Narrative: a. 1.

The Local Workforce Development Areas (LWDA) like Arrowhead Economic Opportunity Agency (AEOA), under the leadership of the Workforce Board, places a strong emphasis on developing job–driven strategies that align with the demand industries and occupations in the local and regional areas. It is vital that the staff and participants have access to current labor market information that they can utilized in making informed decisions regarding skill development and job goals. This is accomplished in a variety of ways and facilitated by program staff. Staff is provided with the necessary tools and resources to remain knowledgeable of in–demand jobs and occupations. Up–to–date information on local regional high–growth, in–demand occupations is readily available, and SCSEP participants are instructed on how to access this information.

The SCSEP staff is supported in this effort through in–service trainings with the DEED’s (DEED) local regional labor analyst, data sources through DEED and ISEEK, featured publications, data mining tools, job vacancy survey results, and the Minnesota Occupational Employment Statistics (OES). Staff will be exposed to the DEED Career Profile tool and will begin to utilize this in their work with participants.

Participants are assisted 1–1 in assessing their skills and abilities and in identifying potential job opportunities in the local labor market, including in–demand industries and hot jobs. The development of a participant’s community service assignment is very important in establishing goals and objectives to enhance his or her employment opportunities in the local job market.

Given the current economic and demographic trends as well as the desire of many older individuals to remain in or re–enter the work force, issues relating to older workers’ "trainability" as well as the economic payoffs from training influence decisions about whom and when to train as well as the participation of older individuals in training.

Most host agencies that we have utilized have been extremely pleased with the older workers that have been placed in their organizations. In fact, employers generally rate older workers highly in terms of their dependability, loyalty, and commitment.

Employers are realizing the ability of older adults to learn new things, especially as related to technological changes in the workplace. Some older workers have had the opportunity in past years, to participate in "work specific" classes to enhance their employability (MJSP Office Works and MN Department of Commerce SETT Sustainable Employment Training and Trade). In addition, all older workers are encouraged to take advantage of the computer classes that are offered through the Adult Basic Education classrooms at the local WorkForce Centers. This year, participation will be mandatory. Studies indicate that older workers can adjust to computerized word processing, but they may take longer to learn and may need more assistance while learning.

Some studies have revealed that the costs and benefits of training older workers suggests that any added costs of training older workers may be offset by savings elsewhere because older workers stay on the job longer than younger workers (3 years as compared to 1 year). Thus, the return on investment for training was actually greater than that of younger workers. Older workers have also proven to be better sales people than younger workers.

As older individuals continue to have successful experiences in both training programs and the work force, the issues of "trainability" payoff are dissipating. Hopefully the forward–looking businesses will look beyond the negative stereotypes and develop or participate in programs that will attract and retain older workers.