Re:PIERCE County Dialogue - Issues

 Minnesota commuting (higher wage rates)
 Brain Drain
 Technological positioning
 Global issues/impact
 Some resistance to manufacturing expansion
 New versus old perceptions
 Knowledge of business/manufacturing
 Housing availability cost
 Need to reinforce "applied learning"
 College focus versus technical needs
 Perception of Technical College education
 Impact of youth options et al
 30% of students without sufficient guidance
 Mismatch of business base and technical education (H.S) (Mfg vs. Ag. Ed)
 Accommodating school-to-work with school schedule/out-of-school supervision
 Support for individuals which in training
 Benefits (cost, impact on small business, competition)
 Job hopping (short notice)
 Is there a "generational" issue regarding work ethic
 Supervision to cope with "new workers" (non-traditional, young people, diversity)
 Respect in work environment
 Difficulties in competing with Twin Cities labor market pay scale
 Lack of affordable housing in the area
 Brain drain – an exporting of university graduates out of Wisconsin
 Local businesses need to make themselves more attractive to area youth
 College graduates do not see appropriate local job opportunities
 College and high school students need more exposure to the types of jobs available locally
 There is pressure in the schools to target/steer youth to post-secondary education through college rather than technical college or training in the trades
 There is a lack of awareness about local vocational opportunities among parents, youth and school guidance counselors)
 Schools (junior high, high school and college) need to offer school “credit” for career development courses and offer a variety of career options in those courses
 There is a lack of coordination between Transition Programs (special needs students) and other departments with school systems
 We need to make sure we address the needs of “homeless” persons so that they can become part of the labor force, and the community at large
 We need to help people with chemical dependency problems deal with their dependency so that they can better “retain” employment
 There is a general lack of Employee Assistance Programs
 Child Care
 Lack of available infant care
 Lack of “sick child” care
 Lack of education about “quality” child care
 Lack of affordable, quality child care options
 Lack of shift-based child care
 Need for an organized transportation system which operates on shift-work schedules
 Need for an Assessment Center (UWRF) to assess and match worker skills with employer needs, identify where gaps exist, and fill those gaps
 There is a lack of communication/awareness within the community about resource availability to address workforce development issues
 Southeast Asian, Hispanic and other minority groups may not see our communities as welcoming, and both aware of and receptive to cultural diversity
 Employers need to work more on effective diversity strategies
 Advancement opportunities are not available for entry-level workers
 Highly skilled refugees are being directed toward entry-level jobs – We could work to offer more ESL (English as a second language) services
 There is a general lack of employer awareness and use of the Job Center “system”
 It is difficult for employers to get proper documentation for :illegal” workers who do not have a Green Card