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Are you interested in effective SCSEP practices identified in Region 1? 


Here is the link to download the complete list and details about the select practices found below:

  • The NAN Job Readiness Training program (JRT) was developed to help mature workers gain the skills necessary to obtain unsubsidized employment and to facilitate participant transition into the workplace.  JRT is a blended learning program that integrates instructor-led training with technology-based, hands-on learning.  The current program format consists of 13 interactive lessons which have been designed either to work in conjunction with one another, or to be facilitated as stand-alone segments.  JRT was designed for a SCSEP participant and its principles are applicable for any mature worker aged 40 and over.
  • The grantee, through its sub-grantees, requires participants have computer and work readiness skills training prior to placement at host agency sites.  This practice adds to the participant employability and placement potential.
  • TWP has created a job portal,, to connect its job ready candidates with placement agencies for temporary-to-permanent or direct-hire jobs.  OJE is offered for each participant profiled on the portal as an incentive for the employment above other job candidates.  The portal also contains a good deal of information about available training, job search tips, etc. and is updated regularly.
  • Test for Adult Basic Education (TABE)
    Sub-Grantee In-House Testing of Incoming Program Participants: Get test results same day as compared with the One-Stop that may take weeks, Testing of participants occurs regularly, Sub-Grantee controls when test is given, Greater ease in capturing of low-literacy, most in need factor  for participants who test at the low literacy level, and Reduces lag time in getting participant enrolled.
  • EOEA has been working on implementing several evidence-based programs for the SCSEP participants, these include Chronic Disease Self-Management Program, CDSMP, and Healthy Eating, HE . The planning stages began in June-July 2010. As part of the July 2010 session,Chronic Disease Self-Management Program, EOEA was impressed by the training/tool on how to manage any chronic condition, or a complex situation. The program/training can be used to address both, the job-readiness skills as well as participants' ability to retain employment due to additional barriers.
    Initially two possibilities were discussed for the participants: 1. To attend the program as participants and 2. To be trained and become the lay leaders to train other participants in their community. We also discussed a third option of combining the outreach and recruitment for the CDSMP/HE with leading the workshops into a Community Service Assignment for the participants. Please contact Olga for more information about this training tool.
  • Maine is very involved with the Coastal Counties Workforce, whom is one of two grantees in Region I, that manage the Aging Worker Initiative Grant. Maine was recently approved as a member of their Board of Directors. They have developed a program called Work Ready that offers a 60 hr. job preparation program that includes many job readiness workshops including resume writing and interviewing designed to prepare individuals for their search for unsubsidized employment.
  • Merchants’ Bank “Money Smart” training A collaboration with a statewide bank to provide basic financial literacy and budgeting training for our SCSEP participants. The trainings will focus on the basics of banking, personal budgets and banking customer rights.  These trainings will occur at Vermont Associates monthly Training and Employment meetings, with the first one occurring in February, 2011.  Vermont Associates and Merchants’ Bank have collaborated and decided that more comprehensive trainings will be offered based on Participant needs in the future. The bank has also offered one-on-one banking assistance and individualized training on an as-needed basis to Participants. This training compliments our transitional planning to accommodate the needs of Participants effected by Durational Limit.
  • NYSOFA sub-recipient in Erie County has developed the "Mature Job Seeker" Workshop which they hold at all four of their One Stops in the county.   This has been highly successful in promoting the visibility of program, recruitment and preparing participants for unsubsidized employment. 
    A summary paper detailing what is covered during workshop is available upon request."

For more information, contact the Boston Regional Office (click on contact) or contact Ms. Keeva Davis,

Volume 1, Issue 3 of the Community Newsletter is available!

Last week I had the opportunity to attend the Road to Recovery Strategies for Reemployment Summit.  Even though I knew the number of attendees prior to arrival, I was overwhelmed by the flood of participants in Dr. Paul Harrington's opening plenary session on the state of the economy.  The ballroom was jam packed with 1,000 workforce professionals from across the country.  Each attendee listened with bated breathe, as Paul listed his recommendations to the workforce system: connecting to the employer community and making on-the-job training a priority.  We all want to reemploy the millions of unemployed Americas.  The question we all have: how do we reemploy America may appear simple but the answer is beyond challenging given our slow economic recovery.  Jobs are scare and resources are limited but, I believe, the system has what it takes to succeed.  Every person attended this Summit for one reason: to find answers and help their community prosper.  By the end of the conference, I know every attendee came away with at least one idea to help their state or community.  With so many sessions: entrepreneurial training to you can do that with rapid response funds, the volume of brainstorming, networking, and knowledge transfer was unstoppable.   
There was a drum beat of excitement.  This beat built into a euphony of innovations: how to connect the Unemployment Insurance with the workforce system and ways to innovate service delivery and engage the business community.  Dr. Harrington said it, companies are grossing more, but there is a fear factor to invest.  We are the connection between the employer and their future workforce.  We have the first hand knowledge of talent in our community and how to develop it.  Now we need to make these connections reality.  All those who gathered at the Summit are empowered to explore and take risks: develop new models and targeting reemployment services based on data and create new or leverage existing career pathways to develop training and employment opportunities.  So, folks, it's scary sometimes but, oh so very true, the workforce system is the answer.  It's hard work but given the showcase of talent at the Summit I know we can do it.     
This picture was taken during the Cross Border Layoffs Session with Mark Belanger and Thomas Phillips.  Just one of the many sessions that showed us how to partner and be proactive so communities - no matter where they sit - stay competitive and services are seamless to our customers: employers and workers.  Thanks to all the participants and speakers for a great Summit!  Until next time...

Andrew Sum’s March 14 post on the Huffington Post.

The Nation's Troubled Labor Markets and the Fate of Its Dislocated Workers

Despite a modest downtick in the aggregate unemployment rate due in part to labor force withdrawals, U.S. labor markets remain in a deep recession. High levels of open unemployment and underemployment and nearly 7 million hidden unemployed dominate the scene. The recent release by the U.S. Bureau of Labor Statistics of its January 2010 dislocated worker survey allowed us to identify the extraordinary impact of record high dislocation of U.S. workers over the 2007-2009 period, predominantly in the private for profit sector.

Between 2007 and 2009, there were 15.43 million U.S. workers who were displaced permanently from their jobs. This was by far the highest number of workers displaced over a three year period in the past 30 years for which we have such data. Nearly 11% of U.S. workers 20 and older were displaced from their jobs, the highest dislocation rate in our post-WWII history. While many key demographic groups experienced double-digit or near double-digit displacement rates, they were highest among younger workers (under 30), men, Blacks and Hispanics, those without post-secondary degrees including persons with 1-3 years of college, construction, manufacturing and mining industry workers, and most blue-collar occupations and lower level service occupations (food prep, janitors, office cleaners). Nearly 1 of every 5 White and Black males under age 35 with no college schooling were displaced, contributing to a depression among our nation's youngest male workers.

Given the sharp increase in the absolute number of dislocated workers over the 2007-2009 period, the steep drop in payroll employment over the same time period, declining job vacancies, and rapidly rising numbers of unemployed workers, the nation's dislocated workers experienced substantial difficulties in finding re-employment by the time of the January 2010 survey. Only 49 of every 100 dislocated workers had found some type of employment, the lowest re-employment raise in the 27 year history of the survey. In February 2000, a decade earlier, nearly 75 per cent of the dislocated had been able to regain employment. The re-employment rates were lowest for the youngest (under 25) and the older dislocated workers (55 ), for most blue-collar workers and for office support workers, for Blacks, and for those workers lacking post-secondary degrees. Only 25 to 30 per cent of dislocated Black men without any post-secondary schooling were able to regain employment.

Unemployment problems of these dislocated workers were extremely intense in January 2010. The overall unemployment rate was 43%, the highest ever recorded in the history of the dislocated worker survey dating back to 1984. This unemployment rate was 4 to 5 times higher than the overall unemployment rate for all U.S. workers (9.9%) in that same month. Unemployment rates were highest among men, older workers (55 ), Blacks, those with no post-secondary schooling, blue-collar workers, and those laid off from manufacturing, construction, and information services industries. These unemployed workers also were experiencing lengthy spells of unemployment. More than half (55%) of all unemployed, dislocated workers were members of the long-term unemployed, being out-of-work for 6 months or longer, and they contributed in a substantive manner to the record high mean durations of unemployment among all of the unemployed in the nation. Approximately 15% of all of the dislocated were no longer actively looking for work in January 2010 even though 40 per cent of them reported that they wanted to be at work. Hidden unemployment was clearly on the rise, but their earnings losses were still present in their absent paychecks.

Even among those regaining employment, a number of labor market problems existed. These included nearly 300,000 workers who were underemployed, working part-time but desiring full-time work, the rising numbers of mal-employed college educated workers (1 million) who were working in jobs not requiring their college degrees, and the losses in weekly earnings among many of those re-employed. Findings of research on the re-employed by the Heldrich Center on Workforce Development at Rutgers University revealed that many re-employed reported being depressed and anxious in their new positions.

While dislocation problems had reached new peaks in recent years and many of those dislocated continue to experience severe labor market adjustment problems, the U.S. House of Representatives recently passed a budget bill that would eliminate all funding for dislocated worker programs under the existing Workforce Investment Act. While past evaluations of the performance of such programs have admittedly been mixed, this is no time to eliminate efforts to provide re-employment and retraining assistance to the nation's dislocated. The very core of many of our labor market problems is intrinsically bound up with the fate of these dislocated workers. Will either political party have the courage and wisdom to stand up on their behalf?

This blog was co-authored by Andrew Sum and Mykhaylo Trubskyy.

Massachusetts One-Stop Career Centers Offer Social Networking Workshops to Help Job Seekers Utilize State-of-the-Art Job Searching Techniques
Not LinkedIn? Can't tweet?  Don't be left out of the loop!  Massachusetts One-Stop Career Centers are here to help. Recognizing the value of social networking, Massachusetts One-Stop Career Centers are ensuring their job seekers are plugged into the newest tools.  The Centers are now offering social networking workshops. These workshops provide job seekers with training in internet technologies that many employers are now using to not only hire, but also run their businesses.
A new study recently released by UMASS Dartmouth’s Center for Marketing Research shows that top companies nationwide are relying on social networking sites like LinkedIn and Twitter as a marketing tool. These companies are not only searching for their next employees on these sites, but are expecting them to jump right into the social networking world once hired.
Visit to find the career center nearest you and to learn more.
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