|7:30 AM – 3:30 PM
|7:30 AM – 5:00 PM
|8:30 AM – 10:00 AM
||Breakfast Keynote and Awards Ceremony: Ron Painter
|10:15 AM Workshops
- Industry Panel: Gaming/Casino
Nancy Myshko – Vice President of Human Resources, Maryland Live
Donna Hogan – VP Human Resources -Horseshoe Casino
Theresa Cinalli – Manager of Talent Acquisition & Development, MGM National Harbor
Matthew Heiskell – General Manager, Hollywood Casino
Becca Webster – Workforce Director Lower Shore Workforce Alliance
- A Vital Partnership – Maryland’s Workforce Legal Services Program – Karen Lash, Amy Petkovsek & Deb Seltzer
There is no question that skills training is essential for success in today’s workforce. Despite the best training and workforce development programs, however, many trainees find themselves facing serious impediments to securing and retaining employment, such as the need for expungement of criminal records, credit repair, help with driver’s license suspensions, and a variety of issues related to housing, family, and other legal matters. For the past several years the Maryland Legal Services Corporation, the state’s primary funder of civil legal services, has embedded lawyers in job training programs and Workforce Development Centers in certain Maryland jurisdictions to address these legal needs and remove barriers to employment. This Workshop will explore the importance of the partnership between legal services providers and workforce development programs, and showcase how these programs operate and enhance opportunities for success.
- Are You Boring Your Workshop Participants? – Bruce Wahlgren
We talk too much. As instructors and workshop facilitators, we bore our learners to death. We don’t mean to. We truly think that we are doing the opposite. But the fact remains: As long as learners are passively sitting and listening to us talk, they are not learning much. As workshop facilitators and presenters, we need to step aside and allow learners to learn. Real learning takes place when we stop talking and our learners start talking. Discover how to make your classes and/or workshops more interesting, engaging, and memorable. Based on Sharon Bowman’s book, Training from the BACK of the Room.
- Becoming A Person of Influence – Kevin Wayne Johnson
Everyone influences others. You do not have to be in a high-profile occupation to be an influencer; whenever your life connects with another person, you exert influence. Everything you do – at home, at work, at play – has an impact on the lives around you. No matter what your goals are in life, you can achieve them faster, you can be more effective and the contribution you make can be longer lasting if you learn to develop your influence.
- Building A Talent Pipeline that Starts with Your Local School System – Dr. Jean-Paul Cadet, Lateefah Durant. Amy Rock & Tara Gates Anderson
Prince George’s County Public Schools (PGCPS) is the only school district in Maryland that is a Registered Apprenticeship Provider providing both related instruction and on-the-job training. PGCPS continues to build talent pipeline structures that support industry needs and provide employment opportunities for students. This workshop will provide participants with strategies to engage local school systems, particularly Career and Technical Education departments, as a part of their talent pipeline strategy.
- Multi-Generation Family Development Plan-A Focus on Family Success – Dr. Christine Murrin & Roe Falcone
This Multi-Generation (Multi-Gen) model demonstrates how targeting low-income children and parents from the same family can help interrupt the cycle of poverty. This approach focuses on addressing the social and educational needs of both children and their parents, with the goal of creating new career opportunities and better financial outcomes for families. In the context of a research and outcome proven model, the workshop presenters take attendees on the journey of this Multi-Gen program’s success with some of the most difficult to serve populations, such as individuals with mental health/substance abuse issues, trauma-involved individuals and the re-entry population. Workshop attendees receive an overview of the Multi-Gen program’s creation, delivery and evaluation focusing on the outcomes of the program, such as increased confidence and reduced stress among adults and children and greater interest in socialization for families participating in this program model.
|11:30 AM Workshops
- Industry Panel: Business Services Panel
Lauren Coleman – Talent Management Coordinator, Baltimore County Office of Economic and Workforce Development
Terri Kearney – Business Services Representative, Susquehanna Workforce Network, Inc
Latrice Lewis – Business and Career Consultant Frederick County Workforce Services
Rosemary Woren – Sr. Program Development Specialist, Mayor’s Office of Employment Development
Michelle Day – MA,CWDP Director Workforce Services, Frederick County Government
- Badging: A Virtual Solution with Real-Life Impact – Mark Rivera
Employers are looking for candidates with the right credentials and the ability to apply them (Bradley et al., 2017). In response, Byte Back and Academy of Hope teamed up with Education Design Lab to address soft skills gaps that can prevent graduates from successfully entering into the tech workforce.
Part of our solution is a virtual badging system designed by Education Design Lab, which helps users develop and hone skills. Badge coursework is flexible: lessons can be administered online, as a mixed learning experience, or entirely in the classroom. Plus, badging is fun, with elements of gamification that motivate learners. More importantly, badges can be posted on LinkedIn and job search sites to showcase students’ abilities and credentials to employers.
To select badges, Academy of Hope and Byte Back strategically matched skills with the fast-paced nature of jobs our graduates enter. We mined Burning Glass reports to identify soft skills needed for target careers, solicited feedback from employer partners on workforce needs, and surveyed students about their perceived strengths and weaknesses. This workshop will focus on the process we underwent to select badges and integrate them with current programs, and we’ll explore the impact.
- Introducing MD Performs – From Data to Decisions – Ken Ryan
Maryland recently became the 10th state to implement a comprehensive Business Intelligence (BI) application for workforce policymakers at the state and local levels. MD Performs is a web-based application which provides state and local end users with participant-level data on WIOA Title I, Title III and TAA. Users can easily track characteristics, activities and outcomes at the WDB, Career Center, Youth Provider, and Eligible Training Provider levels. The workshop will demonstrate how MD Performs can be used to shape policies, priorities and training investments.
- Blended Learning for Job Seekers with Barriers to Employment – Shelly Brown, Walter Simmons, Sandy Mead & Erin Inman
Are you looking for a solution to increase your participants’ program completion, credentialing and employment outcomes? Would you like to offer additional career training options without having an instructor on hand? Learn how Frederick County, Prince George County and Lower Shore Workforce Alliance are working with local partners to facilitate a hybrid blended training program for high demand career opportunities.
- Emerging Markets – Cannabis, Hemp and So Much More – Jeff Trice
Do you have emerging market industries in your backyard? Are you engaging with them? Explore how emerging markets will impact the workforce of the future. Innovative new businesses are emerging every day, and workforce organizations will have to adapt to help them acquire and retain a robust workforce. Find out how to identify emerging market industries, learn about their needs, and engage them in a positive, productive way. Discover ways you can explore expanding job opportunities around these new markets and develop innovative solutions for diverse populations.
- Pathways to Resolution – Carl Edgecombe & Dr. Marcal Graham
Workforce development is the commingling of talented professionals with knowledge of a plethora of resources. Equipped to educate and guide, practitioners apply their expertise enabling customers to overcome some of life’s challenges, sociocultural habits and professional setbacks. They evaluate, enrich and empower their clienteles’ employment success. Constant changes in the social services climate challenge the creativity of dedicated Human Services professionals in-order-to meet the demands of co-workers and customers alike…often a daunting undertaking.
Attendees will be asked to share and discuss workplace practices including: Activities, Operations Processes, Events, Personnel Matters among other pertinent topics experienced in their work environment that have benefitted customers and staff. The primary objective of this gathering is to unveil outcomes.
Because we serve different agencies and institutions the success of our services and programs is reliant on being able to learn from each other. This session opens the door for networking and collaboration because, while our workplaces share similar expectations, strategies and approaches to finding resolutions to encounters or circumstances are not always available. This learning environment will be 100% interactive. After hearing from colleagues, attendees may make connections that will enable them to continue the conversation beyond RTB 2019.
- Ken Lemberg: Benchmarking Our Success – Assistant Secretary James Rzepkowski, Lauren Gilwee and Doug Weimer
This workshop will provide an overview of the Benchmarks of Success for Maryland’s Workforce System initiative and how local workforce development staff might further engage in the collective effort as we seek to further collaborative endeavors relating to five strategic goals toward Workforce Innovation and Opportunity Act (WIOA) implementation statewide across different agencies/organizations. A high-level initial overview will be provided by the Maryland Department of Labor Assistant Secretary (anticipated), in conjunction with leads from several of the Benchmarks committees (including Policy, Data and Dashboard, and Communications), sharing progress at this point in time. The audience will have an opportunity to engage in dialogue with state administrators and each other regarding opportunities, best practices, and challenges/gaps in implementing the objectives of WIOA and the Benchmarks.
|12:45 PM – 2:00 PM
||Lunch Keynote: Gary Schoeniger
|2:15 PM Workshops
- Industry Panel: Critical Partners
Larry Twele – CEO, Howard County Economic Development Authority
Christopher D. Maclarion – Director, Apprenticeship & Training Program, MD Dept. of Labor
Kelly Schulz – Secretary, MD Dept. of Commerce (Bruce)
Christine Ross – Pres. & CEO, MD Chamber
Bruce England – Executive Director Susquehanna Workforce Network, Inc.
- Developing Sector Partnerships and Programs aka Industry Bridge Programs – Walter Simmons & Skylar Wyche
This workshop is based on Employ Prince George’s, a WIOA Title I provider and EARN grant recipient, efforts to develop, fund and launch Sector Programs over the past two years. Employ Prince George’s Sector Programs are branded as Industry Bridge Programs in Prince George’s County. Industry Bridge Programs are comprehensive workforce programs that align Workforce Services, Adult Education, and Occupational Skills Training to meet the workforce needs of specific In-Demand Industries in Prince George’s County and the DC Metropolitan Area. Over the past two years Employ Prince George’s has built 5 Industry Bridge Programs, secured over $1,000,000 in funding, and served hundreds of participants.
During this workshop attendees will learn the steps and best practices in building sector partnerships and programs, followed by the steps and best practices to launch and operate sector programs. Attendees will also learn best practices when attempting to secure funding for their sector programs.
All of the content of the workshop is based on the three years of Employ Prince George’s leadership building their sector programs and two years of operating sector programs. Presenters will share all of the lessons learned and help attendees build and develop sector programs in their local workforce area.
- Organizstasis: How Human Body Systems Can Inform and Engage the Workforce – Robin Ewers
“Yeah, my work tried to engage us one time,” stated a diesel mechanic employed by a large construction equipment company. “They brought us into a room during lunch, fed us pizza, then turned down the lights so we could watch a video. We didn’t learn anything, but we sure got a good nap!”
Unfortunately, this real example is an all too familiar failed attempt at employee engagement.
Executives use terms such as ‘leadership’, ‘culture’, ‘resilience’, ‘communication’, and ‘team-work’ when engaging employees in promoting an organization’s ‘mission and vision’. However, when ineffectively used, these ‘buzzwords’ can be perceived by non-executive workers as ‘corporate fluffy stuff’ with no substantive meaning. When this happens, risk of workers disengaging from the organizational systemic whole develops, which then presents the possibility of other enterprise risk to develop. How can organizations bridge this language gap to engage employees?
Because everyone can relate to the human body, a homeostatic model using biological systems such as the nervous (Leadership), endocrine (Culture), immune (Resilience), circulatory (Communication), and muscular/skeletal (Team-Work) systems can provide a platform for leadership to inform and engage workers to achieve the goals of the business (Mission/ Vision), and ultimately their own goals; a model called Organizstasis.
- Soft Skills Training for Emerging Leaders – Erica N. Reed, LCSW-C
“Soft skills” is the new hot topic, but it’s not really new. The use of soft skills, or Emotional Intelligence, by leaders has been well researched and demonstrated to improve employee engagement, increase productivity and reduce workplace stress. Given the changing environment of the workplace, soft skills are essential for all emerging leaders.
The “New C-Suite” addresses the soft skills of coaching, collaboration, and communication. With an eye to gaining buy in from well established employees, as well as increased commitment from newly hired employees, new leaders must integrate these strategies in their day to day interactions with employees, community resources, and management.
This workshop will address the essential strategies of “The New C-Suite” with engaging discussions, actionable strategies, and empirically tested information which has proven its effectiveness in all industries. Use these strategies in your role as a leader and avoid your own burnout and frustration. You can also teach these soft skills to new employees to increase resilience and success in the workplace.
- Using Your Voice To Lead, Influence & Motivate – Robert Kennedy III
Many emerging leaders and experienced leaders are taught how to be organized. They are taught project management skills and how to create task lists. But there is one critical, powerful tool, available to every leader that few are taught to master…THE VOICE. Because communication and presentation are frequently used tools, it is essential for leaders to understand how they can communicate in a way that unites and motivates. They need to understand how physical, verbal and vocal mechanics connect and create trust.
This workshop explores the VOICE of a LEADER!
- Paul Champion – Modern Apprenticeships and the 4th Industrial Revolution
The economy is experiencing a golden age, with record expansion, record low unemployment. But the 4th Industrial Revolution is hampered by an urgent need for skilled labor.
The DOL estimates millions of vacancies exist in the job market today. Business leaders tell us, “We simply can’t find enough people who can do the job.” The reasons are partly structural, partly locational, and partly cyclical. But the main reason is a lack of skills.
75% of employers report skills shortages with 92% reporting the shortage having a negative impact on their business.
In 2008 we went through a painful financial global downturn, and with the methods traditionally used to grow workplace talent failing to keep pace with employers’ dynamic needs, we will soon face a painful global skills downturn.
We have too many Americans underemployed or sitting on the sidelines.
We need to ask ourselves these key questions:
• How do we keep up the momentum?
• How do we ensure that employers have the skilled labor they need to keep pace with the changing nature of work?
• How will the next generation of career pathways unfold so workers are prepared to meet employers’ needs?
It’s time for America to reboot its approach to growing talent. It’s time for an approach that is high quality, business relevant, and practical. The key to America’s economic success in the years to come will be a workforce that is agile and forever evolving. Its time for an “Apprenticeship Revolution”
- Milena Kornyl – Labor Market Information
Use the Maryland Workforce Exchange (MWE) and other resources to research LMI to find career path and to come up with best solutions for serving businesses and job seekers. Use LMI to find the top occupations and industries in a given area. Learn to locate real-time job postings for the top occupations and industries. Examples of analysis conducted by Local Areas and strategies for using it will also be presented.
|3:30 PM Workshops
- 0 to $60k: Transform income potential with partner-focused apprenticeships – Beth St. Clair & John Casella
The Urban Technology Project (UTP) manages the longest-running IT apprenticeship in the US. Across its 17-year history, UTP has helped roughly 600 out-of-school youth build their tech skills, earn industry-recognized tech certifications, perform relevant hands-on experience, and access high-growth jobs that pay up to $60,000 a year. So, what’s the secret to UTP’s long-standing success? A one-of-a-kind, partner-focused program model that has been cultivated and elevated over the past two decades.
By leveraging collaborative partnerships with institutional employers, WIOA-funded organizations, training providers, workforce boards, the technology community, workforce consultants, and federal, state, and local funders, UTP transforms more than 60 young adults each year – many from underserved Philadelphia neighborhoods – into highly qualified and motivated IT support professionals, who earn and learn on-the-job within a major institutional employer, the Philadelphia School District.
Workshop attendees will learn best practices that better guide the development of new pre-apprenticeships and registered apprenticeships (or improvement of existing ones) in their region through UTPs unique and partner-focused model. JobWorks, UTP’s thought partner and training provider, will speak to the customized and industry-aligned training component of the model.
- A Community-Based Intensive Incubator for Older Long-Term Unemployed Workers – Janet Glover-Kerkvliet, NCC, LCPC, GCDF, HNCP
The transition from unemployment to employment and/or from school to employment can be stressful, frustrating, and fraught with failure. Career paths are no longer straightforward or predictable. Job losses continues to happen at any time to workers at all levels due to national and local economic trends. Research demonstrates that participation in job clubs can influence a person’s odds of obtaining gainful work, provide access to larger networks, and help workers to navigate challenging situations—all of which increase the likelihood that employment is maintained. We propose to assist people in finding gainful employment and/or discovering and developing multiple streams of income in a 12-week intensive incubator program called TEAMWORKS. The program curriculum has three sections that will help participants to Re-Charge, Re-Design, and Re-Build their life and career pathways. During the program, we will focus on the larger picture of social and economic issues via incorporating the concepts of critical consciousness, accountability and self-empowerment. Group members will compose their autobiographies and family/work/school/culture trees. These tasks will be done by members individually with a coach and presented to the group. Participants will be coached in addressing issues of social location, generational membership, and distributive justice. The incubator program also will offer service oriented opportunities and ancillary support groups Effectiveness of the program will be measured via pre- and post-program surveys, inventories, and interviews.
- Industry Specific Boot Camps – Roe Falcone
Over the past 3 years, EDSI has developed and delivered various industry-specific career training boot camps in high growth industries for both youth and adults. Designed in partnership with employers around high-priority occupations, the boot camps offer a practical way for employers to make the shift from being primarily talent consumers, to talent producers. By partnering directly with employers to develop the curriculum, learners are able to absorb highly practical and effective career training which is excellent at preparing them for real-world employability. Examples of industries which have been highlighted include manufacturing, customer service, healthcare, construction and transit. In the event conference attendees may be interested in learning about boot camps specific to their local industries, we are able to adjust the presentation to include more information on those industries.
- Making it Count. Understanding WIOA Performance – Lynda Weber
To provide a better understanding of WIOA Performance Indicators. Including the schedule for when the measures occur, there definitions and what is being measured. Also the presentation will discuss the WIOA’s definition of reporting specifications; such as participant and exiter.
- Monitoring Without Tears – Karen Hamilton & Kim Justus
This workshop will discuss a process to improve monitoring results.
The Workshop will cover:
A. File Organization – having uniform files across all case managers makes things streamlined for everyone.
B. Peer – to Peer File Review
1. Offers confidence that eligibility criteria are met
2. Offers a learning experience for case managers to understand what other case managers are doing and how they are doing it
3. Allows performance benchmarks to be verified at intervals during participation and gives an opportunity to correct data entry errors
4. Develops a sense of camaraderie amongst case managers – THIS IS NOT A PUNITIVE EXERCISE.
C. Relationship with Monitor – begin to develop an open relationship with your monitor so that you can use them as a mentor / sounding board before monitoring rather than a cop at monitoring.
- Amy Petkovsek – Uncovering the Mystery Behind the Expungement Process, Kimberly Connaughton and Barret Claunch
Many workforce development professionals know that a criminal record is often a major barrier to successful and meaningful employment. Come to hear from legal professionals the mystery behind the expungement laws: what they mean, how they look in practice, and how workforce development professionals can take steps to inform clients of their rights.