10:10:11 Northern Virginia Community College labor market initiatives and the workforce divisions analytic tools and masters of data over at NOVA who agreed to help us in that mission.
10:10:13 So, thank you so much to Tucker for for agreeing to speak with us today, and I believe you should have the power to share your screen Tucker, but I know I was given host duties last second.
10:10:29 So I just want to confirm that that you're not having trouble with that.
10:10:35 No, I think it's, I think I should have it so I can go ahead and start sharing it. Ready. Yeah, that sounds great. Thank you so much. Okay.
10:10:44 All right. So hopefully, you should be seeing three now let me know if not,
10:10:52 but yeah thank you a lot of them thank you to the rest of the team for having me. As always, again, community calls, Nova, really appreciate this partnership, and as always happy to assist in whatever way we can.
10:11:09 And so in this particular case, I'm happy to speak a little bit about, you know, the labor market trends for our northern Virginia region. I put trends and troubles there.
10:11:24 I don't have troubles is the is the best word I kind of like the alliteration. But I do think that, you know, as you'll see, there were an interesting time and, as I'm sure you all are aware and interesting time in terms of our labor market, there's a
10:11:38 lot of challenges. and a lot of those are particularly unique given what's creating those challenges, which is coded ongoing.
10:11:51 So I'll jump right in here.
10:11:54 Just one second. Let me move things around that are set up.
10:12:01 Okay, so I'm sure, hopefully all of you are aware of who we are and what we do, that is a quick overview. And as Eliza noted, Northern Virginia Community College, our labor market research team.
10:12:20 Basically our role is to collect compile analyze, economic and workforce data for the region, and obviously a big piece of that is using that to inform our program offering our business engagement efforts, working with students to help inform our own
10:12:37 students of their career navigation, or helping career advising for them and then, obviously, you know, offering that up in terms of our partnerships with folks in the community like yourself.
10:12:51 And of course I balls. all these sorts of great data points occupations employment wages job posting skills, all get into all of you know, those in depth here in a second.
10:13:04 Before I do we always like, I always like to start with, you know, just a quick, quick, high level glance at the labor market, or the demographics of the Northern Virginia region.
10:13:15 Just a quick glance.
10:13:17 So our population, about two and a half billion as the 2020 sunset.
10:13:24 We are about 30% of Virginia's population, 40% of the DC metropolitan areas population, average about 1.3% growth the annually over the decade, which is quite high.
10:13:40 That means about 32,000 new residents annually on average and some of you might be aware.
10:13:46 A lot of those new residents.
10:13:50 Aside from, you know folks being born kind of natural increase what we call you know that natural turnover, we actually see net out migration in terms of the folks that live here, more folks are moving out of our region, then moving into other parts of
10:14:07 of the country and so a large part of our growth feel it has been international folks moving in, so be curious to see how that continues as we get more numbers for 2021 and going forward with coven everything but that's kind of part of the driver of our
10:14:24 growth, total employment as a core to just the most recent what we have is 1.3 million. Obviously the largest sector their industry sectors professional services which contains things like computer systems design.
10:14:45 Legal accounting.
10:14:44 Scientific and Technical Services all those sorts of things, makes up almost a quarter of the job market or a little over a fifth and computer system Society of course is the most highly concentrated industry in the region industry group that is, and
10:15:00 that location question Lq is essentially the share of employment that industry has compared to the share of its share of employment and national level so we have about six times this year of work.
10:15:17 Computer Systems Design employment and I industry makes up about six times the size of our popular of our employment as it does at the national level.
10:15:25 That makes sense. So, part of the reason why that tends to, you know, have a lot of air time in the region, median annual wage about 66,000. However, of course our cost of living is about 57% higher than the US average.
10:15:41 So, a higher meeting any wage, but a lot more of that goes towards those sorts of things like housing, food, gas and those sorts of things.
10:15:52 And the unemployment rate. As of November was 2.3% quite low.
10:16:02 Oh, vs 3.6% for the entire metro area, and 3.9% across the United States.
10:16:10 So, again, to some of the trends that, you know, we're continuing to look at, since the start of the pandemic and you know obviously the top line is employment.
10:16:22 So this was looking at the percentage change in total employment. From January 2020, so the start of 2020 before the pandemic happen. And you can see here, obviously is a large drop off in March and April following the outbreaks of the pandemic and then,
10:16:41 you know, relatively quick recovery, up through the end of last year, another drop off with some of the new variants, and then I think a more moderate kind of steady increase since then.
10:16:57 Northern Virginia and the US as a whole.
10:17:00 We've, you know, at this point, largely recovered I think a lot of the employment that we had prior to the pandemic and again that's just total number of jobs.
10:17:12 So those jobs.
10:17:14 You know, so, relatively steady body so that's only part of the picture.
10:17:20 You know the other thing we look at of course is the unemployment rate, again, quite low ball has historically been lower than the rest of the metro area and nation as a whole.
10:17:32 We jumped up a little bit more that so the pandemics and the rest of the region but obviously it's falling, a lot quicker.
10:17:41 So, unemployment, extremely low, you know, below that what you know economists would call the natural rate of unemployment.
10:17:50 But I think, as this pandemic highlighted.
10:17:53 You know unemployment is a good top line number but it doesn't tell the whole story, because as we seen.
10:18:07 You know, unemployment is low jobs have come back, but people are continuing to stay out of the labor force. So again the labor force is the total number of people that are either employed or unemployed and to be unemployed.
10:18:15 That means that you don't have a job but you're actively working for them. Right. So folks that are not in the labor force are individuals that are have been discouraged.
10:18:26 So given up looking.
10:18:28 Maybe they have fallen out due to other commitments, so obviously a big piece of this pandemic dropping the labor force participation rate or labor force participation overall has been individuals having to stay home for childcare duties right with all
10:18:47 the uncertainty in our schools.
10:18:50 Even with some schools being back in person, you know, a parent might have to stay home in order to take care of that kid if maybe they, you know, there's a contact at school they have to stay home.
10:19:01 So that's been a huge piece of that as well. So, yeah, so you can kind of see that here, this is the percent change in the labor force from the 2019 average.
10:19:16 So then you can see the large drop off some ups and downs here and there, but whereas, you know, the United States, still down, but, you know, by.
10:19:29 percent or less, our region is still down quite a bit.
10:19:33 So, even if unemployment is really low, the number of people that are out of a job, are looking for work, the number of people who may be out of a job and not looking is still much lower, which is I think part of what's led to the particularly tight labor
10:19:53 market that we've seen, right. There are, there's still a significant shortage of that labor supply to try and meet the increasing demand, as you know, Businesses have to look to reopen and or expand.
10:20:08 So that's that's part of the picture. And then of course, you know, one number.
10:20:14 We've heard a lot of recently is the number of people quitting their jobs.
10:20:34 The record highs right and this is of course everything, you know, we've come to know is the great resignation in the media.
10:20:28 Here you can see, at least at the national level, the total number of employees that
10:20:38 quit their job, each month. This is the total on thousands.
10:20:42 So as of November and another, another you know record high, about four and a half million.
10:20:50 So, obviously, you know, there's a lot of not only, you know, a shortage in terms of labor supply there's a lot of turn going on. And part of that, you know, just for adding contacts, we can also look at the number of hires occurring each month.
10:21:08 So you can see, it's not quite as bit it's probably on par for where things were prior to the pandemic.
10:21:17 But still exceeds the number of quit right so people are quitting, but they're not necessarily dropping out of the labor force, or,
10:21:27 you know, staying on employed likely there's no quitting and they're moving into other jobs right so this is the kind of turn that we're talking about.
10:21:37 So, not a lot of additional supply coming in a lot of movement around in terms of what we're seeing.
10:21:45 So again, these are national numbers. Unfortunately, We don't have the same numbers at a local level.
10:21:52 The beer labor statistics which produces them doesn't have them at that level geographic detail.
10:22:00 They do have them by state now kind of experimental estimate of these numbers.
10:22:07 Virginia as a whole largely follows it's a little bit more volatiles you'll see a jumping around a lot more but largely follows for trend we see here, the trends we see here so I haven't necessarily added those in.
10:22:22 And then of course, though, we can break that down and see that not all industries are equal in terms of the level or the increase of the number of people quitting.
10:22:34 So I'm trying something new here hopefully you guys can still see on your on your screen, kind of a bunch of small multiple charts. But, again, I'll be sharing this presentation with you, so you can dig in deep and take a lot closer look afterwards if
10:22:48 you want, but you can kind of see here, everything is on the same scale across the board.
10:22:56 Same years and everything so you can tie a comparative sense of where quits have been particularly high and of course that's an accommodation, food services and retail trade, you can see a lot larger jump in those two.
10:23:09 Although accommodation, food services, maybe unsurprisingly, is always you know quite pie, or at least higher than in other industry sectors right a lot more turnover in that sector, somewhat similarly for retail trade.
10:23:26 But I've also add healthcare here, healthcare and social systems, you know, looks relatively low and they increase doesn't look large, but if we think about that increase in terms of the overall trend.
10:23:42 This actually ends up being relatively large as well.
10:23:46 And so, you know, we've heard that in the news as well, right that turnover is quite high in the healthcare industry, especially more recently, as you know there's been increased burnout and
10:24:01 yeah individuals, you know, looking for other opportunities. And then for comparison we have a couple other industries where in across the nation where it's not quite as high so obviously construction.
10:24:13 That's about on trend for where it was before, professional business services, somewhat higher but not by much perhaps and then obviously government is always quite well.
10:24:27 So to give you a sense of where a lot of that is focused, so you know you probably heard this in the news but to give you kind of visual representation of it right but a lot of the turnover is happening in those service sector jobs frontline service sector
10:24:46 jobs for a number of reasons right part of it, pandemic burnout.
10:24:50 You know, individuals, perhaps realizing they want to look for other opportunities with higher pay or want to do something differently, but then also recognizing the additional power that they might have in a labor market to to command a different job
10:25:05 or higher salary given kinds of tightness right, that lack of supply.
10:25:11 That gives a sense of the at the national level. Unfortunately, again we all have those local level, but I think the trends, kind of hold true here as well.
10:25:21 You know, we don't know unfortunately individuals who are quitting, where they're going to quite yet, right, we don't know those jobs a job flows.
10:25:30 It takes a little bit longer for us to get that data so we don't have a sense of, you know, are they staying in their particular job or field are they going elsewhere to we'll have to wait to see exactly how that shakes out.
10:25:43 So we'll have to wait to see exactly how that shakes out. But the other thing I wanted to bring in here at least at our local level.
10:25:51 And that been asked to share a bit of our recent publication we partnered with the Northern Virginia chamber commerce on was our 2021 workforce index.
10:26:02 So, with this we surveyed about 100 Regional business leaders from across the board in terms of industry.
10:26:11 This is going to be an annual survey so you know hopefully we'll have some longer eventually some launch to no data to be able to look at and provide some good trends as far as, you know, business leader perspectives on some of these on some of these
10:26:24 issues.
10:26:25 But, you know, I think, a couple of high level findings from that speak to some of what we're seeing today, right.
10:26:33 So, out of those folks that we surveyed, about half reported that since the start of 2021, at least, hiring it's been more difficult than usual. I will say, just the timeline on this, we conducted a survey around the middle of last year.
10:26:50 So, again with how fast things are changing. This might might have shifted a little bit, especially, you know, in light of all macaron, but I think, again, adds to this overall narrative.
10:27:03 You know, people are businesses are having a hard time locally as well as nationally, finding the people that they need. And that was even higher. This particular number that 50% ranked higher as a challenge for employers than finding what they're actually
10:27:22 this is what I want to be looking at sorry.
10:27:25 So, you know about 42% indicated that overall shortage of candidates have been a primary barrier to hiring over the past 12 months, and that was even higher than I think what we typically see the top which is a shortage of candidates with the right skills
10:27:39 or education, right, businesses, typically site that is one of their top challenges, finding people in the right skills, right level of education, now it's just finding people at all right, getting people in the door.
10:27:53 Perhaps not surprising.
10:27:54 So what our businesses locally at least doing to try and, you know, work against some of that. These are the top perks and benefits that respondents said that they were offering that were most successful and trying to increase employee retention.
10:28:10 At the top of the list, remote work options, flexible scheduling and generous generous health healthcare benefits so again you know coven kind of behind the scenes at the center of, of all that.
10:28:24 And I think anecdotally, we've even seen this at the college in terms of our own higher that now.
10:28:32 Kids are increasingly asking, what are your remote work policies, and as a state agency.
10:28:39 We all have advanced flexibility there, unfortunately, and so that's, I personally have been on our committee we've lost a couple of people because of that right but again that's for a particular sector I will say that the survey was weighted more heavily
10:28:57 towards businesses into professional services sector government contracting it, that's something that we're looking to get a even broader representation as employers from each sector, but getting a broad representation this next time around.
10:29:16 So we'll see, see what that looks like.
10:29:21 The last piece I wanted to look at in terms of national trends before turning with some more detailed regional information.
10:29:30 So, you know, we can look at the number of credits I think that takes, kind of, that's been kind of taught headline for, you know, past couple of weeks.
10:29:42 But we can also look at another good measure to look at is the number of job openings compared to unemployment.
10:29:49 Right, so the number of job openings is at the end of every month.
10:29:53 The number of open positions that businesses have, again this is at the national level.
10:30:00 And you can see here, the ratio of unemployment total unemployment to the number of job openings.
10:30:09 Has that a. Is that a low, right. So, for every
10:30:15 job opening, there's less than one person that's unemployed that can fill that posting or fill that opening, right. So you have all this turn and how are you going to get new supply and when the market.
10:30:27 Well, one thing is finding those individuals that are perhaps on employed.
10:30:32 And so, you know, obviously that creates extremely tight.
10:30:37 Again, labor market. Just to add to that unemployment number again that differs by industry, so we can see, this is each number is the ratio for that particular industry.
10:30:52 So education construction.
10:31:04 Love arts and entertainment and recreation to certain extent, actually have ratios above one, so again that's more than, you know one person per opening, that's unemployed
10:31:09 So that means that, you know, there's still a fair amount of supply available there for those industries, but again as we get into some of these other professions, you know, professional industries.
10:31:21 In particular, professional business services healthcare system.
10:31:25 The number of openings far exceeds the number of people that are unemployed right now right so that's why businesses hobbies they're having to compete, a lot more for the existing talent is this out there, and why you know people saying, out of, out of
10:31:41 the labor force do the pandemic is going to be such a big piece of the picture going forward,
10:31:49 breaking this down to a little bit
10:31:53 closer level.
10:31:56 I apologize I taking this from a different slide so I thought I still have this is from a presentation for Alexandra advice will have their, their number in here.
10:32:05 But you can see, Northern Virginia, the overall over the year employment change in the top 15 sectors by employment. So this is from quarter one quarter to 2020 is quarter to 2021.
10:32:22 And you can see, you know so little bit of an increase in public administration professional technical services.
10:32:29 But some of these other ones are still down a little bit.
10:32:33 Again, that even that small uptick in professional technical services because of the size and our local labor market, probably makes up for a lot of, you know, employment being down in some of these other areas.
10:32:47 And I think another thing to keep in mind is.
10:32:51 You can see here construction actually highlight this that, you know, even though it's still down slightly across the region.
10:32:59 There are parts of this region, Alexandra Arlington I believe probably controlling the NASA's where that's going to be much higher than you know where jobs are up significantly right so you know that's an area that I think, again, because of you know
10:33:16 that unemployment to openings ratio and, you know, overall growth and number of quits is growing pretty healthfully.
10:33:29 And then finally, the last thing that we can look at is the overall change in job postings for our region.
10:33:37 So, I think you can see here this is the change from the 2019 average.
10:33:42 Whereas, you know across the United States. It's up quite a bit from that, you know where it was pre pandemic.
10:33:49 We're about you know a little about even maybe a little bit below where we were.
10:33:56 So I think we're relatively steady in terms of where employers are at posting for jobs.
10:34:06 But then transitioning a little bit more into i think you know what you all might be especially interested in is looking at, you know, okay, how is the best looks, you know, looking at the entire labor market right, how does this look for some individuals
10:34:20 that we might work most closely with individuals that might have less than a bachelor's degree entry level experience, then, you know, especially and analyze it after this, no security clearance.
10:34:33 You know, such a big piece of employment here, but not as many people have it.
10:34:42 What we're seeing here is the change in the number of postings job posting
10:34:52 indexed to a certain point so basically, the number of job postings in 2015, or 2015, is equal to 100 and this just shows relative change compared to that so it's a way of mapping kind of relative change of each of these despite the total number of postings.
10:35:16 So you can see that posting for positions, requiring less than a bachelor's and even less than a Bachelor's 02 years of experience and no security clearance have continued to grow outpaced all postings in general in terms of growth.
10:35:33 So I think that's somewhat promising right and that maybe speaks to some of the labor market as well, especially in this post pandemic period where because things are so tight that hopefully what we're seeing is a turn towards a willingness, businesses
10:35:48 willingness to consider individuals without as many of those formal educational credentials and off the table that a little bit more in a bit.
10:36:00 But I think you know that's somewhat encouraging a trend.
10:36:06 There's a lot here but again, I'll share so you can dive in deep later.
10:36:12 But why did it take you know break that down a little bit more and look at individual occupation groups, you know where, which occupation groups are we looking at for our region.
10:36:21 So again, this is the Nova service area.
10:36:25 Over the last 12 months that had the largest shares of they're posting at that kind of entry level or entry level of know security clearance level.
10:36:35 So this shows the entire bar is obviously 100% of all postings for jobs not occupation group over that period of time. You can see the total along the side here.
10:36:50 And then what each.
10:36:52 You know, smaller of our shows is the percentage of individuals. So, less than a Bachelor's is everything, including.
10:37:01 Sorry, including the
10:37:07 gold bar and lower right now we can break that down a little bit further and say, for those was less than a bachelor's degree postings that require less than a bachelor's degree but also only required 02 years of experience.
10:37:22 That's everything in green. And then finally, out of those jobs, which ones. Also don't require a security clearance and that's that final line green, as well as the total percentage number there.
10:37:35 So we can see, obviously, and perhaps no surprise food service jobs, maintenance, transportation maintenance and repair all at the top, healthcare, you know, a little less than a third of all those jobs are at that kind of entry level with no security
10:37:54 clearance.
10:37:56 And, you know, you can kind of see look down the list here.
10:38:01 Interestingly Protective Service has the largest share of this is going to be individuals in the entry level but also requiring some sort of security clearances that dark green.
10:38:16 And then we get some of the more from more of the professional services here, and you might notice computer mathematical which generally encompasses a lot of the occupations that we look at in terms of it is down at the bottom, about, you know, one and
10:38:47 percent of those jobs are in this group of less than a bachelor's degrees zero to two years of experience and no security clearance right, which you may wonder, so, you know, we have this all this emphasis, and I think our workforce me in the region on
10:38:52 it employment right it's a good opportunity for individuals, and that might seem pretty low there, but consider that, by far, that category has the most number of job postings right so even though, even if it's only 1% to two ish.
10:39:08 percent. That's out of 100,000 so that's about 1000 posts in the year that we're looking at.
10:39:14 And so I can also say, you know, and this looks at something slightly different from that previous line chart that we showed, but we can also look at the trend in it postings broken down by education.
10:39:28 So again, this is for a different presentation I didn't have the opportunity to update it.
10:39:34 But we can see here the dark green line is the trend in all it job postings relative growth.
10:39:40 Gold is it postings, requiring less than and Associates, even, and then Purple's it entry level.
10:39:49 Those with less than associates and 32 years of experience so again this also is going to include some security clearance.
10:39:56 I can update that piece and send again, but we can actually see that especially post pin dynamic.
10:40:05 You know, I think, growth has actually been somewhat higher, particularly for individuals of lesson and focus group but also with those for those an entry level, right.
10:40:22 So again, I think the encouraging story here is even among it occupation pipe, you know, these professional services, maybe higher skill occupations that.
10:40:29 Traditionally, you know have had higher level of education attached, that there may being, you know, increased willingness to look at individuals who might not have qualified for those jobs.
10:40:38 Otherwise, because of the labor market, that we're in, so perhaps one benefit of the coven. The coven job market here.
10:40:49 Again, this is a separate I can update this, but we can also look at individual it occupations.
10:40:57 Those again, breaking down, based on the level of education or experience that they require.
10:41:08 And, you know, of course we can see data entry is kind of at the top, although you know projected growth, there is somewhat low and, but of course you know the main occupation ethic we're looking at in terms of IP opportunities for those with less than
10:41:23 a bachelor's degree or even less than an associate's degree and not as much experience are computer Support Specialist right so those your Help Desk technicians user support those sorts of things.
10:41:36 Also up at the top.
10:41:39 You know I want to also highlight telecommunications engineering specialists that is going to be included in that computer and mathematical group, but I like we like to include it because that's where we have some of like the data center technician in
10:41:55 our area right which is such a huge piece of our IT industry.
10:42:01 And actually, the education and experience requirements, there are relatively lower as well.
10:42:10 Fear job postings but I think an area of strong growth cool continue to see that increase.
10:42:20 I think just a few, you know, couple more slides here and then I'll turn over some questions.
10:42:26 I did want to highlight the top individual occupations.
10:42:32 By job posting
10:42:36 that are those are the most number of job postings that entry level no clearance.
10:42:44 Right, then this shows the percentage of total postings that those make up the median wage and average annual projected growth for context, average annual growth across all occupations in our region is around point 5%.
10:43:00 So that's average.
10:43:03 And so what I've done here is tried to highlight, you know, a few that stand out the top of this list. Again, this is just the selection, but that have, you know, a high median wage, you know, average, you know, slightly around average projected growth
10:43:19 of course nursing is at the top. But we also have sales, other healthcare occupations include medical administrative assistant, medical assistance.
10:43:34 But then we also see computer user support specialist here, and other kinds of sales agents, as well as some of the other kind of frontline service personnel.
10:43:51 He type expect to see, but give us an idea of, you know, a few of those jobs that are at the top again not an exhaustive list of what we might want to be looking at, but gives a couple of ideas
10:43:58 and
10:44:03 go through these last two pretty quickly.
10:44:07 This is showing
10:44:11 among posting, again, that that entry level, requiring less than a Bachelor's there two years of experience in know clearance.
10:44:19 The skills specialized skill, you know, as defined by burning glass, trees for job postings data.
10:44:26 The skills.
10:44:32 Sorry, they were, they had the highest percentage made up the largest percentage of overall job postings, or not sorry made up the largest percentage of total job posting at that level, if that makes sense.
10:44:46 So, almost a third of all postings at this entry level know clearance level requested customer service, compared to around, you know, 17 18% of all postings required customer service regardless of that level and then this shows the difference percentage
10:45:04 point difference between the two, just to kind of give a sense of you know what particular skills are most concentrate in this posting, again, press not surprising frontline customer service scheduling cleaning Customer Contact retail industry knowledge,
10:45:18 but we also have in there again sales product knowledge getting it another kind of sales related tab data entry CPR and patient care to get those healthcare occupation, as well.
10:45:33 Finally, certifications, doing a similar sort of thing.
10:45:38 Registered Nursing CPR life support all these healthcare certifications are at the top.
10:45:46 But we also, you know, serve safe and these sorts of things to largely health care and food service focus.
10:46:02 Part of that might just be because, you know, certifications and industry credentials are more formalized in those particular areas than some of the other occupational areas that we saw
10:46:06 was like all highlights before, you know, hopefully, take a little bit of time questions. I want to return to our workforce index and speak to kind of the theme of highlighting earlier, which is, you know, hopefully, one of the changes that we see come
10:46:24 out of pandemic that the increased willingness to not only consider individual without that same level of education experience that employers might have, you know, set at the baseline, but also consider other forums or non traditional ways of hiring.
10:46:40 So we found a lot of employers we surveyed still rely pretty heavily on education experience when making decisions rely heavily on
10:46:53 mouth to mouth or word of mouth kind of referrals for finding job applicants are posting on online job boards.
10:47:01 And, but we did find 16% of them report offering apprenticeships I think, you know, as many of you are probably aware and passionate, you know, hopefully see this as a way forward right for not only getting more individuals and that may not have that
10:47:19 formal education.
10:47:21 education. But one of the, one of the trends we also saw among those survey was that diversity, equity and inclusion was one of their top priorities in hiring since last year and obviously if you're hiring primarily through word of mouth or online job
10:47:35 boards, you gotta largely get the same people that you've always gotten not going to be able to branch out in terms of finding people from different kinds of backgrounds.
10:47:46 And hopefully, you know, an apprenticeship is a way way forward from for that right to really focus the job search on individuals that you can provide the training on the ground.
10:48:01 And so we'll continue to kind of keep an eye on that, I think, again, encouraging trends in terms of what the job postings data looks like for moving away from some of those formal education credentials.
10:48:09 So a bunch of additional resources, research on our website and dpp.edu for all my, and I will conclude there. And I'm not sure how much time we have for questions will either, you can share, although I'm always happy to answer them offline so I've got
10:48:25 my email, I'll provide the presentations utilize this so she can share it with you all. After you review it if you have any questions, please feel free to reach out.
10:48:41 to her appreciate you going over that is very informative and super helpful and I gotta say I like a special mentioned on the great resignation there, you know as as job developers we're working with our employers and Morgan for job seekers trying to
10:48:52 to sync the two together. So as we're hearing about avoid happening just good to kind of get some sort of explanation to that so thank you for that.
10:49:01 Also notice there was a couple of questions here in the chat box one was about copy of the presentation that took her said something that was sent to Eliza
10:49:11 also that after an update a few of the things I've mentioned need updating.
10:49:16 We thank you.
10:49:18 And then I think Bill browning and couple in here
10:49:29 and look for it
10:49:28 will appear on and want to just unmute yourself and ask the way that might be better for sure I was curious, given that this great resignation I saw that there was a data source on what employers think they can do differently around job design and job
10:49:45 quality to attract workers but workers are really driving the quits one to know if you know sources for real time data on what workers value more in terms of job quality like what are the job quality or paid features that are most likely to attract and
10:50:00 retain the workers that employers are screaming for.
10:50:03 Yeah, yeah, no, it's a great question.
10:50:07 And, yeah, I wish that we were able to do, you know, a survey like that at the local level it's, it's tough right to survey workers or employers, you can find them pretty easily, but I do know there are a couple of, you know, at least, yes surveys that
10:50:34 I've seen and I'm aware of looked at those kinds of things.
10:50:33 Nationally, at least, I believe the Conference Board is one of them. Does that kind of survey.
10:50:37 I'd have to look back to see exactly again to see exactly what those results were but you know I know off the top of my head anecdotally, you know, I think, actually aligns somewhat would then employers, you know what they are trying to offer more of
10:50:52 which is greater flexibility in terms of the work environment, whether that's teleworking or.
10:51:04 Yeah, those kind of flexible hours, greater opportunity you know opportunities to to for paid leave health care options so those sorts of things.
10:51:18 And I think yeah so those sorts of, I guess a Mandy type things right as kind of, I would see the top of the list.
10:51:27 But I would say, you know, paying wages is another big piece of it.
10:51:32 Unfortunately I was going to try and get more information I didn't get the opportunity on some of the wage changes we've seen again of course, that's something that we don't have great data yet at the local level on, certainly not by occupation.
10:51:49 Occupation at least that comes out a yearly basis.
10:51:53 But we have seen wages, obviously, increasing quite a bit since the pandemic. Again, you know, kind of as a natural reaction tire labor market and players are going to have to offer more to get people in the door, but haven't necessarily seen that keep
10:52:15 with inflation rate as well. So I think, you know, but wages, I would say is definitely another big piece motivator for for him, or for workers as well.
10:52:32 So I see a couple more.
10:52:34 JACK take those but I also want to be cognizant of time if you guys have other things to move on to
10:52:41 If you like, but we're definitely would love because we do have more questions come in, we don't want anyone to miss the good wisdom that you have to get.
10:52:58 Because of the schedule. Today we do have to move on. Yeah. Like if you could you leave your email address in the chat before you transition, you're welcome to stay on.
10:53:15 Yeah, absolutely not. I'll try and stick around to answer as many as I can but yeah I'll definitely leave my email address, and again, feel free to reach out.
10:53:16 Excellent, excellent again wonderful presentation, hope to get you back real soon my friend sooner than later. Okay, thank you all, I appreciate you having me.
10:53:24 Thank you so much, appreciate you.
10:53:26 All right, ladies and gentlemen, that's going to take us right to number three our talent solutions time. Believe Kevin. Kevin that you yes that is me, sir.
10:53:37 All right. Hey, you guys know the morning.
10:53:40 Um, you guys all know that our most of our meetings are usually employer driven.
10:53:46 Um, where we focus more on some of the challenges that are going on with arm.
10:53:51 What we're seeing in our area as far as our employers and hiring our people and trying to get new employees on board. But I do it, we've realized that that isn't really much of our issue now right and employers are knocking on our door asking for people
10:54:06 asking for talent. So now we're starting to realize that more of our issue is our caseload jobs because they were working with and getting them prepared and getting them to take the jobs that are being offered.
10:54:17 So we decided this year since the new year that we would do something different. And we would add a new segment to our meetings. So we're going to call this segment, talent solutions time, we will spend just 10 to 15 minutes, kind of sharing some of the
10:54:31 challenges that we're seeing with our caseload.
10:54:34 Right, so we're still going to focus on employers we're still going to bring new employees on board, but we still need to make this shift to now focusing a little bit more on the job seekers and some of the challenges that we're seeing with that.
10:54:46 So I had reached out to the pearl machine is a gracious leading kind to share her challenges that she's seeing with her, her clients.
10:54:58 So, the pearl if you want to kind of kick us off on our new segment, and then we'll open the floor and see if you come up with some ideas to help the pearl.
10:55:06 And also if there's any other challenges that people would like to share.
10:55:11 So the pearl.
10:55:14 Oh, thank you, Kelly, that's helpful bro.
10:55:20 Well, what are the challenges question on an agency are our focus is, and I'm dying McBride can also speak to this as well and dying, feel free to jump in.
10:55:31 Is it working with people with disabilities, has a whole host of other challenges beyond just you know your average Joe john keyword Jq job seeker.
10:55:45 be able to perform their jobs effectively not all of them, but many of them do.
10:55:57 One of the challenges I do find with a lot of our participants is not having a driver's license or transportation, and even in Northern Virginia was you know Metro and all in all the other, you know transportation resources that are available at is still,
10:56:16 you know, a challenge for them.
10:56:19 It creates a challenge because there are a lot of transportation related occupations and the greater DC area, you know, everybody's always looking for truck drivers bus drivers you know of course you talk about the shortage of school bus drivers.
10:56:37 And so, and quite frankly I'm not sure if there is you know some magical solution, you know to that because there are a lot of, you know, jobs that require having, you know, a valid driver's license and for many of our participants that is a challenge
10:56:53 because they may need an accommodation of some type or they may, you know, if there is a there's a cognitive challenge and maybe a difficulty getting on being able to pass the driver's test and if it's a substance abuse challenge somebody may have had
10:57:09 like you know DUIs or other driving infractions that make it difficult for them to be able to obtain a valid driver's license or they're blind, or there are there are Dion's case they're, you know blind or, you know, many of my folks have a driver's license.
10:57:25 So it does limit. Some of those you know high paying truck driver jobs or, you know, those school bus driver jobs are would be ideal for somebody that you know like a parent with young children is a lot of the school systems will allow people to bring
10:57:40 their children with them, you know preschool age children day shift, no weekends know nights know holidays. Great pay great benefits but to have to have a driver's license to be able to get a CPL to be a school bus driver.
10:57:54 So that's one of the challenges and the other one related more to it which is where some of you might be able to help out. Is that experience we have a lot of our candidates in Northern Virginia again Dianne can attest to this we have a lot of candidates
10:58:07 that have gone on to college and I've gotten you know it related degrees, whether it's you know computer science or information technology software engineering or something like that but where the gap is is having the experience to be able to get their
10:58:24 foot in the door.
10:58:37 With that competitive employment because they're competing against veterans coming out there competing against you know people that you know may have gotten laid off with one company that are looking to get a job with another company, and all and some
10:58:40 of those folks have, you know, you know, 510, plus years of experience and all these certifications, whereas our candidates may just have a degree and maybe an entry level certification, but no hands on experience beyond that.
10:58:53 So we're looking to create more internships of opportunities.
10:58:59 And I'm certainly are excited you know we have an opportunity to partner with the Department of Labor and Industry crystal tours gig.
10:59:12 and and look at creating some apprenticeships geared towards you know working people with disabilities. So I mean if you know of companies that are open to creating internships, related to, you know, information technology or cyber security, or just some
10:59:31 of the even administrative related positions.
10:59:34 Please let you know, Diana, and or myself no Dynamo work very closely together.
10:59:40 You know, because there are incentives that we can offer with our agencies to help support your internships or OJTS and apprenticeship opportunities.
10:59:49 And if I could just add to that, I found the presentation this morning really really helpful because you know, we're seeing the same with our participants our career seekers as we refer to them.
11:00:03 And one of the things that we're looking at and lateral was, you know, talking about those, those folks that are, you know, finishing college they just don't have the experience they don't have the security clearance, and they just seem to hit a wall.
11:00:17 And so much emphasis on information technology, not only in Northern Virginia but across our state for jobs. One of the things we're trying to look at is not so much credentials, but maybe certifications, and one of the areas were looking at as customer
11:00:33 service so I was really interested, this morning in the presentation that there's such a high demand or a skill that that employers are looking for the customer services at the top so we're looking at maybe offering that to our career seekers, customer
11:00:51 service certification so maybe just some feedback from the group if you think that's a good idea if that would be helpful.
11:00:59 We're just you know scratching our heads if you will and looking at new ways to help propel our career seekers into jobs. And then also, which was interesting is this whole you know idea of the in the survey that there's so many businesses that are looking
11:01:19 for folks looking for new paths to recruit Well, we're here, we have people that, you know, have talent that you know have the credentials that maybe have the work experience and they just need to reach out to us as another, You know, tool in their toolbox
11:01:39 to recruit from.
11:01:41 Yeah, We definitely heard diversity and inclusion and his brother.
11:01:50 For sure. So, okay, great. So, I see you asking a question about the customer service certification has any one of us that with their clients and found that it's useful or gotten their clients employed, anybody.
11:02:08 I see Nancy has her hand up and Kelly, this is, this is Nancy Banco. I want you to good wanted to just share maybe a couple of recommendations are just some offerings.
11:02:22 Going back to the transportation issue.
11:02:25 I can tell you working with our employers here on Loudon and my can attest to this, We have the the commuter services folks, Judy Galen is our local point of contact if you're not familiar with her helpful because I think some of the challenges that we
11:02:40 we hear from employers again around getting to and from work with that means helping to plan bus routes you know other opportunities for carpool so I would say maybe that's a piece that would that would help that.
11:02:54 The other thing that I would like maybe just highlight is Mike and the Workforce Center and I.
11:03:01 Last year we would sit down on a monthly basis, and kind of walk through some of the cases that they had that were challenging right with with folks that were ready to take the next step and they were definitely ready to get into a job.
11:03:15 And the nice thing is we could sit down Mike works with employers I work with employers, and then look at kind of the resumes and see where there might be a really good match.
11:03:25 So I would offer that up to you, Diane and the pearl if you're interested in, and maybe looking at that, you know, bi weekly or a monthly basis.
11:03:35 That would be fabulous. Yes, that would be great. Absolutely. I think the other piece too. I agree with the whole diversity and inclusion.
11:03:45 You know, starting the year if there's an opportunity to share, if you're hosting any presentations that we can try and start to engage our employers with for 22.
11:03:58 We've had some great momentum and stops and starts I think with on the chron and the coven situation over the last two years.
11:04:05 So I'm happy to work with you if you're interested in maybe trying to do something, an educational event for employers and again looking at diversity inclusion.
11:04:15 And really this is another opportunity to engage with job seekers. So just a few follow ups.
11:04:20 Well, I do want to mention that on the team of McBride and Smith.
11:04:28 We are always available to do you know presentations for related to diversity inclusion for people with disabilities in the workplace.
11:04:39 You know, actually we we've been kept quite busy, you know with doing presentations, even in this virtual environment that we're in, so we're always available to do that for, you know, um, you know businesses individually or business groups, you know
11:04:51 community partners we do it free of charge.
11:04:54 And we can gear that presentation to what you're into what your special interests are, you know, we find this there's a lot of more interest related to mental health challenges, and we can you know direct our presentations to what your special interests
11:05:13 are.
11:05:15 So just let us know. Great, great.
11:05:17 So sounds like they have a low plan if you guys to work together then.
11:05:20 Nancy, and a big Brian Smith company.
11:05:26 Great, great question, guys on that on there for pearl and Diane. So you mentioned that you do have folks that have gone on and that have gone ahead and gotten diplomas, or certifications, or, or something some, some of each and tech deals.
11:05:51 We have a lot of DPI and I'm sure with Doris as well. We have a lot of
11:05:57 college grads, you know that have gone through and you know are ready to move into their, their career and kind of hit a roadblock because you know the, they have, you know, computer science they have the certifications the different you know Python or
11:06:15 whatever.
11:06:16 But they don't have the experience. So as we're always saying that you know, we would love companies that would partner with us on apprenticeships on internships.
11:06:27 We both have an internal apprentice internship program that we pay the employee and we have OJT.
11:06:44 Yeah, not don't even know JT This is just a chip that we have internship. Yeah, that we can tailor, you know, to, you know, however many weeks with the employer and we partnered with a staffing agency so they take care of all.
11:06:54 And the workers comp.
11:06:56 So yeah, so we're just, you know, looking to. Okay, so, um, so what's, what's funny to me too funny, I don't know, like surprised me is that the challenge the transportation challenge.
11:07:15 Sounded like as, as, as you know, painful as a, as anything else might be still for your participants and, like, and what so and what you your description like I could literally take what you said.
11:07:33 I could be almost word for word, a script for what I say to still I thought really good, I was gonna listen to this conversation. And I thought, there's no, like, people don't want to hear on the fella gonna be a beating a dead horse but it was like I'm
11:07:47 still, You know, I still have people coming out of jail.
11:07:51 In my case, you know who are still trying to get their drivers license reinstated and or, you know, acquiring vehicles and, you know, Laura. Laura is already asleep wake up Laura, I'm not you know.
11:08:03 But anyway, you know, so the, so I was really surprised at how it how it sounds like, even without the Pen Pen and things haven't really changed to a certain extent, with the pandemic with your clients but, um, I, I, I believe, I feel like I'm still,
11:08:20 you know maybe trying to prove this is still a theory but I believe that the Northern Virginia DC area is, you know, so dependent on the federal government.
11:08:32 As an employer for tech and professional services and things of that nature and if Tucker's still.
11:08:39 If he's still listening maybe you can comment about this Tucker but I, the fact that, you know, we have only had that one case so far with that apprenticeship program that we tinkered with last year, and we're still.
11:08:53 We got some people that are, we're working with trying to get ready to refer to try to do some more test cases, but that guy that we placed with them last year.
11:09:07 you know reentered the tech career is tech software engineering field. He could never get a job with any, pretty much, nobody would even look at them, because it's so competitive with his criminal background here in Northern Virginia, and he he reentered
11:09:24 his field, almost like it's almost like it never happened.
11:09:29 And I'm just in shock about that how that how that wins, you know, within three, four months.
11:09:38 Last year, so I'm a real believer that Northern Virginia DC area is not reality, you know, that guy that particular case, that guy had tons of experience, very but so I want to get into it too deeply because it was a little bit of a special case but.
11:09:54 Long story short, I really believe that the, that one thing we have overlooked. And I don't know where to start doing this because I'm, it's really still pretty far off of my, you know off my radar for my for the folks that are incarcerated and recently
11:10:13 released. But still, I believe that a lot of employers in Texas and California and New York, and Massachusetts and what have you. What's up, in this particular guy's case, you know his employer they placed them with was in, like, Minnesota.
11:10:30 But they, you know, that we could we could be looking for Remote Jobs on those on on those large employers websites.
11:10:41 They don't have to be Northern Virginia employers anymore.
11:10:44 You know, if so if you have.
11:10:58 If you don't you if you if you have to make it to scrape the content direct you know personally identifying information the name so whatever information but you give me a list of people with bachelor's in some in, and they speak Python and Java.
11:11:00 And you give me. I'll take, I take I would love to test it will take a couple weeks off from my day job, and just and just see how many hits we can get with those with your people, you know, may I honestly got I believe that's that's real.
11:11:15 I think one thing we are, we assume the employer has to be here, we I think we need to stop doing that for people are people with transportation issues.
11:11:23 Zoom in fact zoom as an employer I while you were talking, I found 10 jobs that they have posted remote in Virginia.
11:11:34 Just on Zoom's website, you know, and I get those three or four companies like them anyway so that's thanks for, that's my soapbox tell you guys tell me I'm convinced me I'm wrong.
11:11:47 No, that's, that's great insight mark. Absolutely. And I, yeah, we need to just, you know, counsel of the folks we're working with to, you know, be open to remote work and looking at positions in other areas, maybe even relocating, you know, not just,
11:12:06 you know, look at employment here and I believe you're right because without the federal employment and the federal contractors it's the federal contractors that really, I think, have a hold on, Northern Virginia and they are the ones that are putting
11:12:22 all those stipulations in for employment.
11:12:28 Yeah Thanks Mark the chairman and for that one. And you have your hand up.
11:12:33 Yeah, so I wanted to kind of chime in a little bit on the federal portion and contract a portion that everybody's mentioned here goes to thing when it comes to dealing with federal employment because I know with the clients that we deal with, you know,
11:12:49 the majority of the tiring veteran commute, or separating veteran community that's what they look for when they're here, they want to go federal, they want to go federal contractor and, you know, it's all income driven, but here's the thing that a lot
11:13:06 of people don't realize about these, these things the contractors themselves.
11:13:12 They have to follow a very strict roadmap, as far as experience guidelines and things like that, and majority of the federal contractors their.
11:13:26 Um, their their their.
11:13:35 I would say roadmap is what I like to call robbing Peter to pay Paul. They don't like entry level, they don't go after entry level contracts, they go after the ones that the GSA schedule is going to pay them the most money, and then they can get the most
11:13:49 qualified and appeal to the client. So, you know, When you start looking for contractors that are doing federal, I will agree with Mark, you got to look outside the area, but that doesn't help our partners.
11:14:06 And when I say our partners, I'm talking, people like the Nancy Van Gogh's our economic development who are trying to bring business into our into Virginia and, you know, as a Virginia state employee I'm going to say, Virginia, is my number one priority.
11:14:26 It's not just enough to get tax dollars from the workers, its tax dollars from the businesses located here you want to bring business into Virginia but that's, you know, a whole nother story ed ed, I, I spent a little time in economic development and
11:14:45 I completely sympathize with Nancy and and and her colleagues.
11:14:51 You know, they wanted they want to fill office space right but but but the reality is those companies are coming here one employee at a time now working from home and then opening offices.
11:15:03 I know I'm not, I'm not saying that we should ignore the local employers, I don't think we've ignored them at all. I think we all get down as far as I can tell, no.
11:15:20 Except for folks who get to work with veterans who are, you know, who have points and and and you know whether it's federal agency or contractor and have can have clearances you know those folks are special cases the rest of us are working with people
11:15:31 who are absolutely.
11:15:36 Like, there they are.
11:15:37 Their bait for Nancy, you know, when an employer wants people here, we have done but we have not been staring them to those employers that that would eventually open an office when they get five or 10 employees working from home.
11:15:53 Yeah, well that's it, that's, that's my point my i'm not i'm not i'm not taking a, you know, I'm not picking on economic development at all. Oh no no no no I don't.
11:16:14 fill up office buildings, certainly my, my taxes. Don't go up.
11:16:16 But okay, let me, let me show you.
11:16:20 Let me slow you down. I'm not saying that what I am saying is, is we got to take all of these to me.
11:16:26 We got to take all of these factors, especially when dealing with the employer, because we have that same issue internally in Virginia, I mean I literally spoke to an employer, that is based in Virginia, but they don't want to hire anybody from Northern
11:16:46 Virginia, or from the eastern region of Virginia because of our cost of living and things like that they want Western part they want.
11:16:57 They want the more rural area to do remote work, so that they can lower their costs. I mean, we want to. We're very job seeker centric, and that's part of the, You know, that's why we all work with how we work we care about people.
11:17:19 But what you also have to look at is, it's not that the businesses don't care, the businesses also have a bottom line so we've got to kind of work with the two entities to find that happy medium.
11:17:33 You know, so, you know, it's just making mention of that issue, but with the back to the federal government portion. The federal government has strict guidelines and that's the problem with the contractors.
11:17:46 Okay.
11:17:47 There is actually a clear path for. I will say the DB VI, and the, those of us who can get a schedule a certification, because the federal government in Northern Virginia.
11:18:05 That is their focus at this point.
11:18:25 Veterans scheduling and things like that, that hurts. I will say your clientele mark, because of certain clearance and certain things but it's it's it's a very hard juggling act that we as job developers, and people who assist others have to kind of play
11:18:28 with.
11:18:29 Hey guys, let me jump in. That was a great discussion but for sake of time since we're running out of time. Let me jump in. But, again, thank you guys are Mouli.
11:18:44 You had a question, and then we'll move on to the next item. Yes, yes a Quick.
11:18:46 Quick question i i agree with Mark and add on all the points they brought up but we have new trends now folks are resigning.
11:19:04 You know, they're resigning.
11:19:01 We saw the numbers earlier, but believe it or not, the goals that employers and businesses in our area have shifted a little bit to meet the needs of this trend.
11:19:15 I agree with Ed when people when he said, folks are recruiting from outside of Virginia, I do agree, but I also agree with mark on his point as well.
11:19:25 And I have an employer in Chantilly right now, who, who's an IT company as an IT company that's willing to pretty much hire anybody with one single felony in the IT field so please if you guys know anybody that has two to three years, experiencing it,
11:19:47 and wants to stay in that industry, please send me their resume regardless of their criminal background.
11:19:54 Thank you. That's all I wanted to thank you, thank you, thank you.
11:20:00 Alright guys, that was great. So like I said, we're going to continue this every, every month we'll have 10 to 15 minutes will carve out to talk about our, our caseload and our talent.
11:20:10 So, all right, Mike, did you want to move on to the next item.
11:20:20 Sorry about that. I think the next item on the agenda was correct was just yesterday this this year. So, obviously you guys got a sample of a new segment that we kind of augmented and put in there for you.
11:20:32 But I want to hear from you guys as members of the st what you like to see from us, anything that we can do I mean one of the takeaways I already just made a note of was maybe bringing a subject matter expert on security clearance and discuss that.
11:20:45 So, things like that, I want to hear from you guys and see what it is you want, so I'm good. Be quiet, and turn it over to you guys, feel free to unmute yourself and tell me what you're thinking.
11:20:59 I'm just gonna jump in here real quick. I know we had set some time aside on the agenda to break out into a couple breakout rooms first to talk about this and then come back.
11:21:07 We don't have a, we have a pretty huge group today. So, if we have any votes for doing that or would you prefer to speak in a larger group.
11:21:19 Guys conference, for those of you who are shy, feel free to put like something in the chat box.
11:21:27 If any would just say, large group, or larger group larger group larger group larger groups to all adults we're all adults and keep it large groups around.
11:21:38 Yeah, we have to for larger groups, it will stay large.
11:21:44 Thank you. All
11:21:54 You guys have chosen So go ahead, feel free to let us know what you want. Don't be shy.
11:21:59 Trying to find somebody, the exponent security clearance is a great idea, that is, you know, since that federal government. And that's the big thing around here, especially with the lucrative salaries with those that that will be great.
11:22:14 Yeah, absolutely. I'm already thinking of a shared contract Warren and I were in Victoria heck comes to mind.
11:22:22 With over a government contracting experience only we can ask her, that she Sheila was nice enough to put something in there about transportation as Nancy mentioned before, the Latin side here is Judy gala and she'd be our subject matter expert will certainly
11:22:35 bring into represent loudly.
11:22:38 What else you guys seen were like to see.
11:22:43 And we had a presentation recently and actually she's coming to DPI in February, she is she's with the Virginia credit union. And I don't know if you everyone here if you run into this with folks applying for jobs and their credit score is not good and
11:23:04 it affects their, the type of jobs they're going for they have a blemish with their, their credit but she is looking for her title.
11:23:15 She is a financial educator. I don't have it here anyway. She's like a financial senior financial educator and that's what she does.
11:23:26 So she came and talk to our career seekers about what is a credit score.
11:23:32 You know how do you access how does how can a credit score affect your your your employment outlook, if it if it does, and then she goes into working for the Virginia credit union and what type of positions that they have available etc etc So that's just
11:23:48 one idea, kind of, you know, something a little different, but it may be applicable I don't know to to everyone here.
11:23:59 I think that's a great idea. I might even be a larger conversation about the Fair Credit Reporting Act as a whole that set umbrella policy right a lot of people will see unemployment applications.
11:24:22 it isn't, most of the time it's not, but it's a far reaching, you know, authorization to do a background, including criminal background reference check that kind of thing. So, yeah, I think that's a great idea I'm more than happy to take their information on companies here I'm
11:24:29 out to what they have to offer and see what the relevant to her contact information like if you like.
11:24:35 Yeah, that'd be great. I appreciate that. Yes, that's a good idea. That's awesome.
11:24:44 I think, I think it will be helpful, going forward in the new year starting today.
11:24:53 If we could collaborate more in sending job announcements.
11:24:56 I think this is the only time we can communicate once a month, other than this the only time we will communicate is through the sending of job the job postings.
11:25:08 Until we meet again next month.
11:25:10 So if you find job postings that your clients may not benefit from still send them to to the network so that we can send them out to the masses.
11:25:23 Just because it may not benefit your people, it still can benefit some of the people that we serve.
11:25:31 For example, I just sent out a job notice last two to three weeks ago to everyone. And Laura snail responded, and we were able to get her client, a job.
11:25:45 And it didn't fit my caseload I couldn't find anybody, but if it hers, and maybe Laura can speak a little, you know on this but without her help, I would, I would have not been able to help the employer, and this my first placement with this with this
11:26:02 and Laura made that possible. I didn't make it past well sorta, but she came through, she came through. And now, the employer is happy, the job seeker has a job, and it's just collaboration.
11:26:18 My people couldn't benefit from it, but hers could so going forward. If you see job postings that you say, Don't press the delete button if it doesn't fit, send it send it to rod so that he can send it out to the masses.
11:26:31 And so, also another, another note mark, if you could send those remote positions that you found, please send it to me so I can send it out to everyone in case some some people might be able to benefit from those that'll be great.
11:26:45 I just sent him to you.
11:26:47 Oh, thank you, my good man. I appreciate it, but that's all my two cents. That's just just keep all the other clients in mind, if we can keep ours in mind, certain job postings that would be helpful.
11:26:58 Yeah, I agree with that and I'm actually just, if you have a job opening just send it to the Warren or myself, and we'll make sure it gets out to rise or it gets out to everyone.
11:27:07 So if you have a job, it doesn't fit your clients just send it to warn you can send to Kelvin. And we'll make sure it gets out to the appropriate people so let's shout out to everyone.
11:27:15 Okay. Molly had a question.
11:27:17 Yeah, twofold. One is going back to the clearance. I think I've always, you know, we all know, have done it. Employment Services and human services for almost 29 years but I've always was always been intrigued by finding an organization that could do
11:27:37 baseline clearance for us.
11:27:41 Instead of paying.
11:27:46 Just hear me out and I know this could be impossible, but just hear me out.
11:27:49 I think that we could easily convert training funds to Team clearances for certain individuals that are highly paid, highly educated, converting training Wi Fi training funds to pay for clearances.
11:28:07 When I say clearance is, we're talking about baseline, you know,
11:28:13 you know things like baseline of clearances to give access to some of the folks to better jobs, that's that's wonderful. Second fold is that I mentioned that we go to DLL and websites, and, and, and look at internships and apprentice programs and stuff
11:28:37 like that.
11:28:38 and it's.
11:28:40 Some of it is valid and, but when I call employers that are listed with those internships.
11:28:48 They don't know about it, and they don't, they have no opportunities, as I was interested in.
11:28:55 So, I think.
11:29:00 And again, this is the many years of me thinking.
11:29:04 I think that we should come up with a listing of our own.
11:29:08 That, that we can share with clients and say, Okay, this is a legitimate employer located in such and such ck such such skills.
11:29:19 For every employer that we have established in relationship, and I'll leave it at that. Thank you.
11:29:29 Really quick clarifying question there do you mean specifically for apprenticeships and internship opportunities or for employers that we have relationships with for other jobs as well.
11:29:40 Well, as we develop those relationships with employers, I think it should be a key also for the window.
11:29:50 I'm asking the question, do you offer internships or apprenticeship programs or anything. Can you tell us how many positions and where.
11:30:01 So when we send those opportunities to folks, they're not.
11:30:05 They're not turned down, or they're not you know ignored so let's say, let's say someone in in Fairfax area, willing to hire somebody and train them to become a CPL driver.
11:30:20 We need to know who that employer is.
11:30:24 And it should be number one on the list, because that's the trend we have.
11:30:30 Same thing with healthcare. I believe that all healthcare organizations are willing to train, because of what's going on, the shortage. I believe all construction companies are willing to train someone, but we need to know who they can talk to.
11:30:49 Let's say I'm interested in, in doing heavy equipment work that I need to know who to call with that employer.
11:30:58 And I just think we are at a level with in the many years again, I've seen Employment Solutions evolve in a, you know, to better position but I think we should be also covering this area as well.
11:31:14 Thank you.
11:31:17 I hope I answered your question. Yeah, thank you. That was perfect it to make to get a little bit more intentional as a team about having a central
11:31:27 list or central highlight employers who are highlighted that we can all turn to that we are as a shared information. Indeed, indeed. Thank you.
11:31:37 Yeah, thank you so much.
11:31:43 Well I think in the interest of time and moving on, if anyone has any other ideas that you want to see for future us to know please feel free to reach out to me directly.
11:31:56 I'll put my email address out there in the chat box. Yeah, and one one question I heard for people if you want to answer directly to Mike is, what did we see last year that you'd like to keep going and what maybe isn't as helpful to spend time on that
11:32:07 we could use that time for other things sort of like what's working, what's not. What do you like I know last year we did a more formal survey but this year if we could sort of build on that by getting some, some feedback from you all on on what you like,
11:32:20 what you definitely want to keep seeing and what, maybe something we like we used to. We started doing the meat the ES team member and having different members do presentations and then we stepped a little bit away from that.
11:32:35 So if that's something you're interested in continuing let us know, so that we can incorporate it into the upcoming agenda alive so this is the pearl.
11:32:43 I know we had had some discussion about possibly, looking at scheduling.
11:32:48 Maybe quarterly or twice or something a joint meeting with the other Northern Virginia partners covering Arlington, and Alexandria, because we're all, we're all Northern Virginia, you know.
11:33:04 And, you know, there are you know opportunities that they haven't in that area that I'm in army some of us you know get that information and some of us down.
11:33:16 But there are probably some things that we could, you know, I'm sure there's some shared interests and some share challenges because it's all Northern Virginia.
11:33:24 So I'd like to see us go back and look at visit revisiting doing that to
11:33:32 someone made a note of that. Thank you.
11:33:34 I'll include it in the notes, I'm just going to type up all the notes of the ideas and discussion that has so far been put out been brought up and we'll I'll send it out after the meeting.
11:33:58 All right, anybody else.
11:34:04 Morning Sheila. I just wanted to ask is there a presentation to assist employers with the changes that are going on with how to be more attractive.
11:34:17 In terms of getting employees in there. I find that some of the employees that I talked to they still have their own way of hiring. And so I was just wondering from this team.
11:34:31 We're going out there and we're talking to arm to the employers. Is there anyone out there it is, that you know like Carolyn Diane was saying they will go out and talk to employers about working with individuals are hiring individuals with disabilities
11:34:45 and things like that.
11:34:48 You know what about for just the overall group of employers Is there anything that we have available as a est where when we have that opportunity to talk to the employers, you know can talk about, you know, things like, you know, adding, you know, transportation,
11:35:06 you know like, special Metro cards or something like that, I have a couple of right here in in Loughton, and I've mentioned it to them, because it's hard for me to get you know someone to fill a position, especially at the cycle work experience or what
11:35:22 have you, to get some money to drive all the way out to say at least, or, you know, I've been going back and forth with that employer and they're actually considering it, but if there's a presentation that would be awesome of different ideas that we could,
11:35:39 we could give to the employers
11:35:44 chime in there. Sheila, as you know I were very close with employers here in loud and for those who don't know who wants to do HR consulting outside of my realm here with the Workforce Center.
11:35:55 And I find that overall when it comes to, let's call it re educating employers and talent attraction, and retention, but not one size fits all. So the approach I have here the Workforce Center is on an individual level when I'm able to sit down with the
11:36:10 likes of lows and Starbucks know some of these heavy cooperated companies who are just policy heavy, and can break away from that notion to look at the humanistic side of hiring.
11:36:24 It's a constant reeducation it's a constant battle of just informing them but hey, maybe you need to pick up the phone and talk to somebody before make them do a two hour application, wait 15 minutes to see your then show or the person goes through all
11:36:39 that you never call them back. And you want to know why they're quite frankly and will repeat off. Understandable. So I think it's best just on a one to one individual case with some of these employers, I know, Nancy and I have talked about that kind
11:36:52 consulting piece here Aladdin and I think that's where we add the real value, but yeah I'm, I'm with you I understand I think when you're looking at two different stakeholders and sometimes they have two entirely different agendas it's a matter of putting
11:37:05 together on the same playing field and truly connecting now, especially with expectations for talent attraction and more importantly retention.
11:37:13 I mean one of the common things I've seen out there by practice and it means that they mean well but at the same time, it's damaging. And I'll be sure what this essentially is that they know they need to increase wages for the company goes ahead and offers
11:37:26 everyone $17 per hour, who is currently being on boarded. However, their existing current loyal workforce, so is hired at 15 per hour stays at 15 per hour.
11:37:38 So in doing something nice there's a repercussion for it. So, you know, it's a lot of that I think and I think what you're going to see right now and looking at businesses, obviously, there's a whole SWOT analysis the strengths, weaknesses, opportunities
11:37:52 and threats. I think a lot of the companies who don't do that unfortunately I'm going to be falling in some regards so I guess we'll have to say you know those good employers will continue to do well, and those that are not, you know, there's only so
11:38:08 much we can do for, so But to answer your question, I think one on one seems to be the best approach and every time we offer a webinar by 200 employers I only got a handful anyways.
11:38:20 This is just a matter of their time you're in your schedule and every good stuff. But yeah, we're trying to do, you know, the good work out there, educate, you know, the job seekers and employers.
11:38:32 Well, if you are, you know, even the ante if you guys have some of those bullet points that you've offered to various ones if you could share that I think it's great because that way when we, you know, each of us are meeting with employers, we can, you
11:38:46 know, bring those up. So, I agree that one on one approaches, is the best route I think you know it's.
11:38:54 I'm wanting to make sure that I don't have to recreate the wheel, I go in and talk with an employer, so if you do have that be really open to receiving some of those different you know ways that they can, you know, attract employees.
11:39:12 Yeah, absolutely. Yeah, I'm sure that I'm having to share that wisdom and also to I think if you got a no plan with employer, you know, feel free to send me a calendar invite I'm free and it's virtual I'll tag along and Nancy and I have done that and
11:39:25 I've done that with Judy gala and a couple other folks because you think about there's a lot of us with different programs for supporting Emerald making for the attention of the employer.
11:39:34 And then you've got the school districts and everybody else so given employers since I was an HR manager. I hear from 10 different entities or wanting the same thing was for me to hire your folks, and my frustration as employer group with the notion of
11:39:46 why don't you guys have a new formed and consolidated message. And sometimes you can sometimes you can extend jurisdictions and everything's going on.
11:40:00 So yeah, certainly if you're talking to employers, not talking to employers I think it would be eligible we could just invite each other. I think that collaboration would be sufficient.
11:40:06 Thank you.
11:40:17 All right, thank you for the discussion, and I think we just had one further announcement before we move to member updates to turn it over to all of you to share what's been going on, calendar, do you want to talk a little bit about on the job training
11:40:32 a refresher for people. Yes, thank you. Um, I just want to briefly remind everyone about OJT program that we have out there, the funds, the WIOA program has money to spend to get people employed can't always say that but right now, you definitely can
11:40:50 say it so we're working on getting some marketing material, but is everyone familiar with OJT is.
11:40:56 What do you think will be helpful for kind of a refresher of what it is.
11:41:01 Everyone No.
11:41:03 Okay.
11:41:05 Think of this as a quickly say what it is, but it basically what it is is, if an employer is willing to hire a wheel or participant, they can get up to $5,000 in wage reimbursement.
11:41:15 That's basically, in a nutshell, we have to make sure that the employer is vetted and under qualified employer, and if you're hiring them for full time, and they have to be a livable wage, but as long as they meet those requirements.
11:41:30 Then, and they're also offering workman's compensation.
11:41:33 Then, if they hire one of our WIOWIOA participants, they can get up to $5,000 back and wait subsidies. So that's it in a nutshell. Again working on the marketing material and getting that out there, but for right now.
11:41:46 The support and help that we can get is if you know an employer that could benefit from this program, which is using your small stores right, you're a small company is your mom and pop stores where they're struggling and they could use that extra money
11:42:03 them either hire somebody else or keep them afloat and keep their business going. So, if you have an employee in mind.
11:42:07 And they're hiring, just send it over to myself, or send it over to Lauren and pick up the phone costs and email just they have this employer. They seemed interested.
11:42:15 And we'll take it from there. And as soon as we get the marketing material I'll make sure that everyone gets it.
11:42:20 So when you're talking to employers you can talk to them about hey are you guys looking for people we have the candidates, but then you also have a little kid was something in your tool kit where you can throw out there and say, also we can save you.
11:42:31 to $5,000 if you hire some of our clients, and then you give them the flyer. And like I said, we'll take it from there. Alright, any questions.
11:42:40 And of course I have to be full time.
11:42:43 At least what 32 hours killer.
11:42:46 Yeah, I think it's starting to. Yeah, Bobby 3232. Yep.
11:42:51 Yeah, they go they kill and I suggest you talk to Mike about integrity tech.
11:42:59 Mike integrity tech. Yeah, that's a company out of Loudon that I think that was on my on the list that Mike sent out the other day.
11:43:08 They're looking for people to install cable in data centers out there in Loudon, and they can, they probably could care less about the that subsidy they're just looking for, you know, people who can get you willing to work there, that neck, and they're
11:43:26 paying Well, I think I want to say that he started he's, I think he sound like you're starting folks at almost 20 bucks an hour. Is that right, I seem to remember 20 something Think about that.
11:43:37 Yeah. Nice. Yeah.
11:43:41 Yeah, the higher guys mark.
11:43:41 If there are quite involved. Well, It sounded. When I asked him that question first.
11:43:49 And I know I'm not first but yeah after I talked to him. I said, What you know, what about like you. And he and he said. He said no no no no no I said well so what about that so I asked him about DUIs or I just about non violent felonies.
11:44:05 He said, Well, both, they'll consider them, you know, on a case by case is more or less what I might take away there, so Okay, so I'm, you know, I'm going to try to get some good quality ones to to wet myself in there but, but I didn't want to hold back
11:44:20 I think that youth, he's looking for folks, we all healthy backs 18 to 40 with a with a driver's license and hopefully I with a car, you know is what I would say, you know will, that's what I'm, that's what I took away from it, he was just really a nice
11:44:37 you know, what he's talking about. He said I want to change lives. This is going to be, you know, somebody for example is taken a year off from school, whether it's a gap year or something like that, or if they've, you know, gone not other non traditional
11:44:54 kind of Route and looking for work.
11:44:58 He'll get them excited about a network engineering career that's kind of a hidden call an apprenticeship but but basically you know you get two years experience and they put you through training to get credentials, and it just really, it was a best comp
11:45:16 five minute conversation I've had, you know, since the year and this year so I really use a really solid very exciting employer.
11:45:27 What was your name. Yeah. Uh huh. Yeah, he's a he's a former I think we owe a customer to so he's a real yeah okay worked for server side.
11:45:38 that guy yeah he didn't disclose that part.
11:45:41 But he was definitely drinking the Kool Aid. He's done it before. You think he's participated in OJT or no i don't think not not historically he's participated I know he's going through the we our training provider application there I'm not sure of a
11:45:57 status but yeah he's, he's a good guy so yeah I'm sure we could probably approach him about OJT or any of the other programs, you know, sometimes we get those really good benevolent flyers that are receptive to work with us and it's awesome and he's one
11:46:08 one of those guys. So if you need an introduction Carolyn just let me know. Yeah, definitely. I'll send an email and we'll follow up on that. Of course, you can you can you circulate that job posting to us, Mike.
11:46:19 Sure, absolutely yeah take care of it. Thank you, boss. Yeah, that's the same thing I was wonderful to get get a copy of that. Yeah, that sounds great.
11:46:26 Yeah, for those of you that may have not got the job postings from the Workforce Center, you know, if that's the case, let me know we're actually going to be switching over to Constant Contact so and that will be announced probably next couple weeks,
11:46:39 but that would be great for you guys to get these job postings sent directly to your email.
11:46:43 So if you haven't seen it, and you need it, let me know we'll get you on that list and take care of you.
11:46:49 Okay.
11:46:51 All right. That was it for LGBT allies. I just wanted to reiterate to Mike's point about that we're all, you know, wanting attention from employers and we're all you know having a unified we're trying to have a unified message, and the one of the purposes
11:47:05 of OJT is that we can all offer everybody's offerings, even if it's not our program to offer, and then we can connect them with the appropriate person if that person if that company is interested so I know some people are newer to st and summer on grants
11:47:21 And some are on grants that are a little bit newer so just a reminder to everyone that this ozT program is available for everybody to offer their employers and then they can connect them with the appropriate representative who actually works with oj tease
11:47:34 in that county.
11:47:36 And luckily it sounds like we're going to have a flyer, which we haven't had before, to be able to offer.
11:47:41 So I just wanted to reiterate that for anybody who thought maybe we weren't being we're only talking about, we our staff. This can, this can be for everybody.
11:47:51 And there's a, it's a good time to be refocusing on it, because there is funding available I also just wanted to check and see if Bobby you wanted to say anything because I know you were able to thank you for coming to this meeting, and I know you work
11:48:04 closely with OJT yeah no absolutely and just from a Wi Fi standpoint, I'll say that.
11:48:11 One thing that we're lacking right now. Are people coming in, or just not finding the same amount of people you know traffic was primarily through the the career work centers and obviously you know there's not a lot of traffic coming in so when you're
11:48:26 thinking about oj to reverse referrals work too because they can be interested in people already that you know could qualify for Wi Fi so then we can go back down that route.
11:48:37 But now I mean I'm, you know going to be working with Kellen and Warren on OJT as well. It's what I like to consider the bread and butter and good ways just for all stakeholders to benefit.
11:48:52 So, you know, I'll put my information in the chat I haven't been into an ESPN meeting and and years so I appreciate you guys having me.
11:49:01 And the other thing I was going to ask, you know, you guys are talking about what we did last year what we're looking to do this year, when the last time.
11:49:18 I know you know years ago we used to have kind of either employers or. I think we have like a heavy construction group come in, do we do, we do those anymore, have we had anybody come in like a special guests to our meetings, typically will have two speakers
11:49:23 this is a little bit of a different format but typically we've had two speakers, usually employer or a training provider speak at the in the first hour of the meeting, and then we do internal business and the second.
11:49:35 So, we are always collecting ideas and contacts if you have something that you think might apply to especially a case loads that you're seeing and that would be helpful.
11:49:45 I know we're trying to get a little bit more candidate driven so anybody who's seeing hey I'm seeing a lot of this on my caseload and I'm having trouble finding it.
11:49:53 If you could let us know then we can be trying to find a connect with with those contacts you have to have them as guests or to find a training or, or provider that would solve that help solve that issue.
11:50:13 Absolutely. And if you need a little help pitching it to employers, you got to make it sound like we're offering you financial incentives we're saving you money and this is how we're saving you money.
11:50:27 You know, many people, employers they got their ears up and, you know, and so, you know, sometimes it's too good to be true and they may need to learn a little more and so if you, if you're, you know, if you're not on the fence of how to communicate and
11:50:42 pitch it.
11:50:43 Let us know Kellen myself or Bobby know and we'll we'll, we'll send out, just some bullet points that you can focus on it and memorize, so that it will be second nature when you communicate it.
11:50:56 So, if you want that we can we can send that out to you.
11:51:02 Yeah. And just one more thing you know just just outside of the incentive for the OJT I mean if you guys are talking to employers you know one of the things that we can bring up our occupational skills trainings increase, you know the the employers skill
11:51:13 set that are already there. So again, that's another reverse referral where we can go occupational skills training, maybe even potential, you know, OJT with that employer after the occupational skills training just to kind of get their feet wet and a
11:51:26 feel for it so I mean there's just so many ways to be creative. When we're approaching employers and utilizing WIOA funding so if anybody has any, any thoughts or anything like that again I put my information in the chat so feel free to reach out, employers
11:51:39 customers, it doesn't matter.
11:51:46 Thank you Thanks everybody for having that discussion on OJT, and now let's open it up to you all any updates that you want to share with the group events coming up things you'd like us to know.
11:51:58 Yes, this is Greg Been a long time no here.
11:52:03 But I did receive a war notice, unfortunately, in, and it came from my company called ABM to janitorial service that provides services for the Kaiser Permanente for folks, and it's about it's going to affect 137 employees throughout the Northern Virginia
11:52:26 area, Springfield Tysons Falls Church Burke.
11:52:40 Ferrets rest in a market aspirin Sterling Manassas Woodbridge and Alexandria.
11:52:37 So I'm in the process of reaching out to them now I tried to contact point of contact yesterday.
11:52:44 And as always, you know, once I do that I have to give them a little bit of time to realize we're trying to help them for them to call me back. But soon as I hear any further information, I'll be able to provide you all with some with an update.
11:53:01 I think I've sent some emails out some of you all should have already received it with the more notice, so just be on the lookout for my update. Thanks a lot.
11:53:22 Anyone else got anything going on.
11:53:34 Would any one of you like to collaborate with anyone on here for upcoming job fairs, what would it look like, what industries, would you like to target.
11:53:44 Who would you like to partner with.
11:53:47 If you're not doing anything with your own company, or yourself. Maybe we can all collaborate, maybe some, you know, just throw some ideas out there how we can get things going.
11:53:59 You know we all we all work with employers, and we all have case loads of job seekers we would like to get place to is always better than one and three is even better.
11:54:10 So you know let's collaborate let's let's let's do that this year I would love to see that. I would love to see us collaborate more, not just once a month but in future, you know, Job Fair virtual job fair opportunities I think it'll be really helpful
11:54:29 I think it'll be fun. And I think it'll be challenging. And I don't think no one could benefit it more than the people that we we serve. So that's what I would like to see more of this year, and I'm willing, I'm raising my hand, I would like to collaborate
11:54:43 more with any one of you.
11:54:45 You know, I dare you let me know I dare you give me a call, I dare you ID that Double Dare you.
11:54:53 Let's do it. I want to, let's do it.
11:55:01 I also had a collaboration question.
11:55:04 I was curious, I know a few meetings ago we talked about the refugee population and sort of anticipating and then being surprised because we weren't seeing the numbers that we were anticipating.
11:55:15 I was curious if anybody has seen an uptick there I heard from somebody from the mosque social services here in Fairfax County, that there are organizations that are pretty overwhelmed, right now and that if that, that there seems to be a silo where what
11:55:33 they're seeing is people coming to them looking for jobs but not knowing about the workforce centers.
11:55:39 So I just wanted to bring it to the team to see if there's anything that we could do relating to that doing some sessions if people are open to talking with those organizations if you're already seeing those candidates.
11:55:51 Any, any feedback on what you've seen with that population
11:55:56 wise I know we just got a flyer yesterday for a refugee confidence training that's being held.
11:56:07 Later this month, I believe, to share that with you and that can be shared with the group. I've only had a couple and issues that they're having or just documentation issues, so like with wi way, if you're a male selective services, you know, you have
11:56:21 that, you know, at some point, and that seems to be a big barrier and trying to you know square away that and I'm sure there's other documentation that you know they're having issues with but I haven't, I haven't seen a huge uptick just from my point
11:56:34 of view.
11:56:37 Thank you that webinar would be awesome to get information on that.
11:56:41 There aren't any come into the jail, I'll put it that way.
11:56:49 That's not that are coming to me. So, yeah, something I wanted to share that I thought was interesting and she said. First, that she's going to anticipate that will start seeing more because, as you mentioned, Bobby there's a lot of people who are going
11:57:02 through these processes of getting their documentation in order and getting basic needs met, like housing and clothing, and that they're just starting to get moved off of military bases and into the communities to start looking for things like jobs.
11:57:19 The other thing she said is that there's a huge need for just like you were saying about confidence, I'm a huge need to help educate on American work culture, and what norms are around you know that you have to check your email every day in order to get
11:57:34 notifications for jobs, checking your voicemail of how to communicate with an employer professionally in the United States.
11:57:42 So as that becomes a higher need, I was just wanted to put it out there as something that I was hearing from the community to see if maybe some centers could offer something on that or, you know, some somebody within maybe something we could put together
11:57:58 to be able to offer a, the workforce area be able to offer something on that. Since, if we start seeing an uptick in those candidates.
11:58:09 A lot of I just noticed that the flyer that we got is actually more Laura Bowles is part of it. So, um, you know, we can also, we, you know, many of us have worked with her.
11:58:23 When she worked at Fairfax County so that's something that we could, you know, potentially reach out to her individually and, you know, get her on board with some stuff too.
11:58:32 Awesome, thank you so much that's, that's a great solution.
11:58:39 The only other update I had is that Washington gas reached out to me to try to connect with the est on, they're doing their goodwill Washington gas training for energy careers and she's open to doing some one on one, sort of informational sessions about
11:58:57 Washington gas, and that upcoming, the goodwill training is there recruiting right now for people for that. Unfortunately I wasn't able to get the flyer before the meeting but I will send it out after, so that we can try to get some referrals, moving
11:59:12 for that.
11:59:16 Anyone else with updates.
11:59:24 I'm working with Amazon.
11:59:29 Right now, they would like to post a virtual job fair.
11:59:34 February the 15th.
11:59:37 So we're going to we're preparing the flyer right now.
11:59:41 They're going to be.
11:59:44 As a matter of fact, we have the. There's a warehouse. There's a warehouse.
11:59:52 There's a warehouse and also a grocery store by Amazon, I can't remember which one or both, but we're going to be hosting them on February 15 from 11 to 1pm.
12:00:05 They got a lot of positions, lot of positions, some remote.
12:00:11 Some warehouse.
12:00:13 Some sales.
12:00:15 Little mixture of a lot of things so keep that in mind going down the pike we should have a flyer out next couple of weeks, then we can advertise, you can invite your folks circulate the job fair with the notice with us, that'll be really great.
12:00:30 Just FYI.
12:00:39 There's a Reliant hiring solutions job fair.
12:00:46 Coming up at the end of this month in for the data in Manassas on the 26th.
12:00:54 And I'm going to post the link for everyone.
12:00:57 That's an in person. We have brick and mortar job fair. They might have online, an option for folks that can't get there and or, you know, uncomfortable being going in person.
12:01:12 So, I'll post the, the date and the link for folks to look it up.
12:01:19 Anyway they there one that we use last year the job fair club committee was using was experimental them and that's one based here in Northern Virginia, that's been around for a while so take a look for that link.
12:01:31 Okay.
12:01:35 Thank you Mark and thank you everyone for an engaged, meeting and for all of your information and brainstorming today and we've captured all the information so we'll discuss it as a team and figure out the best ways to incorporate those ideas into our
12:01:48 meetings moving forward.
12:01:51 We are at 12. So thank you everybody for a great meeting any, any closing remarks from the from the team.
12:02:05 Okay.
12:02:07 I just like to say that you and Lauren you're in Kellen you all do a great job with this est meeting of leading it. In May, making a productive. Yeah.
12:02:18 Thank you. I'm just gonna say the same thing, Greg.
12:02:21 Yeah, y'all do a great job, organizing these meetings and making the information relevant to the work that we do.
12:02:30 Thank you so much. Thank you so much.
12:02:33 Thank you so much. I'll see if Bobby can take you all out to lunch for those wonderful.
12:02:39 Bobby, the neck with him after this Bobby and
12:02:48 everybody Yeah,
12:02:51 Appreciate you all we can do it without you. So, take care yourself.
12:02:57 Thank you.
12:02:58 Take care guys take care.
12:03:05 You and if you're still available Can I grab you just for a second for a technical question at the end.
12:03:09 Yeah, I'm here.
12:03:19 All right, um, do you have the ability to pull the transcript of the meeting as well as the meeting chat.