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Across the US, jobs that are directly involved in making and supplying more sustainable “clean technology” goods and services generally offer better pay. This roadmap includes policies that, when implemented, can continue to accelerate job creation and innovation based on sustainable and scalable clean economy industries in the Detroit area. Additionally, it provides case studies of these prospects being successfully turned into reality.
Michigan’s economy is transforming to one that demands new skills, knowledge, and credentials, especially post-secondary education. However, there are fewer adults able to meet this growing need; in fact, one out of three working-age Michigan adults lacks the basic skills or credentials to attain a family-sustaining job and contribute to the state’s economy. This report recommends that Michigan transforms its adult learning infrastructure to create a unified strategic approach to increasing basic skills and post-secondary credential attainment. It also outlines a variety of programs that improve the skills and abilities of workers to help them prepare to access this emerging market.
Nearly half of working age Detroiters do not have the essential foundational skills necessary to get a job or succeed in a career. At the same time, the need for strong foundational skills is growing. Detroit’s emerging economic comeback means that the number of jobs is growing, and yet, too few Detroiters qualify for them. This report outlines models of effective practice in improving adult foundational skills and case studies in which such practices have been successfully implemented.
In spite of overwhelming odds, some immigrants with minimal academic credentials are finding their way to college, entering post-secondary programs and earning credentials that provide them with the skills required to get and keep good jobs. They are doing so with the assistance of new and innovative partnerships among employers, community colleges, and community organizations that expand access to higher education for immigrants. Upon examining these partnerships, with a focus on the Hispanic immigrant adult population, this report outlines emerging lessons about successful partnerships and the recommendations for the field.
As Detroit has been met with a surge in economic growth, closing the critical skill gaps for Detroiters and attracting jobs to the city that fit entry-level skills sets are key to achieving shared economic prosperity. This report stresses the need for well aligned on-ramps to help workers attain the skills necessary to qualify for the jobs that are available. In Metro Detroit, these on-ramps consist primarily of organizations providing foundational skills, general work-readiness services, and work-readiness training programs. Specifically, this report discusses the benefits of on-ramps, problems with accessing on-ramps, and how occupational training programs prepare people for jobs within the healthcare, retail, manufacturing, and transportation industries.
Under the American Recovery and Reinvestment Act (Recovery Act) High Growth and Emerging Industry Sectors grant program from 2009 to 2013, the U.S. Department of Labor funded 152 grantees across the country to train unemployed and dislocated workers in emerging and growing sectors such as health care and “green jobs.” Their experience offers insight into how training programs and employers partnered to advance incumbent workers and open entry-level positions for unemployed job seekers—an approach known as “upskill/backfill.” This paper summarizes key lessons learned from that experience and documents benefits to job seekers, employers, and communities.
The Midwest accounts for nearly one-fourth of all industrial energy usage in the U.S., including nearly half of all industrial coal consumption; however, only 10 percent of Midwestern industrial facilities are upgrading their equipment to improve productivity. In 2011 the Midwestern Governors Association (MGA), launched an industrial energy productivity (IEP) initiative aimed at improving the competitiveness of Midwestern industry by highlighting the region’s IEP assets and opportunities to improve energy productivity. This report focuses on IEP-related jobs and workforce development needs and assets in the Midwest; specifically, it describes both the occupations that comprise and the training and certification that help develop the IEP workforce.
The Detroit Regional Workforce Fund’s efforts to connect low and moderate-income persons to career pathways is inhibited by the skills gap. As a result, the Detroit Regional Workforce Fund is pursuing several key policy and capacity-building efforts focused on increasing adult educational attainment. In particular, they are aiming to expand pre-bridge and bridge programs to prepare adults with low basic skills for occupational training, support the creation of ten Learning Labs in Detroit, facilitate peer learning among basic skills providers, and more.
Asset poor families, those that cannot sustain themselves without income for at least three months or weather emergencies without falling into the safety net, are consistently vulnerable. Arizona seeks to align its economic development, safety net, and education systems to benefit both its citizens and its economy through an asset development framework. Assets reduce the risk of poverty and reliance on the safety-net, break generational poverty, enable people to start businesses and invest in education. This report explores why assets are so important and how social policy has conflicted with asset accumulation, provides evidence of Arizona’s asset-poor environment, identifies potential state policy strategies, and outlines a framework for action for system partners.
This report focuses on an association of city and county governments and metropolitan planning organizations which collaborate to identify new training needs of Kansas City area businesses attempting to adapt to sustainable energy and energy efficiency opportunities. Key findings discusses in this report include that educational institutions and unions need to incorporate significantly more green knowledge and practices into their existing training; if we rely solely on incentives, there is a danger that green practices may fade away when the incentives do; and green knowledge starts at the top—architecture, design, universities and manager professionals need to understand and adopt green practices to enable construction workers to build green.