6 minute read

NORTHWEST MICHIGAN WORKS!

An agency to help people find and keep jobs

By Megan Kelto

With the nation experiencing an historically tight labor market and post-pandemic realignment of workers’ needs and goals, one area agency is working hard to connect prospective employees and employers, and help organizations think creatively about where they can find talent.

Northwest Michigan Works! (NMW) is an arm of Networks Northwest and is one of 16 regional agencies that make up the Michigan Works! Association, the state’s primary workforce development agency.

The agency offers an array of services and resources for employers and job seekers alike. It also works with local stakeholders and economies to anticipate and train for future talent needs.

The regional agency serves a 10-county area spanning from Manistee to the Mackinaw Bridge, with job centers located in Traverse City, Cadillac, Manistee, and Petoskey. It is funded primarily through state and federal grants, and it uses those funds to provide career skills, workforce training, adult education, interview coaching, counseling, and much more.

“Oftentimes we get confused with the unemployment office, when we’re actually the agency that helps people find jobs and keep jobs,” said Chief Program Officer Jessica Willis.

With a staff of 50-60 across the region, NMW has teams working on both sides of the equation to bridge the gaps between job seekers and employers. The agency serves workers of all ages and stages in their work life, whether they are just starting out, returning to the workforce, or looking to make a career change.

“We can help young people who are looking for a summer youth experience, where they can get a stipend, all the way to someone who is shifting gears after the pandemic...We can work in the whole spectrum,” she said. “We meet people where they are, and come up with a tangible plan for their career and goals.” grant that works with people who have been impacted by the opioid epidemic,” Willis said.

Gina, a recent client, was laid off after 10 years as a teacher and administrator. Through the agency, she created a profile on Pure Michigan Talent Connect, which is the state’s job board. Within 24 hours, a career services specialist had reviewed her profile and reached out with a job referral with NMW.

Another special opportunity is the Offender Success (OS) program. When Chris returned home after being released from prison, he was referred to the OS program and received housing and job placement support. He was able to quickly get a full-time job, and OS staff helped with wraparound services, including work equipment and bus passes.

While NMW serves all sectors, it sees strong demand in manufacturing, information technology, and healthcare. It recently launched a program to connect prospective EMTs and first responders with training through the Michigan Learning and Education Advancement Program.

“We were able to fund that training, and not just the training cost, but also supportive services such as the special watches and uniforms they need,” says Willis. “They could do this short-term training, and then be on the job in a manner of months.”

The agency also works directly with employers to develop and train their workforce. Although Grand Traverse County is a hot spot for population growth, demographically the county is aging. As a result, “we’re swinging back and focusing on our youth programming, and trying to build that talent pipeline and engage them as early as eighth grade,” Willis noted.

Ultimately, Gina was hired as a service center manager.

“(My) successful career change was largely due to the types of connections that Michigan Works! staff make every day,” she said.

NMW’s career advisors are a valuable resource for job seekers. They can offer career assessment tools, information about specific industries and occupations, and help line up the education and training needed to move into a new position.

Career advisors can also help workers determine if they’re eligible for job training funding and help to navigate the process. There are several programs and funds available of which job seekers may not be aware.

“Sometimes we have special grants that come through. For example, we have a

With OS program support, he was able to save a small amount of money, find an affordable room to rent, and recently celebrated a promotion and raise.

“This program has been an asset to the success after my release,” Chris said. “OS staff have gone above and beyond to ensure I had the tools to be successful.”

On the employer side, the OS program offers a new source of workforce talent.

“For years, we were doing a lot of outreach and educating employers on this talent pool,” Willis said. “And now, we have employers calling us and saying, ‘Do you have anybody coming from the Department of Corrections looking for a job?’ That’s a real flip from where we were just a few years ago. Employers are trying to get creative in how they attract and retain talent.”

Bill Marsh Automotive is one employer that has benefited from the agency’s Jobs for Michigan Graduates program. Through the program, local students meet with employers, learn about the types of jobs available, and receive assistance with employment barriers. Since 2017, 18 youth have completed work experience at Bill Marsh locations, and countless others have done tours and job shadows. Today, there are 21 former JMG program participants employed at Bill Marsh full-time.

For NMW, “it’s a pretty interesting time,” Willis said. “We’re at a 50-year low for unemployment, and there’s such a need for talent.”

Housing, childcare, and transportation are all contributing factors, she said.

“No one is going to solve these problems individually,” she said. “They’re all interconnected. We all need to be at the table.”

Attracting and retaining employees is a real struggle, especially in an era where the advantage tilts in favor of the new-age worker. The departure of one or even two individuals can temporarily cripple an organization. Smaller companies are particularly vulnerable. This is why it is crucial for business owners to rediscover ways to attract and retain their biggest asset, happy hires.

Gallup’s recent poll indicated pay and well-being are the top ticket items that keep and attract employees. The current employee is seeking wider lanes of wellness; upskilling and financial tools that will help them to rediscover their work-purpose.

The “people first” culture is here to stay. Amid continued pressures of rising inflation, a business owner’s shrinking cash flows can create the perfect storm for a benefits’ balancing act. Enhancing your fringe menu with a few nimble programs can help to keep your hired happy.

Here are a few.

Employee Assistance Programs (EAP) are a multifaceted benefit that serves both the employee and an organization. This type of work-life program encourages access to short-term counseling for individuals who are experiencing personal or work-related challenges that may be affecting their overall well-being and job performance.

Designed to encompass services that target and treat mental health, these plans include substance- and alcohol-related counseling and grief and family therapies that are provided by a licensed professional. EAPs can be drafted to allow for several confidential sessions with 24/7 access to hotlines for your staff at no charge to them. The delivery models may vary, yet can be as low as $15-25 per person per year. Minor administrative costs should be factored in as well.

EAPs may also provide an avenue to train leadership to recognize and possibly resolve job related concerns, before burnout occurs. Small business owners can learn new ways to manage and address positive workplace outcomes and grow through these new-aged challenges by this valuable instrument. Helpful resources include www.eapassn.org. Upskilling, cultivating and creating a runway for next-level-skills for your hired is a must-do. The recalibration of work-world priorities has created a sense of eagerness

Three to learn new talents. Individuals are hungry to understand future career landscapes and what it will take to get them there. Motivated employees are likely to participate in opportunities that yield learning, so why not help them?

Empowering your workforce to create their own personalized development agenda will not only enhance their knowledge, competencies and skills, but also their longevity to the firm. Employers have a vested interest in supporting their teammates to reach full potentials. So listen to their needs, identify the best path to achieve their goals and make it happen.

Keep

Something as simple as providing the pathway for paid time off to participate in a skills-building course can do wonders for all parties. In our own backyard, Northwestern Michigan College is an inexpensive learning hub with robust courses focused on the business-minded.

Flexible Spending Account (FSA) mechanics are not complicated, nor is the set-up. FSAs are an inexpensive versatile financial vehicle for your hires to shelter from taxation and budget for annual medical, dental and vision needs.

Families, too, may use this method to pay down daycare costs. An elected portion of taxable income is withheld

(tax-free) and deposited in a hands-off account. Once the need for eligible expenses arises, the employee has access to these funds.

Within this type of arrangement, employers can also entice participation by providing up to a $500 contribution that can be used toward the eligible financial need of the employee and their family. Participants in this type of instrument can receive roughly a 30% discount on allowable expenses (depending on their tax bracket). Note: The IRS does dictate maximum pretax payroll deductions per year.

Keep in mind that the employee experience will take center stage in 2023. Nurturing your new-aged workforce should be a high priority. Take time to measure your benefit offerings to see if they are fruitful and providing your staff what they truly want and need. Every quarter, encourage feedback so you can reevaluate the performance of all your programs. Start small, stay wise and work with your trusted experts.

Andi Dolan is the owner of Traverse Benefits, a local independent insurance agency advocating and providing health, life and disability solutions for employers, individuals and Medicare beneficiaries across northern Michigan.

This article is from: