state workforce development board meeting - minutes july 12, … · 2018-10-15 · page 1 of 13...

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State Workforce Development Board Meeting - Minutes July 12, 2018 – 1:00 – 3:00 p.m. Department of Workforce Services

South County Employment Center – 5735 S. Redwood Road, Taylorsville, UT Members Present: Megen Ralphs-Chair, Becky Edwards, Sarah Brenna, Bryan Flake, Carl Brailsford, Connie

Nielson, Dave Dixon, Deanna Hopkins, Diane Lewis, Elizabeth Garbe, Gary Harter, Greg Paras, Jake Mellor, Jared Haines for Dave Woolstenhulme, Jim Boyd, Jon Pierpont, Jennifer Evans for Mark Brasher, Sarah Brenna, Tannen Graham, Wally Trotter and Stephanie Patton for Brian Olmstead,

**Quorum Present** Excused: Mark Brasher (Jennifer Evans attending in his place), Blair Carruth (Dave Buhler attending

in his place), Ci Ci Compton, Jeff Worthington, Dave Woolstenhulme (Jared Haines for USTC), Ginger Chinn, Brain Olmstead (Stephanie Patton for Utah State Board of Education) and Sabrina Depenbrock

Staff Support: Liz Carver, Kim Bartel and Julie Jensen Others Attending: Aaron Thompson, Alexia Murphy, Carrie Mayne, Christina Davis, David Busk, Debbie

Sparks, Emily Stirling, Lindsay Cropper, Lynn Purdin, Marion Davis, MarJean Elder, Sandy Terry, Sisifo Taatiti, and Teresa Hardman.

AGENDA ITEM DISCUSSION Acknowledgements and Introductions Chairs Remarks Logan & Cedar City

Welcome and Opening Business Acknowledgements and Introductions – Megen Ralphs (Chair) called to order at 1:03pm

• Welcomed and announced attendees: o Tannen Ellis-Graham – formally introduced

Owner Career Karma 360 MOTION: Megen called for a motion to approve minutes from 4.12.18 -Bryan Flake motioned for approval -Dave Dixon seconded the motion -All approved by Board Chairs Remarks

• Membership o Nomination forms being utilized by AD’s; assisting well with recruiting members o 5 nominees with Governor’s office for approval

• High Performance Workforce Board o Next goal/focus

Logan & Cedar City One-Stop Certification

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AGENDA ITEM DISCUSSION One-Stop Certification WIOA Performance Measures

• Logan – Megen Ralphs - April 30, 2018 - Reviewed process & certification document o Recognized members involved

WDD Partners • Debbie Sparks • JaNae Lund • Jill Black

USOR Partners • Gordon Swenson • Teresa Hardman • Jamie Cheek

Adult Education Partners • Sherri Hansen • Angie Sorensen

Board Members • Dave Dixon • Megen Ralphs • Bruce Rigby • Sabrina Depenbrock

MOTION: Megen Ralphs called for motion for approval of Logan One-Stop -Dave Dixon 2nd the motion -All approved by Board

• Cedar City – Jim Boyd - June 27, 2018 - Reviewed process & certification document o Recognized members involved

WDD Partners • Dave Busk • Ben Baldonado • Amber Jackson

USOR Partners • Denim Lyman • Jeff Linford

Adult Education Partners • Matthew Van Blaricom • Steve Schofield

Board Members • Jim Boyd • Joey Gilbert • Tannen Graham • Diane Lewis

MOTION: Jim Boyd called for motion for approval of Cedar City One-Stop -Tannen Graham 2nd the motion -All approved by Board WIOA Performance Measures Overview – Aaron Thompson

• Unified Goal o One of WIOA’s intents is to better align the workforce system with education and

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AGENDA ITEM DISCUSSION Overview WIOA Performance Measures Overview (cont)

economic development in an effort to create a collective response to economic and labor market challenges on the national, state and local levels.

• Vision of Performance Accountability o Alignment of Core Performance Indicators o Joint Accountability across Core Programs

Title I (Adult, Dislocated Worker, Youth) Title II (Adult Education Title III (Wagner-Peyser) Title IV (Vocational Rehabilitation)

o All core programs report on the same indicators, using the similar, program-specific definitions and the same data elements.

• Who is counted in CPM? o A countable program participant is an individual who:

Has received one of the allowable services from a core program Has satisfied all applicable programmatic requirements for the provision of

services • Program specific participant requirements

o Adult and Dislocated Worker Receives any training, individualized career service, or a basic career

service that is not self-service or information only o Youth

Is determined eligible, receives an objective assessment, develops an individual service strategy and receives one of the 14 WIOA Youth program elements

o Adult Education Completes at least 12 contact hours

o Wagner-Peyser Receives any individualized career service or a basic career service that is

not self-service or information only o Vocational Rehabilitation

Is determined eligible for VR series, has an approved and signed individualized plan for employment (IPE) and has begun receiving services

• Performance Indicators o Six primary indicators

Employment rate 2nd quarter after exit • % in unsubsidized employment during the second quarter after exit

the program Employment rate 4th quarter after exit

• % in unsubsidized employment during the fourth quarter after exit from the program

o Unsubsidized employment is work with earnings provided

by an employer who does not receive a subsidy for the creation and maintenance of the employment position

Median earnings in the 2nd quarter after exit • Median earnings of those in unsubsidized employment during the

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AGENDA ITEM DISCUSSION WIOA Performance Measures Overview (cont)

second quarter after exit from the program Credential attainment rate

• % of participants enrolled in education or training program who attain a recognized postsecondary credential or secondary school diploma within 1 year after program exit

• Types of credentials o High School diploma or recognized equivalent o Associate’s degree o Bachelor’s degree o Graduate degree for purposes of the VR program o Occupational licensure o Occupational certificate – profession specific training o Occupational certification – endpoint national certs, state

licensure, etc. o Other recognized certificate completion sufficient to qualify

for entry-level or advancement in employment Measurable skill gains

• % of participants, who during a program year, are in an education or training program that leads to a recognized postsecondary credential or employment and who are achieving measurable skill gains toward such a credential or employment

o measures progress; not exit-based • Types

o Documented academic, technical, occupational or other forms of progress toward the credential or employment

o 5 measures of documented progress that specify a skill gain: Educational functioning level (EFL) increase (below

postsecondary) Attainment of secondary school diploma or its

recognized equivalent Transcript/report card showing 12 credits attained Satisfactory progress report toward established

milestone Successful passage of a required exam

• Credential vs Measurable Skill Gain o A credential notes completion of a recognized end point in

training (Degree or certification, etc.)

o A measurable skill gain notes completion of a specific milestone in developing an employment skill

o A credential can often coincide with getting a measurable skill gain (completion of a degree)

o A measurable skill gain does not = a credential (completion of a semester of school)

Effectiveness in serving employers

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AGENDA ITEM DISCUSSION WIOA Performance Measures Overview (cont)

• This is a statewide, shared measure • States choose 2 out of 3 approaches to measure level of

performance among programs for the state o Options include retention, repeat business and employer

penetration/engagement rate • Utah’s two approaches:

o Repeat business customers - % of repeat employers using services with the previous three years This approach tracks the % of employers who

receive services that use core program services more than once

o Employer penetration/Engagement rate This approach tracks the % of employers who are

using the core program services out of all employers represented in a state served by the public workforce system

• Examples of Employer Services o Employer information and support services

LMI, WOTC, consultation, information disability and accommodations o Recruitment Assistance

Onsite recruitment activities, job orders, job fairs o Strategic workforce planning o Training services

OJTs, customized trainings o Planning layoff responses o Business downsizing assistance

• Data Collection Methods o Collecting and reporting information from participants o Data sharing, system automations and case management system interfaces o Linking common customers through unique identifiers

• Performance Targets o All core partners and their federal agencies (DOL, ED, RSA) shall reach agreement,

prior to the 3rd program year covered by Utah’s plan, on levels of performance for each indicator Negotiated Targets will be added to the PY-20 state plan revision

o The levels agreed to shall be considered to be Utah’s adjusted levels of performance for Utah’s program and shall be incorporated into the plan as a modification to the plan

• Next Steps o Program Year 2017 (PY17) ended June 30th o Each core program is submitting its 4th quarter report to this federal agency o The core programs will submit a combined annual report by October 1, 2018

• https://jobs.utah.gov/usor/overview/about.html

https://jobs.utah.gov/usor/overview/about.html

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AGENDA ITEM DISCUSSION Statewide Economic Information Statewide Economic Information (cont)

Statewide Economic Information – Carrie Mayne https://jobs.utah.gov/wi/index.html

• Utah’s Current Economic Environment o Labor Market Indicators May 2018

Utah • Employment year-over % change: 3.5% • Employment # change: 51,900 • Unemployment rate: 3.0%

United States • Employment year-over % change: 1.6% • Unemployment rate: 3.8%

Winning….Utah • Total job growth-3.5% #1 • Private sector job growth-3.9% #1

• Utah’s software/IT employment o Years 2000-2017

2000=40,000 2017=68,503

o 2002-2017 Steady increase in employment growth rate Steady annual wage increase

• 2008=$63,000/year • 2017=$80,000/year

o 2017 Industry wages as a percent of Utah average IT=175% Construction=107% Leisure and Hospitality=42% Health Care=87%

o Utah’s IT Talent Challenges Labor Shortages Brain Drain Education Pipeline Industry-Education Partnership Nimble Training Programs

o A Labor Study of Software Publishing & Computer Systems Design April 2018

Emphasis on Coding Operations • Read full report here:

https://jobs.utah.gov/wi/pubs/reports/techreport.pdf Where do Utah’s tech workers come from?

• Majority In-State Hires Characteristics of Utah’s Migrating Tech Workforce

• Non-Computing occupations o In migration=51% o Out migration+33%

https://jobs.utah.gov/wi/index.html

https://jobs.utah.gov/wi/pubs/reports/techreport.pdf

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AGENDA ITEM DISCUSSION Statewide Economic Information (cont)

• Computing occupations o In migration=49% o Out migration=67%

• Bachelor’s Degree or higher o In migration=51% o Out migration=75%

• 4-Year STEM Degree o In migration=30% o Out migration=50%

Core IT workers by educational attainment – 2016 ACS • Salt Lake/Provo

o Below Bachelor’s Degree=44% o Non-STEM Degrees=11% o STEM Degrees=46%

• San Francisco/San Jose o Below Bachelor’s Degree=7% o Non-STEM Degrees=12% o STEM Degrees=81%

• Raleigh o Below Bachelor’s Degree=15% o Non-STEM Degrees=14% o STEM Degrees=71%

• Austin o Below Bachelor’s Degree=26% o Non-STEM Degrees=14% o STEM Degrees=60%

• Seattle o Below Bachelor’s Degree=14% o Non-STEM Degrees=11% o STEM Degrees=74%

• New York o Below Bachelor’s Degree=16% o Non-STEM Degrees=20% o STEM Degrees=65%

Migrants & Migration Ratio of workers in Coding Occupations 2013-2016 Annual Average

• All Industries o Salt Lake/Prove

In migration=841 Out migration=1,216 Migration ratio=.69

o San Francisco/San Jose In migration=10,249 Out migration=2,386 Migration ratio=4.30

o Austin

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In migration=2,605 Out migration=707 Migration ratio=3.68

o Raleigh In migration=1,517 Out migration=533 Migration ratio=2.85

o Seattle In migration=7,775 Out migration=2,456 Migration ratio=3.17

o New York In migration=3,734 Out migration=3,852 Migration ratio=.97

• Core IT o Salt Lake/Prove

In migration=618 Out migration=535 Migration ratio=1.15


o Austin In migration=1,308 Out migration=377 Migration ratio=3.47

o Raleigh In migration=820 Out migration=266 Migration ratio=3.09


o New York In migration=1,062 Out migration=1,453 Migration ratio=.73

Purchasing power adjusted core IT occupation wages by education-2016 American Community Survey

• Salt Lake/Prove o Below Bachelor’s Degree=$84,390 o Non-STEM Degrees=$75,023 o STEM Degrees=$92,172

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• San Francisco/San Jose o Below Bachelor’s Degree=$112,056 o Non-STEM Degrees=$97,761 o STEM Degrees=$110,419

• Austin o Below Bachelor’s Degree=$90,707 o Non-STEM Degrees=$76,523 o STEM Degrees=$117,442

• Raleigh o Below Bachelor’s Degree=$97,701 o Non-STEM Degrees=$115,043 o STEM Degrees=$126,159

• Seattle o Below Bachelor’s Degree=$62,174 o Non-STEM Degrees=$128,440 o STEM Degrees=$126,420

• New York o Below Bachelor’s Degree=$62,378 o Non-STEM Degrees=$101,293 o STEM Degrees=$102,082

Migrants & Migration ratio of workers in software publishing & computer systems designs; 2013-2016 annual average

• All Industries o Salt Lake/Prove

In migration=1,415 Out migration=982 Migration ratio=1.44


o Austin In migration=3,528 Out migration=1,395 Migration ratio=2.53

o Raleigh In migration=1,863 Out migration=648 Migration ratio=2.88


o New York In migration=3,486 Out migration=4,125

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AGENDA ITEM DISCUSSION Statewide Economic Information (cont) Temporary

Migration ratio=.85 • All Core IT Coding Workers

o Salt Lake/Prove Migration ratio=1.15

o San Francisco/San Jose Migration ratio=4.29

o Austin Migration ratio=3.47

o Raleigh Migration ratio=3.09

o Seattle Migration ratio=3.83

o New York Migration ratio=.73

• Core IT Coding Workers with STEM Degrees o Salt Lake/Prove

Migration ratio=.85 o San Francisco/San Jose

Migration ratio=7.43 o Austin

Migration ratio=2.83 o Raleigh

Migration ratio=6.38 o Seattle

Migration ratio=3.24 o New York

Migration ratio=.60

Summary • The bulk of Utah tech workers are being educated and trained in

Utah • Utah’s tech workers come from all levels of education • Short-term training less-than0bachelors education programs feed

into well-paying tech jobs • Apprenticeships can play a key role in bolstering these unique

outcomes Temporary Assistance for Needy Families (TANF) – Sisifo Taatiti

• TANF Overview o Federal Block Grant administered under the Department of Health and Human

Services o Created in 1996 as a work focused program to move single moms off of cash

assistance or welfare formerly known as AFDC – Aid to Families with Dependent Children

• TANF & DWS o DWS is the pass through state agency in Utah that has oversight of the TANF block

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AGENDA ITEM DISCUSSION Assistance for Needy Families Temporary Assistance for Needy Families

grant o TANF is required to fund a state cash assistance program – in Utah this is the

Family Employment Program (FEP) o TANF is also used to fund other services and programs that help remove barriers

to employment and move families to self sufficiency • Special Projects

o Invest in You Too Career Pathway Program created for single moms on FEP Short term training program in medical device manufacturing Empowerment Days – skills and life training for the workplace Model

• Case management and life skills (DWS) • Employment (industry employers) • Training (SLCC)

Challenges and successes • Many participants involved in domestic violence or recovering

from substance abuse – they saw this as an opportunity to move out of poverty and provide better for their children

• Cohort 1: February – May 2017 o 78% currently remain off cash assistance

• Cohort 2: o 100% currently remain off cash assistance

o Invest in Dads Too – (see attachment) Service description: The recent Intergenerational Poverty Report states

that the highest risk factors for young IGP children include living with a single parent (62%) and parent lacking a job (18% in 2016). A majority of children in single parent homes live with their mothers. These statistics are even more prevalent among families with an incarcerated parent. The Invest in Dads Too program is targeted at serving fathers transitioning out of incarceration or on probation or parole with the intent of providing them with training and employment opportunities an industry of their choice including diesel technician, welding, medical device manufacturing, or tooling.

HEADLINE PERFORMANCE MEASURES • Training completion and job placements • Employment status, quarterly wages • Recidivism

o Statewide arrests o Parole violations/revocations

• Parental involvement, engagement Child support payments

EVALUATION MODEL – Utah Criminal Justice Center • Mixed method – quantitative/qualitative data collection • Process evaluation would include screening tools, program data,

interviews with participants, employers, and program staff • Outcome evaluation will track data and outcomes associated with

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AGENDA ITEM DISCUSSION Workforce Development Outreach Update Workforce Development Outreach Update (cont) Committee Activities and

employment, recidivism, and parental involvement PROGRAM MODEL

• Non-custodial parents • Employers • Training • Life skills/job prep • Case management • Evaluation

MULTI-PARTNERSHIP COLLABORATION: • Department of Workforce Services • Department of Corrections • Utah Criminal Justice Center • Utah State University • Salt Lake Community College • Industry Employers • Office of Recovery Services • Granite Peaks

Workforce Development Outreach Update – Dave Busk (see attachment)

• One-Stop Certifications • Job Fairs

o Orbital ATK o SKF Polyseal

o Amazon

Hired 400; looking to hire 1000 more by end of summer • Collaboration with Technical Colleges with WIOA training • Glass House Project – Incarcerated Veterans

o Call to Action Initial 2 weeks, 61 inmates engaged including four veterans

• Youth o Career Days

more than 3,200 students participated in hands-on activities Committee Activities and Discussion

• Apprenticeships Committee - Carl Brailsford o Focusing on Pre-Apprenticeship Programs o Age requirements for certain apprenticeships o Rep. Winder meeting

Pre-Apprenticeship utilization • Youth Committee - Wally Trotter

o Two key focuses Education & Training Internships

o Lack having youth around the table

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AGENDA ITEM DISCUSSION Discussion Workforce Win Video New Business Public Comment Adjournment

Advertise on a bus • Individuals with Disabilities - Dave Dixon (see attachment)

o Golden Key Awards due date tomorrow o Utah Business Leadership in person training

• Career Pathways Committee - Jake Mellor o Western Pathways Conference o August meeting at SLCC; tour facilities

• Operations Committee - Jim Boyd o Job Seeker Survey

Implemented in Price • Incorporate partners

o Business Outreach Survey Presented to committee this morning submit to Board in October

o One-Stop Logan & Cedar City completed Dates and locations to follow for next certifications

Workforce Win Video

• Training: https://www.youtube.com/watch?v=N8TUK7kq7ZA • USOR: https://www.youtube.com/watch?v=jOnGs1ZY6Tk

New Business

• Year of Technical Education – Jared Haines o Group involved in Tech Force Education o Use as an opportunity to get involved

Public Comment – None Adjournment MOTION: Megen called for motion to adjourn -Jared Haines motioned for adjournment

ADJOURNMENT at 3:00 pm

Next meetings October 11, 2018 From 1-3pm

South County Employment Center, Room 114 5735 S. Redwood Road, Taylorsville, UT

https://www.youtube.com/watch?v=N8TUK7kq7ZA

https://www.youtube.com/watch?v=jOnGs1ZY6Tk

Utah’s Tech Labor Market

Carrie Mayne Research Director, Chief Economist

Utah’s Current Economic Environment

Labor Market Indicators May 2018

Utah Employment Year-Over % Change:

3.5% Employment # Change: 51,900

Unemployment Rate: 3.0%

United States Employment Year-Over % Change:

1.6% Unemployment Rate: 3.8%

Source: U.S. Bureau of Labor Statistics

WINNING…

Utah’s Software/IT Employment 2000-2017

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

80,000

Jan-

00Au

g-00

Mar

-01

Oct

-01

May

-02

Dec-

02Ju

l-03

Feb-

04Se

p-04

Apr-

05N

ov-0

5Ju

n-06

Jan-

07Au

g-07

Mar

-08

Oct

-08

May

-09

Dec-

09Ju

l-10

Feb-

11Se

p-11

Apr-

12N

ov-1

2Ju

n-13

Jan-

14Au

g-14

Mar

-15

Oct

-15

May

-16

Dec-

16Ju

l-17

68,503 as of December 2017

Employment Growth Rates, 2002-2017 Ja

n-02

Aug-

02

Mar

-03

Oct

-03

May

-04

Dec-

04

Jul-0

5

Feb-

06

Sep-

06

Apr-

07

Nov

-07

Jun-

08

Jan-

09

Aug-

09

Mar

-10

Oct

-10

May

-11

Dec-

11

Jul-1

2

Feb-

13

Sep-

13

Apr-

14

Nov

-14

Jun-

15

Jan-

16

Aug-

16

Mar

-17

Oct

-17

IT All Industries

Employment Growth for Select Utah Industries, 2002-2017

Jan-

02

Jul-0

2

Jan-

03

Jul-0

3

Jan-

04

Jul-0

4

Jan-

05

Jul-0

5

Jan-

06

Jul-0

6

Jan-

07

Jul-0

7

Jan-

08

Jul-0

8

Jan-

09

Jul-0

9

Jan-

10

Jul-1

0

Jan-

11

Jul-1

1

Jan-

12

Jul-1

2

Jan-

13

Jul-1

3

Jan-

14

Jul-1

4

Jan-

15

Jul-1

5

Jan-

16

Jul-1

6

Jan-

17

Jul-1

7

IT Construction Leisure and Hospitality Health Care

Average Annual Wage Statewide and Select Industries, 2002-2017

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

2008 2009 2010 2011 2012 2013 2014 2015 2016 2017

All Industries IT Construction Leisure and Hospitality Health Care

Industry Wages as a Percent of Utah Average, 2017

175%

107%

42%

87%

IT Construction Leisure and Hospitality Health Care

Utah’s IT Talent Challenges

• Labor Shortages • Brain Drain • Education Pipeline • Industry-Education Partnership • Nimble Training Programs

5,473 5,348 5,007 5,278 5,167 5,514 5,533 5,562 5,537 5,384 4,616 4,461 4,121 4,401 4,144 4,327

367 448 458

373 322 417 503 387 402 433

441 372 284

387 389 342

40 56 65 36 34

63 84 43 55 85

78 43 37

64 56 40

In-State Hires Out-of-State Hires Resident New Hires

Where do Utah’s tech workers come from?

51% 49% 51%

30% 33%

67%

75%

50%

Non-ComputingOccupations

ComputingOccupations

Bachelor's Degree orHigher

4-Year STEM Degree

In MigrationOut Migration

Source: U.S. Census Bureau, American Community Survey, PUMS.

Characteristics of Utah’s Migrating Tech Workforce

Less than Bachelor's

Degree

Bachelor's Degree or

Higher

Less than Bachelor's

Degree

Bachelor's Degree or

Higher

All Computer Occupations 31.8% 68.2% 48.5% 51.5%

Computer and Information Research Scientists 8.1% 91.8% 100.0%Computer Systems Analysts 26.3% 73.7% 33.2% 66.8%Information Security Analysts 32.4% 67.6% 59.0% 41.0%Computer Programmers 26.8% 73.4% 45.3% 54.7%Software Developers, Applications 15.5% 84.5% 32.0% 68.0%Software Developers, Systems Software 15.5% 84.5% 32.0% 68.0%Web Developers 30.6% 69.4% 40.4% 59.6%Database Administrators 27.7% 72.3% 67.0% 33.0%Network and Computer Systems Administrators 46.0% 53.9% 46.5% 53.5%Computer Network Architects 41.3% 58.7% 64.8% 35.2%Computer User Support Specialists 50.8% 49.1% 73.7% 26.3%Computer Network Support Specialists 50.8% 49.1% 73.7% 26.3%Computer Occupations, All Other 43.6% 56.3% 65.2% 34.8%

United States Utah

Educational Attainment for Computer Job Holders, Utah and United States

Summary

• The bulk of Utah tech workers are being educated and trained here in Utah

• Utah’s tech workers come from all levels of education

• Short-term training less-than-bachelors education programs feed into well paying tech jobs

• Apprenticeships can play a key role in bolstering these unique outcomes

INVEST IN DADS TOO: FATHERHOOD ENGAGEMENT PROJECT Service Description: The recent Intergenerational Poverty Report states that the highest risk factors for young IGP children include living with a single parent (62%) and parent lacking a job (18% in 2016). A majority of children in single parent homes live with their mothers. These statistics are even more prevalent among families with an incarcerated parent. The Invest in Dads Too program is targeted at serving fathers transitioning out of incarceration or on probation or parole with the intent of providing them with training and employment opportunities an industry of their choice including diesel technician, welding, medical device manufacturing, or tooling.

EVALUATION MODEL – Utah Criminal Justice Center 1. Mixed method – quantitative/qualitative data collection 2. Process evaluation would include screening tools, program data,

interviews with participants, employers, and program staff 3. Outcome evaluation will track data and outcomes associated with

employment, recidivism, and parental involvement

HOW ARE WE DOING?

Children living in single parent households are at risk for intergenerational poverty. One way we can address this risk factor is providing a way for non-custodial parents to financially support their children and re-engage with their children in healthy, positive, productive ways.

HEADLINE PERFORMANCE MEASURES 1. Training completion and job placements 2. Employment status, quarterly wages 3. Recidivism

a. Statewide arrests b. Parole violations/revocations

4. Parental involvement, engagement a. Child support payments

PROGRAM MODEL

MULTI-PARTNERSHIP COLLABORATION:

• Department of Workforce Services

• Department of Corrections

• Utah Criminal Justice Center

• Utah State University

• Salt Lake Community College

• Industry Employers • Office of Recovery

Services • Granite Peaks

May - June 2018- Governor’s Committee Meeting & Business Relations

May – June were busy months for the Governor’s Committee and Business Relations. Our team has been working on both the Sephora and WinCo partnerships and the details of those partnerships. We had a Governor’s Committee in May and discussed the upcoming UTBLN summit and Golden Key Awards. Both Golden Key nomination and Walmart Golden Key Scholarship have been shared with the community. We have presented to the ASPIRE group and coordinated a business panel. Also, presented to PJ United, A-1 Sprinkler and DHRM. We assisted with JPD conference in June, helping coordinate the conference and speakers for the conference. Participated in the Disability and Health Summit, APSE Reverse Job Fair, Goldman Sachs Disability Interest Forum event, National ADA Symposium and other items. UTBLN has done a webinar on Mental Health in May and an in person training on Mental Health in the Workplace in June at the Salt Lake Chamber. We have also been discussing a potential marketing campaign in partnership with the UDDC. Leah also presented at the National ADA Symposium in Pittsburgh on the Benefits of Disability Inclusion for Business Partners. Upcoming events:

1. Business Relations Events a. Employer Workshop September 11, 2018

i. Visit https://jobs.utah.gov/usor/vr/employer/events/workshop.html for more info and to register

b. Work Ability Job Fair October 3, 2018 i. Visit https://jobs.utah.gov/usor/vr/employer/events/jobfair.html for

more info and to register 2. August 16 , 2018: Morning seminar SL Chamber, 8:30-10:00 Avoiding the Drama Cycle

contact Leah Lobato at [email protected] or 801-887-9538 with questions. 3. UTBLN Summit and Golden Key Awards October 16th, sponsorships and tickets

available. Nominations due July 6th, Golden Key Scholarship applications due July 16th

https://jobs.utah.gov/usor/vr/employer/events/jobfair.html

mailto:[email protected]

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