Re:ST. CROIX County Dialogue Issues

 Pay issues (people willing to commute - life stage/career dependent)
 Larger employers can offer telecommuting, flexible schedules and other benefits which smaller employers cannot
 Small companies have less resources
 Difficulties associated with balancing family and work
 News attitudes about working (less loyalty between employers and workers)
 Lack of affordable housing (example: $130,000 homes available but unaffordable at $9/hour)
 Lack of affordable rental close to jobs
 Hudson - restricted income housing - When low income people combine resources to live together, they become over income (cannot afford on own)
 Skills shortage (e.g., unprepared worker, work ethic, team player)
 Need to continue retraining and learning
 Transportation
 Lack of public transportation
 Child Care for second and third shifts, sick child, weekends are not available
 Realistic expectations about compensation package – Example: High school graduates expecting $25,000 immediately. College graduates expecting the top of the pay scale in their fields with no or little experience.)
 Laws change so fast that employers on defense rather than offense (inhibits creativity). Too much time researching employment and general law.
 Need to deal with continual change and information overload.
 Need to be responsive to changing needs/urgency
 Affordable housing
 Balance of life - work/family
 Day care - shifts
 Turf issues - resolve
 Educator/business bias
 Transportation
 Wages
 Job availability
 Health care/benefits
 Language/cultural issues
 Basic skills
 Workforce diversity challenges (e.g., current worker adaptation, new worker issues, environment, generational issues/motivation)
 Differing expectations (generational)
 Life-long learning
 Flexibility needs
 Family pressures
 Aging parents
 Resource availability
 Addressing HR issues competing with products/services
 Individual firms capacity to address issues - varies
 General workforce availability
 Technical shortages
 Lack of specific technical training (e.g, Injection Molding, etc.)
 New and incumbent worker training
 Pre-college orientation in K-12
 Start college then drop out
 Retaining students
 Knowledge of local opportunities
 Parental education
 Stigma regarding educational levels
 College mystique
 Breaking down education/training barriers
 Mixed messages regarding credentials
 Entry level employees not available (e.g., production)
 High schools slanted toward college
 Perception on part of parents that it is not acceptable to learn a trade
 Retention
 Employees not taking pride in doing their job
 Wages
 Family friendly employers (e.g., policies)
 Affordable housing
 Diversity
 Child Care