South Central Workforce Development Board
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Quarterly Newsletter
September 1, 2024 - Volume 2 - Issue 3
Announcements
SCPa Works received $75,000 from Comcast Corporation and the U.S. Conference of Mayors (USCM)
2025 Board of Director Meeting & Committee Meeting Dates
Inside This Issue
Read more Customer Success Stories
Check out our Industry Partnership Spotlight
Learn more on South Central PA Economy Overview and Job Posting Analytics PG.
Upcoming Committee & Board Dates
Administration and Finance Committee Meeting
October 24, 2024, at 8:30 am
Youth / Program Committee Meeting
October 29, 2024, at 8:30 am
Executive Committee
Meeting
October 31, 2024, at 8:30 am
Board of Directors
Meeting
November 7, 2024, at 8:30 am
All Committee Meetings are held at 4201 Crums Mill Road, Suite 100A, Harrisburg, PA 17112. The November 7, 2024, Board of Directors Meeting will be held at Commonwealth Charter Academy – 1 Innovation Way, Harrisburg, PA 17110
SCPa Works Employee Anniversaries
SEPTEMBER
Samuel Ortiz, Evaluation and Impact Officer 1 YR
Shauna Ventress, Program Officer 1 YR
OCTOBER
Katie Conaway, Office Manager 2 YRS
Ralph Wolf, Director of Finance 1 YR
NOVEMBER
Hillary Lyle, Director of Strategic Initiatives 6 YRS
Saranne Miller, Policy Manager 3 YRS
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NEW SCPa Works Employee
WELCOME TO THE TEAM!
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Stacy Keller, Staff Accountant
Stacy Keller joined SCPa Works as the Staff Accountant on July 29, 2024. Stacy lives in Richland with her husband, Kevin and two sons, Connor 17 and Nathaniel 13. Stacy and her family added to the family by rescuing an American Staffordshire Terrier named Bradley. Stacy received her Associates degree in Accounting from Thompson Institute. She also attended Albright College where she received her Bachelor of Science degree. Stacy has spent most of her professional career in non-profit accounting. Stacy enjoys spending time with family, reading, disc golfing, mini-golfing, and movies. Stacy is really excited to join the SCPa Works team and to be a small part of helping our communities.
PA Secretary of Labor and Industry Nancy Walker Visited Capital Region PA Careerlink®
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GREAT NEWS!
SCPa Works Expands Digital Literacy Access in South Central with Over $250,000.00 in New Investments
At the 92nd annual June meeting of the US Conference of Mayors, USCM and the Comcast Corporation announced the 10 city winners of the Talent for Tomorrow: Digital Equity Challenge. SCPa Works and York City Mayor Michael Helfrich were present to accept York’s $75,000 award in the small city category.
The program, Digital Equity for Justice-Impacted Residents, will expand on successful pre-existing digital literacy programming to focus on enhancing digital skills among justice-involved residents, and features collaboration between workforce, corrections, reentry providers, and human service organizations. Services will be provided both pre and post release with those currently incarcerated at York County Prison able to participate in employability workshops and virtual reality career exploration.
In addition to the USCM and Comcast award, SCPa Works was also awarded two Department of Labor and Industry Digital Literacy grants to serve Dauphin, York, Cumberland, Perry, Adams, and Franklin counties. The Dauphin and York grant will focus on serving justice-impacted residents. For Perry, Adams, Franklin, and Cumberland SCPa Works will partner with the Employment Skills Center of Cumberland County to provide digital literacy and computer skills instruction to individuals who wish to up-skill in order to be competitive in today’s workforce. The digital literacy program at ESC was established in 2021 and to date has served almost 200 individuals in Cumberland, Perry, and surrounding counties. Participants receive quality instruction in six core content areas and have access to workshops that focus on specific digital skills areas. The continuation of this program is vital in order to meet the needs of job seekers and employers in Southcentral PA. Participants in this program will leave with increased digital literacy skills, employability skills, and the tools necessary to successfully enter the workforce.
Click here to read the full press release.
Entrepreneurial Approaches for Workforce Boards: Strategies from South Central PA Works
“Tune in to the latest episode of Workforce Central, the official podcast of NAWB, with guest, CEO of South Central PA Works, Jesse McCree.
Jesse addresses workforce development innovation and offers insights from his nearly eight-year tenure leading an influential board that spans eight counties in central PA.
The conversation delves into South Central PA Works pioneering strategies, including fair chance hiring initiatives and community access points. Jesse also recounts his path into the workforce development field and shares how his organization is harnessing data, fostering agility, and embracing technology to address future labor market challenges.”
Click here to listen to the Podcast
The Need for Innovation in the Time of WIOA Reauthorization
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A little more than nine years ago, the Workforce Innovation and Opportunity Act (WIOA) was passed by Congress and then-President Obama, ushering in a new era of the publicly funded workforce development system. The new law made many changes and updates to the Workforce Investment Act (WIA), including the name change: adding innovation to the bill may not have seemed like a major move at the time, but lawmakers and workforce board leaders both hoped that the new law would provide more flexibility, more agility, new ideas, and perhaps even more funding to go along with it.
Fast forward nine years and we’re now faced with the prospect of reauthorizing WIOA in the face of even less innovation that what we’ve had at our disposal in the past decade. As we approach the anticipated reauthorization of WIOA, it is critical to address the challenges local workforce boards, including SCPa Works, are likely to face amidst potential funding cuts and increased regulatory pressures. Current bills in both the House and the Senate combine more restrictions, less flexibility, and potentially significantly less funding for employment and training services for our workforce.
At a time when we all could use more innovation, the current bill is concerning for SCPa Works and others for several reasons:
1. Impact of Funding Cuts
The potential for funding cuts under the new WIOA reauthorization poses a significant threat to the operational capacity and service delivery of local workforce boards. These reductions could lead to:
- Program Reductions: Essential programs like job training, apprenticeship initiatives, and support services might face scaling back or elimination, directly impacting our ability to serve the community effectively.
- Staffing Challenges: Funding constraints may necessitate workforce reductions within our own organization, hindering our capacity to manage programs, provide guidance, and maintain essential community outreach efforts.
- Reduced Support for Vulnerable Populations: Groups such as youth, veterans, and individuals with disabilities, who rely heavily on our services, would suffer the most from diminished resources, exacerbating existing inequities in the labor market.
2. Navigating Regulatory Pressures
With the reauthorization process likely bringing increased regulatory scrutiny, local workforce boards must adapt to more stringent compliance requirements. Key challenges include:
- Administrative Burden: Enhanced reporting and documentation mandates will require additional administrative efforts, diverting resources from direct service provision to compliance management.
- Flexibility Constraints: New language (such as the requirement to spend 50% of all WIOA on training) may limit the flexibility needed to tailor programs to local labor market demands, impeding our ability to innovate and respond swiftly to emerging workforce trends.
3. Strategic Responses and Recommendations
To mitigate the risks associated with WIOA reauthorization, SCPa Works must adopt strategic measures to sustain and enhance our workforce development initiatives.
Recommended actions include:
- Advocacy and Partnership Building: Engaging in proactive advocacy with federal and state legislators to highlight the critical importance of sustained funding and flexible regulatory frameworks. Strengthening partnerships with local businesses, educational institutions, and community organizations to leverage resources and support.
- Operational Efficiency: Streamlining operations to enhance efficiency, including leveraging technology for program delivery and administrative tasks. Exploring alternative funding sources, such as grants, private donations, and public-private partnerships, to supplement WIOA funding.
Jesse McCree, CEO – SCPa Works
Policy and Advocacy
Governor Shapiro signed a budget for FY 2024-2025
On July 11th, the Governor Signed a $47.589 billion budget that represents an increase of $2.72 billion.
Here are some quick workforce budget highlights:
- The Apprenticeship line item saw a +$2m increase, totaling $12.5m.
- Career & Technical Education received a +$25m increase, totaling over $144m. Additionally, the Career & Technical Education Equipment line item saw a +$5m increase, totaling $20m.
- K-12 Basic Education received a +$285m increase, Community Colleges received +$15.698m increase, & PASSHE State Universities received +$35.137m increase.
- Under DCED, the Workforce Development line item saw a +$7m increase.
Where some improvement could have been made:
- Industry Partnerships remained flat-funded at $2.8m
- Schools to Work remained flat-funded at $3.5m
- Adult & Family Literacy Education remained flat-funded at $16.3m
Other points of interest:
- Pre-K Counts & HeadStart saw increases of +$15m & +$2.7m respectively.
- The Student Teach Stipend program launched last year doubled in funding to $20m.
WIOA Reauthorization Update (from U.S. Conference of Mayors)
On Friday, June 21, Senate Health, Education, Labor, and Pensions (HELP) Committee staff provided a top line briefing on the discussion draft of their bill to reauthorize the Workforce Innovation and Opportunity Act (WIOA). USCM Workforce Development Council (WDC) members in attendance at the WDC Annual Meeting in Kansas City participated on the call. In the briefing, Senate staff requested specific comment on the draft by way of line-by-line replacement language for their legislative text before they finalize the bill.
Although the bill does not contain the 50% training mandate for all Title I Adult and Dislocated Worker funds that USCM opposed, which is a positive development, the Senate’s draft proposal doubles down on local area designation language in the House-passed A Stronger Workforce for America Act (ASWA) by giving governors even more power to consolidate and/or restructure local workforce development areas (LWDAs).
Additionally, the Senate discussion draft allows for an additional 10% of Title 1 funding for statewide activities to be set-aside for either Industry/Sector Partnerships or employer-based training activities. This clearly further limits funding to cities to address their needs and/or initiatives.
The Senate is accepting specific legislative language edits with the option to provide context and broader recommendations to streamline language. Below is a link to the Senate WIOA feedback template. The deadline for Senate comment is Friday, July 5th, at 5 p.m. ET.
Click here to access the discussion draft.
YOUTH EARN & LEARN PROGRAM SUCCESS
SCPA Works and PA Careerlink® offered a new program called Summer Earn & Learn. The program provided students in the South Central Region ages 14-24 the opportunity to experience work readiness training and paid work experience. Businesses across our region provided students with work-based learning opportunities.
“All participants enjoyed their experience and appreciated the guidance they received from the employer. At Party Palooza, one young man said he appreciated working with an entrepreneur because he wanted to own his own business one day. Through his experience, he received guidance in marketing from an experienced entrepreneur that he can use for his own business.”
-Nicola Overton, Program Officer – SCPa Works
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EARN & LEARN PROGRAM
EMPLOYER FEEDBACK
“This has been our second year with the Summer Earn and Learn Program. The program has been beneficial not only to the youth engaged in the program with us, who have the opportunity to build skills while earning a paycheck but to our organization as well. We’ve benefited from our interns’ energy and knowledge of developing communication and technology trends as much as they have benefited from our training in customer service, marketing, and event production. Insightful questions from our interns about our best practices in areas like social media have led to better applications of those practices. We highly recommend the Earn and Learn program!”
– Katherine Perkowski – Director of Marketing & Administrative Services, Luhrs Performing Arts Center (Cumberland, Pa)
“I love everything the Earn and Learn Program offers for those who may not be old enough for work opportunities, but have an opportunity to learn essential skills. These teenagers love to earn their own money, while at the same time learning how to manage their time and budget. Some of the feedback I have gotten from the participants is that they are learning more about themselves and their abilities than they knew before working with us. I believe this program should remain as long as possible.”
Jayson Davenport – Director, Bright Minds (Harrisburg, Pa)–
“Never a doubt that a small group of thoughtful, committed interns would have made an impact on our organization. They have allowed us to enhance our services to our community as well as allowed our staff to teach them a skill. The earn and learn program is a cherished partnership.”
– Christina Johnson – Executive Director, Tri-County OIC (Harrisburg, Pa)
Adult Updates
New EARN Think Tank Workshops
EARN recently began think tank sessions with participants to gauge their satisfaction with the program and give them an opportunity to give feedback on things they would like to see us work on in the future. Here are the questions and answers:
Question: How has the program impacted your overall well-being?
Answers:
Positive impact. I can see above water and have goals that I can attain. Interesting, fun, perks
Learned about additional resources
More goals, confidence building/
Stay with you after you achieve goals
Nice program. I like the program and the people
Question: What specific goals or needs were you hoping to address by joining this program? Were these goals met?
Answers:
Find employment and keep employment
Transportation/childcare some of these goals have been met
Childcare, professional clothes
Going back to school
Question: Can you describe any significant changes in your life since participating in the program?
Answers:
Better time management, diet, budgeting, helping achieve certificates, interview and resume assistance, and more professional skills
Life hasn’t changed, but I have started to be more open with my feelings
Question: How would you rate the quality of the services provided? Out of 5.
Answers:
5
3
4
5
4
Question: Were the services easy to access? If not, what barriers did you encounter?
Answers:
Overwhelming responses of ease of service
No barriers listed.
Question: How satisfied are you with the communication and support provided by the program staff? Out of 5.
Answers:
Very satisfied, appreciate the availability
5
5
5
5
Question: Have you acquired any new skills or knowledge through the program? If so, can you provide examples?
Answers:
Time management, prioritizing, budgeting, managing anxiety, goal setting, actually achieving goals, hope, opportunity to receive certificates and resources, ability to express emotions, financial management
EARN In-house Credentialing and Laptop Program
Since the introduction of in-house credentialing, EARN has been able to enroll 17 students into industry-recognized OSHA, Warehouse Management, and ServSafe certifications. Of those 17 enrollments, 14 students have successfully completed the program. Each student receives a new laptop and $100 in gift card incentives as a completion bonus. Moving into September, we have an additional 5 students already signed up!
Community Access Points (CAP)
Over the past year, our outreach initiatives aimed to connect with individuals across our region. These efforts focused on raising awareness and engagement with the PA CareerLink® ecosystem while enhancing workforce development programs and the pipeline of qualified candidates to employers. This report outlines efforts from community events, targeted campaigns, and partnerships with local organizations.
Key Achievements
Community Engagement:
Reach: The Outreach Team engaged with over 20,000 PA CareerLink® participants across the South-Central region. This includes direct interactions through events, workshops, and community meetings. Greater than 90% of those engagements were new PA CareerLink® accounts.
Events: 40+ career fairs, informational sessions, and local events
Partnerships: Established partnerships with 70+ local organizations, schools, and businesses, enhancing the PA CareerLink® reach into the community. 235 new employers posted almost 400 jobs.
Program Participation:
Workshops and Events: Conducts employability workshops within community organizations to provide comprehensive service on demand. VR presentations are often used to boost engagement and provide exposure to career exploration.
Engagement: Workshops include guest speakers from local businesses who provide industry insights and pathways to employment. Ten percent of engaged participants successfully enrolled in various programs through the CWDS referral system.
Digital Reach: Campaigns run across social media sites (Facebook, Instagram, LinkedIn) have reached ~18,000 accounts, with over 20% of users interacting with content (impressions, link clicks, page visits).
Feedback: Received positive feedback from participants, with notable mentions of increased community spirit and improved local services. Stronger relationships with local businesses, leading to better alignment between employer needs and candidate skills.
Challenges and Solutions:
Challenge: Addressing rural areas.
Solution: Enhance partnership with community centers to increase accessibility and visibility in underserved areas by leveraging technology capabilities.
Strategic Insight: Outreach staff are fitted with technology to provide mobile PA CareerLink® services. The relationship with community centers facilitates connections providing affiliate locations serving rural areas. Continued investment in these approaches is crucial to serving these communities.
Challenge: Increase collaboration with organizations to broaden impact and support more effectively.
Solution: This is accomplished by investing in their vision, working toward the common goal of impacting the community, and utilizing shared resources.
Strategic Insight: Given the significant barrier of transportation, there is an opportunity to further the goal of meeting individuals where they are. Utilizing the CAP model, PA CareerLink® staff can meet with participants in a location that is more convenient than the PA CareerLink® center. This encouraged collaboration can open the door to more resources available to the participant.
Challenge: More targeted messaging to diverse demographic groups.
Solution: In addition to all-encompassing community events and messaging, attend events with more tailored messaging to address the specific needs of the event.
Strategic Insight: Increase awareness through targeted marketing campaigns and outreach to ensure broader visibility for specialized initiatives.
Recommendations:
Improve Data Collection and Analysis: More robust and organized data collection methods and analytics to better understand outreach impact and optimize strategies.
Participant Follow-Up: Implement systematic follow-up procedures to ensure referrals land and offer additional support.
Staff Training and Development: Outreach efforts should align with local economic development goals and industry trends. We will collaborate with local economic development specialists to align efforts with regional needs and emerging trends.
Conclusion: The Outreach Team has achieved notable success across the South-Central PA region. By leveraging the insights gained and addressing the identified challenges, we can build on this momentum and further enhance our community impact.
Next Steps: Review and incorporate strategic insights. Continue to monitor and evaluate program effectiveness and community feedback.
Success Stories
ABDELLAH'S STORY
Abdellah moved to Cumberland County, Pennsylvania, in 2008 and obtained employment as a Manufacturing Operator at a warehouse in Carlisle. He showed up to work every day and worked 10-12 hours a day, sometimes 7 days a week, to provide for his family. In 2017 he was promoted to Shift Lead. He proudly helped train new employees and ensured business ran smoothly every shift he worked. Sadly, in February 2024, he learned the company was closing its doors, and all employees were being laid off. Abdellah was lost and didn’t know where to turn.
He had never heard of PA CareerLink® before. However, Rapid Response came in and met with all employees affected by the upcoming closure and informed them of all the resources that PA CareerLink® has to offer. Abdellah walked into PA CareerLink® in Cumberland County feeling nervous and hesitant, but he stayed and attended orientation, and ultimately enrolled in the WIOA Program as a Dislocated Worker.
When I first met Abdellah, he shared his fears and worries as he was the sole provider for his family. As his CA, I could tell from the start that he was a hard worker. Abdellah expressed interest in obtaining his CDL. He stated that it has been a dream of his for a long time. CA reminded him that training is not guaranteed, but he remained determined. He showed up on time for every appointment and always came prepared. I recommended him for CDL training, and after 3 months of anxiously awaiting an answer, we finally got the go-ahead to proceed down the CDL training pathway. Abdellah enrolled in CDL training in July 2024 through HACC. Abdellah struggled at first with the Behind the Wheel portion of his training. But he showed up every day with a positive attitude, and on August 5, 2024, I received his certificate of completion from HACC.
When Abdellah met with his CA on August 7, 2024, he brought his CDL to show his CA. He shared with me that he did not think he would ever be able to achieve his dreams. Abdellah started this journey feeling defeated, but through hard work and commitment, he realized that anything is possible and that dreams do come true.
JOHN’S STORY
John enrolled in the WIOA program, hoping to enter the trucking industry. He has had two sons, both truck drivers, for over three years. After a layoff, he realized he needed an opportunity that offered job security.
He was able to obtain his CDL permit, drug test, and DOT physical. John remained on task with all requests to complete the requirements for CDL training. He chose to attend the York County School of Technology for his training. Once he completed the training and obtained his CDL with ease, he found a job within the month of being certified. This is outstanding, considering most companies are choosing not to hire CDL drivers fresh out of training. He started employment in June with KBS Trucking making $22.30 an hour.
CHASE’S STORY
Chase Butler’s journey with the EARN program is nothing short of inspiring. Enrolling on March 6, 2024, Chase entered the program with a clear goal in mind: to advance her career and secure a better future for herself. Armed with determination and a drive to succeed, Chase embarked on her educational journey at Harrisburg Area Community College, where she pursued the CDL Class “A” Behind the Wheel Training.
From the beginning, Chase approached her studies with dedication and enthusiasm. She tackled each lesson with determination, absorbing knowledge and developing her behind-the-wheel skills. Despite the challenges she faced along the way, Chase remained undeterred, pushing herself to excel and surpass expectations.
On May 16, 2024, Chase achieved a significant milestone as she completed her CDL Class “A” Behind the Wheel Training. With her newly acquired credential in hand, Chase wasted no time in showcasing her accomplishment to her Career Advisor, demonstrating her commitment to her professional development.
But Chase’s journey didn’t end there. Recognizing the importance of a well-crafted resume and the value of career guidance, Chase eagerly participated in a one-on-one workshop with an EARN facilitator to refine her resume and explore her career prospects further. Armed with newfound confidence and clarity, Chase embraced the next step in her journey: job search assistance.
Now, with the support of the Business Service Team, Chase stands ready to embark on the next chapter of her career. Fueled by her passion, determination, and unwavering support of the EARN program, Chase is poised to achieve even greater success in the days ahead.
Chase Butler’s story is a testament to the transformative power of education, perseverance, and community support. Through hard work and determination, she has overcome obstacles, achieved her goals, and set herself on a path to a brighter future. With her sights set on success, there’s no limit to what Chase can accomplish.
Industry Partnership Spotlight
Manufacturing Industry Partnership
IT Industry Partnership
Construction Partnership
Welcome to our latest edition of South Central’s Industry Partnerships!
We’re excited to highlight some of the Industry Partnership Employer Learning Series from this past year for the IT, Construction, and Manufacturing Industry Partnerships.
Employer Learning Series provides grant-funded, no-cost training for employer industry partnership members to learn about the latest insights and resources to support current workforce needs. These series focus on helping employers shape a diverse and DEI workplace and create a new pipeline of workers from populations such as justice-impacted individuals, women, and English as a second language individuals. Some class highlights are:
Employee Recover-Ready Workforce Series for York County Employers
A four-month learning series will support and retain recovery employees for long-term retention. Learn best practices, build partnerships with York County treatment and workforce organizations, and learn from peer employers. We are starting this fall.
Fair Chance Employer Learning Series
Modernize HR practices by aligning employment practices with Fair Chance goals, including recruitment, interviewing, and background screening. Build talent partnerships with local reentry and workforce organizations. Learn best practices from peer employers.
Bridging Language Barriers
This class equips employers with tools and strategies to improve communications in a multilingual workplace and support the development of employees’ English language skills.
AI with a DEI Lens Series
We have provided employers with the tools, resources, and community to build more inclusive and equitable hiring practices and, with the help of AI, create a meaningful impact in the technology sector.
Thank you to the employers for participating in our Employer Learning Series. Together, we’re making strides toward a more inclusive, innovative, and diverse workplace.
Are you interested in joining one of our industry partnerships? Contact Cynthia Picht, SCPa Works Industry Specialist, at cpicht@scpaworks.org.
Economy Overview
- As of March 2024, the Regional Labor Force Participation Rate is 63.61%, a slight upward trend from 62.62% rate displayed in the last quarter
- As of July 2024, the Region’s unemployment rate is 3.0% slightly above the rate of 2.8% during the month of April 2024. The rate in the State of Pennsylvania is 3.4%The Region’s Unemployment Rate is 2.8%, below the State’s Unemployment Rate of 3.4%
Job Posting Analytics
- 24,145 jobs with an average wage of $56,200 were posted among 2,875 employers
- The average length of a job posting in the SCPa Region is 18 days
- 28% of job postings over the past 90 days require no more than a High School Diploma or GED
- 20% of job postings over the past 90 days require a Bachelor’s degree
- 36% of job postings over the past 90 days require no more than three years experience
- UPMC, WellSpan, The Commonwealth of Pennsylvania, The Pennsylvania State University, and The Giant Company have posted the most job openings in the SCPa Works region
Definition of Employer Concentration (Location Quotient), as provided by Lightcast:
Locationquotient (LQ) is a way of quantifying how concentrated a characteristic of a particular region iscompared to the nation. These characteristics could be an industry’s or occupation’s share ofemployment, resident demographic, online profiles or job postings. The LQ is the calculation thatreveals what makes that particular region “unique” in comparison to the national average.
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Contact Us
- 4201 Crums Mill Road, Suite 100A, Harrisburg, Pa 17112
- 717-236-7936
- info@scpaworks.org
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Auxiliary aides and services are available to individuals with disabilities. Equal Opportunity Employer/Program