected future openings, pay rates, career pathways, and demographics of existing and emerging workforce.

Creating outreach plans to target local businesses in the key sectors. This includes identifying employers, hosting industry forums/job fairs, and training/educating staff members about how to interact with business customers, including developing “scripts” for cold calls, role playing exercises, and preparing business customer “case notes”.

Identifying emerging training needs for particular industries and developing appropriate training solutions.

Re-designing career center services using a sector-based approach. This includes emphasizing key sectors as part of job seeker services, including enhanced labor market

27




information, workshops educating customers about key industries and occupations, and organizing case managers and business services personnel into sector-based teams.

Developing metrics to track outcomes. Examples include number of new business leads developed in specific sectors, number of business-based training contracts created in specific sectors, number of placements secured in relation to referrals made in specific sectors, etc.


Upon conclusion of training, personnel should have the following core competencies:

Understand the key sectors in their local area, including critical occupational opportunities, related educational requirements, and career pathways

Know how to make a cold call and speak the language of business View the public workforce system from the employer’s point of view Provide optimal interaction and follow up Understand and secure business-based training opportunities Know how to convene industry stakeholders and educational partners


The following shows the continuum of how personnel’s skills are developed:

Understanding the difference between supply-side and demand-side strategies Identifying key sectors for the local area Learning about occupational requirements and career pathways within key sectors Developing outreach strategies Interacting with employers Identifying business trends Convening industry stakeholders Developing solutions for existing or emerging needs Creating sector-based One-Stop systems


To streamline services and reduce duplication of efforts, staff from the following programs and agencies should be included as part of the sector-based strategy: Federal workforce programs, including WIA (WIOA), WP, TAA, Veterans, ABLE, Perkins, TANF, FSET, SCSEP, etc. Local community and faith-based organizations, including economic development and business and industry groups should also be included. Consistent with a sector-based approach, the training stresses that cross-functional teams should be established with representatives from all participating groups with appropriate referral and communication mechanisms.

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As part of sector response, economic development and higher education partners should be included in training and strategy development with all exposed to and benefiting from the same training.


Sharon proposes content be delivered through in-person consultation, PPT-based lecture and activity-based training. Online overview of basics could easily be developed to supplement in-person sessions.


Sharon indicates train the trainer capacity can be developed, although she has not done it before.


Pre- and post-tests for each session are designed to ensure desired competencies are achieved.


Costs are based on the specifics of what the client wants delivered. Typically, Sharon charges $2,000 per day plus related travel costs to come on-site (negotiable for multiple sessions during the same week). For off-site work, typically charge is $100 per hour (negotiable depending upon the scope of the project).


Sharon was named Director of the Year by the National Workforce Association and also received the Margaret Mead Award of Excellence from the National Association of Workforce Boards.


None offered.

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QuinnC Associates – Christine Quinn

PROVIDER INFORMATION: QuinnC AssociatesChristine Quinn

ADDRESS/CONTACT INFORMATION:1350 Nicholas Lane Charlotte, MI 48813 [email protected]


The Business Solutions Professional Certification Training is a professional development opportunity for practicing professionals. The Business Solutions Approach is a method for professionals to recognize all resources available to design solutions for employers. The approach provides a shared language between partners and processes for working collaboratively with each other and businesses.

The Business Services Professional is a professional in one of the broad areas of workforce and economic development, education or community agencies. There are Business Solutions Professionals (BSP) practicing the Business Solutions Approach in Michigan Works agencies, economic development agencies, community and 4 year colleges, business development groups, unions, local government, MSU extension, and state government.

B. Details


The foundation for training is the belief that a Business Solutions Professional (BSP) works with individual businesses to effectively address the competitive challenges they face. Solutions are proposed to meet specific demands. The BSP brings resources and services directly to the business eliminating much of the hassle of working with multiple providers


Business Solutions Professional Certification Training consists of classroom work and fieldwork. The classroom training is the opportunity to acquire the knowledge and skills required to take a demand driven customer focused approach. In the class, participants increase their understanding of:

A demand driven business focused approach The assets – services & resources available to help businesses The partnerships among workforce development, economic development, education, and

other resources providers.

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Not addressed


Courses are available recognizing an array of programs and their compliance requirements while being oriented toward a broader policy base.


Course work prepares the non-practitioners in the class to make policy and planning decisions about integrating the demand driven approach into their agencies. Non -practitioners include: board members, economic development staff/agency manager/supervisors. The class allows policy makers, practitioners, and managers to speak the same language. Special sessions can do done for this target audience that creates the “big picture” oversight of the changing approach and support of staff working this day to day, Leader Sessions.


BSP classroom training, three 2 day class sessions, is spaced over a three month period. Each session schedule is 8:30 – 4:30. This is set up for an adult learner and allows for space to practice what is learned in each two day session.

Participants are required to attend all 6 class sessions. The classes are interactive and participants are expected to actively participate in all sessions and complete required assignments.

Each 2 day session builds on the previous session leading the learner to acquiring the knowledge and skills necessary for doing fieldwork

During each session, participants will increase their knowledge of the BSP approach. Lessons focus on increasing understanding of the challenges facing businesses, knowledge and use of available assets, and skill in applying the process. Students learn the concepts through discussion and application: Learning exercises, case studies, simulations, demonstrations, and presentations


Expanding the successful approach to a demand-driven system requires new trainers to take on additional work. The JobFit Pattern is proposed to assess individuals who, through application, have indicated a desire to become Wisconsin’s BSP Trainers.

Once the Trainees are identified (up to four persons) they will be taken through a five-day lesson planning cohort that will delve into the creation of the Wisconsin Training modules as well as creating the scenarios to fit the lesson plans. Completion of five-day training will be recognized with a BSP Certificate of Completion.

After completion of the Train the Trainer session, the comp[any’s Certified Business Solutions Trainers will assist in the set up logistics of the first two cohorts in Wisconsin and work with the Trainees throughout these sessions. At the successful completion of Wisconsin’s BSP Cohort 1 and 2, the Trainees will be certified as Business Solutions Professional Certified Trainers.

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BSP Certification requires successful completion of the classroom training and the demonstration of competency during fieldwork. Participants have the option of completing the classroom work; however all are encouraged to complete fieldwork. Fieldwork is the opportunity to gain experience while working with a “safety net.” Fieldwork allows the participant to apply their knowledge of the BSP Process to businesses in their region and to demonstrate their ability to form productive employer relationships and to collaborate with partners to optimize the available assets to the business. Each fieldwork participant will work directly with an experienced Certified Business Solutions Professional Instructor.


Specific breakdown of pricing is included in the attachment “Wisconsin Employer Services Training Proposal “. A total cost of delivering proposed training is estimated at $57,600 to $62,400 plus expenses.


D. Unique aspect(s) of offering

Certification of learners after demonstration of skills in the field.

Web links and/or attached information

Wisconsin Employer Services Training Proposal – With pricing Business Solutions Professional Certification Training Overview

In addition, “Employer Focused PPT”is included in the Appendix.

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Business Solutions Professional Certification Training Overview

The Business Solutions Professional Certification Training is a professional development opportunity for practicing professionals. The Business Solutions Approach is a method for professionals to add to their extensive “toolbox.” By understanding what resources they have and the resources their partners can provide to design solutions for employers

struggling in a global economy. The approach provides a shared language between partners and processes for working collaboratively with each other and businesses.

A BSP works with individual businesses to effectively address the competitive challenges they face. They work with the business to discover and diagnose problems and then design solutions to meet specific demands. To do this, the BSP partners with others to bring needed resources and services to the business in a way that optimizes the value to the business.

The BSP’s awareness of the business customer’s area and industry and the many assets available enable the business to discover opportunities for growth. The BSP bring resources and services directly to the business eliminating much of the “red tape” and hassle of working with multiple providers.

The BSP is a professional in one of the broad areas of workforce and economic development, education or community agencies. There are Business Solutions Professionals (BSP) practicing the Business Solutions Approach in workforce agencies, economic development agencies, community and 4 year colleges, business development groups, unions, local government and state government.

BSP Certification Training & Fieldwork

The Business Solutions Professional (BSP) Certification Training is provided through QuinnCAssociates; practitioners and the developers of the process and training. Below is a standard format used in training but this can be customized to meet your needs and inclusive of outcomes from the initial fact-finding done for all customers.

Business Solutions Professional Certification Training consists of classroom work and fieldwork. The classroom training is the opportunity to acquire the knowledge and skills required to take a demand driven customer focused approach.

In the class, participants can increase their understanding of:

• A demand driven business focused approach• The assets – services & resources available to help businesses• The partnerships among workforce development, economic development, education, and

other resources providers.• The structured process the BSP follows

Class Sessions:

BSP classroom training, three 2 day class sessions, is spaced over a three month period. Each session schedule is 8:30 – 4:30.

33




Each 2 day session builds on the previous session leading the learner to acquiring the knowledge and skills necessary for doing fieldwork. Course work prepares the non-practitioners in the class to make policy and planning decisions about integrating the demand driven approach into their agencies.

Non practitioners include: board members, state economic development staff/agency manager/supervisors. The class allows policy makers, practitioners, and managers to speak the same language.

During each session, participants will increase their knowledge of the BSP approach. Lessons focus on increasing understanding of the challenges facing businesses, knowledge and use of available assets, and skill in applying the process. Students learn the concepts through discussion and application: learning exercises, case studies, simulations, demonstrations, and presentations.

The interaction between participants leads to networking that continues beyond the class sessions. Through class contact, participants acquire a greater knowledge of available assets and how they can be used in innovative ways to meet business demands.

Course instructors are experienced in both classroom teaching and professional development training.

Fieldwork:

Fieldwork is the opportunity to gain experience while working with a “safety net.” Fieldwork allows the participant to apply their knowledge of the BSP Process to businesses in their region and to demonstrate their ability to form productive employer relationships and to collaborate with partners to optimize the available assets to the business. Each fieldwork participant will work directly with an experienced Certified Business Solutions Professional Instructor.

BSP Certification requires successful completion of the classroom training and the demonstration of competency during fieldwork. Participants have the option of just completing the classroom work; however all are encouraged to complete fieldwork.

As funding shrinks the BSP approach allows partners to meet the customers’ needs with innovative solutions. Recently several States have been reviewing this approach and are considering replicating this Model. Many states are attempting to create a demand driven system but none are close to this unique approach to creating a state wide network of Business Solutions Professionals.

Quotes from Trainees:

“The BSP training provided me with a systematic approach to use while working with my clients. The training has allowed me to become more efficient in the delivery of business services for our region... The training made me more cognitive of the resources and partners that are available to me throughout our State and would be a benefit for any person who works with the private sector and who is trying to contribute to the economic vitality and strength of their region…it truly was of great value to both my personal growth and professional development.”

"Business Solutions has created a new way of doing business, after completing the course I have become more aware of resources to help business in my community, by bringing all those resources to the table to be involved in problem solving, retention issues, expansion and recruitment. BSP has redefined what we are all about, helping business stay in business, bringing together resources for

34



business, and creating opportunities for business to hire…talent."

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Training Proposal with Pricing

QuinnCAssociates Christine Quinn 1350 Nicholas LaneCharlotte, MI 48813C h ris t i n e@Q u i nn CAssoc i a t es.com

Wisconsin Employer Services Training Proposal

The Business Solutions Professional Certification Training will enable employer services staff to advance from a program “supply” orientation to a demand-driven, customer-focused orientation. The training will:

• Be based on the attainment of core competencies (5 Elements/5 Step Process)• Be available in basic and advanced levels, or a continuum of skill

development (Certificate/Certification/Networking Events)• Include a focus on all public workforce programs (Resources and Asset Mapping)• Be expandable to include economic development and higher education

partner staff as well as nonprofit and community partners (Inclusive Training involving ALL Partners)

• Be available in a range of delivery modalities – instructor-led, self-paced, etc. (Initial training Instructor-led, Pre/Post Work on-line and Homework)

• Be available in a form that would allow for transferring capacity through train-the-trainer sessions, perhaps including certification of trainers (Set to create a Train-the-Trainer as well as assessment to identify the “right” trainers)

The Business Solutions Professional Certification Training is a professional development opportunity for practicing professionals. The Business Solutions Approach is a method for professionals to add to their extensive “toolbox.” By understanding what resources they have and the resources their partners can provide to design solutions for employers struggling in a global economy. The approach provides a shared language between partners and processes for working collaboratively with each other and businesses.

A BSP works with individual businesses to effectively address the competitive challenges they face. They work with the business to discover and diagnose problems and then design solutions to meet specific demands. To do this, the BSP partners with others to bring needed resources and services to the business in a way that optimizes the value to the business.

The BSP’s awareness of the business customer’s area and industry and the many assets available enable the business to discover opportunities for growth. The BSP bring resources and services directly to the business eliminating much of the “red tape” and hassle of working with multiple providers.

36



The BSP is a professional in one of the broad areas of workforce and economic development, education or community agencies. There are Business Solutions Professionals (BSP) practicing the Business Solutions.

Approach in Michigan Works agencies, economic development agencies, community and 4 year colleges, business development groups, unions, local government, MSU extension, and state government.

BSP Certification Training & FieldworkThe Business Solutions Professional (BSP) Certification Training is provided through a collaborative approach with the State of Wisconsin and its Workforce Association that will allow for succession of a best-practice in a demand approach for workforce development, economic development and education partners across the State.

Business Solutions Professional Certification Training consists of classroom work and fieldwork. The classroom training is the opportunity to acquire the knowledge and skills required to take a demand driven customer focused approach.

In the class, participants can increase their understanding of:

• a demand driven business focused approach• the assets – services & resources available to help businesses• the partnerships among workforce development, economic development,

education, and other resources providers.• the structured elements and process the BSP follows

Pre/Post Online WorkIn the following section on “Class Sessions” you will see the basic course that is offered to as the structure classroom setting. In addition to this there are some pieces that are done Pre and Post Classroom and are done online. Future refresher sessions and updates can be created online as well as vignettes showing examples of situational experiences.

Class Sessions:BSP classroom training, three 2 day class sessions, is spaced over a three month period. Each session schedule is 8:30 – 4:30. This is set up for an adult learner and allows for space to practice what is learned in each two day session.


Each 2 day session builds on the previous session leading the learner to acquiring the knowledge and skills necessary for doing fieldwork. Course work prepares the non-practitioners

37



in the class to make policy and planning decisions about integrating the demand driven approach into their agencies.

Non practitioners include: board members, economic development staff/agency manager/supervisors. The class allows policy makers, practitioners, and managers to speak the same language.

[**Special sessions can do done for this target audience that creates the “big picture” oversight of the changing approach and support of staff working this day to day, “Leader Sessions”.]

During each session, participants will increase their knowledge of the BSP approach. Lessons focus on increasing understanding of the challenges facing businesses, knowledge and use of available assets, and skill in applying the process. Students learn the concepts through discussion and application: learning exercises, case studies, simulations, demonstrations, and presentations.

The interaction between participants leads to networking that continues beyond the class sessions. Through class contact, participants acquire a greater knowledge of available assets and how they can be used in innovative ways to meet business demands.

Course instructors are experienced in both classroom teaching and professional development training.

Fieldwork:Fieldwork is the opportunity to gain experience while working with a “safety net.” Fieldwork allows the participant to apply their knowledge of the BSP Process to businesses in their region and to demonstrate their ability to form productive employer relationships and to collaborate with partners to optimize the available assets to the business. Each fieldwork participant will work directly with an experienced Certified Business Solutions Professional Instructor.

BSP Certification requires successful completion of the classroom training and the demonstration of competency during fieldwork. Participants have the option of completing the classroom work; however all are encouraged to complete fieldwork.

As funding shrinks the BSP approach allows partners to meet the customers’ needs with innovative solutions. Recently several States have been reviewing this approach and are considering replicating the Business Solutions Model. Many states are attempting to create a demand driven system but none are close to this unique approach to creating a state-wide network of Business Solutions Professionals.

Train the TrainerAs part of the desire to expand on this successful approach and training to a demand system, it’s necessary to train new trainers to take on additional work. We are proposing to use the JobFit Pattern for a Business Solutions Officer to assess the individuals who, through application, have indicated a desire to become Wisconsin’s BSP Trainers.

38



Once the Trainees are identified (up to 4 persons) they will be taken through a five-day lesson planning cohort that will delve into the creation of the Wisconsin Training modules as well as creating the scenarios to fit the lesson plans. Completion of 5 day training will be recognized with a BSP Certificate of Completion.

After completion of the Train the Trainer, our Certified Business Solutions Trainers will assist in the set up logistics of the first two cohorts in Wisconsin and work with the Trainees throughout these sessions.

At the successful completion of Wisconsin’s BSP Cohort 1 & 2, the Trainees will be certified as Business Solutions Professional Certified Trainers.

BSP Quotes:“The BSP training provided me with a systematic approach to use while working with my clients. The training has allowed me to become more efficient in the delivery of business services for our region... The training made me more cognitive of the resources and partners that are available to me throughout our State and would be a benefit for any person who works with the private sector and who is trying to contribute to the economic vitality and strength of their region. I appreciate the fact that our host…, provided me the opportunity to attend the training, it truly was of great value to both my personal growth and professional development.”

"Business Solutions has created a new way of doing business, after completing the course I have become more aware of resources to help business in my community, by bringing all those resources to the table to be involved in problem solving, retention issues, expansion and recruitment. BSP has redefined what we are all about, helping business stay in business, bringing together resources for business, and creating opportunities for business to hire… talent."

Wisconsin Project Phases/Budget:Phase #1: Preparing the materials and instruction team

• Fact Find System• Identify resource partners

4 days $9

• Assist in the selection of trainers 2 Weeks $3• Define the curriculum for target audience

• Brand the BSP Materials with Wisconsin Brand• Work with selected “Trainers” during

branding process

3 Weeks $18,000.00

• Instruct the trainers using the newly branded material 2

D$4

• Develop strategy of training (location of cohorts, core, content, length)

• Define the three levels of BSP (class completion, Certified BSP, and Instructor)

2 Da

$3,

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Phase #2: Training the first cohort• Select location• Recruit participants

2-4 Weeks $2,400.00

• Deliver training 6 D

$14,400.00Phase #3: Training review

• Review training results with trainers• Adjust curriculum as needed• Plan next cohort

1-3 Days $2,400.00 - $7,200.00

Total: $57,600.00 -$62,400.00 plus

expensesAdditional Services:

• Leadership orientation training• WIB Board training• Supply Side Training• Contractor Training• Program Presentations (Large

Groups, Conferences, etc.)• System Alignment Assistance*• WIOA Program Training• Identified by Partners at a Later Date (TBD)

TBD TBD

*Highly recommended, as we have seen the demand side excel, if the supply side is not prepared and engaged, meeting the demand becomes difficult.

A Timeline and Project Plan will be created once the Project is confirmed. Please contact us if you would like further detail or have questions.

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Workforce 180 – Mike Fazio

PROVIDER INFORMATION: Workforce 180Mike Fazio, President

ADDRESS/CONTACT INFORMATION:Workforce 180, LLCT: [email protected]


The web materials promise “…multi-staged, long term learning opportunities, from traditional classroom to reinforcement webinars to on-going education via the web to in-the-field training to one on one business coaching.”

Mike Fazio has had a 20-plus year career focused on Sales, Management, Marketing, Training and Recruiting, with a definitive belief that consistent, enthusiastic Coaching and Leadership Development provides individuals and organizations with the tools needed to reach higher levels of performance. He has a very extensive list of speaking and training credits.

B. Details


Training focuses on individual skill development.


Competencies are delivered in the following areas (partial list):

How to speak with gatekeepers How to introduce yourself How to start and build employer relationships How to get employers to visit your facilities How to open up job orders How to write a proposal How and when to follow up How to get a reference How to prepare employers for our Customers

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Depending on the platform (class or webinar) and length of training, any or all of these topics can be included:

1. Job Development vs Business Services2. Learning About The Job Seeker3. Becoming A Matchmaker4. But, I Do It All!5. Hey, I’m Not A Salesperson!6. Working in a 21stCentury Economy7. Knowing Labor, Economy and Workforce Statistics8. Surfing the Internet as a Workforce Professional9. Social Media and Workforce –When Worlds Collide!10 .Serving Customers or Customer Service11. Workforce Development Competitors12. Partnering With Staffing Agencies13. Let’s Make A Pitchbook14. Let’s Make A Tablet-Style Pitchbook15. Finding the Purple Squirrel16. Goal Setting and Achievement17. Motivating Employers18. Building A Sales Presentation19. Cold Calling -Unannounced Employer Visits

21. Speaking at A Chamber Meeting22. What To Say To A Gatekeeper23. How To Talk To A Decision Maker24. The Best Times and Days To Cold Call25. Great Qualifying Questions26. How Do I “Sell” Transferable Skills27. What’s Our Brand?28. How, When and When to Follow-Up29. Breaking the Ice30. What Employers Really Want31. What I Should Be Doing Every Day32. What To Bring On An Appointment33. Common Mistakes Of A Business Service Rep34. The Best 90 Day Plan Ever35. Asking for Referrals36. Closing and Cementing the Sale37. Building Long-Term Employer Relationships38. How To Network In Your Community39. Host a Networking Event40. Conducting A Successful Job Fair41. Get A Job Order, Today!

Field work is included in order to apply immediate instruction and critique, to inspire improved performance.


Training has been delivered to many different types of organizations related to workforce development.


Yes; training has been delivered to multiple types of organization related to workforce.


Learning platform options include:

On-Site Workshops for all staff to attend. In-person, instructor-led, learning labs as a kick-off for the extra time/content ahead.

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Reinforcement Webinars (monthly). Lively, interactive and all building off the kick-off workshop themes.

One-on-One Coaching Sessions Subscription Website access to 180 BOT workforce web portal, where each Professional can,

every day, gain access to information and inspiration, all related to workforce issues and topics.


Training appears to be highly personalized and, other than the self-paced online resources, is not transferable to the State.


Yes


Programs may be combined in many ways to meet organizational needs, and discounts may apply for multi-location bookings. Separate or combined pricing may be arranged for any or all of the following:

In-Person Classroom Workshop Program In-Person Field Day(s) Walk The Walk Program Reinforcement Webinar Program Business Coaching Program

All Programs may be customized, mixed and matched to meet specific needs.


This is a very comprehensive, long-term program but one that may be fully customized.


www.workforce180.com

In addition, “Workforce 180 Training Information” is included in the Appendix.

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http://www.workforce180.com/


APPENDICES

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NOTE: The following materials supplied by the training

providers were too lengthy to include in the text of the

report, but are included in the following Appendices.


Appendix A: From Business University (Celina Shands) – “Maximizing Business Engagement”

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Appendix B: From Center for Workforce Learning (MaryAnn Lawrence) –

“Employer Services Training and Technical Assistance”

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Appendix C: From QuinnC Associates (Christine Quinn) – “Employer Focused PPT”

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Appendix D: From Workforce 180 (Mike Fazio) – “Workforce 180 Training Information”

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Documents

innovation.workforcegps.org/media/WorkforceG… · Web viewPROVIDER INFORMATION: Business University – A Division of Full Capacity Marketing. Celina Shands, President and CEO