Attachment_J-15_PY_17-20_Modernization_Plan__10.6.17.docx

Region I CTT Modernization Plan PY17-PY20

SECTION A – OVERALL REGIONAL APPROACH

CAREER PATHWAYS MODEL

By the end of 2020, Region I will have completed a full-system shift toward the Career Pathways model in each industry training area offered at the Region’s Job Corps centers. Each pathway will be built from a foundation of strong core competencies that adhere to academic requirements that ensure a “readiness” standard, integrate applied academics, include student supports, and are verified. They will leverage Advanced Training (AT) and apprenticeship opportunities. Pathways will use instructional technology, be outcomes oriented, and enable student success through the provision of adequate and accessible student supports.

The industry mix includes national, regional, state, and local labor market information and intelligence. Each state has specific occupational needs within an overall industry mix that necessitates tailored center responses to achieve the best student outcomes. There are also newly targeted occupations that emerge due to economic, environmental, or local business changes. Lastly there are regional variables that are so diverse they necessitate sub-regional geographical targeting. Region I proposed special initiatives and innovative strategies to respond to employer needs and respective job markets and to provide pathways to success for our students. Job Corps students will have a multitude of opportunities for success while building their futures as contributing members of the workforce and their respective communities.

INDUSTRY MIX

Region I includes the New England states, New York, New Jersey and Puerto Rico. Geographic diversity, as well as an abundance of major urban metropolitan and extremely rural areas, makes for a wide range of business and industry. While regional labor market information (LMI) is vital, it is important to include Workforce Innovation and Opportunity Act (WIOA) State Plans information and local intelligence strategic planning information when making decisions about trades and training areas. Currently, existing and in-demand industry and sectors in metropolitan areas are distinctly different from those in more rural areas. To ensure a responsive regional approach and appropriate Career Pathways, this information provides a starting point for partnership communications and for operator and center activities.

In Connecticut, current programming is aligned with regional and national in-demand occupations. In New Hampshire, Vermont, and Maine programming is aligned with above average demand occupations such as advanced manufacturing, construction, health care and transportation. Massachusetts programming, outside of software development, is directly aligned. By providing Advanced Systems Administrator and A+ technical support personnel we aim to meet the needs of Massachusetts software development companies. In Rhode Island, Region I is building upon a strong partnership with Electric Boat and increasing welding and machining. In Rhode Island and New Jersey the WIOA State Plans indicated that retail employees were in high demand. However, Region I determined that low wage levels and lack of education required to fill these positions negated offering this training in New England. In New York, Rhode Island and New Jersey, LMI data and the WIOA State Plans indicated that health care is still the highest demand area and has the most difficult positions to fill, including pharmacy technicians and licensed practical/vocational nurses (LPN/LVN). There is also a need for construction and renewable energy workers. Programming is aligned with these needs in these states.

Regionally, the training in health services, leisure and hospitality, transportation, and renewable energy are all aligned with proposed OBS levels in the submitted plan. The industry mix in the plan indicates a transformation with regard to renewable energy and advanced manufacturing, an expansion and increased skill set for specialty health care workers, a broad need for higher skilled hospitality workers with the opening of new hotels and casinos, and a significant need for transportation and construction personnel that is aligned with growing industry.

Unique needs are the direct result of employment opportunities that include a rapid expansion of specialized construction and renewable resource areas. The state of New York recently invested 10 million dollars in their parks department to achieve energy independence. This means that students we provide solar photovoltaic instruction and trade certification in Glenmont are poised to meet that critical need. Students in our overhead line program at Oneonta are hired as soon as they finish their training. Graduates of the CDL truck driving program in Loring are offered a job by their industry partner, Warner Trucking. These are but a few of the employer-specific opportunities developed through local intelligence that assists in ensuring program success.

From January through June, 2017, Region I discussed with center operators effective business and educational partnerships, potential apprenticeship opportunities, and changes in the trades based on trade performance and LMI. From that base, proposed changes were made to implement the National Director’s OBS reductions.

To respond to the industry mix in PY 2017 (Year I), Region I will seek to:

i) Increase opportunities in advanced manufacturing, health care, renewable energy, and transportation, as well as increase the variety of trainings offered by partnering with community colleges,

ii) Maintain levels in hospitality, construction, and finance and business; and,

iii) Reduce levels of low paying jobs or poorly performing trades and employment in occupations such as painting, automotive trades, and cement masonry.

According to New York City’s (NYC) published report “Career Pathways: One City Working Together”, construction, health care, and hospitality needs will continue to expand rapidly. Boston’s “Career Pathways to Quality Jobs” report indicates that, like NYC, Boston has substantial construction needs including alternative energy workers. These factors were taken into consideration during the development of Year I of this report. Slots and programs were adjusted to reflect employer needs as indicated in national, regional and local data.

In Year II, Region I will incorporate new data and information from local, regional and national levels and cross check that against career offerings and Career Pathways. Adjustments may need to be made based on the aforementioned information as well as student and program outcomes. Business and community partnerships will expand and full advantage will be taken of the recently approved National Office agreement that all National Training Contractor (NTC) taught trades willbe pre-apprenticeships. Information gleaned from analyses will be used to modify plans at the Regional level as well as to inform communications with the operators and center staff.

During Year III, Region I will continue to monitor and adjust program options and merge this information with results from newly targeted populations, emerging business partnerships, and the changing employment landscape. New employment fields may emerge and the geo-political landscape may have changed. The needs of local, state and regional economies will most likely respond to these changes and Job Corps will want to modify programming accordingly.

NEWLY TARGETED OCCUPATIONS

There are a few newly targeted priority occupations derived from the LMI, WIOA, and local Economic Development Plans (including the Boston and the NYC Career Pathway Plans), that point to specific employment needs. When identified trades were cross referenced against mid-level jobs that provide a living wage several new pathways were developed.

One exciting targeted priority occupation is solar photovoltaic and thermal system installation newly opened at Glenmont JCC. This pathway was developed as a result of renewable energy data and the New York State Plans. Eligible students who complete building construction, carpentry, electrical, or facilities maintenance basic training programs are qualified to enter the AT program in which they may earn certifications from Hudson Valley Community College and the National American Board of Certified Energy Practitioners. These certificates lead to paid work-based learning (WBL) internship opportunities and provide students the foundational knowledge to pursue Building Performance Institute certification. Entry level pay without work experience averages $43,000 a year; with work experience average pay is $58,000 a year. This viable profession is both innovative and in high demand. This training course was designed to qualify graduates for the New York State Parks positions.

The technology laden industry pertaining to assessment and evaluation has taken a turn and has embraced drone technology. A unique partnership between the Oneonta Job Corps Center and Hudson Valley Community College has facilitated in-depth conversations about the implementation of a drone operator pilot program to be taught on center. It is anticipated that in Year II of the plan, the Oneonta Job Corps Center will begin a new Advanced Trade. Jobs in the field are plentiful and range from paying $38,000 per year to $80,000. The Federal Aviation Administration requires that commercial drone operators obtain a pilot certificate (Part 107 of the Federal Aviation Regulations). This emerging field ties in nicely with both construction and information technology career pathways – everything from National Grid remotely monitoring power lines to Amazon delivering packages. The on-center trade would provide the requisite a remote pilot airman certificate with a small UAS rating.

Another priority occupation is heavy truck driving and advanced heavy truck driving. This industry is used in construction, manufacturing, distribution, and the majority of freight movement across our country. The average entry level truck driver makes $32,000 a year. UPS, FedEx, JB Hunt, and Swift are the largest trucking companies in the nation and in our region. All are hiring now and into the foreseeable future. Furthermore, an increase in other industries’ needs directly affects the growth of the trucking industry. For example, increased construction in Boston and NYC has created a need for additional CDL truck drivers. Students who have obtained their CDL at the Loring Center have immediate options for employment with one of our business partners. In Year I, we anticipate the implementation of an Advanced CDL program.

In addition to the new Photovoltaic Installer and Advanced CDL programs, Region I added special initiatives and innovative strategies referenced later in this document (e.g., flexible advanced health care occupations). New Career Pathways are being introduced in Advanced Manufacturing and Construction. These changes respond to new business partnerships with Bath Iron Works in Maine, Electric Boat in Rhode Island, and the push for energy conservation.

SUB-REGION GEOGRAPHICAL TARGETING

As previously stated, local intelligence will heavily influence Career Pathway-related decisions. In NYC, job vacancies in construction, healthcare, and the hospitality industry continue to demand trained workers. In Maine, New Hampshire, and Vermont local intelligence directly led to the support of welding and carpentry programs in Year I.

In Years II and III, these programs will be watched closely to ascertain their continued viability. It is expected Region I centers will adjust options according to economic factors. The newly established partnership with Bath Iron Works in Maine, for example, may be large enough to provide placements for all graduates of the newly doubled welding program in Penobscot. In addition, welding graduates could take advantage of Penobscot’s partnership with Fisher Plow.

State WIOA information and national LMI data might also shift and affect economic development in any given area. The key here is to be aware and abreast of these changes and in particular, to keep the business and community partnerships strong with effective communication channels to ensure that Job Corps is not the “last to know”, but the “first to know and adjust accordingly”. Support from the National Office, partnerships with business and educational institutions, and ongoing communications among all stakeholders will be required to be able to respond in a timely fashion and contribute to continued efficacy in each industry area.

SPECIAL INITIATIVES AND INNOVATIVE STRATEGIES

The development of successful students relies on the provision of strong foundational academic and life/social skills, communication strategies that support success, a variety of Career Pathway options, good trade instruction, and strong WBL and employment opportunities. In particular, life and social skills are critical to ensuring talents, skills and abilities can be put to use in business and industry. Our plan will ensure that life/social skills are intentionally taught.

Another component for success is instructional technology. Each trade affected by advances in technology has created a need for training techniques that keep up with advances to ensure our students are employment ready and equipped to enter the work force. Numerous technological advances that affect each industry, academic learning opportunities, and social skills development will be incorporated into special initiatives and innovative strategies. Region I plans to pilot test innovative technological approaches to academics and CTT learning modalities. There will be greater opportunity for all students to engage in and learn how to apply critical thinking and filters so that the plethora of readily available data can be integrated and put to use in positive and productive ways.

In Year I, our academic and career training areas will complete an educational technology inventory (e.g., Smart Boards, Active Learning, computers, etc.). This inventory will quantify the amount and type of technology currently used at each center. In addition, it will measure the perceived benefit of using the technology and perceived need when technology is not available. This information will be added to the on-site monitoring information about technology that was collected in the past three years. A regional map of technology and its use will be developed.

In Year II, technology mapping will lead to areas of potential enhancement. For example, in academic classrooms there tends to be computers available to the teachers and the students, but the computers may not be networked nor lead to software application programs that allow for class discussion and observation via Smart Boards. It may be determined that the cost of upgrading the computers is much higher than the notion of purchasing tablets for classroom use, such as the Chrome Book. In career training areas, similar findings may occur. Information collected during Year II, including the aforementioned inventories as well as interview and research information from trade specialists, industry leaders, WIBs and other informed personnel will assist Region I to identify needs for technology advancements.

A third component is the expansion of bridges to apprenticeships. Currently pre-apprenticeship programs are limited to 7 of 33 construction programs. In Year I the advent of National Office agreement with the NTCs will allow pre-apprenticeship programming to expand to all centers with NTCs. These pre-apprenticeships will be expanded over Year II and III to include each Career Pathway leading to AT and/or employment as well as with at least five pathways leading to Registered Apprenticeships and by the end of Year III. It is anticipated that 50% center offered hard trade programming will be linked with at least one pre-apprenticeship that leads to registered apprenticeship opportunities by the end of Year II, and that 100% of center offered hard trade programming as well as 25% of the other trades will linked to at least one registered apprenticeship program by the end of Year III.

A fourth component is flexibility in AT options. For example, the newly coined “Advanced Healthcare Options” could assist the Region in meeting the increasing health care need for skilled employees. Former entry level health care personnel are now expected to provide higher level technical skills, including those employed by individuals or community agencies to provide personal care assistance (Home Health Aides) and 1:1 support for people in their homes. People are being sent home from health care institutions with ever increasing medically complex recovery needs and with the aging population and rise of disability proportionate to longevity rates, the rehabilitation centers, nursing homes, hospitals and even medical practices offer employment to these workers. What Registered Nurses (RN) did in the field twenty years ago is akin to what Home Health Aides, LPN/LVNs do today. The emergence of new specialty areas such as Patient Care Technician (PCT) demands a flexible and fluid training system that can meet these advancements through partnerships and hybrid training options.

One way Region I will meet these needs in this industry is through flexible AT options and certifications. For example, in NYC students who have completed Certified Nurse Assistant (CNA) and Clinical Medical Assistant (CMA) CTTs can take a test to be certified as PCTs. PCTs are employed by hospitals and earn significantly more than CNAs or CMAs. In Year I the Region will include this option to allow for flexible programming at Community Colleges and the New Haven Center, similar to the New Hampshire Center. This pathway also offers Advanced Health Care options to include pharmacy technician, dental assistant, LPN/LVN, or RN. It is flexible enough to allow for additional areas to be added as needed. If, for example, a qualified student wants to enter an X-ray technician program, they can use this pathway. During Year II, we will expand these flexible programs into five centers.

Another innovative strategy will be the addition of AT options in every Career Pathway. During this modernization period, the Region will add targeted and well-suited AT options as needed, along with specialized student support, to ensure that all trades lead to one or more advanced trades. Currently there are 20 advanced trade options. By the end Year III, there will be 26. Student support options may include specific counseling, tutoring, or longer-term career planning support that stretches beyond initial placement and/or the one year time frame.

Another special initiative is the Boston Region’s exploration of a potential partnership with the Director’s office of the Veterans Benefit Administration’s Boston Regional Office (VBA). Through ongoing dialogue, it has been established that the VA is very interested in a partnership with our Job Corps Regional Office. The VA and Job Corps have compatible goals. The Job Corps program needs qualified, employment-oriented applicants and the VA needs vocational training providers offering viable, cost-effective, industry-standard training with outcomes that enable veterans to achieve post-service career goals. A formal Memorandum of Understanding (MOU) is being discussed between Region I and the VA with the goal of facilitating a process leading to disabled veterans attending regional Job Corps centers which are in close proximity to VA facilities so as to offer appropriate support services and enhance the likelihood of success.

During Year I several meetings will lead to the identification of pilot sites established with supports and services to meet the unique needs of disabled veterans. Accommodations and sensitivities to this population will be brought to bear on all programmatic aspects of this pilot project. In Year I, disabled veterans introduced by this initiative are expected to enter one or two pilot job corps centers to pursue trades of their choice.

This exciting innovation may lead to an expansion of this model to other centers in the Region and may serve as a model for other Regions. By the end of Year II, pilot programs will be reviewed, obstacles to implementation identified and eliminated, and the initiative is expected to be expanded Region wide Year III.

ASSURED VALUE PROPOSITION: CORE COMPETENCIES

Region I programs will offer quality foundational and advanced academic courses, critical life and social skills training, career readiness programming, and high quality trade instruction that is both responsive to employer needs and innovative in the use of technological advances. This will increase the likelihood pathways align with career progression and enhance student employability. Technical skills, applied academic knowledge, pre-apprenticeship training and technology-based applications will be found throughout our Region at all levels of programming, including the innovative Flexible AT, Advanced Career Training (ACT), the Post-Secondary Center and the VA Partnership.

In addition, career building competencies, including employability skills, problem solving, and industry-related foundational skills will transcend traditional barriers including typical limits of career preparation programming. The Post-Secondary Center innovation will provide direct support to students for increasing their literacy and applied academic skills specific to their trades. Furthermore, the expansion and solidification of the Career Pathways will incorporate personal effectiveness including academic knowledge, critical thinking skills, and non-cognitive skills to expand opportunities for students in each trade. Knowing that there is a career ladder in one’s field, often serves to motivate and support lifelong learning to improve one’s skills, likelihood of promotion, and chances of obtaining a higher paying job.

REGIONAL SPECIALIZATIONS

This effort has relied and will continue to rely on effective data acquisition and integration, ongoing planning and implementation at all system levels. It will also rely on the availability of progressive, sustainable, long-term, outcomes-based partnerships.

There are a number of regional specializations identified during Year I. These include retaining the Urban Forestry program at the Northlands Center, expanding the Welding trades at the Penobscot Center by establishing a unique partnership with welding employer Bath Iron Works, and adding the Advanced Culinary program in NYC to take advantage of the NYC Career Pathways Plans. Based on local intelligence, a strengthened partnership with the Mount Washington Omni Hotel in New Hampshire influenced maintaining the culinary programs in both Vermont and Maine.

It is anticipated that there will be additional information garnered through updated national and regional labor market information, local intelligence, monitoring flexible ACT outcomes and National Office direction and information that will assist the Region in tailoring their offerings on at least an annual basis accordingly.

INNOVATION HUBS

Region I has started the process of establishing a specialized hub area, the Post-Secondary Center concept. This concept will support the development of several important innovations including the opportunity for a full immersion in a Career Pathway with academic instruction to support industry (TABE) level literacy, an emphasis on applied academics and instruction in specific career trade areas, and will potentially appeal to a broader population of eligible students who have already attained their HSD or HSE.

SECTION B – PROPOSED CTT OFFERINGS

Attachment A: REGION I PROPOSED CTT OFFERINGS GRID

SECTION C – PY CHANGES NARRATIVE

Every state has differing LMI that contributes to the need for centers to be responsive to local employment needs. In addition, business, education, government, and community partnerships are essential to consistently provide information and direction allowing the Region to respond effectively.

To meet ongoing needs of our national efforts, regional and local business communities, and students, there are several changes in the CTTs offered in the Region during Year I. The initial 9% reduction in OBS levels is both a challenge and opportunity to implement change. This plan makes CTT changes in all but three centers. The Region accepted the National Office recommendations for CTT changes nearly 80% of the time. When doing so, the Region agreed that LMI and trade performance supported the changes proposed by the National Office.

In Puerto Rico centers (Arecibo, Barranquitas, and Ramey) there has been an increase in the Homeland Security trade and reduction of Cement Masonry. The trade mix was modified to include an Advanced Health Care option. Support for Advanced Solar training is predicated on both LMI information and the fact that the island must import 100% of its energy sources from the mainland. Solar options would provide employment and decrease energy dependence.

In NYC centers (Brooklyn and South Bronx), OBS changes include the elimination of the Homeland Security and Protective Services program at Brooklyn; while at South Bronx the Basic Culinary Arts program was eliminated and an Advanced Culinary Arts program was established. In addition, a flexible off-center Health Care Training program was established to provide NYC students Career Pathways in health care. These changes allow the centers to maintain industry trade options in opportunity occupations identified in the NYC Career Pathways Plan. These changes will also facilitate the inclusion of the centers as one of the training providers described in the plans.

The rest of New York State, Delaware Valley has a reduction in Office Administration, Advanced Human Service Worker, and Material Handling and Distribution Operations. There is an increase in Health Care trades, Renewable Energy trades (including the introduction of the Advanced Solar Photovoltaic Installer program at Glenmont) as well as an Advanced Weatherization trade at Iroquois.

In Connecticut, the New Haven Center will replace the EMT program with a flexible Advanced Health Care Training option, through a partnership at Gateway Community College. This partnership will help students who are interested in specialty health care including Gerontology, Drug and Alcohol Recovery, Sonography, Pre-Dental Hygiene, and Radiation Therapy. The Hartford Center will maintain the Insurance and Financial Services program.

In New Jersey there is a reduction in Finance and Business Office Administration and an increase in both Information Technology Advanced A+ Microsoft MCSE and Advanced Plumbing/Sewer/Drain Technician programs. Again, these changes match available employment data indicators.

In Vermont the Carpenter-Trainee and Auto Maintenance programs were eliminated. The Urban Forestry program continues based on local needs. During Year I the Advanced Welding program will begin and students will be recruited from the center’s basic Welding program and from around the country.

Maine’s centers will eliminate Carpentry and a reduce ACT and add an Advanced Transportation Truck Driving program at Loring. At Penobscot, there will be an elimination of one of two CNA programs and one of the two Facility Maintenance programs, while the Welding program will be doubled.

In Massachusetts, the Grafton center will decrease its OBS with the elimination of its Facility Maintenance program. They will maintain the sole Advanced Human Services Worker program for the Region. Shriver will continue to offer its Advanced Computer Systems Administrator program as well as its TCU.IAM Advanced Transportation Service Worker option with seven specialty areas. The Westover Center will experience a substantial reduction in OBS and the closing of multiple trades to meet the new level requirements.

In New Hampshire, there will be continuation of the flexible Advanced Health Care trade option to include Dental Assistant, Pharmacy Technician and an RN program (currently through partnerships with the New Hampshire Community College system and St. Joseph’s hospital). In addition, the Advanced Manufacturing option of CAD/Robot Tech/Metatronics will be implemented in partnership with Manchester Community College.

The Regional plan implements the National Director’s OBS reductions and is in line with the National Office Job Corps goals. These changes coincide with the expansion of pre-apprenticeship and apprenticeship efforts, as well as the expansion of Renewable Resource industries and career ladders. In Year I there will be over 50basic trade options, 26 AT options and 33 pre-apprenticeship options in the Region. By the end of Year I, the pre-apprenticeship options will be expanded to include all NTC industries. The hard trade programming will be linked with at least one pre-apprenticeship that leads to registered apprenticeship opportunities by the end of Year II, and that by the end of year III, 100% will linked to at least one registered apprenticeship.

SECTION D – KEY INNOVATIONS AND PARTNERSHIPS

There are four key innovations that will continue to emerge in Region I. These include partnerships to provide lifelong learning, career building opportunities, and increase work competencies in each of the Career Pathways. These innovations include: Flexible AT Options; ACT as a feeder into CTT development; the establishment of a Post-Secondary Center for students who already possess a HSD or HSE; and, a VA partnership that provides supports and services to veterans with and without disabilities seeking career training.

Flexible Advanced Training Options As mentioned in Section A, a need and potential employer solution to high demand emerging fields is the notion of Flexible Off-Center Training (OCT) AT options as a part of Career Pathway development. This would include OCT as well as ACT options. Programs in ACT will be monitored to identify candidates for funded OCT programs. This innovation provides the greatest flexibility and will allow centers to quickly and efficiently respond to employer needs. It is anticipated that in addition to the Year I “Advanced Healthcare Options” that in Year II an “Advanced Technology Options” may be added to meet growing technology-related demands.

Whereas the traditional AT programming only provides a single trade option, flexible AT OCT options provide conduits for student success in multiple areas offered by partnering institutions. Additional academic supports may be needed so students can score a 12.9 on their TABE testing so they are ready for a particular trade or pass entry level requirements, including writing an entrance essay. The Job Corps centers will be poised to provide this type of assistance and would do so as needed.

For example, the Arecibo partnership with ATENAS College allows students to choose from a variety of health care fields including: Cardiac Sonography, Nurse Science, and Respiratory Technician. To prepare students to be ready to go into OCT and ACT community college programs, tutoring and specialized training will be offered. Cooperative agreements will be developed with local high schools to provide pre-program training and skills not offered at Job Corps (i.e., advanced mathematics and laboratory science). College and financial aid application assistance will also be provided as student supports.

Advanced Career Training to Inform Career Technical Trade Development The use of the Region’s flexible ACT options will assist to provide identification and support for industry-standard training that aligns with employer needs. They are an efficient and responsive ways to meet localized and regionalized labor market demands. Outcomes will provide important information to the Regional Office to support decision making during annual planning. To use an apt idiom to illustrate the concept, ACT will provide the Region a “Test Kitchen” of sorts for trade and immediate employment information. If, for example, a dozen students at the Edison Center want to pursue ACT in remote technical support (AAS in computer science) and are immediately placed in high paying jobs it may influence the adjustment of OTC and on-center options, as well as identify potential future business partnerships.

Post-Secondary Center Innovative Hub Region I will identify a center that will pilot the concept of addressing CTT needs of people who already have a high school diploma or a high school equivalency certificate. This “Post-Secondary Center” will offer education and support for the development of work, career building, and life-long learning competencies unique to the needs of people who have completed their secondary education. Academic instruction will assist the students to obtain TABE scores of 12.9, and specialize in high demand trades that provide employment opportunities through corporate partnerships.

The sub-geographical target information indicated that transportation and technology are the best fit for several regional catchment areas. Business partners are anticipated to include companies like Keolis and transportation partnerships will include TCU representatives as well as private industry partners. It should be noted that “America’s Technology Highway” - home to numerous major high tech firms, is located in Region I and that there are two major technology and transportation industry hubs near several of our Job Corps centers.

Student supports at the Post-Secondary Center that will lead to efficient implementation include the aforementioned TABE and academic instruction, as well as the supports mentioned in the ACT and AT sections. With transportation and technology anticipated as the main fields of study, the TCU partnerships and pre-apprenticeship training will be critical and supported at every opportunity. Maintaining and upgrading our industry training to meet rapidly changing industry standards will be paramount.

Veterans Affairs Partnership A very exciting opportunity that is part of this modernization plan is that of creating a formal partnership with the VA. Representatives from Region I’s Job Corps office have already met with VA representatives and discussed the possibility of a formalized partnership. During Year I, it is anticipated that a MOU will be signed. This MOU will outline how the two departments will work together to provide Job Corps training for veterans, and in particular, veterans who have one or more disabilities. The MOU will define roles and responsibilities for the VA and Office of Job Corps. The region will identify a pilot center that will receive additional supports and services to be fully equipped to meet the unique needs of veterans. The VA will provide the “top ten” vocations chosen by Veterans with disabilities. Initial collaborative cross-training opportunities between VA Rehabilitation Counselors, Center and RO staff, and Wellness representatives will be developed and it is expected this will begin implementation in the middle of Year II. Training and communication will be documented, and a system of 360-degree assessment will be used to determine what may be “best practices” in this effort. Findings will inform practice and by the end of Year III, a replicable model may be created.

Student supports include ongoing communications and potential agreements with VA hospitals to best meet the accommodation needs of disabled veterans. This may include mental health support. Between the two organizations, a safety net of services will be in place to best provide for this unique population.

SECTION E – PROGRAM ELEMENTS PY17 to PY20 Particular program elements of this three-year plan include the solidification and expansion of partnerships, leveraging and illuminating our AT options, ensuring that instructional technology is up to industry and academic standards, and obtaining high paying and consistent placements for qualifying students in each Career Pathway.

From January through June, 2017, multiple communications with operators and center staff illuminated the current business and educational partnerships (including apprenticeship opportunities) found throughout Region I. This information was considered in addition to trade performance, LMI, and state and local information when assessing and determining the National Director’s OBS reduction recommendations. Business and industry partnerships vary from very formal MOU-driven collaborative work, to less formal partners who may provide a setting or advice in any given trade. Educational partnerships range from OCT to more flexible ACT, in which any number of trade instructional levels and areas may be addressed. Other educational partnerships include agreements for high school diploma or requirement fulfillments of the diploma with local school districts.

There is state-specific LMI information that assists in targeting and creating partnerships as well. The Maine Department of Labor Center for Workforce Research and Information, for example, indicated that the occupation of welders, cutters, solders, and braziers are projected to have continued openings due to an aging workforce. Therefore the replacement of welders is high priority within the regional economy. The median wage for this occupation is above median wage overall in the state, with the average being $22.78 per hour.

Year I Throughout Year I of the modernization plan, ongoing communications produced information about transportation partnership endeavors that have varied widely. Throughout the remainder of Year I, more information will be gathered. Our goal is to have any and all business and industry partnerships reflected in writing with ongoing updates, including formalized MOUs. Below are some examples of current information collected on business and industry partnerships.

Year I Business and Industry Partnerships by Trade Area A. Transportation At the Loring Center in Maine, there is a partnership between their Automotive Technician trade and Loring Industries. There are also several partners with its CDL trade such as Werner Enterprises, Covenant Trucking, Conway Trucking and Old Dominion Freight Line. Currently, the CDL occupation is the fourth most in demand occupation in the state of Maine and the second most in demand occupation that does not require a bachelor’s degree.

B. Healthcare The Maine Job Corps centers have a variety of healthcare-related business and industry partnerships. Penobscot has partnerships with Acadia Hospital. Loring has partnerships with Carey Medical Center, the Aroostook Medical Center, Maine Veteran’s Home, and the Borderview Nursing Home. The Loring Center has a partnership between its Clinical Medical Assistant Program and Penobscot Community Health and Counseling. The center also has a partnership between its CNA and the Acadia Hospital.

The New Hampshire Center’s CNA program has partnerships with Bel-Air Nursing Home and the Bedford Nursing Home. There are partnerships between its Medical Office Support trade and the Veterinarian Clinics. The Clinical Medical Assistant program has a partnership with Dartmouth Hitchcock Medical Center. The Advanced OCT Health Care program has partnerships with Elliot Hospital, CVS and Portsmouth Internal Medicine.

In New York, the Glenmont Center has health care partnerships with many entities including the Daughters of Sarah Nursing Home, Living Resources, and the Belvedere Traumatic Brian Injury Treatment Center. At the Cassadaga Center, there are partnerships with Heritage Village, Chautauqua Adult Care, and Luther Social Services.

In Massachusetts, the Westover Center has a partnership established between their Pharmacy Technician trade and CVS Pharmacy. The Grafton Center has partnerships with the Christopher House of Worcester, the Adult Living Well Center, and YOU, Inc. There are also partnerships between the Clinical Medical Assistant Program and the Reliant Medical Group, the Edward M. Kennedy Community Health Care Center and the CareWell Urgent Care Centers. The Shriver Center has partnerships with Mount Wachusett Community College, Rivercourt Residences, and Seven Hill Pediatrics.

The New Haven Center, in Connecticut, has multiple partnerships in Health Care, including Hamden Health Care, the VA Hospital, Arden Courts and Regional Care of New Haven.

In Vermont, the Northlands Center has a Health Care partnership with Shelburne Bay Nursing Home.

C. Finance and Business The partnerships in this area include traditional and non-traditional industry partners. At the Exeter Center in Rhode Island, the Veteran’s Cemetery partnership provides a host of experiences for students in the Office Administration program.

At the Shriver Center in Massachusetts, there are Office Administration partnerships with the Fitchburg City Hall and the Fitchburg Fine Arts Museum. The Westover Center has a partnership between their Office Administration trade and Springfield Technical Community College.

In Vermont, the Northlands Center has a partnership between their Office Administration Program and the Vergennes Grade School.

D. Hospitality In New York, the Delaware Valley Center has a partnership with the Covenant House, a NYC housing program that offers graduates opportunities to obtain positions as residential advisors throughout the NYC Metropolitan area. The Glenmont Center has Culinary Arts partnerships with the Normanside Country Club, Grace Mansion, Albany County Nursing Home and the Hudson Park Rehabilitation Center.

In New Jersey, the Edison Center has a partnership between its Culinary Arts trade and Russell Morin Catering.

In Maine, the Penobscot Center has partnerships between its Culinary Arts and Advanced Culinary Arts trades and the Omni Resorts and the Bar Harbor Inn. The Loring Center has Culinary Arts partnerships with the Aroostook Medical Center and the Cary Medical Center.

In Connecticut, the New Haven Center’s Culinary Arts trade has partnerships with the Connecticut Department of Labor (cafeteria), the Village Café, and Small Kitchen Big Taste.

The New Hampshire Center has partnerships between its Hotel and Lodging trade and the Culinary Arts trade with The Common Man, Southern New Hampshire University, the Hilton and Radisson hotels and the Mount Washington Omni Hotel.

In Massachusetts, the Grafton Center has partnerships with Not Your Average Joe’s, The Bistro, and Beaumont Rehabilitation restaurant and food service companies. They also have partnerships with the Worcester Probate Court and Shrewsbury Youth and Family Services for their Advanced Residential Advisor program. At the Shriver Center, there are partnerships with Trudie’s Treats and the Bull Run Restaurant. The Westover Center has partnerships between its Culinary Arts program and the MGM Resorts and Casinos, as well as Memo’s Restaurant, Rachel’s Foods and the Sisters of Providence Health Care.

In Vermont, the Northlands Center has partnerships between their Culinary Arts trade and Middlebury College, The Lobby and the Black Sheep restaurants.

E. Construction New Hampshire has Facilities Maintenance partnerships with PROCON (Design Build and Construction Management Services), the Milford School District, Pleasant Acres, Concrete Solutions, Inc. and the local Home Depot. The Electrical trade has partnerships with Home Depot, Rexel, and Comcast. The Manufacturing Technology trade is partnered with Granite State Manufacturing, Erwin Precision, Inc., and Comstock Industries.

In New York, at the Delaware Valley Center, all of their Construction trades have partnerships with the Eckerd Program, which is an internship program for employment in the NYC Metropolitan areas. The Glenmont Facilities Maintenance trade has partnerships with the Town of Bethlehem Highway Department, the Albany County Nursing Home, the Boys and Girls Clubs of Troy and Albany, and Watervliet Housing. The Cassadaga Center’s Painting and Carpentry trades have partnerships with Open View Windows and Dick and Jane Construction. The Electrician trade has partnerships with Allied Alarm Company, DFT Security, and Zehnder Rittling. The Plumbing trade has partnerships with Irrigation Supply and Zehnder Rittling.

In Massachusetts, the Grafton Center has partnerships with Sudbury Home Improvement and Worcester Building Pathways for the Facilities Maintenance, Electrician, Plumbing and Carpentry trades. The Shriver Center has partnerships between the Carpentry trade and the New England Carpenters’ Training Fund as well as the Scott Renstrom Homes Company. The Westover Center has a partnership between its Facilities Maintenance program and the Martin Luther King Center.

In the Exeter Center, Rhode Island, the partnerships in Construction include Camp Conscious, Arnold Lumber, and the Rhode Island Fire Academy.

At the Northlands Center in Vermont, there are partnerships between their Building Construction Technology trade and the Kennedy Brothers Furniture, JW and DE Ryan Inc., and Smith & McClain Solar Construction.

In Maine, the Loring Center has a partnership between the Construction trades and Rinnai Tankless Hot Water Heater to provide students with certification as an enhancement to both the Carpentry and Electrical trades. The Penobscot Center has a Facilities Maintenance trade partnership with the Bangor Housing Authority.

At the New Haven Center in Connecticut, there are partnerships between its Carpentry trade and Habitat for Humanity, Mountaintop Condominiums, and the VA. The Facilities Maintenance and Carpentry trades have partnerships with Home Depot, Aaron’s Furniture Rentals, the New Haven Junior College Facilities Maintenance Department and the New Haven Public Library.

F. Renewable Resources and Energy One of the most exciting opportunities in our Region at this time is the newly minted Solar Photovoltaic AT offered in New York at the Glenmont Center. This trade anticipates many partners but the first partner may be the most lucrative as it is with the New York State Parks and Recreation Department. Other partners will include National Grid and Solar City.

There is a partnership between the Exeter Center in Rhode Island and RIDE (Rhode Island Department of Education).

At the Vermont Northlands Center, there are partnerships between their Urban Forestry program and Trees VT, Shelburne Museum, and Burlington Parks and Recreation.

G. Advanced Manufacturing At the Exeter Center, Rhode Island, the Center’s Welding and Machining trades have a partnership with Electric Boat.

At the Northlands Center in Vermont, there is a partnership between Welding/Advanced Welding and Lake Champlain Transportation.

In Maine, the Penobscot Center’s Welding trade has partnerships with Bath Iron Works, Fisher Plow, and Eastern Maine Community College.

H. Homeland Security In Massachusetts, the Grafton Center’s Security trade has a partnership with the MCI Department of Corrections and Tufts University, as well as a burgeoning partnership with Veteran’s Inc. At the Shriver Center, there are partnerships with the Worcester House of Corrections and the Souza-Baranowski Correctional Center.

At the Exeter Center in Rhode Island, the partnerships for the Security trade include Green Mountain Security and Northeast Securities.

The New Hampshire Center’s Security trade has partnerships with Securitas and Alliance Security.

In New York, the Glenmont Center’s Security trade has partnerships with Madison Security, Securitas, G4S, Colony Center Mall, Crossgates Mall, and the Albany County Nursing Home. The Cassadaga Security trade has partnerships with the Transportation and Safety Administration in Buffalo, Chautauqua Hurricanes Baseball, and Heritage Village businesses.

I. Information Technology At the Shriver Center in Massachusetts, there are partnerships between the center’s Advanced Computer Systems Administration and Computer Technician programs and the Workers Credit Union and Tech Computers, Inc.

In Maine, the Loring Center’s Computer Network CIS trade is partnered with the Aroostook Medical Center, Video Monitoring Services and Northern Business Products industries.

J. Automotive and Machine Repair In New York, the Glenmont Center Automotive Tech program has partnerships with Monroe Muffler and Jiffy Lube.

There are partnerships between Deneker Chevrolet and Shearer Chevrolet and the Northlands Center in Vermont.

In Massachusetts there is a partnership between Curry Honda of Chicopee and the Westover Center’s Automotive program. The Shriver Center has partnerships established between their Automotive Tech program and the UAW-LETC, Fitchburg Department of Public Works, Viola Tire and My Mechanic. There are also partnerships between the TCU program at Shriver and Keolis Commuter Services and Amtrak Passenger Rail.

Education Partnerships by State