The Southwest Ohio RegionWORKFORCE INVESTMENT BOARD

Building Bridges: 2004–2005

At times during the past 18 months, I felt the need to augment my corporate

wardrobe with a neon yellow hard hat. It’s truly been a period when the Workforce

Investment Board has been “under construction,” forging friendships and

connecting constituents.

During this time, we’ve been enlisting the support of our stakeholders—business,

education, government, individual job seekers, non-profit organizations and social

service providers. And, as you’ll read in the following pages, we’ve accomplished

a great deal during this period of building bridges into the community.

But, this could not have been accomplished without the strong support of

our board, the resources provided by our partners, particularly the Cincinnati USA

Regional Chamber, and the cooperation of the City of Cincinnati and

Hamilton County.

Going forward, our next challenge involves educating the business community

of the services available through the One-Stop Center, creating additional awareness

of the Super Jobs brand and creating a service offering so strong that businesses

will be willing to pay for it.

Sincerely,

Pamela R. Carter, President

Southwest Ohio Region Workforce Investment Board

Pamela Carter, President

Ronald McKinley, Chairman

The Southwest Ohio Region Workforce Investment Board

The previous year was not only a year of “building bridges,” but a year of building

the base from which the bridges reach out into the community.Our first challenge was to solve the issue of governance. This was accomplished

through the successful incorporation of our board, the identification of a Chief

Elected Official (the mayor of Cincinnati) and through the hiring of a full-time

professional staff.Next we developed our first, actionable operating plan to focus our activities. We are

now positioned to achieve significant outcomes: assisting the business community in

identifying skilled job candidates and enabling individuals to become self-sufficient.

I want to extend my heartfelt thanks to Tyronne Stuckey, Pete Strange and the rest

of the board members for laying the strong foundation we inherited.Sincerely,

Dr. Ronald McKinley, ChairmanSouthwest Ohio Region Workforce Investment Board

The Southwest Ohio Regional Workforce Investment Board is comprised of representatives frombusiness, education, labor, non-profit and training providers, as well as the Cincinnati USA RegionalChamber, officials from Hamilton County and the Mayor of Cincinnati, who serves as the ChiefElected Official.

By connecting these various segments of our community into a collaborative unit, we can provide a proactive response to global competition by creating a workforce that is more skilled and bettertrained. This collaboration results in businesses that are more successful, increased tax revenuesgenerated by new or better jobs for previously unemployed or underemployed individuals, andimproved social welfare through reduced poverty and reliance on public assistance.

How did it begin?

The federal Workforce Investment Act of 1998 (WIA) was enacted to consolidate, coordinate andimprove employment, training, literacy and vocational rehabilitation programs in the United States.(The WIA replaces the Job Training Partnership Act.) The WIA mandated the establishment of localworkforce investment boards to set policy for their local workforce area. Their challenge is tostrengthen and expand the region’s workforce resources by consolidating the many publicly fundedemployment services into one coordinated system.

Under WIA, each State has its own Workforce Board. In September 1999, Gov. Bob Taft created theGovernor’s Workforce Policy Board to regularly assess and continuously improve programs designedto enhance the State’s employment needs.

The Southwest Ohio Regional Workforce Investment Board (WIB) is used to carry out planningresponsibilities within Cincinnati/Hamilton County, such as implementing a system to help

local job seekers obtain the skills they need to secure employment and to help localbusinesses find employees with the skill set they need for their business.

It is only through the establishment of public/private partnerships that the system canultimately benefit our entire region by improving the overall business climate, assuringeconomic growth, inclusion for our diverse population and prosperity for all citizens.

Connecting to our

CommunityOur VisionTo become the

model workforce

development

system.

Our MissionWe will create

and develop a

comprehensive

workforce

development

system that

engages the

entire community

towards ever-

increasing levels

of self-sufficiency.

2004–2005 Report | 2 |

Building bridges of

TrustWe feel the ultimate goal of any public workforce development system is to positively impact thecommunity and break the cycle of dependence in which many individuals find themselves trapped.

This is accomplished by connecting the business community with government, social service agencies,non-profit organizations and individuals—building bridges of trust between them all. The WIB helpedconnect these various entities through the following series of activities during the past 18 months:

Reached an agreement with the City of Cincinnati and Hamilton County where the Mayor of Cincinnati would serve as Chief Elected Official and the County would act as the administrative entity and fiscal agent.Incorporated our board as a 501(c) 3.Selected a new provider for our One-Stop Center (Arbor E&T, LTD.) and re-branded it under the Super Jobs moniker.Selected new providers for our Youth Services and created a separate area within our Super Jobs Center specifically for those under the age of 21 (Youth Zone).Identified a central location to house all of our resources and partners.

Our ValuesLong-term economic

growth of our region

Ensuring global

economic

competitiveness of

employers and workers

Aligned partnerships

that include, but are

not limited to, WIA

Customer focus:

job seekers and

employers

Business leadership

Maximization of the

employment potential

of the individual

Employment services

addressing the

employment needs

and life circumstances

of each customer

Removing barriers to

self-sufficiency,

workforce participation

and retention

Continuing education

as a primary means

for skill development

and growth

Positive and

measurable community

impact on employer

and work success

The Southwest Ohio Region Workforce Investment Board

| 3 | 2004–2005 Report

Setting the path through shared goals

Benefits offered to businesses through the Southwest OhioRegion Workforce Development system include:

Providing businesses with new sources for job applicants(along with a more diverse pool of applicants.)Creating customized training for current employees that can result in increased productivity and a more stableemployee base.Enhancing a company’s bottom line with cost savingsrelated to recruitment and reduced turnover, as well as the direct benefits of tax credits for some workers.

Local training providers also benefit from the public workforcedevelopment system because the need for better-qualifiedworkers increases opportunities for them to develop morebusiness. Through the Super Jobs Center, training providers willbe able to reach a broader market for customized training. Also,because the system allows for user feedback, training providerswill be able to refine their services, ensuring that they provideoptimal value to customers.

Local governments enjoy increased tax revenues generated bynew or better jobs for previously unemployed or underemployedcitizens, and the accompanying business growth. This allowsgovernment agencies to better respond to the needs of citizens,as well as promote the social welfare of communities throughreduced poverty and decreased public assistance costs.

In spring 2005, TheCincinnati Children’sHospital Medical Centerdecided to transition from a paper-based jobapplication system to an electronic one. Thenumbers were staggering:

In excess of 20,000 jobapplicants annually,Approximately 2,000 openpositions filled annually,More than 500 openingsavailable at all times.

They knew they needed to create a venue for those individualswho did not have access to the Internet, so they installed aseries of desktop computers in their waiting area.

“What we quickly discovered was that many individualswithout computer access also didn’t have computer skills,”said Julia Abell, senior director of employment at TheCincinnati Children’s Hospital Medical Center, pictured above.“And we didn’t have the staff to individually assist them.”

In June they contacted the Super Jobs Center, which devised aplan to serve as the entry point for Cincinnati Children’s. Notonly did the Super Jobs Center have the space and computers,it also had enough staff to assist. The center was able toscreen the applicants and refer the most qualified directly toCincinnati Children’s.

“Job applicants now receive better service,” added Abell,“allowing our staff to better focus our time on reviewingqualified applicants.”

The Super Jobs Center could also provide other training andeducational services to the job applicants, in addition to theability to refer them to openings at other companies.

This system has worked so well that Cincinnati Children’splans to use the center to conduct pre-employment testing.

Better service toapplicants yields betterresults for employer

2004–2005 Report | 4 |

A S U P E R J O B S S U C C E S S S T O R Y

When Kevin Lynch ofAmantea Nonwovens firstcontacted the CincinnatiUSA Regional Chamber, hewas in the same boat asmany other small businessowners — fully immersedin running the day-to-daydetails of his company andnot set up to handlecertain corporate functionssuch as recruiting.

Because Amanteamanufactures nonwovens for chemically produced hygiene products, it needed employeeswith a very specific skill set. Researching the demographics of the local labor pool and identifying the latest recruitmenttechniques were challenges Lynch, pictured above, simplydidn’t have time to tackle.

Because the Chamber was used to working with small andemerging businesses like Amantea they knew exactly what Lynch needed and immediately referred him to the Super JobsCenter. But Lynch was hesitant at first, but left the firstmeeting extremely satisfied.

“Representatives from the Super Jobs Center showed me howto penetrate the current fragmented labor market, helped meunderstand how they could identify candidates for specific jobsand then facilitated the entire job search process,” said Lynch.

According to Lynch, the key was to create a quality jobdescription that included the specific skills needed for hispositions. After the resumes were received, the Super JobsCenter assisted Amantea with screening, and then presentedthe most promising candidates to Lynch.

“I would estimate 40–50 percent of my employees are herethanks to working with the Super Jobs Center,” Lynch added.

Lynch discovered another advantage: The Super Jobs Centerwas able to identify and offer candidates financial assistancewith on-the-job training programs currently available.

“The Super Jobs Center provided me with the perfect way to penetrate the marketplace,” declared Lynch.

The Southwest Ohio Region Workforce Investment Board

| 5 | 2004–2005 Report

Small business owner outsourcesrecruiting, saves time

S U P E R J O B S S U C C E S S S T O R I E S

In early 2005, GE - Aviationrealized it would need to quicklyhire the skilled trade positionsthey were used to recruiting,as well as entry level positions.The challenge was that GE had not hired large numbers of entry level employees innearly 20 years and wasn’t set up internally to handle thiskind of task.

In March, they met with Wes Archiable, anaccount executive from the Super Jobs Center.Because Archiable had a vast amount ofcorporate experience, GE found he was able to share a wealth of knowledge about hiring trends and recruiting. GE knew immediately that the Super Jobs Centercould help.

“The staff from the Super Jobs Center actually visited with us on-site on numerous occasions to get a better understanding of the skills needed for some of the jobs,” said Teresa Lacefield,hourly staffing specialist at GE, pictured above.

Not only did the Super Jobs Center act as the resume collectionpoint for GE, it also screened and sorted the resumes anddelivered them to GE, all 3,500. The Super Jobs Center teameven posted the skilled openings on the Ohio Job Match System.

“By using the Super Jobs Center to collect and screen resumes,we could focus more on interviewing and assessment,” addedLacefield, “allowing us to find the best of the best.”

It worked so well that GE has used the Super Jobs Center sinceApril 2005 to post, accept, screen and deliver resumes.

Working togetherto turbo chargerecruiting

2004–2005 Report | 6 |

The Super Jobs Center: Where job seekers and employers

ConnectThe Super Jobs Center held its grand opening in May 2005. Some ofthe highlights of securing the new location at 1916 Central Parkwayincluded the ability to consolidate all of the services it offers underone roof and the fact that it was centrally located. The Super JobsCenter is part of the Regional One-Stop Consortium, a partnership of employment and training provider agencies working together tobetter serve businesses and individuals in the Cincinnati USA region.It is operated by Arbor Education & Training, a leading provider of workforce development services.

What can employers do at the Super Jobs Center?

The Super Jobs Center is designed to help employers find the best candidates for their job openings by:

Providing access to an increased applicant pool, with the goal of becoming the largest single source of job applicants in Cincinnati and Hamilton County.Using the facility to conduct recruiting, interviewing and hiring.Utilizing a broad range of other services including customized training, staffing services,wage and labor market information, professional and technical referrals, national job searchcapabilities and economic development assistance.

What can job seekers do at the Super Jobs Center?

The center provides a broad range of assistance to individuals conducting a job search or looking toenhance their workforce skills. Job seekers can visit the center for access to locally and nationallylisted jobs, resume development assistance, employment testing and assessment, job skillsworkshops, listing of state-approved eligible training providers and employer information. Job seekersalso will be able to receive assistance with unemployment insurance, adult education, GED testingand financial aid information. The center offers customized programs for job seekers with disabilities,veterans, mature workers and migrant/seasonal workers.

The Southwest Ohio Region Workforce Investment Board

S U P E R J O B S S U C C E S S S T O R I E S

When Louisiana resident Olga Johnson learned Hurricane Katrinawas about to slam into in the New Orleans area, she knewexactly what to do: head to Galveston for a day or two, wait thestorm out, and then return.

When Johnson, her daughter and two grandchildren eventuallycame home to New Orleans, their house, possessions andJohnson’s job were gone. “For a couple of days, all we had wereour clothes,” remembered Johnson, pictured below.

With two sisters living in Cincinnati, Johnson headed north. A self-sufficient woman, her initial thought was, “I really need some help.”

After arriving, Johnson’s first call was to the Archdiocese ofCincinnati, which referred her to the Super Jobs Center. Within aweek, she had an appointment with a counselor at the SuperJobs Center, and a week after that, she had a job interview withCatholic Health Partners (CHP).

“Everyone at the Super Jobs Center was so nice and so helpful,”said Johnson, who started her new job in her new hometown as aScanning Index Specialist less than one month after leaving NewOrleans. In fact, she has since been promoted to a position inthe accounts payable department at CHP.

Hurricane Katrinasurvivor finds new job in Cincinnati

| 7 | 2004–2005 Report

Alex Wilkins was involved in credit and collections work forseveral years, most recently with a local law firm, but knewone thing for sure: He wanted more out of life.

Wilkins heard of the Super Jobs Center and wondered if itcould help. In March 2005, he attended a workshop and was impressed enough to come back. When he returned,he met and connected with a career counselor, SheldonScott, who helped Wilkins look at his career from a variety of different perspectives.

“I needed a career coach,” confessed Wilkins, pictured above.

One of the skills Scott taught Wilkins was his “elevatorinterview” — how to summarize and sell himself in just 30seconds (the length of a typical elevator trip.) With his newskills and outlook, Wilkins attended a Career Fair inSharonville at the beginning of August.

“I made a point to visit every single booth at the fair,” Wilkins said.

That strategy worked. Within days, Wilkins received 15 calls,scheduled nine interviews, received multiple job offers andeventually took a new position.

Wilkins started as the receivables manager at OKI Systemsin August 2005 and feels there will be opportunities for himto advance within OKI.

“I continue to refer people to the Super Jobs Center,” addedWilkins. “I feel like I made a friend in Sheldon.”

Coaching helps jobseeker find newperspective, career

As a subcommittee of the WIB, the Youth Council oversees the City of Cincinnati and HamiltonCounty’s workforce development system for low income and disadvantaged individuals aged 14–21.

It accomplishes its mission by developing a network of partners to provide the support services neededby our youth. These services are organized under the Youth Zone area at the Super Jobs Center.

Why is a special youth focus necessary?

The majority of youth who come through the Super Jobs Center are simply looking for a job. And in asimilar way to the adults who utilize the Super Jobs Center, the Youth Zone also provides assistancewith creating resumes, writing cover letters and sourcing employment openings.

But in some instances, our youth lack the most basic education and training to qualify for manyemployment opportunities available. Some need to obtain a high school diploma, others needremedial reading, writing and/or math skills, while still others need computer training.

Occasionally, they even need help with transportation, child care, housing or even the appropriateclothes to wear to work. This is where the Youth Zone really makes a difference.

Partnerships for

Progress

2004–2005 Report | 8 |

Youth ZoneServicesJob and summer

employment

information

Unlimited use of

computers, software,

printers, etc.

Internet and

e-mail access

Job training classes

Career exploration

assistance

Information on

community resources

and events

Connection to

Youth Services

programs

Michelle Walker came into contact with the Youth Zone at theSuper Jobs Center by one of the Super Jobs Center’s partners,TechBridge. As a recent high school graduate, Michelle waslooking for a job and thought the computer training offeredthrough TechBridge would be helpful.

Her first step was to work with the Youth Zone, the employmentand resource center for youth ages 14–21, at the Super JobsCenter where she received help with her resume and cover letter.

“I wasn’t really sure what to expect,” said Walker, pictured at rightwith her supervisor, Teri O’Brien. “But I was pleasantly surprised.Everyone at the Youth Zone was so helpful. I’ve been to otherplaces where that wasn’t always so. That’s why I didn’t mindcoming back.”

After her initial application and eligibility interview conducted atthe Youth Zone, Walker enrolled in training to learn and earnMicrosoft Certification at TechBridge.

Walker’s new skills came in handy when she was hired as anadministrative assistant at the Youth Zone in November 2005.

But she’s not finished. Michelle plans to apply to the computerengineering program at Cincinnati State and Technical College infall 2006.

“The staff at the Youth Zone has even helped connect me to theUniversity of Cincinnati, another Super Jobs Center partner, whereI’m getting assistance with my federal financial aid forms andlearning how to apply for scholarships,” Walker noted.

| 9 | 2004–2005 Report

The Southwest Ohio Region Workforce Investment Board

A S U P E R J O B S S U C C E S S S T O R Y

This one’s a keeper:Youth Zone client joinsSuper Jobs staff

The Southwest Ohio Region Workforce Investment Board Youth Council MembersDoug ArthurBusiness Support Services

Bari EwingCincinnati State Technical andCommunity College

Beverly Hardy Greater Cincinnati Urban League

William HarrisZion Baptist Church

John HaysbertCinergy Corp.

Scott Henderson Pro Train

Billy HensleyKnowledge Works Foundation

Marquicia Jones-WoodsCincinnati Metropolitan Housing Authority

Paula London Career Education & Resource Center

Wayne McFarlandHamilton County Juvenile Court

Karen ParchmentGlobal Personnel Solutions

Paul RamstetterCincinnati Public Schools

Stanley RossCincinnati Human Relations Com.

Bob ScarboroughGreat Oaks Institute of Technologyand Career Development

Tyronne Stuckey TYS Construction Services

Sharon ThompsonCincinnati Job Corps

Carolyn TurnerCincinnati Parents for Public Schools

Carol WalkerTime Warner Cable

Stephen J. BaileyBailey Contracting Svc. LLC

Melissa BledsoeSpectrum Learning Centers

Beth BranniganOhio Dept. of Job & Family Svcs.

Darraugh ButlerD. Butler Management Consulting

Michael ConnerFrisch’s Restaurants Inc.

Alfonso CornejoAC & Consultants

Pat DeWineHamilton County

Kimber FenderThe Public Library of Cincinnatiand Hamilton County

Dave FitzGibbonILSCO

Drew FoxAmantea Nonwovens LLC

Paul HeldmanThe Kroger Co.

Wayne HicksCincinnati Business Incubator

Carl HilliardCincinnati Job Corps

Kathleen KraemerOhio Rehabilitation ServicesCommission

Paul MagnusMature Services

Ron McKinleyCincinnati Children’s HospitalMedical Center

Walter McLarty TriHealth

Anthony PerzigianUniversity of Cincinnati

Dave PhillipsCincinnati Works

Dan RadfordAFL-CIO

Rob ReifsnyderGreater Cincinnati United Way

Paul ReynoldsFifth Third Bank

Gwen RobinsonCincinnati-Hamilton Co.Community Action Agency

Jim SchwabUS Bank

Chris SmithOhio Dept. of Development

Cynthia SmithHamilton Co. Job & Family Svcs.

Pete StrangeMesser Construction

Tyronne Stuckey TYS Construction Services

Greg TankersleyVIOX Services

Annette Smith-TarverBlackwell Consulting Svcs. of Ohio

Donald TroendleCincinnati Metro. Housing Authority

Nick VehrCincinnati USA Regional Chamber

Robin WhiteGreat Oaks Institute of Technologyand Career Development

Ron WrightCincinnati State Technical andCommunity College

John YoungFreestore/Foodbank

Joe ZimmerBuilding Trades Council

2004–2005 Report | 10 |

The Southwest Ohio Region WorkforceInvestment Board of Directors

2004–2005 Financial Summary

2004–2005 Performance Summary

Cumulative Number of Job Seekers Served

Cumulative Number of Successful Placements (Employed Job Seekers)

Cumulative Number of Business Contacts

The Super Jobs Center operates in partnership with

Arbor E&T LLC, and is supported by the City of Cincinnati,

Hamilton County and the Southwest Ohio Region Workforce

Investment Board. An equal employment opportunity

program. Auxiliary aids and services are available upon

request for individuals with disabilities.

©2006 Cincinnati USA Regional Chamber 4.06|1000|MMP|SS

1916 Central Parkway

Cincinnati, OH 45214

Phone: 513.731.9800

FFax: 513.458.6147ax: 513.458.6147

SuperJobs.com

The Super Jobs Center is an affiliate of

the Cincinnati USA Regional Chamber.