Narrative: b. 2.

The SCSEP approach for engaging employers in long-term strategies will stem from business engagement at three levels. These levels include the state board, the regional planning efforts and at the local board level. In working with GWDB, Local Workforce Development Areas, SCSEP agencies and other such entities, below are various strategies that are Minnesota is currently working on.

1) Increase opportunities for aging workers to do small business development and become entrepreneurs.

2) Train employers to do a better job communicating the type of skills that they need, in ways that do not hinder older applicants.

3) DEED sponsors workshops for employers on how to establish on-the-job training and focus on knowledge transfer strategies, which help aging workers.

4) Develop a strategy and model for success, including both paid and unpaid work.

5) The DEED business services representatives need to work with local employers on aging employee retention and managing a multigenerational workforce effectively.

6) Show how Volunteering at an organization/company you want to work at has become quite common, and is helping aging job seekers connect with potential employers.

7) Guide employers to network with specific schools that teach skills they need in their workforce, e.g. Hennepin County Technical College

The Governor’s Workforce Development Board, made up of a majority of voting members representing private business, will contribute to developing and assessing long-term strategies that contribute to Minnesota’s career pathway system. 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.

Employers are realizing the ability of older adults to learn new things, especially as related to technological changes in the workplace. Some of our 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 our 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. These are just some of the aspects to the opportunities that must be considered by the GWDB and its role in the workforce development system.

As the regions in Minnesota establish their sector strategies for occupations in demand that lead to family sustaining wages, considerations will have to include the older workforce. 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. These sector strategies are required to be business led, thus creating another opportunity for engagement in long term strategy that include older workers.

At the local board level, the strategies begin to become more tactical, allowing for SCSEP program providers to more directly engage with employers through sponsored activities, business services activities outlined in other sections of the State Combined Plan, as well directly with employers on the local boards. All of these efforts are contributing to more effective service delivery and opportunities for older workers to leverage services and resources.