The purpose of the Office of Federal Contract Compliance Programs is to enforce, for the benefit of job seekers and wage earners, the contractual

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1 A Placement Asset

2 The purpose of the Office of Federal Contract Compliance Programs is to enforce, for the benefit of job seekers and wage earners, the contractual promise of affirmative action and equal employment opportunity required of those who do business with the Federal government.

3 The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person s race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.

4 The Office of Disability Employment Policy (ODEP) was authorized by Congress in the Department of Labor s FY 2001 appropriation. Recognizing the need for a national policy to ensure that people with disabilities are fully integrated into the 21st Century workforce.

5 The US Business Leadership Network (USBLN ) is a national non-profit that helps business drive performance by leveraging disability inclusion in the workplace, supply chain, and marketplace.

6 VETS serves America s veterans and separating service members by preparing them for meaningful careers, providing employment resources and expertise, and protecting their employment rights.

7 Affirmative Action Compliance Office of Federal Contract Compliance Programs (OFCCP) 0.htm OFCCP Regulations: 41 C.F.C. Chapter 60 m/fccmanul.htm OFCCP Compliance Manual /sampleaap.pdf How to Develop an AAP Program OFCCP Employment Resource Referral Directory 07instructions.cfm EEO-1 Guidance Functional AAP

8 EEOC Compliance EEOC Laws & Guidance EEOC Publications EEOC Regulations

9 National Industry Liaison Group Today Since its beginning, the National ILG has continued improve and enhance its structure, purpose and membership, and has evolved to address new challenges and opportunities. The NILG Board supports 61 ILGs, which are comprised of small, mid-size and large federal contractors and employers across the country. No other employer association has a broader base of constituents focused on EO/AA matters. The NILG is the premier employer association on affirmative action and equal employment opportunity in the United States. The NILG is proud of the voluntary and unique partnership of public and private sector cooperation, it has been able to foster as an effective approach in dealing with important legal and regulatory issues regarding affirmative action and equal opportunity.

10 NILG Mission Statement We promote Affirmative Action and Equal Employment Opportunity by working closely with the Office of Federal Contract Compliance Programs, Employment Opportunity Commission, related administrative agencies and Local and Regional ILGs to: Advocate the positions and viewpoints of our constituents Comment and provide feedback on Regulatory and Legislative initiatives Educate our constituents on developments regarding equal employment opportunity and affirmative action and related regulatory changes We accomplish this mission by carrying out the activities outlined in our bylaws and by achieving targeted objectives.

11 Michigan ILG Anthony Kaylin Vice President American Society of Employers Victor Park West Victor Parkway Livonia, MI Phone:

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17 What works in Job Training: A Synthesis of Evidence

18 ENGAGING EMPLOYERS Work up-front with employers to determine local hiring needs, design training programs that are responsive to those needs from which employers will hire. EARN AND LEARN Offer work-based learning opportunities with employers including onthe-job training, internships, pre-apprenticeships and Registered Apprenticeships as training paths to employment. SMART CHOICES Make better use of data to drive accountability, inform what programs are offered and what is taught, and offer user-friendly information for job seekers to choose programs and pathways that work for them and are likely to result in jobs. MEASUREMENT MATTERS Measure and evaluate employment and earnings outcomes. Knowing the outcomes of individual job-driven training programs how many people become and stay employed and what they earn is important both to help job seekers decide what training to pursue and to help programs continuously adjust to improve outcomes.

19 STEPPING STONES Promote a seamless progression from one educational stepping stone to another, and across work-based training and education, so individuals efforts result in progress. Individuals should have the opportunity to progress in their careers by obtaining new training and credentials. OPENING DOORS Break down barriers to accessing job-driven training and hiring for any American who is willing to work, including access to supportive services and relevant guidance. In order for training programs to work, they need to be accessible for the people who need them most. REGIONAL PARTNERSHIPS Prosperity Regions Coordinate American Job Centers, local employers, education and training providers, economic development agencies, and other public and private entities to make the most of limited resources. The truth is politicians don t know how to create jobs, because that is not what they do. At best, politicians can set themselves up as pitch men for their region to try to attract the attention of site selectors and by persuading their region to offer as tax incentives to encourage business to locate there. But is this job creation or is it just stealing jobs from another region in essence shuffling the deck with a zero sum gain for the United States labor market as a whole?

20 The Skills Gap and Unemployment in Wisconsin Separating Fact From Fiction Marc V. Levine University of Wisconsin-Milwaukee Center for Economic Development Job Creation: Strategies and Costs ( 5 part series) Colleen LaRose Workforce Dev & Economic Dev Leadership Trainer/Consultant. Public Policy Researcher. Strategic Planner, Writer, Speaker

21 This conclusion, rejecting the skills gap/structural unemployment theory, has been confirmed in numerous recent studies, from: a) university economists at Stanford, the University of California Berkeley, Duke, MIT, and the University of Pennsylvania; and b) researchers at the Brookings institution, the Economic Policy Institute, the Center for Economic and Policy Research, the Federal Reserve Banks of Atlanta, Boston, and Chicago, and the Boston Consulting Group. Two recent Nobel Laureates in economics and two former heads of the President s Council of Economic Advisers thoroughly reject the skills gap as an explanation for persistently high joblessness.

22 In 2014, 53% of Detroit residents aged 16 to 64 years (242,000 people) reported working any amount of time over the last 12 months. And while Black and White residents are equally likely to be in the labor force, Black residents are more than twice as likely to be unemployed (31% vs 15%). Twenty-two percent of Detroit s population age 18 to 64 has some kind of disability. Twenty-eight percent of them are in the labor force, and their unemployment rate is 39%.

23 We underestimate the gaps. It s a real struggle to get participant skill levels up to the point where they meet the requirement for many workforce development programs. Adult literacy is a major challenge in Detroit. While data is difficult to come by, estimates on the number of functionally illiterate adults ranges from 1 in 3 in the State of Michigan to 47% for the city of Detroit. Many Detroiters face a staggering combination of barriers to employment. There is no silver bullet.

24 We know that non-working residents face significant poverty. In 2013, in the population aged 20 to 64, 61% of unemployed residents had income under the poverty line, as did 52% of residents not in the labor force. But getting a job is often not enough to move out of poverty, especially since those who work are less likely to work full-time, full-year jobs compared to national averages. Working Detroiters still need access to support services that can help them reach self-sufficiency.

25 ARTICLE 14 Fair Employment Practices The Consultant agrees to comply with City of Detroit Executive Orders Nos and if applicable, and with Chapter 27 of the Detroit City Code, as amended, being Ordinance No. 303-H and those rules and procedures adopted by the Human Rights Department pursuant thereto.. Executive Order Number directs City departments and authorities to impose a requirement on construction contracts that 51% of the workforce must be Detroit residents, and that 51% of the actual work hours are performed by Detroit residents. Executive Order directs City Departments and authorities to require its contractors and developers to provide at least 30% of the contract or project value through Detroit Based businesses. The parties hereto shall promptly furnish any information required by the City or the Human Rights Department of the City pursuant to this Article. The Consultant shall not discriminate against any employee or applicant for employment, training, education, or apprenticeship connected directly or indirectly with the performance of this Agreement, with respect to his/her hire, promotion, job assignment, tenure, terms, conditions, or privileges of employment because of race, color, creed, national origin, age, marital status, handicap, sex, or sexual orientation.

26 Sector Initiatives for In-Demand Industry Sectors and Occupations The MWAs in Prosperity Regions 6, 9 and 10 have a long history of implementing regional industry sector initiatives. These have included the Long Term Care, Community Health, and Tourism and Hospitality Regional Skills Alliances. More recently, these included sector initiatives in Health Care, Technology, Advanced Manufacturing and Hospitality. Currently, MWAs in the region are actively convening several regional sector initiatives including the Advance Michigan Defense Collaborative, the Michigan Academy for Green Mobility Alliance, Opportunity Detroit Tech and the InnoState Project. Not listed: Construction and Transportation

27 The GROW AMERICA Act will allow States and local governments to effectively plan and start construction on projects that will support millions of good paying jobs over the next several years and improve our economy and global competitiveness. As displayed in the tables, the Administration s proposed GROW AMERICA Act would put more resources into Michigan s highway and transit systems than a scenario of continued short-term patches at flat funding levels:

28 The Moving Ahead for Progress in the 21st Century Act (MAP-21) transformed TIFIA into one of the largest transportation infrastructure loan programs in history, making up to $17 billion available in credit assistance for critical infrastructure projects. The GROW AMERICA Act would make an estimated $40 billion in additional loan volume from a $4 billion investment.

29 FY 2016 Federal-Aid Highway Apportionment to Michigan under Extensions with Flat Funding Estimated FY 2016 Federal-Aid Highway Apportionment to Michigan under the Administration s GROW AMERICA Act from $1,026,080,875 to $1,243,616,901 FY 2016 Federal Transit Administration Apportionments and Allocations to Michigan under Extensions with Flat Funding Estimated FY 2016 Federal Transit Administration Apportionments and Allocations to Michigan under the Administration s GROW AMERICA Act from $132,253,796 to $203,923,055

30 BLS projects that employment in construction and extraction occupations will grow 10 percent from 2014 to 2024, increasing from 6.5 million to 7.2 million jobs 9 a bigger increase than any other industry. 10 It is crucial that the barriers that have prevented greater access to these jobs by underrepresented groups in the past not continue as this labor force grows. To help overcome the barriers to increased diversity in construction trades, OFCCP recognizes that a proactive, intensive strategy is more effective than merely doing enforcement after construction contractors have completed all or much of their work. In each Mega Construction Project (MCP), OFCCP focuses all the tools in its toolbox community outreach, compliance assistance, and compliance evaluation to engage the different stakeholders in the community from the earliest stages of the project.

31 Workforce Number one issue Quality Build Legislation package Education Number two Prompt Pay

32 Opportunity for MWA s to provide proactive technical assistance to business, helping them achieve compliance goals to enhance future bid success outcomes Opportunity for MWA s to broker employment and training/apprenticeships in high growth sectors to underserved sub-groups Opportunity for MWA s to engage MILG businesses committed to compliance

33 Rogelio Landin, Consultant Business Services