PERMIAN BASIN WORKFORCE DEVELOPMENT BOARD

FY 2013 – FY 2018 PBWDB PLAN SUMMARY

BACKGROUND

The Texas Workforce Commission (TWC) issued guidelines for the development of Workforce Board’s Integrated Plan for Fiscal Years 2013 – 2018. The planning guidelines provide Workforce Boards with instructions for completing the next five-year Board Integrated Plan. The basis of the guidelines is the Workforce Investment Act. The following required topics are addressed in the plan:

·  Strategic

o  PBWDB vision

o  Economic and workforce analysis of the Permian Basin area

·  Operational

o  Services to target populations

o  Customer service

o  The requirements of the Texas Workforce Investment Council

o  The competitive process of awarding grants and contracts

o  The process for soliciting public comment

o  Provide copies of the required memorandums of understanding with partner agencies or programs

This summary includes the most critical components as extracted from the PBWDB’s Integrated Plan. A copy of the full draft plan is available at PBWDB’s office located at 2911 La Force Blvd. Midland, TX for all interested parties to review and to offer comments. All public comments will be incorporated into the final Integrated Plan.

STRATEGIC

Key Issues

Economic strengths of the Permian Basin:

·  Major area for the energy industry – both oil and gas and renewable energy

·  Projected employment growth in multiple industrial sectors

·  Colleges and Universities - Vibrant educational community with significant resources and a history of working with employers

·  Relatively youthful and educated workforce

·  Centrally located along major transportation/distribution lines (rail, road, air)

Economic challenges to Permian Basin:

·  Shortage of housing for current and new workers

·  Significant segment of the population needs education and skills training

·  Government investment in the region may/has declined due to federal budget cuts

Issues and challenges facing the Permian Basin’s workforce development:

·  Addressing the skills needs of employers in an ever-changing competitive business environment. Skills training opportunities have to keep up with employer needs in industries with changing skills requirements. Workers have to be adept at their job skills as well as have computer skills to operate technologically sophisticated machinery.

·  Businesses in the region are experiencing a worker shortage to such an extent that companies are “raiding” each other’s workforce to find skilled workers. Employers have to offer higher wages to find and keep unskilled service workers creating problems with retention and turnover as workers move on to better paying jobs as soon as they are trained on the job.

·  Though the unemployment rate is as low as 3.1% in the region, some in the pool of unemployed have additional barriers to employment – lack of resources, history of drug/alcohol abuse, family/domestic problems, criminal records, long-term dependence, lack of work history – that must be addressed before they can become work ready. The resources available to address employment barriers continue to dwindle as social service budgets are slashed.

·  The influx of new workers especially in the oil and gas extraction and production industries has created a shortage of housing for workers. Competition for housing is reaching a critical level with rental rates rising putting pressure on the low income population who cannot afford rent increases. The broader infrastructure of roads, schools, utilities are becoming overburdened now and will be highly stressed if employment projections of significant additional employment growth are realized.

·  Accessing sufficient support services resources needed to allow individuals in training to continue in training and hold a job after they complete training. Retention in training and in a first job post training is dependent of the individual having resources to provide for themselves and their family, have access to transportation, child care, and affordable medical care. Federal resources are being cut to the extent that individuals will no longer be able to access training to acquire the skills employers need now and in the future.

Opportunities for Workforce Development

·  The beginning of a robust economy brought back by the growth in oil and gas activity.

·  Experienced, active, and effective workforce development partnership between the PBWDB and the area’s community colleges and UTPB.

·  Close cooperation between workforce development and the broader economic development efforts in the region.

·  Reliance on information, access, the actions of area schools in helping to identify employer need and addressing those needs through coordinated efforts to establish training, recruit students, encourage excellence in achievement and support for students to complete training and obtain employment paying a self-sufficient wage.

·  Active partnerships with employers working with PBWDB and schools to develop training programs that meet their needs for skilled workers.

Targeted Industries and Occupations

An economic and demographic analysis of the Permian Basin and labor market information about current and projected employment in key industries in the region was developed. PBWDB identified target industries, those industries that are expected to experience significant employment growth and target occupations, those occupations that expected to grow and for which the PBWDB is interested in providing training opportunities (i.e. self-sufficient wage, available training within the PBWDB’s ability to provide training in terms of cost and duration.).

Key Industries

Oil and Gas Extraction / Specialized Freight Trucking
Support Activities for Mining / Pipeline Transportation of Crude Oil
Power Generation and Supply / Pipeline Transportation of Natural Gas
Natural Gas Distribution / Accounting and Bookkeeping Services
Residential Building Construction / Elementary and Secondary Schools
Nonresidential Building Construction / Junior Colleges
Building Equipment Contractors / Colleges and Universities
Other Specialty Trade Contractors / Outpatient Care Centers
Machine Shops and Threaded Products / Medical and Diagnostic Laboratories
Agricultural, Construction, and Mining Machinery / Home Health Care Services
Metalworking Machinery Manufacturing / General Medical and Surgical Hospitals
General Freight Trucking / Nursing Care Facilities

Target Occupations. Training may be provided through Workforce Investment Act funds for these occupations.

Bookkeeping/Accounting/Auditing / Managers/Supervisors – Mechanics/Installers
Bus/Truck Mechanic/Diesel Specialists / Managers/Supervisors – Office/Admin Support
Business Operations Specialist / Managers/Supervisors – Production/Operations
Carpenters / Managers/Supervisors – Transportation/Moving
Construction Managers / Operating Engineers/Construction Equipment
Dispatchers, Ex Police/Fire/Ambulance / Petroleum Pump System/Refinery Operators
Electrical Power line installer/Repairer / Plumbers/Pipefitters/Steamfitters
Electricians / Radiologic Technologists and Technicians
Executive Secretaries/Admin Assistants / Registered Nurses
Heating/Air Conditioning/Refrigeration Mechanics / Truck Drivers, Heavy Tractor Trailer
Industrial Machinery Mechanics / Truck Drivers/Light or Delivery
Inspector/Tester/Sorter/Samplers / Welders/Cutters/Solderers/Brazers
Licensed Practical/Vocational Nurses / Nursing Aides/Orderlies and Attendants
Machinists / Mechanical Drafters
Maintenance and Repair Workers / Elementary School Teachers, Except Special Education
Medical Assistants / Electrical and Electronic Engineering Technicians
Medical Secretaries / Occupational Health and Safety Specialists
Managers/Supervisors – Construction Trade

OPERATIONAL

Workforce Boards are asked to address programs and services in coordination with partners and accessed through the workforce center system. The Plan describes how different programs and services are delivered to employers, job seekers and “targeted” subpopulations, and how the operations align with PBWDB’s strategic vision and design to implement and support an integrated workforce system.

The following lists the business, job seeker, and targeted populations needs and one example of how the PBWDB addresses that need from the Plan.

BUSINESS NEED / HOW PBWDB ADDRESSES NEED
Qualified job applicants / Recruiting, screening and referral of qualified applicants
Assistance with job orders / Qualified staff assist with job order details, skills identification, updating orders, follow up on result of referrals
Outreach of applicants / Staff job fair site – enable employers to participate through provision of logistics support
Job Applicants ready to work / Soft skills (work maturity skills) assessment and training through job clubs, counseling, peer group interaction
Skilled job applicants / Work with employers to identify skills needed and find providers to offer skills training
Assistance with expansion / On-site job application assistance
Assistance with lay-offs/ downsizing / Respond quickly to layoff notice with rapid response activities
Workforce partners who understand the industry and listen / Business representatives on the PBWDB
Responsive to Change / Periodic customer satisfaction surveys and corrective action
JOB SEEKER NEEDS / HOW PBWDB ADDRESSES NEED
Access to job listings / WorkinTexas.com job listings
Job search assistance / Job search assistance
Assessment and testing / TABE testing
Occupational skills / Classroom training in targeted occupations
Support while in training / Transportation assistance
Job placement after training / Job development in key target industries
Job retention / Follow up services to ensure job retention
TARGET POPULATION NEEDS / HOW PBWDB ADDRESSES NEED
Veterans / Provide same day service as a priority group
Persons with Limited Literacy or English Language Ability / Community Colleges offer programs to adult students having the desire and ability to learn the English language
Services to Blind or Disabled Texans / All workforce centers fully accessible to disabled and physically challenged customers

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