| | | | | | | | | | | | | | | | | | Uniquely Abled Advanced Manufacturing Training | | | | The Uniquely Abled Advanced Manufacturing Training initiative, expanded during the fourth quarter, provides foundational training in advanced manufacturing specifically designed for individuals on the autism spectrum. This program, established in collaboration with the South Shore Regional Vocational Technical High School and Bridgewater State University, began in June 2023 and has demonstrated significant success. However, feedback from training providers indicated a need for additional training, especially in career readiness. | | In collaboration with our funder, the Center for Advanced Manufacturing at the MassTech Collaborative, we allocated funds to extend the training by an extra 100 hours for current participants and increased capacity to include four more individuals in the program cohort. With a total of 10 participants, nine of whom already have secured job placement opportunities upon graduation, this program showcases remarkable success. | We take pride in being the pioneers in the state to introduce such an innovative program. On September 19th, the Lieutenant Governor paid a visit to the class, interacted with students, and observed the firsthand success of the program.
| | | | | | Gender
Non-Traditional
Career Assembly | | | | | | Old Colony Regional Vocational Technical High School held their annual Non-Traditional Career Assembly for ninth-grade students on Wednesday, November 8, 2023. A non-traditional career, as defined by the US Department of Labor, is an occupation in which individuals from one gender comprise less than 25% of the individuals employed in such occupation. At the end of December, students will complete their Exploratory Program and will make their selections for a permanent vocational-technical program. Prior to their program selection, Old Colony holds this assembly so that students can hear from and talk with individuals who are employed in nontraditional careers. This year's assembly was coordinated in partnership with the MassHire Greater New Bedford Workforce Development/Connecting Activities department. They arranged for six industry professionals, who are non-traditional in gender for their career, to speak to the Old Colony students about their experiences working in a field that is non-traditional for their gender. | | | | Each panelist shared the path to their current role and discussed both the challenges and benefits of pursuing a nontraditional career and answering student questions. At the conclusion of the program, the panelists shared advice for students to keep in mind while they are making their selections. They all shared the same sentiments of urging students to follow their own path and pursue their own interests and goals.
A special thank you to our panelists, Dena Barber, Loan Officer at RMS Mortgage, Ross Nunes, Business owner and cosmetologist at Salon B, SSG Anitabela Ventura, recruiter for the United States Army and Al Seitz, Director of Admissions at MA Maritime Academy for taking the time to share their incredible experiences with our students as they prepare to make their shop selections. Thank you also to Justin Grota, Jamilyn Gordon, and Deven Robitaille from our MassHire GNBWB Youth Team for coordinating this fantastic group to speak with the students. | | | | | | | | | | | | | | | | | | | | | | MassHire Greater New Bedford Youth Services offers year-round and summer programs for in-school and out-of-school youth ages 14 to 25. These programs offer young people guidance in career options while they attend high school or help with securing their high school equivalency GED or HiSET. Young people gain exposure to career opportunities and can participate in industry-recognized training or learn about options available through pursuing higher education. | | | | Our successes are due in large part to our dedicated partners. These are local businesses and organizations that serve as mentors and coaches and assist in developing work skills and provide exposure to a variety of industries. Our youth gain experience in collaboration, leadership, working with the public and knowledge of potential careers. Partners participate in a wide range of activities, such as sponsoring interns, providing mentorships, paid work experience, industry specific workshops, skill building training, and more.
One recent program was our 2023 YouthWorks Summer internship. This was a 6-week program consisting of over 45 employer partners and serving 275 youth. Follow this link to learn more about this program and participating partners. | | | | | | Photos from YouthWorks Summer FY23. | | | | | | | | | | | | | | (Family Features) For some time, heading to college or joining the workforce have been the standard choices for teens upon high school graduation. Today, in part due to technology and social media, students have access to myriad career paths that are all but traditional. With an increasingly dynamic career landscape creating an awareness of jobs that didn’t exist even 10 years ago and a shortage in the workforce, there’s a willingness for both potential employees and employers to look at careers and young talent from a whole new perspective. “There isn’t a ‘typical’ career anymore,” said Dr. Lorna Bryant, Gen Z career expert and head of career education for Pearson Virtual Schools. “With the perfect storm in the workforce of boomers retiring, many people still not returning to work in the wake of the pandemic and a population that has declined for the last 50 years, this generation (ages 11-26) is positioned extremely well. Employers want and need them. In short, the scales have flipped to the supply side and demand is causing many employers to remove barriers to work entry. Whether high school grads go to college or work, developing in-demand skills early will help them secure and succeed in the jobs of the future.” Consider these tips from Bryant to help students explore the many options in front of them and prepare for the possibilities that await after high school.
| | Help Kids Cultivate Durable Skills While technology has transformed the world of work, an increasing number of careers prioritize durable skills over technical or hard skills. Durable skills (also known as “soft” or “human” skills) include collaboration, leadership, communication and attention to detail, along with traits like empathy, grit and resilience. According to Pearson’s Power Skills report, these are some of the most in-demand skills for employers. In addition, research from America Succeeds found employers seek durable skills 3.8 times more frequently than the top five technical or hard skills in every location, industry sector and educational attainment level. Possessing these skills is not only attractive to employers but colleges and universities, too. One of the best ways to prepare for the jobs of tomorrow, which don’t exist today, is to focus on timeless durable skills. Many students already possess or are actively developing these skills in high school. The key is to raise awareness of their importance, seek ways to boost them and showcase them on college and job applications or resumes. For example, teens can display their leadership skills by captaining sports teams or starting a club at school. They can showcase collaboration and communication abilities by holding and thriving in student government positions, volunteering or working part-time jobs. | | | | | | Bridge Passions and Hobbies to Careers
Beginning conversations with children as early as middle school that expose students to job roles, responsibilities and salaries connected to areas of interest is important for setting them up for long-term success. Nurturing interests – rather than dismissing them as flights of fancy – and finding paths to explore that align with those hobbies or interests in real-world applications can open doors to potential careers that may not have previously been considered.
For example, Lake Liao, a 2023 Lighthouse Connections Academy grad, is attending Princeton University on a pre-law track. The flexibility of online school enabled him to dig into his passions for political and community organizing and activism in high school, including activism around climate and environmental policy. It was through joining local nurses in their fight for a fair contract he realized he wanted to be a lawyer and make a difference in the labor rights cause. To help students align their values and interests with potential careers, ask questions such as: - What is it, specifically, you enjoy about your interests? What jobs rely on related skills (working with your hands, serving others, being creative, etc.)?
- Do you have the skills to do those jobs? If not, what research and training do you need to acquire the necessary skillset?
- Are there related jobs available in the geographic location you want to live?
- Can you make enough money to live the lifestyle you want doing this job?
- Can you envision enjoying this type of work for 8 (or more) hours per day?
| | Get a Head Start on Credentials or College Credit
As earning college credits, career-ready credentials and specialized training for future careers is becoming more accessible for high school and middle school students, it’s important to research available options. From online resources, workshops, career counselors and accelerated career readiness programs that allow students to enter college or the workforce “job-ready,” there are more options available now than ever before.
One example, Connections Academy, a K-12 online school program, has expanded its slate of college and career readiness initiatives for middle and high school students to offer an innovative tri-credit approach where courses can deliver high school credit; industry-recognized micro-credentials (to help qualify for careers in data analytics, UX design, software development, cybersecurity and more); and eligibility for college credit toward more than 150 bachelor’s degree programs at partner universities in the United States. In addition, the Career Pathways program delivers curated learning experiences in fields such as IT, business and health care, allowing students to connect with employers, internships and clubs, and take advantage of specialized classes that transition seamlessly to higher education or nationally recognized, industry certifications. Taking advantage of program offerings, aspiring paramedic Maeson Frymire, a 2022 Inspire Connections Academy graduate, became certified as an EMT before graduating high school. After graduation, he became a firefighter and is now working toward becoming an advanced certified EMT, carving out a career path toward flight paramedicine. | | | | Or consider Abigail Sanders, also a 2022 graduate, who completed her bachelor’s degree by the time she graduated high school. Now in the second year of her doctorate program in medical school, she aspires to be a doctor by the age of 22 and uses her love of learning and passion for science to advance her career while seeking to become an oncologist. For more information on online schools and career readiness programs for teens, visit ConnectionsAcademy.com. (Source: Connections Academy | Photos courtesy of Getty Images ) | | | | Free, Online Personal and Home Care Aide State Training (PHCAST) Available for Massachusetts Residents Offered by the Massachusetts Executive Office of Elder Affairs | | | | | | | | | | | | SAMC focuses on connecting manufacturers with the resources for developing a sustainable, talented pipeline of employees. We achieve this by providing input on educating and training for your current and future workforce, and by identifying best practices in advanced manufacturing workforce activities. | | | | | | | | | | | | | | | | | | | | Annual National Apprenticeship Week Observed on November 13-19, 2023 | | | | | | | | | | | | | | | | | | | | Did You Know That the Federal Recovery-Ready Workplace (RRW) Interagency Workgroup Has Published a Workplace Toolkit? | |
The toolkit provides information, tools, and resources to help employers from all sectors-government, for-profit, non-profit, and not-for-profit-effectively prevent and respond to substance misuse in the workforce, and reduce its impact on employers and on the broader community. | | | | Made available through the Recovery-Ready Workplace Resource Hub, which is hosted by the Employment and Training Administration at the United States Department of Labor, this toolkit is intended to be useful across sectors and industries. Purpose The RRW Toolkit is designed to help businesses and other employers prevent and respond more effectively to substance misuse among employees, build their workforces through hiring of people in recovery, and develop a recovery-supportive workplace culture. It is also intended to serve as a resource to states, local governments, labor organizations, business groups, and non-profits considering launching multi-employer RRW initiatives at the local or state levels. It is also intended to be applicable across industries, sectors, and workplace types, including within the United States Federal Government.
What is a Recovery-Ready Workplace? | | - A recovery ready workplace is one that expands employment opportunities for people in or seeking recovery;
- One that facilitates help-seeking among employees with substance use disorder (SUD);
- Ensures access to needed services, including treatment, recovery support, and mutual aid;
- Informs employees in recovery that they may have the right to reasonable accommodations and other protections that can help them keep their jobs;
| | - Helps to reduces the risk of substance misuse and SUD, including through education and steps to prevent injury in the workplace;
- Actively seeks to educates all levels of the organization on SUD, addiction, and recovery, working to reduce stigma and misunderstanding, including by facilitating open discussion on the topic; and,
- Ensures that prospective and current employees understand that the workplace is recovery-ready and are familiar with relevant policies and resources.
| | | | | | | | | | | | | | | | | | | | | | We hope that you found our newsletter to be useful and informative. Your views and feedback are very important to us. Please feel free to send an email to info@masshiregreaternewbedford.com with any comments, suggestions or questions you may have. | | | | Submit your news or event! | |
MassHire Greater New Bedford Workforce Board accepts workforce and economic development related press releases and upcoming events for consideration. All submissions are subject to approval by MassHire Greater New Bedford Workforce Board. | | Submitted items may appear in our next newsletter and/or be added to our website's news section or event calendar at any time. All press releases must be submitted in digital format and should contain the following information:
- Organization name and contact information
- Date of release
- Press release headline
- Press release copy
- Logo and photos in JPG, PNG or PDF format (if available)
| | | | | | | | | | | | ABOUT US The MassHire Greater New Bedford Workforce Board is a business-led, policy-setting board that oversees workforce development initiatives in the ten-community region stretching from Dartmouth to Wareham, MA. Appointed by New Bedford Mayor Jon Mitchell, the Board is composed of business, civic, education, labor, and community leaders.
The workforce board oversees workforce development efforts in Acushnet, Dartmouth, Fairhaven, Freetown, Lakeville, Marion, Mattapoisett, New Bedford, Rochester, and Wareham. The board oversees the MassHire Greater New Bedford Career Center staff operated jointly by Equus Workforce Solutions® and the MassHire Division of Career Services (MDCS).
The Greater New Bedford Workforce Investment Board is one of 16 similar Boards in Massachusetts. Workforce Investment Boards direct federal, state, and private funding for educational and occupational skills programs.
In addition to responsibilities mandated under the federal Workforce Innovation and Opportunity Act of 2014 (WIOA), Boards have been called upon to play a major role in a variety of workforce initiatives, and to define the board’s goals based on local community needs.
| | | | individuals and the workforce needs of businesses. The Career Center is dedicated to providing high quality services in a professional and welcoming environment, including counseling, education, and technology to support job search, and labor market information and recruitment opportunities for businesses. | | | | OUR MISSION MassHire creates and sustains powerful connections between businesses and job seekers through a statewide network of employment professionals.
OUR VISION
MassHire envisions a better future for people and businesses of Massachusetts through meaningful work and sustainable growth.
OUR PROMISE
MassHire promises to champion prosperity, connecting employers with talent and job seekers with tools, services, and connections to achieve meaningful and sustained employment. | | OUR VALUES
COLLABORATION
MassHire believes in the power of partnership and streamlined integration of services to achieve effective and timely results for those we serve.
RESPECT
MassHire is committed to understanding and valuing the diverse, unique requirements and professional goals of the businesses and people we serve.
RELIABILITY
MassHire creates trust and reliability by consistently delivering high quality professional services at each location and in every interaction.
INGENUITY
MassHire leverages flexibility, expertise, and knowledge to successfully meet our mission, regardless of new challenges and circumstances.
PERSONALITY
“I am your trusted partner in achieving your personal and business goals. I embrace your needs as my mission and offer a welcoming, professional experience at every point in our journey together. I believe in you as I do in myself. Things change quickly… I GET IT. You can always depend on me to offer guidance, resources, and support. If you want a job, seek to fortify your business for the long-term, or need a quick response to a pressing need, I can help. “Let’s get to work!” | | | | | | | | | | | | | | | | | | MassHire Programs & Services are funded in part by US Department of Labor (USDOL) Employment and Training Administration grants as well as non-federal funded grants. (Additional details furnished upon request.) | | | | | | |
