Podcasts about Workforce development

What if the very city you adored turned a blind eye to your desperate pleas for justice? Imagine tracing your stolen possessions to a brazen fencing operation, right under the nose of law enforcement, only to be met with disinterest and apathy. This is the disconcerting reality we explore today, recounting the harrowing tale of Justin Schuck whose camera equipment was stolen in broad daylight in San Francisco.We navigate the winding alleyways of indifference and nonchalance exemplified by the San Francisco police, particularly the Tenderloin station. The city's predicament is further magnified by the audacious bike-jacking of a reputed reporter and the perplexing stance of city supervisor, Dean Preston, who managed to draw Elon Musk into the fray. Simultaneously, we run a critical eye over the controversial strategies proposed by the Office of Economic and Workforce Development to combat car break-ins - measures that seemingly shift the blame onto victims rather than targeting the actual culprits.As we journey into the depths of the city's dark underbelly, we express our frustrations at the apparent lack of progress, despite Mayor Breed's commendable attempt at setting up an anti-fencing rewards program. We shed light on the stark absence of surveillance, exemplified by a Tesla rental bereft of an onboard camera. And we touch upon a worrying trend - the city's escalating crime rates driving its residents to consider altering their political leanings. Join us in this unflinching examination of San Francisco's struggles with crime, indifference, and the desperate search for solutions.Support the show

Lauren Buntin and Ashley McKay-Wolff, of the Midwife Crisis Podcast. https://www.midwifecrisispodcast.com/Ever dreamed of starting your own podcast? We share our humble journeys of remote podcasting, from battling with sound quality to the joy of finding the right tools. We also explore the changing dynamics of the workforce - discussing the role of technology, the significance of freedom and loyalty, and the challenges facing two-income families struggling with the cost of childcare.Then, turning our attention to personal experiences, we reflect on the trials and triumphs of parenting, unmask the intriguing dynamics of modern dating, and scrutinize the impact of food regulations. So, tune in for our lively, candid, and sometimes hilarious chat - it's a ride to The County Line you don't want to miss!MIDWIFE CRISIS PODCAST WEBSITE: https://www.midwifecrisispodcast.com/----------------------------------------------------------------------Where's The County Line:Website: https://www.countylinepodcast.com/Instagram: https://www.instagram.com/countylinepodcast/Facebook: https://www.facebook.com/countylinepodcastmsYouTube: https://www.youtube.com/@thecountylinepodcast/aboutSubmit content, questions, and topics you would like to hear on The County Line to: countylinepodcast@gmail.com----------------------------------------------------------------------(0:06) Starting a Podcast and Overcoming Challenges(11:36) Degrees, Certifications, and Workforce Development(21:44) Remote Work and Employee Incentives(28:39) Challenges of Affordable Childcare and Dating(40:55) School Shootings, News Media, Government Corruption(54:35) Podcast Plans and Importance of Friends(1:08:04) Education and Institutionalization(1:23:43) Trump's Idolization and Media Control(1:30:29) Regulating Social Platforms and AI Development(1:34:18) Technology's Impact on Societal Issues(1:47:53) Parental Concerns and Social Media Exploitation(1:53:59) Babysitting, Parenting, and Food Regulations(2:01:59) Commercials, TV, and Dating in 6 Words(2:10:20) Discussion on TikTok and FameSupport the show

This episode is part of our Skilled Labor Series hosted by MCJ partner, Yin Lu. This series is focused on amplifying the voices of folks from the skilled labor workforce, including electricians, farmers, ranchers, HVAC installers, and others who are on the front lines of rewiring our infrastructure.Mary MacPherson, a program manager in the Office of State and Community Energy Programs at the DOE, oversees energy efficiency and electrification workforce development programs funded by the Bipartisan Infrastructure Law and the IRA.In this episode, Mary and Yin discuss residential energy efficiency training programs, addressing crucial challenges in the skilled labor workforce. They explore the underlying reasons for the workforce gap, from an aging labor force to accessibility barriers in education and certification processes.Funding is a significant lever to address these bottlenecks. In mid-July of 2023, the US Department of Energy announced that states and territories could apply for a pool of $150 million to train the next generation of residential efficiency and electrification contractors. These include electricians, energy auditors, HVAC contractors, plumbers, and more. The ultimate goals include lowering training costs, enhancing certification support, fostering diversity in the energy efficiency workforce, and providing economic mobility opportunities while promoting high-quality contracting in the residential sector.In this episode, we cover: [02:46]: Contractor Training Grants in the IRA[04:23]: Mary's clean energy background[07:08]: Overview of the American Council for an Energy Efficient Economy (ACEEE)[09:39]: The role of State Energy Offices [13:00]: Skill and accessibility gaps in the energy efficiency trades[15:27]: Challenges in the residential heat pump workforce[18:11]: Reducing barriers to entry[20:10]: The significance of certification and testing[22:56]: State examples: Maine and Illinois[25:24]: How DOE allocates funds to states[28:34]: How to help funds flow to your state[30:52]: Community benefits and advancing Justice40 goals[33:55]: Mary's vision for success in 2030Get connected: Mary MacPherson X / LinkedInYin X / LinkedInMCJ Podcast / Collective / Instagram*You can also reach us via email at info@mcjcollective.com, where we encourage you to share your feedback on episodes and suggestions for future topics or guests.Episode recorded on Aug 11, 2023 (Published on Sep 22, 2023)

The Closer Look team heads to Bankhead Coffee for the September installment of “Coffee Conversations.” Rose talks with panelists about workforce development and the ongoing challenges of brining high-paying jobs to communities like Atlanta's Westside. Panelists include: Kat Taylor, the owner of Bankhead Coffee, Charles Lee, the executive director of That's My Child, Atlanta City Council member Byron D. Amos, who represents District 3, Keith Parker, the president and CEO of Goodwill of North Georgia, Quasandria ‘Q' Turner, the director of Westside Works and Samuel Fair, the senior director of Workforce Development for the Urban League of Greater Atlanta.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Welcome to Season 8 of the Troubleshooting Innovation podcast. Joanie Spencer, editor-in-chief for Commercial Baking, is spending this season with Marc and Elana Schulman, the second and third generations of leadership at Chicago-based Eli's Cheesecake. Their conversation explores innovation, growth and longevity through the eyes of a family-owned bakery. This episode features Eli's unique workforce development strategies and reveals best practices that any bakery can emulate.

ICI President Richard Hedgecock and Director of Talent Development Eric Fisher discuss engaging with students and influencers to support the future workforce in local communities.

“We're really heading to a cliff when it comes to those expressing interest in healthcare careers,” cautions today's Raise the Line guest Geoffrey Roche, director of Workforce Development in North America for Siemens Healthineers. Unfortunately, this drop-off in interest is happening as statistics on the current and future shortage of healthcare workers seemingly get worse by the day. One strategy the veteran hospital administrator and educator advocates is partnering with the K-12 system to provide early exposure to healthcare careers. “We have to show young people what the possibilities are. We've got to visually help an individual understand ‘this is what your career ladder could be.' It could also help, he tells host Rishi Desai, if young people understood how much healthcare technology is powered by the same type of systems as video games. Citing the concerns that other industries do a better job of recruiting young people, Roche urges all healthcare organizations to have deep working relationships with educators. “If you're not working with an academic institution to look at your needs of today and tomorrow proactively, strategically and tactically, then you're behind.” The good news is Roche sees examples of community partnerships and creative approaches to certification and apprenticeships that could yield results. Tune in to find out how bringing healthcare and education together at all levels can help fill the daunting gap in clinical and non-clinical staff that confronts our healthcare system. Mentioned in this episode: www.siemens-healthineers.com

You are now listening to the 100th Episode of the 3D InCites Podcast! To celebrate, Françoise sits down with Erica Folk and Tarak Railkar, both representatives of the International Microelectronics and Packaging Society – also known as IMAPS. 3D InCites is the official Industry Partner of IMAPS and the Official podcast of the IMAPS Symposium.  In this episode, you'll get a look behind the scenes of this largely volunteer-led organization, and the opportunities the Society provides its members. Folk, incoming IMAPS president, talks about the work her predecessor, Beth Keser, set in motion, particularly around workforce development, that she intends to keep moving forward during her two-year term. As General Chair-Elect, Railkar leads the technical committee, and provides some insight on the latest drivers that inspire the topics addressed in the Keynote talks and technical program for this year's IMAPS International Symposium, which takes place October 2-5 in San Diego, CA. He explains how attendees contribute to the topic selection through survey participation, what led to this year's focus on Artificial Intelligence, and how it impacts the microelectronics industry. There's a Keynote talk dedicated AI, a professional development course, as well as a panel discussion. Conversation also focuses on the DEI Panel discussion, as well as student participation, the growing popularity of poster sessions, networking opportunities, and how to take advantage of all that is available. You'll also get some valuable tips on how to network effectively!To learn more about the IMAPS Symposium, and register, visit the website.  Contact Our GuestsErica Folk, President-elect, IMAPS (Manager, MMIC and RFIC Design, Northrup Grumman)Tarak Railkar, General Chair-elect, IMAPS International Symposium (Engineering Manager, Qorvo)Next week, on the 3D InCites podcast, we'll be bringing you the 3D InCites 411 – Ask me Anything, with me, Françoise von Trapp. I'll be speaking about the changes coming for the 2024 3D InCites Awards, the 2024 Yearbook, and how your company can make the most of them. This will be a recording of a live event taking place on September 19. If you're interested in attending the live event on Zoom, Register Here.IMAPS International IMAPS is the largest society dedicated to microelectronics and electronics packaging advancement.Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showBecome a sustaining member! Like what you hear? Follow us on LinkedIn and TwitterInterested in reaching a qualified audience of microelectronics industry decision-makers? Invest in host-read advertisements, and promote your company in upcoming episodes. Contact Françoise von Trapp to learn more. Interested in becoming a sponsor of the 3D InCites Podcast? Check out our 2023 Media Kit. Learn more about the 3D InCites Community and how you can become more involved.

This episode is part of our Skilled Labor Series hosted by MCJ partner, Yin Lu. This series is focused on amplifying the voices of folks from the skilled labor workforce, including electricians, farmers, ranchers, HVAC installers, and others who are on the front lines of rewiring our infrastructure.Robert (Bob) Blake is a tribal citizen of the Red Lake Nation, which covers 1200 square miles in northwestern Minnesota. He's the founder, owner and CEO of a solar company called Solar Bear, which has a nonprofit associated with it called Native Sun Community Power Development.Solar Bear focuses on solar project development and installation for commercial real estate. Whereas Native Sun focuses on workforce development, K-12 education and exploring ways to build infrastructure beyond solar to improve energy reliability on tribal land. Robert believes that the true power of clean energy transition is to tackle multiple systemic issues at once: diminishing poverty and mass incarceration with employment opportunities, strengthening tribal and energy sovereignty by ending a reliance on fossil fuels, and of course, mitigating climate change. In this episode, we learn what has shaped Bob's thinking and why he's so hopeful for the future. In this episode, we cover: [02:30]: Introduction to Red Lake Nation and impact of federal policies[05:34]: The concept of tribal sovereignty[08:05]: Bob's background and racism in Minnesota[10:37]: Unique opportunities within tribal nations for innovation and energy sovereignty[13:49]: Reversing colonial capitalistic systems[15:48]: Origins and overview of Solar Bear[20:01]: Examples of Solar Bear's customers[23:37]: Solar Bear's nonprofit counterpart, Native Sun Community Power Development[25:33]: Working with K-12 and college students [28:57]: Solar workforce development for incarcerated people[31:04]: Funding sources for Bob's work[34:43]: Policy work and the Tribal Energy Advisory Board [38:48]: Reimagining how energy is distributed in the transitionResources Mentioned: From Prison to a Career in Solar Sierra ClubGet connected: Robert Blake LinkedInYin X / LinkedInMCJ Podcast / Collective*You can also reach us via email at info@mcjcollective.com, where we encourage you to share your feedback on episodes and suggestions for future topics or guests.Episode recorded on Jul 5, 2023 (Published on Sep 14, 2023)

Siemens Foundation CEO David Etzwiler talks with CleanTechnica CEO Zach Shahan about the foundation's new $30 million initiative in the US "to drive inclusive workforce development in the electric vehicle charging sector," the Inflation Reduction Act and Bipartisan Infrastructure Law, and more.

Siemens Foundation CEO David Etzwiler talks with CleanTechnica CEO Zach Shahan about the foundation's new $30 million initiative in the US "to drive inclusive workforce development in the electric vehicle charging sector," the Inflation Reduction Act and Bipartisan Infrastructure Law, and more.

What is the Technical College of the Lowcountry's Workforce Readiness Center? What's the latest going on in Bluffton? What is the fall festival schedule? Tune into Power Hour, where you can get unfiltered information about hot topics in our community straight from the source. Speakers include: - Mary Lee Carns, Vice President for Advancement and Workforce Development at the Technical College of the Lowcountry - Bluffton Mayor Lisa Sulka - Frank Soule, Parks and Rec Executive Director at the Island Recreation Association

EIC hosted an empowering webinar on Thursday, August 10th that highlighted NEW BOOST™ for Hidden Talent, a groundbreaking workforce development program for the BIPOC community. NEW BOOST™ for Hidden Talent provides customized skills training, career coaching, and job placement support to unlock the potential of talented individuals eager to meaningfully contribute their abilities.Attendees heard firsthand from program experts on how NEW BOOST™ for Hidden Talent is transforming workforce development by cultivating new career pathways and addressing systemic barriers to employment. The webinar provided valuable insights on implementing impactful workforce training initiatives that open doors, provide equal opportunities, and strengthen local economies.Panelists include:Vickie Patterson, Executive Director, Bay Area Workforce Development BoardDr. Bri Robins, Chief Operating Officer, Abaxent LLCRebecca Deshane, Vice President, Talent Development, New North, Inc.Hosted by EIC's David Ponraj, this conversation can now be accessed to gain the same actionable strategies and uplifting stories on empowering BIPOC communities through workforce development that were highlighted during the live event.Want to learn more about EIC's mission of driving equity through workforce development? Check out these blog posts:Nurturing Local Talent for Sustainable GrowthUnleashing Hidden Talent: The Transformative Impact of NEW BOOST™About the Speaker OrganizationsBay Area Workforce Development BoardThe Bay Area Workforce Development Board, consisting of selected community representatives, develops a skilled workforce by strategically allocating and coordinating resources to address community needs by working through others for the benefit of all. Bay Area WDB, a non-profit corporation, is the fiscal and administrative agent for funds and programming designed to deliver locally customized job training and workforce development initiatives. Learn more at https://www.bayareawdb.org/.Abaxent LLCAbaxent is a tailored Business, Process and Technology Solutions Consultancy. Through our solutions driven approach we leverage our deep network to find the best fitting Technology, People and Products (hardware and software), Process Optimization Solutions and Services offered. Our solutions are designed as individual or tailored bundled services at a competitive price. Learn more at https://www.abaxent-global.com/.New North, Inc.New North, Inc. is a 501(c)3 non-profit, regional marketing and economic development corporation that fosters collaboration among private and public sector leaders. New North was created in 2005 by business leaders to implement economic development strategies that leverage regional assets/capacities and engage regional collaborators to maximize the collective economic power of 18 counties. Learn more at

How can government boost competitiveness and spur the creation of good jobs while protecting worker rights and promoting equity? The former Chief Innovation Officer in the U.S. Department of Labor discusses the talent implications of U.S. industrial policy, cross-sector collaboration, rethinking the delivery of benefits and services, and more.   

On today's episode, we are joined by Sarah Skiles, Inclusion Specialist with the KCCTO-KITS ITSN team to talk about the power of music in teaching young children. As promised during the episode, please check out the following resources:The Power of Music - Song Bag & PiggybacksThe Power of Music - TAMECourse: The Power of Music as an Inclusive Tool in Early Childhood SettingsWebsite: YouTube Play ListsKids These Days is a co-production of the KCCTO-KITS Infant Toddler Specialist Network (ITSN) and KCCTO Workforce Development (WFD) programs.The KCCTO-KITS Infant-Toddler Specialist Network is a program of the Kansas Child Care Training Opportunities, Inc. (KCCTO) and the university of Kansas Life Span Institute at Parsons. The Workforce Development Project is a program of KCCTO. Each program is supported through a grant from the Kansas Department For Children And Families' Child Care And Early Education Services. However, information or opinions expressed herein do not necessarily reflect the position or policy of the agency and no official endorsement should be inferred.To learn more about the Infant Toddler Specialist Network, please visit: http://kskits.org/technical-assistance-0.To learn more about KCCTO and Workforce Development, please visit: https://kccto.org/Contact us via email at – kidsthesedayspod@gmail.comFollow and tag us on Instagram & Facebook @kidsthesedayspod & Twitter @ktdpodMusic credit: Hackbeat by Kevin MacLeod Link: https://incompetech.filmmusic.io/song/3843-hackbeat License: http://creativecommons.org/licenses/by/4.0/

In this episode of Dr. B Show, Dr. B interviews Jhack Sepulveda, an entrepreneur and executive director of Orange County Food Tech at SUNY Orange. They discuss Jhack's journey from being a trained dietitian to creating his own successful business, EatGood Consultants, which focuses on providing regulatory compliance consulting to small and medium-sized food service establishments and manufacturers. Jhack also talks about his passion for nutrition education and helping marginalized communities improve their access to education and job opportunities in the food industry.KEY TAKEAWAYSJhack Sepulveda, an entrepreneur and executive director of Orange County Food Tech at SUNY Orange, discusses his journey from a trained dietitian to creating EatGood Consultants, which offers regulatory compliance consulting to small and medium-sized food businesses.EatGood Consultants focuses on helping smaller establishments that may not afford larger compliance programs and face language barriers, providing them with education and tools to stay in compliance.Jhack emphasizes the importance of nutrition education and addressing lifestyle factors like diet and physical activity to combat prevalent diseases like heart disease and diabetes.The Latino community and Black Americans have higher rates of heart disease and diabetes, which can be attributed to factors like diet, physical activity, smoking, and alcohol consumption.Orange County Food Tech's mission is to empower underemployed and low-income individuals through workforce development programs, career readiness, nutrition education, and food industry-specific training.The initiative aims to upskill individuals, providing them with recognized certificates and on-the-job training opportunities, fostering sustainable wages and growth within the food industry.Jhack encourages those interested in creating curriculums, instructing courses, or contributing to the initiative to reach out and be part of the positive change in communities.QUOTES"I found a need for those smaller owner-operated food service establishments that might not be able to afford larger brand compliance programs.""There's a need for education and support in regulatory compliance, especially for marginalized communities.""Increasing our diet with more fruits and vegetables and reducing refined sugars can have a significant impact on health.""Physical activity plays a crucial role in preventing diseases like heart disease and diabetes."You can learn more about Jhack in the links below.LinkedIn: https://www.linkedin.com/in/jhack-sepulveda-4591b815/If you're listening to the Dr. B Show Podcast, please subscribe, share, and we're listening for your feedback. You can also learn more about Dr. Jairo Borja at http://borjaconsultinggroup.com/.

This episode is part of our Skilled Labor Series hosted by MCJ partner, Yin Lu. This series is focused on amplifying the voices of folks from the skilled labor workforce, including electricians, farmers, ranchers, HVAC installers, and others who are on the front lines of rewiring our infrastructure.Alyssa Thomas oversees the workforce development program at SunPower, a residential solar company, that services all 50 states in the US and has been around since the mid-1980s.The transition to clean energy is expected to generate 10 million net new jobs globally by the year 2030. Most of the anticipated job gains will likely be in the power generation, automotive, and electrical efficiency sectors. How we develop the talent to meet the job demands falls under the category of workforce development, which we've talked about before on the show. Today, we'll dive deep into what it means for the solar industry. In this episode, Yin and Alyssa discuss what workforce development encompasses for a private-sector solar company, and why more private companies are focusing on it now as a part of their business model. We also talk about the three key levers that the US should focus on to address labor shortages in the clean energy sector, bringing back career technical education curriculum into every American high school, building a stronger social services net to provide support for people transitioning into the trades, and investing more into building and maintaining apprenticeship programs. In this episode, we cover: [1:43] Alyssa's background and role at SunPower[7:23] How she landed in the solar industry[9:25] Differences between Alyssa's work in the public vs. private sector[13:46] Non-obvious things pushing us to think about workforce development[20:01] Where new talent in the trades might come from[23:06] Successful partnerships for moving folks into solar[28:59] Internal and external pathways for hiring[33:10] SunPower's work on policy[37:19] The role of community colleges in workforce development[39:11] Addressing diversity and inclusion[44:49] Programmatic barriers and key levers to getting more people in the tradesGet connected: Alyssa Thomas LinkedInYin X / LinkedInMCJ Podcast / Collective*You can also reach us via email at info@mcjcollective.com, where we encourage you to share your feedback on episodes and suggestions for future topics or guests.Episode recorded on July 7, 2023 (Published on Aug 31, 2023)

President of the North America's Building Trades Union, Sean McGarvey, joined the America's Work Force Union Podcast to discuss the improvements made to the Davis Bacon Act. McGarvey also discussed the history of the Act and how it will impact the clean energy future. Vice President of the Ironworkers Local 55, Rob Monak, joined the America's Work Force Union Podcast to talk about his unique path to Union. Monak also talked about the efforts by Local 55 to organize and recruit new members.

This episode is part of the series "What the Heck is Going on in Workforce" and features a conversation with Larry Robbin, Executive Director of Robbin and Associates, as Larry discusses how the workforce development system will have to adjust in the emerging economy. Larry dives into the heart of why workforce development organizations often struggle to keep pace with economic shifts, emphasizing the need for proactive alignment with economic development and business realms. He also provides a vision for a more agile, results-driven approach to workforce development that challenges traditional norms and embraces change in the pursuit of thriving amidst chaos.

On today's episode of Open Space Radio, we are diving into the dynamic world where recreation and technology intersect.  The Las Vegas Parks, Recreation, and Cultural Affairs department has always been at the forefront of innovative ideas, and today's episode is all about one of their latest projects — the Becker Technology Center and Recreation Park. I'm excited to be joined by some incredible individuals who've been driving this innovative space forward. My guests today from Las Vegas Parks, Recreation and Cultural Affairs are Priscilla Scott, a recreation coordinator; Phillip Payne, a recreation leader; and Jasmine Barrett, a recreation leader. They are joining me today from the Becker Technology Center – and specifically from their very cool podcast studio, which I'm a bit envious of. Tune in to the full episode below to learn about the center and how it's benefiting members of the community when it comes to bringing together the energy of play and the endless possibilities of technology.  You'll also learn: How the Becker Technology Center will increase access to technology, recreation and learning opportunities for the community How the center bridges the gap between traditional recreational activities and modern digital engagement How the center is contributing to youth development in Las Vegas How the team has taken concerns around technology contributing to a sedentary lifestyle  into account to promote a healthy balance How they are ensuring the center is accessible and user-friendly for individuals of all ages, abilities and tech proficiency levels, and much more! Listener note: The audio at the beginning of this episode may be a bit choppy, but listening at a slightly faster speed on your preferred podcast player tends to help. This episode of Open Space Radio is brought to you by support from our partners at the Bobcat Company. To the passionate visionaries taking on ambitious challenges everyday with Bobcat equipment. The parks maintenance technicians turning playgrounds into community spaces. The program coordinators turning recreation programs into limitless futures. The park development planners keeping pace with shrinking resources and a growing world. And, all those who push through to accomplish more than anyone dared dream of. Bobcat is proud to support park and recreation professionals across the country. Learn more at Bobcat.com.

In this season finale episode, host Marc Goldberg moderates a panel discussion with four key workforce development and higher education leaders in Oregon discussing the topics of job quality, college and industry partnerships and the Future Ready Oregon legislation– the most significant state investment in workforce training in the state's history. The panelists include Oregon State Senator Michael Dembrow, Chemeketa Community College President, Dr. Jessica Howard, Advanced Economic Solutions, Inc. Owner, Marin Arreola III, and the Director of the Oregon Workforce Talent & Development Board, Todd Nell. The panelists offer great insights on how Future Ready Oregon came together with support from multiple stakeholder groups and how these investments have centered equity and encouraged and incentivized partnerships to increase Oregonian's access to skills training that results in careers with economic mobility. They also share examples of how the Future Ready funds have prioritized equity and integrated holistic supports. This all ties in with our conversation on the topics of job quality and college and industry partnerships.  The All In: Student Pathways Forward podcast is a part of Oregon's participation in the National Skills Coalition SkillSPAN network.

Episode 344: Liza Ochsendorf is the Director of Workforce Development for Warren County, NY. She oversees the county operations of WIOA Title programs in the Warren County Career Center and works closely with local and regional partners to address barriers to employment, such as child care, housing, transportation, skill deficits, etc. Her work addressing local industry needs has led to stronger private-public sector partnerships to problem-solve collaboratively for short and long-term solutions to workforce challenges. Her passion for workforce development and economic development is rooted in community collaboration, effective communication, and clear goals and desired outcomes for all stakeholders. Liza has 14 years of experience working in education in Washington, DC, where she oversaw Life Skills programs and was instrumental in implementing restorative practices to build community and improve student outcomes. Liza is a graduate of Syracuse University and resides in Glens Falls, where she serves on the Board of Directors for the Tri-County United Way, the Executive Board for the Saratoga-North Country Continuum of Care, the Park Theater Foundation Board of Directors, and is a member of Greater Capital Region Women United. On this Destination on the Left episode, I talk with Liza Ochsendorf, who shares her insights into managing the current workforce shortage. She highlights some of the creative ways that she is helping her community address workforce shortages and the ways she is helping hospitality businesses reach the youth population, improve retention, and help with training to feed the workforce pipeline in the hospitality industry. What You Will Learn in this Episode: The importance of youth involvement in job fairs and workforce development Why we should be rethinking job postings and descriptions to focus on skills rather than only experience How we can embrace AI and automation in the workforce for those tasks that don't need a human touch Ways DMOs can overcome barriers for people with disabilities, justice-impacted individuals, and veterans to enter employment Liza also shares some of her creative strategies for addressing long-term workforce shortages, including incorporating flexibility and hybrid work schedules in roles The Challenge of Long-Term Workforce Shortages Liza highlights the long-term challenge of workforce shortages, which are not only a result of the pandemic but also due to factors such as the younger generation having fewer children than currently retiring baby boomers. Liza emphasizes that the common narrative suggesting people don't want to work isn't true, as the data shows that the labor participation rate has actually recovered and is currently at its highest point since January 2007. She explains that the pandemic has caused a shift in people's work preferences, with a greater desire for flexibility and hybrid work schedules. As a result, there has been a decrease in people working in public-facing industries and an increase in individuals starting their own businesses. Highlighting Your Skills In response to the workforce shortages in the hospitality and tourism industry, Liza shares various creative strategies implemented by Warren County. These strategies include hosting engaging high school job fairs and providing a hospitality training program. The program, known as PUSH, or “Pathways Up for Success and Hospitality,” guarantees participants an interview with a local hospitality business. The county also puts time and resources into retention strategies, encouraging businesses to be great employers and providing opportunities for growth and advancement. AI and Automating Jobs Liza also shares valuable insights on harnessing AI and automation to enhance workforce efficiency and highlights that while AI is not expected to replace jobs requiring human interaction, it can significantly contribute to filling roles where human contact is not essential. This opens up opportunities for streamlining tasks and improving efficiency across various industries. As businesses adapt to these new technologies, Liza encourages employers, particularly in the travel and tourism niche, to explore creative ways to leverage AI for increased productivity. Resources: Website: https://thejoblink.org/ For More Info: https://thejoblink.org/resources/ LinkedIn: https://www.linkedin.com/in/liza-ochsendorf-87b809202/ Demographic Drought Report Bureau of Labor Statistics Report We value your thoughts and feedback and would love to hear from you. Leave us a review on your favorite streaming platform to let us know what you want to hear more of. Here is a quick tutorial on how to leave us a rating and review on iTunes!: https://breaktheicemedia.com/rating-review/

En nuestro episodio de hoy, Ruddy explica cómo se manifiesta la ansiedad en los niños y como les podemos ayudar a aprender y adoptar estrategias para sobrepasar su ansiedad, sin hacerlos sentir culpables ni aumentar sus niveles de estrés y ansiedad.Libro: Tengo un nudo en la barriga escrito por Alberto Soler“Kids These Days” o Niños Estos Días, es una co-producción entre KCCTO-KITS Red de Especialistas en Infancia y Niñez (ITSN por sus siglas en inglés) y programas de KCCTO Desarrolló del Personal.KCCTO-KITS ITSN es un programa de “Kansas Child Care Training Opportunities, Inc. (KCCTO) y la universidad de Kansas Instituto en la Duración de Vida en Parsons. El Programa de Desarrollo del Personal es un programa de KCCTO. Cada programa se apoya gracias a una subvención de dinero del Departamento para Niños y Familias de Kansas Servicios para el Cuidado de Niños y Educación Temprana. Sin embargo, la información o opiniones expresadas aquí no reflexionan la posición o póliza de la agencia y no se debe inferir ninguna aprobación.  Para aprender más sobre ITSN en inglés, haz clic aquí: http://kskits.org/technical-assistance-0. Para aprender más sobre KCCTO y oportunidades de desarrollo profesional, visita: https://kccto.org/Contáctanos por correo electrónico al: kidsthesedayspod@gmail.com Síguenos en Instagram & Facebook @kidsthesedayspod y por Twitter @KTDPod Kids These Days is a co-production of the KCCTO-KITS Infant Toddler Specialist Network (ITSN) and KCCTO Workforce Development (WFD) programs.The KCCTO-KITS Infant-Toddler Specialist Network is a program of the Kansas Child Care Training Opportunities, Inc. (KCCTO) and the university of Kansas Life Span Institute at Parsons. The Workforce Development Project is a program of KCCTO. Each program is supported through a grant from the Kansas Department For Children And Families' Child Care And Early Education Services. However, information or opinions expressed herein do not necessarily reflect the position or policy of the agency and no official endorsement should be inferred.To learn more about the Infant Toddler Specialist Network, please visit: http://kskits.org/technical-assistance-0.To learn more about KCCTO and Workforce Development, please visit: https://kccto.org/Contact us via email at – kidsthesedayspod@gmail.comFollow and tag us on Instagram & Facebook @kidsthesedayspod & Twitter @ktdpodMusic credit: Hackbeat by Kevin MacLeod Link: https://incompetech.filmmusic.io/song/3843-hackbeat License: http://creativecommons.org/licenses/by/4.0/

What if stress, that ogre of modern life, could be our friend? We pose this provocative question to our special guest, Chris Young, the Director of Workforce Development at the Texas Department of Transportation. With his impressive background in military service, diplomacy, consultancy, and workforce development, Chris offers a fresh perspective on stress and change. He introduces us to "Eustress" and "Distress," the two faces of stress, which in some ways are loose, parallel opposites to the two forms of happiness: "hedonistic" and "eudaimonic." If you've been wondering how to navigate rapid change in the workplace, Chris's insights are what you need. Join us for an invigorating chat about compassion, empathy, and business self-care.To learn more and connect with Chris Young, visit:LinkedIn: https://www.linkedin.com/in/chrisyoungphd/

More people in Texas means more homes, and more homes means more of everything else to support, feed, entertain and care for our growing population. In this download, SABJ Editor in Chief Ed Arnold invites Skanska's San Antonio leader Ryan Aalsma to offer an update on the area's construction outlook and cover the importance of workforce development.

On This Week in Tech, Leo Laporte, Cory Doctorow, and Rebecca Giblin talk about how IBM predicts 40% of workers will need new job training in the next 3 years due to AI displacing roles. Full episode at http://twit.tv/twit941 Host: Leo Laporte Guests: Cory Doctorow and Rebecca Giblin You can find more about TWiT and subscribe to our podcasts at https://podcasts.twit.tv/ Sponsor: GO.ACILEARNING.COM/TWIT

On This Week in Tech, Leo Laporte, Cory Doctorow, and Rebecca Giblin talk about how IBM predicts 40% of workers will need new job training in the next 3 years due to AI displacing roles. Full episode at http://twit.tv/twit941 Host: Leo Laporte Guests: Cory Doctorow and Rebecca Giblin You can find more about TWiT and subscribe to our podcasts at https://podcasts.twit.tv/ Sponsor: GO.ACILEARNING.COM/TWIT

How do we get the younger generation of workers interested in the telecommunications industry? As the skilled labor shortage continues to grow, the solution is certainly not ‘easy.' Thankfully, the Fiber Broadband Association provides resources that make this industry-wide effort a whole lot simpler.Joining us today is Deborah Kish, VP of Research and Workforce Development for the Fiber Broadband Association. In this insightful interview, Carrie and Deborah dive into FBA's top strategies, programs and playbooks to combat the telecom workforce shortage and prepare for the BEAD funding wave ahead.Tune in now to stay up-to-date on the future of our industry, and catch a sneak peek at the insights to be uncovered at Fiber Connect 2023. Don't miss this opportunity to give your fiber company the head start in preparing for our new world of work. Love the show? Subscribe, rate, review, and share! http://broadstaffglobal.com/

Succeeding with additive manufacturing from a technical perspective has to be followed by succeeding with AM from an organizational perspective. Additive is a different production process entailing different enterprise, workflow and costing considerations, not to mention different personnel, communication and cultural considerations as well. Dr. Tim Simpson and Peter Zelinski talk about all of this: how to organize for success when additive manufacturing is the production process. This episode of AM Radio is brought to you by Formnext Forum Austin.  Mentioned in this episode: Additive manufacturing provider Keselowski Advanced Manufacturing New major Zeda additive manufacturing facility opening in Ohio Our coverage of the new AM factories VulcanForms' approach to digital production CIMP-3D, the facility Tim Simpson co-leads at Penn State Collins Aerospace's use of AM to protect intellectual property Episode of AM Radio all about bridge production Eaton AM facility, including its strategy for adapting to technology advance Aniwaa graphic categorizing known makers of 3D printers Previous AM Radio episodes featuring Tim Simpson on the topics of cybersecurity | misperceptions of AM | supply chain | sustainability | the AM workforce Subscribe to THE BUILDUP, our newsletter on 3D printing for industrial production

SEASON: 2 EPISODE: 33Episode Overview:Today's marketplace can be challenging for all kinds of reasons, and entrepreneurs and business professionals need to stay focused and engaged.If you're looking to not only grow your business, but to reclaim more of your time, passion, and find spicy, savory satisfaction in all that you do, then you are going to enjoy my conversation with award-winning consultant, and catalytic growth specialist, Connie Capiotis.Guest Bio: Connie Capiotis is an award winning business consultant, transformational leadership expert, speaker, and coach. As CEO of Full Flavor Leadership and the Executive Director of Digital Bridges Pittsburgh she has distilled over 20 years of experience in consulting, business development and marketing into impactful work that is “catalytic” in the lives of her clients and students.Her strongly defined skills and high-energy personality have lent themselves well to working in a range of industries including Entrepreneurs/Small Businesses, Media/Advertising, Workforce Development, Nonprofit, and more, thriving in each. She is a business consultant, coach, and speaker who brings the smart and the heart to help businesses create “catalytic” results. She currently serves clients 1:1 through her Full Flavor Leadership program and offers the Bold Boss Boot Camp to help entrepreneurs craft a solid plan of action to quickly propel their business forward.Connie shares practical steps and secret skills that lead to better business outcomes, more satisfaction, and yes, more money. Working from the perspectives of “right brain, left brain, and heart” you'll learn strategies for success in business growth as well as the leadership skills and supports that are the true determinants of growth. She brings the smart and the heart!Resource Links:Website: https://fullflavorleadership.com/Website: https://www.digitalbridgespgh.org/Insight Gold Timestamps:03:25 Because it's fun04:59 Help them find spicy, savory satisfaction in all that they do07:17 My goal is to bring out the natural beauty of everyone08:57 Just because it's not an employment situation doesn't mean it's not a growth situation10:36 Skills, strategy and support11:54 I'm gonna tell you the truth even if it's not what you want to hear16:14 Are we functioning as a human team?17:16 When you take care of the whole human being, they're better able to perform19:13 You've got to think about why you're asking certain questions21:46 My favorite analogy to use is: Life is like a tornado25:18 There's always opportunity27:40 You are your own best investment28:05 Everybody wants the butterfly moment29:03 Bottom line....we all have different levels of willpower30:18 The money is the end result32:07 Habit StackingConnect Socially:LinkedIn: https://www.linkedin.com/in/conniecapiotis/Facebook: https://www.facebook.com/connie.capiotisInstagram: https://www.instagram.com/fullflavorleadership/Email: connie@fullflavorleadership.comSponsors: Rainmaker Digital Solutions: https://www.rainmakerdigitalsolutions.com/Resources:

Olga Nasibullina is the founder of the CYBERHR Organization, director of the Top10Abilities Program for CYBER RANGES, and founder of the CyberPeople Community, which is based in Kiev, Ukraine. In this episode, Nasibullina joins host Amanda Glassner to discuss the importance of cybersecurity workforce development in the face of growing threats. She also talks about her work in space cybersecurity, as well as her personal experiences of the war in Ukraine. • For more on cybersecurity, visit us at https://cybersecurityventures.com

Maggie Davis, ASTHO Director of State Health Policy, outlines ASTHO's new Public Health Legal Mapping Center tool aimed to highlight policies that may prevent overdose; Liljana Baddour, ASTHO's Senior Director for Workforce Development, says challenges to expanding public health workforce go beyond recruiting; ASTHO's new Project ECHO: Overdose Fatality Investigative Techniques aims to improve reporting; and sign up for ASTHO's Public Health Weekly email newsletter   ASTHO Webpage: ASTHO Legal Mapping Center Launches Maps of Harm Reduction Policies to Prevent Overdose ASTHO Webpage: Workforce Policy Spotlight: Successfully Raising FTE Caps in Rhode Island ASTHO Webpage: Creating Effective Virtual Trainings for Medical Examiners and Coroners ASTHO Newsletter

On today's Interview, we are talking with Andrea Sorrels, Coordinator and Mental Health Specialist with the KCCTO-KITS Infant Toddler Specialist Network, all about Infant and Toddler Mental Health!   Cheery Monday by Kevin MacLeodLink: https://incompetech.filmmusic.io/song/3495-cheery-mondayLicense: https://filmmusic.io/standard-licenseKids These Days is a co-production of the KCCTO-KITS Infant Toddler Specialist Network (ITSN) and KCCTO Workforce Development (WFD) programs.The KCCTO-KITS Infant-Toddler Specialist Network is a program of the Kansas Child Care Training Opportunities, Inc. (KCCTO) and the university of Kansas Life Span Institute at Parsons. The Workforce Development Project is a program of KCCTO. Each program is supported through a grant from the Kansas Department For Children And Families' Child Care And Early Education Services. However, information or opinions expressed herein do not necessarily reflect the position or policy of the agency and no official endorsement should be inferred.To learn more about the Infant Toddler Specialist Network, please visit: http://kskits.org/technical-assistance-0.To learn more about KCCTO and Workforce Development, please visit: https://kccto.org/Contact us via email at – kidsthesedayspod@gmail.comFollow and tag us on Instagram & Facebook @kidsthesedayspod & Twitter @ktdpodMusic credit: Hackbeat by Kevin MacLeod Link: https://incompetech.filmmusic.io/song/3843-hackbeat License: http://creativecommons.org/licenses/by/4.0/

This episode is part of the series "What the Heck is Going on in Workforce" and features a conversation with Larry Robbin, Executive Director of Robbin and Associates, as Larry discusses how the workforce development system will have to adjust in the emerging economy. In part 2 of the conversation, Larry reflects on his own journey and underscores the importance of acknowledging historical biases and systemic barriers while driving genuine diversity, equity, and inclusion initiatives. 

Joining Carol Pankow in the VRTAC-QM studio is Delora Newton, Division Administrator for the Division of Vocational Rehabilitation, Wisconsin Department of Workforce Development, and Kyle Schemenauer, Director of Services, Eligibility and Order of Selection Unit at the Stout Vocational Rehabilitation Institute (SRVI). Delora and Kyle talk about the partnership that reduces the time for eligibility determination while freeing up counselors' work time by outsourcing and streamlining the pre-eligibility work to SRVI.  This partnership has brought an objective and consistent process utilizing a per-customer rate fee. It has been working for Wisconsin VR as applicant rates are soaring, keeping SVRI busier than ever.     Listen Here   Full Transcript:   VRTAC-QM Manager Minute - Maximizing VR Services: Leveraging Resources so Counselors Can Get Back to Counseling - Wisconsin VR- STOUT Partnership   {Music} Speaker1: Manager Minute brought to you by the VRTAC for Quality Management, Conversations powered by VR, one manager at a time, one minute at a time. Here is your host Carol Pankow.   Carol: So welcome to the Manager Minute. Joining me in the studio today is Delora Newton, Division Administrator for the Division of Vocational Rehabilitation, Wisconsin Department of Workforce Development, and Kyle Schemenauer, Director of Services, Eligibility and Order of Selection Unit at the Stout Vocational Rehabilitation Institute. Holy cow. That was a mouthful. So how are things going, Delora?   Delora: Going great. I agree. I thought mine was a mouthful. But Kyle is even more than mine.   Carol: It is. It's kind of funny. How are you doing, Kyle?   Kyle: Doing good. Doing good. Easy. We could abbreviate to Director of services. How about that?   Carol: I like giving you the full shebang. The full glorious title. So I want to give our listeners a little bit of context. Wisconsin had embarked on a project to free up counselor time. It was way back in 2015, and the premise was to have SVRI program at Stout handle the applications and gather that pre eligibility information that is packaged up, passed to the Wisconsin VR counselors for making the eligibility determination. And Delora's staff have discussed this at previous conferences, but we are all well aware of the seismic shift in leadership across the country over this past decade. And I mean, I know I thought, Delora, I think you did too. We thought, oh, everybody already knows this, but there actually is a whole new group of leaders who have never heard of this idea. And I actually think people are really at a different place in being open to new ideas and ways of operating post pandemic. I feel like folks thought and I know I did when I was sitting in the audience, Oh, that's a cool idea. But I really didn't know how I would pursue that or how it would apply when I was working at Minnesota Blind. And so given that State of VR today, I think it's timely to bring up all the options that could be available for states to pursue when it comes to leveraging resources to make VR services happen. The other thing that's really cool about your project is that it's kind of withstood the test of time. So let's dig in. So Delora, can you tell us a little bit about yourself and how long you've been with the agency and how many staff and consumers that you serve?   Delora: Yeah. Thanks. I have maybe a unique story for being a VR director. I came to VR in a roundabout way. I am not or have I ever been a licensed counselor in Wisconsin. Division administrators were political appointees, and so before coming to VR, I had served elected officials in the state capital for almost ten years. I also have several years of experience working for various businesses and business related nonprofits. So I actually started working for the Department of Workforce Development. That's who VR is aligned with in Wisconsin. So I started working for the Department of Workforce Development in July of 2014, and then I was actually hired as the administrator for the Division of Workers Compensation in August of 2015. So the Secretary's office in the Department of Workforce Development was very pleased with what I was doing there in workers comp, and there was an opening for a director in VR. And so they asked me if I would make the move. So I did. And since that time I've used my knowledge of the state's law making and budgeting processes, my management skills, my understanding of small business needs to lead Wisconsin VR along very several very talented managers. I am so blessed to have them. They have the counseling degrees and the historical knowledge of the federal regulations that I lack. So I've learned a lot along the way and I feel blessed to work with such a great team who positively change lives every day. And you asked about how many people we have. We have about 335 staff if we are full up. So we're located in 42 offices around the state so that we're close by where our consumers are. And counselors can also travel to where the consumers are. They don't have to come to the office. And a lot of things are being done virtually these days as well. And we were serving with open cases, about 16,500 consumers each year..   Carol: Wow! You know, I didn't know that background about you, Delora. That explains a lot because I always think you've had this super practical approach. You're very, you know, even keel and the way you've talked about kind of things you've implemented in Wisconsin, I think that serves you well. You bringing that background and having some of that other expertise in the regs and the different things, and then pairing it with your Meredith and all your other, you know, great folks there. Gosh, that's a great team. Good to know. So, Kyle, why don't you tell us a little bit about yourself and your role with the SVRI Stout group?   Kyle: Yeah. So I come in, I'd be just shy of seven years now that I've been in my role here at. SVRI. And prior to that a couple of years in higher ed and disability services and then about six years or so in the VR world, in a local agency here that provided VR services. So as a service provider to Wisconsin. So all in all, I've been working with Wisconsin VR for almost 15 years and the service provider end of things. Yeah. And you know, kind of like Delora mentioned, I have a different path that kind of took a long path and have never been a VR counselor or anything like that, but have been in supervisory and director roles basically my whole professional career. Yeah. And that's got me here today, I guess.   Carol: Very cool. Well, and a little fact about me. I was not a VR counselor either, so I think a lot of us came into VR from a variety of different ways, but it's all good. So Delora let's go back to 2015. You came on board with Wisconsin VR and when you arrived, I know there was this confluence of things that had happened. Set the stage for us a little bit on what was going on that caused your staff to create this idea, and then you came into the picture and you helped them to implement it.   Delora: Yeah, well, again, it goes back to being a talented team. They're very innovative and creative and trying to come up with, you know, different ways to address issues. So they started this work before me. So when the law was when WIOA was signed into law in July of 2014 and, you know, they were looking at all the new things that VR was going to have to do. They were like, Wow, we need to try to find a way to address the additional administrative workload requirement for staff so that they can be able to prioritize their time to actually serving active consumers. So at that time, it was estimated that the VR counselors were spending up to 20% of their time processing applications. I mean, that's a lot, a lot that included getting consent forms signed and gathering the records that were needed to be determine eligibility. You know, things like the medical educational records. Et cetera. And then going back and forth with the consumers in communication or the applicants, actually, they would be applicants at that time. Also, at the same time, Wisconsin's Legislative audit bureau had done a report, and that report showed that eligibility outcomes were lower than anyone would like and that they were taking longer than people wanted them to. And then in addition, those eligibility determinations across the state were inconsistent. And what that means is, you know, we have 11 different workforce development areas. I told you we have 42 offices. And so depending on where you were in the state, you might have been using a little bit different of a process. So we thought or my staff at the time thought that development of a more objective and streamlined eligibility review process could really help address those issues. So DVR managers reviewed the law and they were like, Huh, Could we outsource the administrative elements of the eligibility process? So they talked to RSA. We're very good about talking to RSA up front before we do a big new initiative that saved us quite a bit. So they talked to RSA to make sure that outsourcing was allowable and RSA confirmed it was possible as long as the rehab counselors that were employed by the state agency reviewed the eligibility recommendation provided by the contracted entity or and that those counselors remained responsible for making the official eligibility determination. So knew that UW Stout and would be a perfect partner for the project. We have had a long standing history of collaboration with them and both UW Stout and SVRI are public entities operating in different roles, but with a common goal of increasing quality employment outcomes for individuals with disabilities. SVRI operates as a nonprofit within the university and can serve as an innovation incubator to pilot new ideas and approaches that can then be expanded or replicated.   Carol: I love that, you know your team, they're smart. I always look to Wisconsin like you guys are the one state agency that didn't have any monitoring findings. Like, you guys are always the people. You're on the edge and you aren't always out there chit-chatting about it. You know, you'll talk at a conference, but you aren't out, you know, widely promoting what you're doing. You all just are head down doing the work, but you're doing really creative things. And I love that you talked about engaging RSA because sometimes folks are thinking about these really great ideas and you don't talk to the federal partner and you might have a little element of this wrong. So that was really good advice that our listeners can take into anything that they're doing. Like it's really good to engage your federal partner just to make sure you don't go down the wrong path. Now, clearly you can't roll out something like this without taking some sort of staged approach. So what was the implementation process like in the beginning?   Delora: Yeah, you are right, a staged approach was really key. And so we launched the initiative as a pilot project in the fall of 2014, and then DVR and SVRI leadership started meeting weekly to design the pilot. So they talked about several different funding models and DVR opted to design it as a new service and then use case service dollars to fund the process per applicant. So we recognize that SVRI they were going to have high startup costs, you know, and we recognize that. And so we wanted to pay a higher rate initially to help them offset those higher start up costs. And then once those were covered, we started paying a lower set rate per case. And that model has worked really well because it provided SVRI with a boost to help with those initial costs. And then we could account for each expenditure because it was connected to a case. So then in May of 2014, SVRI initially hired ten staff for that pilot phase, and their leadership team provided close supervision and support as that new service was implemented and also DVR provided a multi-day, in-depth training to that new team in May of 2015. And then ongoing training was provided as needed. After that, we also provided extensive training to our staff, including directors, supervisors, counselors and support staff, so that no matter who you were on the team, you understood what the new process was going to be. And then we started piloting that new service in our southeast part of the state, which is the largest population center. For people who aren't really familiar with Wisconsin. That includes Milwaukee, Racine, Kenosha, you know, a very large population area of the state. And we started that in May of 2015. And then a phased model was used to expand the service statewide by the summer of 2016. And as more of our areas were added then SVRI hired more staff. So by the end of the first full year of implementation, SVRI was processing more than 10,000 applicants annually on behalf of DVR. So it ramped up very quickly. I think if we had to do it over again, we would probably have phased it in a little bit slower. But, you know, those are some of the takeaways and the lessons that you learn. But overall, it worked really, really well.   Carol: That's a lot when you talk about that 10,000 applicants. I know I keep that number. When you said in the beginning, really that your staff were spending 20% of their time, you know, processing applications. Holy cow. I mean, this leveraging, you know, of these other services definitely helped you out. So now I know you also Delora did in the beginning kind of had this little bit of a situation or kind of the pushback from the counselors where maybe they were challenging some of the work done by SVRI. Can you talk a little bit about that?   Delora: Yeah, we knew going into it that we had inconsistent eligibility determinations across the state, which meant that all of our counselors weren't doing it the same. At the time we had almost 200 counselors reviewing those applications and then making the eligibility determinations based on their training and interpretation of the regs. And we all know that our regs are not black and white. They are gray. So people interpreted them a little bit differently. And of course, everybody believed that their way was the correct way to do it. So when SVRI had a dedicated team that was reviewing those applications and recommending the eligibility determinations, remember, recommendation is a key word here. The recommendations became a lot more consistent across the state because you had a set group of people who was doing it no matter where they were. So counselors have to make that final determination to stay compliant with the regs. Some of the counselors disagreed with the SVRI recommendations, so we had our managers review those disputed recommendations. And funny or not funny, however you want to look at it, they determined that most of what SVRI was recommending was actually correct mean some of our counselors weren't doing it correctly. So our managers, you know, also regularly conferred with SVR leadership about the feedback and the questions that we got from counselors so we could update processes as soon as possible if they needed updating. Sometimes more training was required for SVRI staff and sometimes more training was required for our counselors. But it was a joint effort of, okay, here's what we're seeing. You know, talking to Kyle, here's what we're seeing, here's what they're seeing. What do we need to adjust? So it was a very collaborative process.   Carol: Yeah, I really like that. And I'm sure any time you go into a new venture, you know, and staff are like they're kind of suspicious of what's happening and are you taking my work away? Even though people are like, it took 20% of my time, I don't want that work, yet, I don't want somebody else to do it either. So that sounds like that was handled really well. Now, Kyle, kind of switching to you a little bit, you came on board at the end of 2016 when the project was fully staffed. What challenges did you face as you were fully rolling all of this out?   Kyle: Yeah. As anything new in growing a new kind of business is getting the buy-in of one.. your staff, but then of your partners. So it was one continuously growing. So things, systematically things are changing, processes. We're trying to be as efficient and effective as we possibly can. So training, all of that, making sure we have the right staff, developing that communication and trust with Wisconsin VR, trusting in the process of what we're doing. So with anything new that was, you know, our biggest challenge is, is establishing the lines of communication and doing it the right way and getting the buy-in from both our staff, but then the VR staff as well, that we're in it for one thing, and that's the consumers. And we're here to do it together and make it the way it's supposed to be and provide that consistency across the board. It was a lot of training and education on both ends. It was our staff needing some time to kind of stand their ground of, well, this is our process and this is how we do that. And really just continuously to work together. In my role, it was continuously still hiring, even coming in at my spot at that point, we had that turnover, we had that that transition of anything new where you got your certain staff that were certainly bought in, maybe some staff that wasn't for you. So it was the growing pains of anything new. So facing that, plus then facing the referrals coming in and really just gearing up and making sure that we're providing the service that we say that we're going to provide and doing that. So yeah, it brought its own challenges, but working with VR in the past, having local VR connections and things like that on my perspective really helped kind of me and I guess maybe building that trust with VR and just being completely transparent in who we are and what we're trying to do.   Carol: I think it's cool. It's really evident you guys have a very good working relationship. I just wondered too, Kyle, kind of a little follow up. Did you ever think like, I keep thinking about 10,000, you know, like you had to do 10,000 applicants. Was that at all in your brain that it was going to be that many to handle?   Kyle: You know, maybe not, but we can do it. When you look at what's coming at you week to week, obviously that's accumulating. And over the time at the end of the year, yeah, we've served that many individuals and that's just amazing. And we have a great team of staff that, you know, we still have staff, the original kind of 10 or 8 staff. We have some of those staff that are still with us yet today from the beginning. And we do have a lot of longevity now since really myself coming in and some staff even before me coming in. So it's been great to see. It's been  great to see us continue to evolve together and working on little mini pilots within this to be more efficient and more rapid engaging with the consumer and stuff. So it's come a long ways and it's been a great partnership.   Carol: That's very cool music to my ears. That rapid engaging of those consumers. I like it. So Delora, as with any new initiative or initiatives that you go on, you've got staff that love it, you got people that hate it. How do you deal with those perspectives of staff? I'm sure you probably still maybe have a little rumblings of that as you go along.   Delora: Yeah, there has been rumblings a little bit, but as time goes on and we have more new counselors come in, they don't even know any different. So what we just continue to stress when we hear grumbling is that having SVRI handle the administrative side of collecting those applications and the related documents gives counselors more time to do what they want to do, which is actually offer rehabilitation counseling. It also has given counselors more time to work with transition students. We have met our federal 15% Pre-ets funding requirement every year since we've been required. I think we've heard we were the first state to do it. I can't verify that, but that's kind of what we had heard. And that equates to about $10 million annually for us. So counselors have really had more time to meet with those students throughout the year. And we do a lot of summer youth activities and trainings. And so it gives people time to actually plan those. And those summer youth activities give skills training and temporary work experiences to hundreds of students. So most counselors are now really happy to have SVRI do the task. And any new counselors who kind of want the experience of better understanding what is involved in making an eligibility determination, we will allow them to do those eligibilities on their own for a couple of months I mean, you know, with support of their supervisors and stuff, but we discourage them doing that very long term. So that's how we've addressed it.   Carol: Excellent.. Well, good for you too. I'm like, I'm giving you a big clap that you met your 15% and you're not one of the agencies that just received their 107 monitoring letter on the Pre-ets expenditures. And I would only expect the best of Wisconsin because you are the people we all always look up to because you guys are always doing it the right way. Now, I know you talked a little bit before about how you fund this, and so I just wanted to make sure that I had captured that in my brain the correct way. So you're doing kind of a fee per case, is that correct?   Delora: Yes, a fee for case. And we know the volume can fluctuate a little bit. So that also helps too. So like just having a flat rate, it helps us be able to budget more, I think, because it's something that they at least they know what the rate is per case.   Carol: Yeah, that's really good. That's interesting because I'm sure some of our folks that are listening in are going to sit there and go, Well, how are they making this happen? Okay, So Kyle, you had some really interesting data on your website. Can you talk to us a little bit about that, what the numbers look like?   Kyle: Yeah, really kind of, you know, feeding into what Delora mentioned is, you know, it's our goal is to provide that consistency, give back that time to the VR counselors to provide that guidance and counseling and let us do that busy work of the eligibility process. So really what we looked at is like a five year snapshot of kind of an internal study that we did on our end of what is our service providing to our agencies. And it is that sense of consistent eligibility across the board. More time back for the counselor to provide the guidance and counseling that they want to be doing. Allow us to do the busy work of the records collection, the information gathering and provide you this written report back to you that you can just take and run with and go. Now again, stamp of approval VR counselors providing their approval of that. We're just providing that recommendation. So really just looking at creating efficiencies and cost savings for our agencies and reflecting that. So we have some numbers on there over that five year window of how we're able to decrease eligibility determinations. You know, at one point we were down to like 23 days of being able to submit eligibility back to Wisconsin. All of this is a little bit you know, this is prior to the Covid timeframe that changes everything a little bit, too, but just the cost savings. So really what we're trying to reflect is what can we provide or, you know, even not just us having to do this for other entities, but showing what we've done for Wisconsin VR in that snapshot of time.   Carol: Yeah, I love that. I thought that was good stuff. So since you brought up the dreaded topic of the pandemic, let's look at that a little bit. So how did that impact what was happening with this project? And Delora, I'm going to go to you first and then I'll get your thoughts Kyle.   Delora: Yeah. So, you know, we're like other VR agencies around the country. Our numbers really went down during the pandemic. Even people who were on the caseload at that time who opted, can we just put my case on hold because I'm not comfortable going out in the world and very vulnerable medically. And it would be really, really especially difficult if I got Covid. So we respected that. So since we pay per case, SVRI saw a big decrease in their funding level and so they had to make staffing adjustments on their end. We understood that. And Kyle can speak more about that in a minute, but I do want to just add that SVRI remained a really strong partner throughout the pandemic and continued to provide sufficient staffing levels to meet our needs. So kudos and props to them for continuing to be a strong partner through a difficult time for everybody.   Carol: So since Delora said that, Kyle, what did that look like for your staffing numbers and how that all impact you?   Kyle: Yeah, overall, we've always kind of floated around a fully kind of staffed unit of about 25 to 30 staff, just really kind of depending on where things are at, at that point when referrals are starting to dry up. We didn't have any work anymore. We ended up going down to only five case facilitators, like a few office support staff to handle that during that time frame and then even campus implementing furloughs and all of that stuff. So there was furloughs that went across to quite a bit of our staff at that point, which nobody knew where things were going to go or how things were going to ever get back. You know, everything shifted completely remote. That was something where we would have day in and day out. You would have case facilitators in their cubicles here at work, and it was a buzz that went completely silent. Then everybody started shifting to working from home. That's been really the biggest, I think, shift to, I think for everybody is the world of work realized that there are some possibilities where you can be doing this from really anywhere. So we really started practicing that too. Even as we started to staff back up, we did weather the storm. It wasn't delightful by any means, but we made it. And realistically, now we're seeing record numbers on our end. And thankfully we were able to bring back almost everybody that we had to furlough at the point of our lowest point. And really, as things kind of changed and the world started shifting a little bit back to quote unquote, normal, we were able to then staff back up and pull everybody back in and just really adjust to the referrals as they were coming back to us.   Carol: Holy cow. Going down to five, my heart sunk. I'm like, that's a lot. That's pretty drastic. So since you said that, you know, where are the numbers today? So are you back at it, Kyle? Are you back up to your 25 or what are you looking at?   Kyle: We are crazy busy. We have seen weekly numbers that we have never seen before in terms of weekly referrals. We look at our numbers on a calendar year. Our actual years, July 1st, June 30th, we track our stuff within our case management systems calendar year. So January 1st through the year. And right now we're on pace for a record breaking year. We started tracking our data through Salesforce, our CRM that we use. We started tracking that in 2017, and right now we're on pace to shatter anything that we've tracked since then.   Carol: So what does shatter mean? What's that mean?   Kyle: Right now, at this pace, right now, we'll be over 12,000 cases. And in 2017, when we first started tracking, we were at just shy of 11,000. So we're going to at least be close to that, if not more. And that's great. That struggles with that is just the unknown that that was happening and really staffing back up. So that's kind of where we're at right now. You know, talking about pandemic and things changing the world of hiring employees is ever so challenging right now. And we've been in the hiring phase really since early this year and continue to hire because we can't keep up, which is great for business and we'll get there. We're confident in that. That's really where we're at is we're seeing such an influx in cases and the expansion of what we're doing, which is awesome to see that. And that's what we keep plugging along, is getting people in here as quickly as we possibly can and get them trained into our process and getting them doing eligibility.   Carol: Well, that's exciting news. So, Delora, I'm wondering, are you seeing numbers now of just consumers overall? Are you getting back to kind of pre-pandemic levels for the consumers you're serving?   Delora: Yeah, absolutely. I think our numbers went down through the pandemic. And then like I already said, we had people who just kind of like dropped out and said, this isn't a good time for me. But then even our new numbers coming in was really, really low. But we are ramping back up quite rapidly. So we started to ramp up last year, but to just give you an idea, so we had in June of 2022, we had 873 applicants and this June we had 1264.   Carol: Wow.   Delora: Since October of last year, we've consistently seen higher monthly numbers. It's anywhere from like 100 to 400 more than that month the previous year. So it's really going. We think part of it is because we want to make sure that we spend those federal dollars and we don't have to give money back. We've increased our outreach across the state, you know, making sure that we're connecting more in the schools with the local ILCs, with the ADRCs, and just really trying to get our message out that we're here to help. So we think that that's been helping. So we hope that that higher trend continues. And as Kyle said, we appreciate him watching those numbers, too. He's got a little bit harder job on his end because he's so dependent just on what we're paying, where we can absorb through higher budgets. But they're doing a good job of, you know, hiring as quickly as they can to respond to the need.   Carol: Well, that is super exciting news, though, because I know nationally, like the numbers have been just down in the program. So it's exciting to hear that that spurt, you know, coming back in, and I'm sorry, Kyle, I cut you off.   Kyle: No, that's fine. I just second what Dolores saying those numbers per month from last year to this year. That's exactly what we're seeing, too. They're seeing trends that we've never seen before. And really, you know, as the summer months, school's out, things, you know, kind of that roller coaster, you're kind of maybe going down a little bit. That never happened. This year, we're seeing over a thousand cases referred in the summer months, which were 700 in years prior, all years prior. We're seeing trends in data that of the years that we've been tracking it. This has never happened. So that's great. And the outreach must be working because they're seeing it and we're seeing it as well.   Carol: Yeah, that's super cool to hear. So I know that many states are looking for ways to leverage those other resources to help them carry out this type of work. And I know that, you know, Kyle, you and SVRI you can't do the work for the whole country. In fact, Delora won't let you because Wisconsin has you. But can you tell us some of the ways you've helped other states get started on this journey in their own state?   Kyle: Really, with our national networking of SVRI and who we are and the partnership with Wisconsin VR, we have drawn interest from other states from just having a conversation like we're having right now about kind of who we are. Two other states that are very interested in wanting to model something like this. Actually, we are doing a small pilot with the state of New Hampshire that we've been doing since actually just about a year now that we've been kind of fully engaged. Three offices, I believe, out of the state of New Hampshire on a very small scale doing that and also will be looking in the near future to be also piloting for the state of Vermont on a small scale again. And we've had other conversations. We've had a lot of conversations with the state of Texas and looking to collaborate with the Dallas Fort Worth area, University of North Texas, to really model who we are in that area. And then we've talked with Maryland on a couple of different occasions as well. And again, it's just really being as transparent as who we are, providing the information. And we're here to help guide or train or any type of technical assistance or anything that we could be doing in our end to talk about what we've done over the years and the growing pains and the ways to approach it. And if you did it differently, what would you do and things like that. So we've engaged in a lot of different conversations, most recently within the last probably couple years of who we are, you know, getting at the intrigue of those other states.   Carol: Yeah, I think that's cool that you guys are willing to do that and kind of share your knowledge out because definitely I feel like coming out of the pandemic, people are in a way different space with looking for different ideas and options and how to do something. And obviously you can't serve the whole country. So it is nice if you can help another state, maybe replicate this with their university or some entity, you know, to be able to take that on. I think that's really cool. So what lessons have you learned from this whole deal that are important to others as they might be looking at this option? And Delora, I'm going to go to you first.   Delora: Thank you. First of all, don't be afraid to think outside the box to find workable solutions. And when you're doing that, be sure that you're talking to your frontline staff to learn what are their pain points and then help. Let them help you identify some creative answers. That being said, people are naturally resistant to change, so create a solid change management plan and implement it early. Communicate that plan to staff in multiple ways. Use things like email trainings and staff meetings. The staff are going to need to hear the messages about why, how and when more than once, because they need that to fully absorb the big picture as well as all of the details. Make sure that that planning and implementation timelines are realistic. I mentioned earlier, if we had it to do over again, we would have phased that pilot project out a little bit longer than just a year. So be sure you don't rush it. And the benefits to doing pilots and launching segment by segment of your team is so that you can learn what's working, what's not, and what additional training needs that you have. And then also, as we've talked about, don't forget to consult with RSA during the process to make sure your innovative project is allowed under the regs. We have a positive working relationship with them and think it's a lot because we consult with them in advance and can make any needed adjustments prior to implementation and think that's probably also why we didn't have findings, as you mentioned earlier, because we do regularly consult is this allowed or not allowed? And then we might kind of come back at them a couple different times. Are you sure we can't do this? Or how could we do it a little bit differently so that it meets the regs? But that communication is key.   Carol: Yeah, love that. Really good advice. And Kyle, how about any lessons learned that you might be able to share?   Kyle: It works. We have a track record here now that just show that it does work. And if you can build a good team both as the service provider and the agency and you have strong communication and trust in the process, it works. And if you can get those buy-ins, , it's great to see the growth and I'm glad that we've had the opportunity to collaborate with other states because it's been something on my end. When we first kind of got started and got rolling out like, Oh my goodness, this needs to happen in other places because this is something that I truly believe in that can be replicated and can do the right thing. The biggest is your communication and trust in each other to do it and entertain anything new. And from our perspective, we're always looking to try to be more efficient, more effective. What is out there? Technologies are always changing. Processes are always changing to make us faster and to entertain those ideas and to share those with others to do it the right way.   Carol: Love it. You two have been fabulous this morning. I really appreciate it. And I'm sure as our listeners may want to reach out, that you're both open if someone's going to email you or some such with any questions. Is that all right?   Kyle: Absolutely.   Delora: Yeah, absolutely. In fact, we have had other states reach out to us and we're more than happy to meet with them. And New Hampshire did as well as the state of Texas. There might have been another state, too, that I just can't remember. So, yeah, we're always happy to help.   Carol: Well, good stuff and wish continued great success in your collaboration going forward. And thanks for being with me today. Appreciate it.   Delora: Thanks for having us.   Kyle: Yes, absolutely. Thank you.   {Music} Speaker1: Conversations powered by VR, one manager at a time, one minute at a time, brought to you by the VR TAC for Quality Management. Catch all of our podcast episodes by subscribing on Apple Podcasts, Google Podcasts or wherever you listen to podcasts. Thanks for listening!  

Omar Khalid, ASTHO's Director of Workforce Development, explains the expansion of ASTHO's Public Health – Hope, Equity, Resilience, and Opportunity (PH-HERO) initiative; Erin Laird, ASTHO's Director of Emerging Infections, says preventing infections among dialysis patients is an important public health issue; ASTHO has a new report on the Suicide, Overdose, Adverse Childhood Experiences Prevention Capacity Assessment tool; and a new ASTHO blog article explains how to build capacity to address suicide, overdose, and adverse childhood experiences.   ASTHO Webpage: Funding & Collaboration Opportunities  CDC: Making Dialysis Safer For Patients Coalition ASTHO Webinar: Making Dialysis Safer for Patients Coalition ASTHO Webpage: Island Areas Resource ASTHO Webpage: Building Capacity to Navigate the Prevention of Suicide, Overdose, and Adverse Childhood Experiences  

Today, we explore whether virtual and XR laboratories are an option to give students in developing countries pedagogical experiences necessary to develop practical skills. Hallie Applebaum (World Bank) speaks with Robert Dean (Associate Professor of Motion Arts Design and Virtual/Augmented Reality at Namseoul University in Korea), Jimmy Vainstein (Senior Program Manager leading the Word Bank's program on interactive media with a focus on developing XR solutions for development), Marjorie Chinen (Education Specialist and focal point for AR/VR on the World Bank EdTech team), and Diego Angel-Urdinola (Senior Economist and Global Lead for the World Bank's Skills Global Solutions Group and Manager of the Active Training Using Virtual Reality Program, ActiVaR). There is a strong need to provide students pedagogical experiences necessary to develop practical skills in education and workforce development programs, especially for training programs that require laboratories, such as auto-mechanics, nursing, and welding. Providing hands-on experiences and proper and up-to-date content allows students to learn technical skills, however this remains a critical challenge, mainly in developing countries. A potential solution to this is digitalization of laboratories. Employing non-immersive or immersive VR can enable learning experiences in a simulated or artificial environment so students can have personalized learning experiences. Our knowledge pack, a short comprehensive guide, on this topic is coming soon. We'll post the link here when it is available.

Françoise von Trapp speaks with 3D InCites Member companies who exhibited and or attended SEMICON West 2023.  She posed one main question, based on the show's three key topic areas. What role do they play in helping the semiconductor industry succeed in becoming a $1T industry by 2030, how are they addressing the path to Net Zero, and how are they being impacted by the talent shortage?Franziska Petersen, Edwards talks about the company's role in the Semiconductor Climate Consortium. Alan Weber, CImetrix by PDF Solutions talks about the adoption and use of standards and how it impacts KPIs. Paul Lindner. Dave Kirsch, and Garrett Oakes, EV Group, talk about what it means to win its 11th Triple Crown for TechInsights Customer Service Satisfaction Survey.Giancarlo De la Garza, Nordson Test, and Inspection, talks about the acquisition of CyberOptics and what that means for the company's product portfolio. Keith Best, Onto Innovation, shares some news about its Application Center of Excellence focused on advanced packaging for panels.Sally Anne Henry and Jim Straus, ACM Research talk about reasons why they think we're in the midst of a talent shortage across the globe. Abdul Lateef, CEO, PlasmaTherm explains the role 200mm manufacturing at legacy nodes plays in helping the industry achieve $1T.  Dieter Rathei, DR Yield, talks about the new fab expansions needing state-of-the-art data management tools to achieve better manufacturing efficiencies.Peter Dijkstra, Trymax Semiconductor, talks about opening Trymax USA, driven by the push to onshore manufacturing in the US.  Vinay Patwardhan, Cadence, discusses the different EDA needs of 3D HI multi-chiplet systems, compared with simple 2D advance packaging. Feng Ling, Xpeedic, talks about Metis, the company's simulation tool for 2.5D and 3D IC that won the Herb Reiter Design Tool of the Year Award.David Doyle, Heidenhain, talks about how the company's motion control products support the precision and accuracy needs of today's advanced packaging technologies. Joe Gaustad, ClassOne Technology, talked about the company's collaboration with universities to bring state-of-the-art tools to the hands of engineering students. Jobert Van Eisden, MKS Instruments, talks about how next-generation Cu-to-Cu plating chemistry makes a low-temperature die-to-wafer hybrid bonding process. Joel Scutchfield, Koh Young America talks about the company's recent entrance into the heterogeneous integration space from PCB assembly space with automated optical inspection tools. Martijn Pierik, Kiterocket talks about the Kiterocket Lounge hospitality space and the exciting panel discussion they organized and hosted on behalf of its clients that focused on how AI is shaping the semiconductor industry. Spencer Wall, DSV-IMS talks about the role a global transport and logistics company plays in supporting a robust semiconductor supply chain. Support the showBecome a sustaining member! Like what you hear? Follow us on LinkedIn and TwitterInterested in reaching a qualified audience of microelectronics industry decision-makers? Invest in host-read advertisements, and promote your company in upcoming episodes. Contact Françoise von Trapp to learn more. Interested in becoming a sponsor of the 3D InCites Podcast? Check out our 2023 Media Kit. Learn more about the 3D InCites Community and how you can become more involved.

As we come back from summer break, we're pleased to welcome Rafael to the show! Rafael is SVP Strategic Partnerships & Workforce Development at MedCerts, where he and the team there work to increase pipelines nationwide of qualified workers in the healthcare industry through a variety of certifications. Dustin and Rafael discuss the challenges and opportunities for institutions in this particular sector of workforce development.  This Episode is Brought to You By Our Friends at OlogieIn higher education, it's almost impossible to truly stand out. Ologie gets it. As a branding and marketing agency that focuses on education, they understand that what makes you authentic, is also what makes you distinct. Ologie offers award-winning creative, smart strategy, innovative thinking, and expert digital marketing. Most of all, they'll help you connect with your audiences, bring your stakeholders together, and achieve the results that matter most to you.Want to find out more about how you can build a compelling brand or campaign? Visit ologie.com. About the Enrollify Podcast Network: The Application is a part of the Enrollify Podcast Network.  If you like this podcast, chances are you'll like other Enrollify shows too!  Our podcast network is growing by the month and we've got a plethora of marketing, admissions, and higher ed technology shows that are jam packed with stories, ideas, and frameworks all designed to empower you to be a better higher ed professional. Our shows feature a selection of the industry's best as your hosts. Learn from Jeremy Tiers, Zach Busekrus, Jaime Hunt, Allison Turcio, Jamie Gleason and many more. Learn more about The Enrollify Podcast Network at podcasts.enrollify.org. Our shows help higher ed marketers and admissions professionals find their next big idea — come and find yours!

Françoise von Trapp talks to SEMI President and CEO Ajit Manocha, about the semiconductor industry's journey on the path to becoming a $1 Trillion and what SEMI is doing to address the headwinds that could prevent that from happening. The semiconductor industry is growing at an amazing rate as demand for computer chips increases in everything from traditional applications like high-performance computing, data centers, and network architectures to automotive, artificial intelligence, and machine learning applications. Experts anticipate the industry will become a $1T industry by the 2030s. But headwinds including supply chain disruptions, the impending restrictions on PFAS chemicals that are used in semiconductor manufacturing, and the growing talent shortage will cause delays. From this exclusive interview with Ajit Manocha, you'll learn why these headwinds threaten growth and SEMI's efforts in addressing them. Contact Ajit Manocha on LinkedIn.SEMI A global association, SEMI represents the entire electronics manufacturing and design supply chain. Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showBecome a sustaining member! Like what you hear? Follow us on LinkedIn and TwitterInterested in reaching a qualified audience of microelectronics industry decision-makers? Invest in host-read advertisements, and promote your company in upcoming episodes. Contact Françoise von Trapp to learn more. Interested in becoming a sponsor of the 3D InCites Podcast? Check out our 2023 Media Kit. Learn more about the 3D InCites Community and how you can become more involved.

We visit with Ed Egee, Vice President of Government Relations and Workforce Development at the National Retail Federation who will discuss the emerging policy and legal challenges around Artifical Intelligence. The big question is - Does Artificail Intelligence make it easier to artificially discriminate? The Trial Bar sure seems to think so. We'll dive into that and other pending issues with Ed and wrap it up with the legislative scorecard.

Your voice matters! Help us improve The Cashflow Contractor Podcast.Take our quick survey to shape the future of the show. Share your feedback and ideas in just a few minutes. Click the link below:https://forms.gle/NDVDbYzDj6uKiQ127Thank you for being part of our community!Khalil and MartinThe Cashflow Contractor Podcast------------------------Mental health is a pressing issue that affects individuals from all walks of life, and the construction industry is no exception. Despite its tough exterior, this sector has witnessed alarming rates of suicide and mental health-related issues among its workforce. Greg Sizemore, ABC's Vice President for Health, Safety, Environment, and Workforce Development, joins Martin and Khalil in raising awareness about mental health challenges in the construction industry. Time Stamps 00:27 - Intro to Greg Sizemore 02:35 - How Greg Got Into Construction 07:09 - Greg's Positive Mindset Toward Construction 09:49 - The Great Potential in Construction 12:38 - Workforce Deficit in the Construction Industry 16:33 - Mental Health Crisis in the Construction Trades 23:42 - Socio-Demographic Risk Factors for Suicide 28:45 - Suicide Awareness & Prevention 34:38 - The Importance of Total Human Health 39:39 - Investing in a Solid Company Culture & Support 47:34 - The Cost of Ignoring Employee Mental Health 51:36 - The First Step Toward Better Workplace Mental Health 54:35 - Episode Outro Quotable Moments from the Show "For the business and for people working in the business, there has to be a why." - Martin Holland "Construction, or a career in the construction industry is the best kept secret in America." - Greg Sizemore "You can call your lawyer on a Saturday night when your toilet doesn't flush, but he ain't gonna fix it. You're going to have to call a plumber." - Greg Sizemore "The challenge is real. And the first thing we've got to do is have the courage to say, you know what, we're not perfect, and it can happen on my job site." - Greg Sizemore "The person's soul wants to connect to what they're doing." - Greg Sizemore "An investment in culture is also an investment in the person. It's an investment in that connection and having a value in who they are as not just an employee but as a person." - Khalil Benalioulhaj "All of us can make all the noise we want to on these platforms. But where it's going to make a difference is in whatever your zip code is." - Greg Sizemore "It is a profitable thing to take care of your people." Martin Holland "If your mindset is that this is an expense you can't cover, change it to this is an investment you can't afford not to make." - Greg Sizemore Resources Need Marketing Help? We Recommend Benali Watch On Youtube Follow On Social: LinkedIn, Facebook, Instagram Subscribe To Our Newsletter, The Countdown Have Questions? Email us More from Greg Sizemore Construction Industry Alliance for Suicide Prevention (CIASP) CIASP on LinkedIn  CIASP on Facebook Associated Builders and Contractors (ABC) Greg Sizemore on LinkedIn More from Martin theprofitproblem.com annealbc.com    Email Martin Meet With Martin LinkedIn Facebook Instagram More from Khalil benali.com  Email Khalil Meet With Khalil LinkedIn Facebook Instagram More from The Cashflow Contractor Ask Us A Question Sign Up For A Free Consultation thecashflowcontractor.com  Email The Cashflow Contractor LinkedIn Facebook Instagram

At SEMICON West, one of the key areas of discussion was the Path to Net Zero. What can we do to make sure the semiconductor industry grows in a way that is beneficial to the planet and shows cross-industry leadership? Françoise von Trapp talks to SEMI's Dr. Mousumi Bhat, VP of Global Sustainability Programs, and Collin O'Mara, CEO of the National Wildlife Federation about key takeaways from the sessions at the Climate Equity & Social Impact Pavilion at SEMICON West.The program brought together leading climate and climate justice experts from across the United States, federal agencies like US EPA and the newly established Chips for America office, a White House advisor, and many SEMI member companies such as Lam Research, ASML, Western Digital, and TEL. O'Mara talks about why the CEO of the NWF is at SEMICON West, and the opportunities he sees for the semiconductor industry to address the climate crisis.Bhat explains how the Climate Equity Pavilion relates to SEMI's global work to help the industry collaborate for net zero through the Semiconductor Climate Consortium and other efforts. She also explains the importance of collaboration across the value chain to achieving Net Zero Goals, and what the industry is doing now to accelerate progress. Learn more about SEMI's Semiconductor Climate Consortium.  Connect with our Guests on LinkedIN Dr. Mousumi Bhat, VP of Global Sustainability ProgramsCollin O'Mara, CEO of the National Wildlife Federation SEMI A global association, SEMI represents the entire electronics manufacturing and design supply chain. Trymax Semiconductor When Plasma Matters. High-performing solutions for volume manufacturing. Nordson Test and Inspection Delivering best-in-class test, inspection, and metrology solutions for semiconductor applications. Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showBecome a sustaining member! Like what you hear? Follow us on LinkedIn and TwitterInterested in reaching a qualified audience of microelectronics industry decision-makers? Invest in host-read advertisements, and promote your company in upcoming episodes. Contact Françoise von Trapp to learn more. Interested in becoming a sponsor of the 3D InCites Podcast? Check out our 2023 Media Kit. Learn more about the 3D InCites Community and how you can become more involved.

Mental Health and Substance Abuse Legislation in Georgia, with Representative Todd Jones, Georgia House District 25 (Episode 86, To Your Health with Dr. Jim Morrow) Representative Todd Jones, Georgia House District 25, was Dr. Morrow’s guest on this episode of To Your Health. Rep. Jones discussed the state of mental health care in Georgia, HB […] The post Mental Health and Substance Abuse Legislation in Georgia, with Representative Todd Jones, Georgia House District 25 appeared first on Business RadioX ®.

This episode is part of our Skilled Labor Series hosted by MCJ partner, Yin Lu. This series is focused on amplifying the voices of folks from the skilled labor workforce, including electricians, farmers, ranchers, HVAC installers, and others who are on the front lines of rewiring our infrastructure.Christof Franzsen is head of the Apprenticeship Program at Forge, a residential construction company based out of Boston, Massachusetts. In this episode, we learn how this novel program is being designed to meet the growing job demands in the residential construction industry through small cohort-based learning versus the traditional one-on-one model. They do this through a super intentional focus on mastering four skills: windows, cabinet, trim and door installations. Forge uses video technology to help apprentices get more face time with seasoned mentors while on the job. We also learn about Christof's journey leaving his job as an actuary to take a risk in becoming a carpenter and finding his way to becoming an instructor of woodworking. Enjoy the show!  In this episode, we cover: [01:53]: Overview of Forge and its focus on workforce development[02:58]: Forge's services[04:18]: Forge's Apprenticeship Program[05:46]: Joining a crew as an apprentice and on-the-job training[08:55]: The traditional path to becoming a carpenter and drawbacks of one-on-one training[11:29]: The diversity of applicants to Forge's Apprenticeship Program[12:44]: Christof's background and connection to carpentry[16:01]: His transition from a white-collar career to woodworking[17:06]: How Forge measures success: crew contribution, financial performance, and a happy workforce[20:45]: How Forge supports apprentices financially during their training[22:50]: Key elements of Forge's apprenticeship curriculum[26:23]: How climate change figures into Forge's work[27:49]: The company's aim to reduce climate impact through reduced drive time, accurate measurements, technology, and creating a trained skilled labor forceGet connected: Forge Instagram / LinkedInYin Twitter / LinkedInMCJ Podcast / Collective*You can also reach us via email at info@mcjcollective.com, where we encourage you to share your feedback on episodes and suggestions for future topics or guests.Episode recorded on Jun 28, 2023 (Published on Jul 27, 2023)

On today's Unscripted episode, the ladies catch up on life and finding their ________!! Cheery Monday by Kevin MacLeodLink: https://incompetech.filmmusic.io/song/3495-cheery-mondayLicense: https://filmmusic.io/standard-licenseKids These Days is a co-production of the KCCTO-KITS Infant Toddler Specialist Network (ITSN) and KCCTO Workforce Development (WFD) programs.The KCCTO-KITS Infant-Toddler Specialist Network is a program of the Kansas Child Care Training Opportunities, Inc. (KCCTO) and the university of Kansas Life Span Institute at Parsons. The Workforce Development Project is a program of KCCTO. Each program is supported through a grant from the Kansas Department For Children And Families' Child Care And Early Education Services. However, information or opinions expressed herein do not necessarily reflect the position or policy of the agency and no official endorsement should be inferred.To learn more about the Infant Toddler Specialist Network, please visit: http://kskits.org/technical-assistance-0.To learn more about KCCTO and Workforce Development, please visit: https://kccto.org/Contact us via email at – kidsthesedayspod@gmail.comFollow and tag us on Instagram & Facebook @kidsthesedayspod & Twitter @ktdpodMusic credit: Hackbeat by Kevin MacLeod Link: https://incompetech.filmmusic.io/song/3843-hackbeat License: http://creativecommons.org/licenses/by/4.0/

On today's episode, we give you an inside scoop of our Workforce Development Program featuring, Vanessa and special co-host Dorie. Vanessa takes us on a journey of how our program developed, what the phases look like within the program, and shares how YOU can help serve our participants. Thank you for listening today! Be sure to follow us on social to stay up to date on all episode releases, events happening at Freedom a la Cart, and more.

Finding and keeping good employees today is very hard. The shortages driven by the Baby Boomer retirement have begun making their mark in the workplace. And even as populous as the Millennials are, there aren't enough of them to replace the Boomers. Employers are pulling their hair out. Employees have their pick.  Dr. Josh Duplantis is the Dean of Workforce Development for Coastal Alabama Community College and saw this coming years ago. Today he works with employers to help them craft recruiting and retention plans. He and I discuss the essense of the demographic challenge and we get into details on "progressive employment" which some employers are using to meet their workforce challenges. Show hosts: Roy Lewis Construction E3 Termite & Pest Control Angelo DePaola - The Coastal Connection Realty Allison Horner - State Farm Agent Trey Langus - Transworld Business Advisors Persons Services Corp Get my book, What Works, highlighting the top ten ideas from the first two hundred episodes of Wha'ts Working at Amazon.com. 

In this profound episode, we welcome Michelle Monterrosa, a fervent advocate for police reform. Michelle has transformed her personal tragedy into a tireless crusade for reform, sparked by the untimely loss of her brother during the George Floyd uprisings. Listen as we delve into her journey, from seeking truth and justice for her brother to journeying across the country to share her experiences and ideas for change. Michelle's work extends beyond police accountability; she is also a dedicated mentor to the youth of San Francisco, offering job readiness and workforce development support to those affected by the system. We also explore Michelle's transition from the cannabis industry to social justice work, her relentless resilience, and the transformative power of grief channeled into service. Join us for this compelling conversation about perseverance, the importance of education, and the potential of aligning our passions with our pursuits.Follow Michelle Monterrosa;LinkedIn: https://www.linkedin.com/in/michelle-monterrosa-2392a5239/Website: https://linktr.ee/justice4seanRecommendations:ProgramsTroublemakers for Liberation FellowshipReform AllianceAmerica Needs YouBooks: Mind Gym: An Athlete's Guide to Inner ExcellencePlease Rate & Review on your listening platform. Follow us on Instagram & LinkedIn @CareerCheatCode039 |  Bridging Tragedy and Advocacy with Michelle Monterrosa

What are the policies needed to overcome today's small business workforce challenges? Join us for an insightful conversation with our special guest, Brian Calley, President and CEO of the Small Business Association of Michigan. From automation to remote work to artificial intelligence, we discuss these changes' impact on the tax base and how they've shaped the journey of Brian's extensive career, including his time as Lieutenant Governor of Michigan.We also dive into the vital policy work to connect housing, employment, education, and training to create an environment for robust job opportunities. We touch on various challenges and solutions in workforce development, such as providing adequate housing and childcare and addressing the impact of opioid addiction on labor force participation. Additionally, we discuss the organization's efforts in tackling criminal justice reform and benefit cliff issues on social services to ensure everyone's inclusion in the workforce. Somewhat Michigan-centric episode, and with applicability across the nation. We wrap up with a great example of cross-border cooperation as Mr. Calley discusses the Gordie Howe International Bridge. He explains why Canada is fronting the costs, and how vital the span is to national defense and commerce of both nations.Support the showEngage the conversation on Substack at The Common Bridge!