Business Leaders United for Workforce Partnerships is comprised of employers from a range of industries who are concerned about our nation's skills gap, who are working with local partners to train and hire community residents for skilled jobs, and who want our country's policymakers to follow suit and invest, aggressively and effectively, in the skills of America's workers. BLU seeks to create a common platform from which these diverse business leaders can jointly communicate to national policymakers, the press and the American public about the effective industry-based strategies they've developed which could serve as models for a more comprehensive national skills policy.
- Invest More Effectively to Close the Skills Gap: We need greater and more effective public investments in workforce education and training tied to market‐ and employer‐relevant outcomes. U.S. employers are unable to find skilled workers to fill open positions, and we need to close that skills gap. Business leaders may have varying opinions about government spending, but many of us feel a greater public investment in skills development is a must—particularly if we involve local employers in partnerships with education and training providers to ensure the efficiency and targeting of those investments.
- Deliver More Industry‐Recognized Credentials: Some U.S. employers are looking for workers with bachelors or graduate degrees. But many employers are seeking to fill good‐ paying middle‐skilled jobs that do not require a college degree, but expect the applicant to have some type of technical, industry‐recognized credential or certification. We need to increase the number of degrees and industry‐recognized credentials delivered by our colleges and training programs, and we need to involve employers in identifying which of those credentials are in demand.
- Create Regional Industry Partnerships to Improve Education and Training Across Firms: Small and medium‐sized employers don't have big training budgets, nor do they hire enough people to influence local colleges or training programs. Larger employers often have their own training resources, but they too face limits in the range of people whom they can serve. Organizing multiple firms, small and large, within the same regional industry allows all of these firms to identify common skill standards that can then be expected of area schools, trainers and colleges. These sector or industry partnerships are at the forefront of workforce training in the U.S. today. We need more of them, in every region of this country.
- Help Employers Partner with Community Colleges, Service Providers: There are many effective partnerships between individual employers, community colleges, and / or other community‐based service providers that are helping low‐income or low‐skilled individuals access new training and employment opportunities at these firms. Public policy could do a better job of encouraging such partnerships, including rewarding and recognizing participating employers.
- Accelerate Hiring with On‐the‐Job Training (OJT) Assistance: Employers want to hire again, but too many of their applicants—while potentially good candidates—lack certain basic or technical skills to qualify for open positions. Publicly‐funded on‐the‐job training eases the costs and risks of employers who are willing to lean forward with such hires, with the expectation that these new employees will gain new skills that may later qualify them for permanent hire. OJT policies are particularly attractive to small employers, who rarely make use of hiring tax incentives. Larger employers have likewise demonstrated interest in such learn and earn strategies to accelerate hiring
Gayle Agahi Director Public Sector Initiatives, Cleveland Clinic
Erick Ajax Vice President, E.J Ajax and Sons
Beth Cross President, Sigler Companies
Ernest Dupont Director, Workforce Development CVS / Caremark
Scott Ellsworth Vice President, U.S. Operations, Tipco Punch
Pat Flavin Assistant Vice President, Workforce Initiatives, TJX Companies, Inc.
Susan Hatten Senior Business Development Executive, Sigler Companies
Jan Hunter Director, Workforce Planning & Development, John Muir Health
Mike Mandina President, Optimax
Debbie Mesloh Senior Director, Government and Public Affairs, Gap, Inc.
Brent O'Bryan Vice President, Learning & Development, Allied Barton
Mario Rendon Director, Workforce Strategy & Diversity, Pacific Gas & Electric
Liza Smitherman Vice President, Professional Development, Jostin Construction
Peter Strange Chairman, Messer Construction
Michael Tamasi President & CEO, AccuRounds
Dan Wolf President, Cape Air