Current Landscape Template

Green Jobs Roundtable: Current Landscape Work Group

Sector Template: Energy

Identify 2 – 4 employers in this subsector

Include information such as: Employer, contact person, email or phone number; size (# of employees); where is it located? where does it provide services? What is the general market for this employer?

Weatherization Assistance Programs - 20 community-based organizations in NYC and their sub-contractors who weatherize low-income housing in NYC;

Home Performance Contractors - about one dozen private contractors that do energy assessments and upgrades for 1-4 family houses;

insulation contractors (many) whose business will expand as retrofits increase;

ESCOs that provide energy management/upgrades to large institutions

Solar installers

NYSERDA Small Homes Contractors in New York City

1. ABCO Builders & Energy Management, Inc.Dominic RiemmaDriemma@nyc.rr.com348 Knollwood AvenueDouglaston, NY 11363Phone: (718) 225-8479Fax: (715) 225-8749

2.Airseal Insulation Systemshttp://www.airsealis.com/Jonathan Hochinfo@airsealis.com234 6th StreetBrooklyn, NY 11215Phone: 718-821-6800Fax: 718-821-6801

3. Arctic Mechanical, Inc.http://www.arctic-mechanical.com/John Paulettisales@arctic-mechanicalcorp.com28 Bulkley AvenuePort Chester, NY 10573Phone: 914-934-8301Fax: 914-935-9450

4. A.S.K. Construction, Inc.http://www.askconstruction.com/John Kotaridisaskconstruction@yahoo.com2601 21st StreetAstoria, NY 11102Phone: (718) 726-3550Fax: (718) 726-3937

5. Association for Energy Affordabilityhttp://www.aeanyc.org/Francis Rodriguezfrodriguez@aeanyc.org505 8th Avenue, Suite 1801New York, NY 10018Phone: (718) 292-6733Fax: (718) 292-1914
6. Atlantis Cooling and HeatingDaniel Amodeoatlantishvac@aol.com98-03 162nd AvenueHoward Beach, NY 11414Phone: 718-738-3491Fax: 718-738-6883

7. Bonded Building & Engineeringhttp://www.bondedbuilding.com/Jerritt Gluckjerrittg@bondedbuilding.com76 South StreetOyster Bay, NY 11771Phone: 516-922-9867Fax: 516-730-5003

8. Clover Heating & Coolinghttp://www.clovercomfort.com/Anthony Marmoamarmo@clovercomfort.comPO Box 844Sleepy Hollow, NY 10591Phone: (914) 631-6744Fax: (914) 631-3619

9. DJH Mechanical Services, Inc.http://www.djhmechanical.com/Sylvia Hazlehurstdhazlehurst@djhmechanical.com155 Kingsbridge Road EastMount Vernon, NY 10550Phone: 914-699-6767Fax: 914-699-6865Double RA Construction Corp.http://www.doubleraconstruction.com/Maria Verderamedoubleraconst@aol.com9 Jean LaneRye Brook, NY 10573Phone: 914-939-7710Fax: 914-939-5991

10 .Hudson Insulation of New York, LLChttp://www.hudsoninsulation.com/Matthew Daviemattj@hudsoninsulation.com744 McDonald AveBrooklyn, NY 11218Phone: (718) 435-5277Fax: (718) 853-0582

11. Hudson Valley Energy Consultants, Inc.http://www.myenergyaudits.com/Peter Bellpbell@myenergyaudits.com1052 Mamaroneck AvenueMamaroneck , NY 10543Phone: 877-773-2432Fax: 845-278-8761

12. Insulex, Inchttp://www.insulex.net/Rob Havensinfo@insulex.net105 East 63 St., Suite 6DNew York, NYPhone: (212) 421-1900

13. Northfield Home Performance, Inc.Jim Reillyrycan106@aol.com160 Heberton AvenueStaten Island, NY 10302Phone: (718) 442-7351Fax: (718) 442-8383

14. Richmond Aluminum Supply, Inc.Robert Foleyrafoley@richmondaluminum.com26 Watchogue RoadStaten Island, NY 10314Phone: (718) 698-5880Fax: (718) 370-0705

Identify training and career ladder opportunities related to this sector.

Include names of training organizations with contact person and phone number/email, scope of training required, annual capacity (# of trainees per year)

Association for Energy Affordability, Charlie Fritsch,

Bronx Community College Center for Sustainable Energy, Jill Cotter

Community Environmental Center/Solar One

Market Drivers

Describe any large scale forces that are effecting growth and development of this sub sector (e.g., expansion of net metering; Clinton initiative to fund energy efficiency upgrades of low/mod housing) Note any limiting factors as well (e.g. solar installers can only work if there Is an adequate supply of PV)

Need regulation and additional resources to stimulate demand; we are not reaching scale with the resources that are currently available

Need to educate all players in the building sector- contractors, architects, engineers, supers, porters, DOB inspectors, HPD, OMB, bankers, and residents about cost-benefit and how-to of energy efficient upgrades/retrofits

Questions and Issues

Fill in your random thoughts, concerns and questions as they arise.. These may not make it into our final product, but will energize our discussions and provide fodder for other work groups..

Green Jobs Roundtable: Current Landscape Work Group

Sector Template: Urban Forestry

Identify 2 – 4 employers in this subsector

Include information such as: Employer, contact person, email or phone number; size (# of employees); where is it located? where does it provide services? What is the general market for this employer?

Parks Department, Sustainable South Bronx

Identify training and career ladder opportunities related to this sector.

Include names of training organizations with contact person and phone number/email, scope of training required, annual capacity (# of trainees per year)

Sustainable South Bronx - B.E.S.T. Program - Annette Williams;

POP Program - Annika Holder, Department of Parks

Market Drivers

Million Trees New York City,

Destination Park Completions

Green Roof tax abatement

Questions and Issues

Fill in your random thoughts, concerns and questions as they arise.. These may not make it into our final product, but will energize our discussions and provide fodder for other work groups..

Green Jobs Roundtable: Current Landscape Work Group
Sector Template: Urban Forestry

Identify 2 – 4 employers in this subsector
Include information such as: Employer, contact person, email or phone number; size (# of employees); where is it located? where does it provide services? What is the general market for this employer?

S.I. Botanical Garden
1000 Richmond Terrace,
Staten Island, NY 10301
Greg Lord, Horticulturalist
718.273.8200
15 employees
Wetland reconstruction, Tree & garden maintenance, recycling

Identify training and career ladder opportunities related to this sector.
Include names of training organizations with contact person and phone number/email, scope of training required, annual capacity (# of trainees per year)

Connected to NYC Parks, also skills useful in brownfields restoration and water management (wetlands), other horticultural positions.

Market Drivers
Describe any large scale forces that are effecting growth and development of this sub sector (e.g., expansion of net metering; Clinton initiative to fund energy efficiency upgrades of low/mod housing) Note any limiting factors as well (e.g. solar installers can only work if there Is an adequate supply of PV)

NYC Parks
Various nurseries in the metro area
Million Trees New York City,
Green Roof tax abatement

Questions and Issues
Fill in your random thoughts, concerns and questions as they arise.. These may not make it into our final product, but will energize our discussions and provide fodder for other work groups..

Green Jobs Roundtable: Current Landscape Work Group

Sector Template: Green Product Development

Identify 2 – 4 employers in this subsector

Include information such as: Employer, contact person, email or phone number; size (# of employees); where is it located? where does it provide services? What is the general market for this employer?

· Overview: The literature on green manufacturing is large geared to green building because…

· 1,700 NYC firms manufacture a building-related product employing 27,500 people and paying more than $1 billion in wages (NYS Dept Labor 2004 & 2005). These firms produce 12 categories of products (see list). The sector comprises 25% of the City’s entire manufacturing sector.

What kind of data is available on other areas of manufacturing?

Identify training and career ladder opportunities related to this sector.

Include names of training organizations with contact person and phone number/email, scope of training required, annual capacity (# of trainees per year)

Market Drivers

Local Law 86 and the 2006 Solid Waste Management Plan.

· Local Law 86, passed in 2006, creates a market incentive in the construction supply change by specifying green building standards/criteria for all City capital building projects greater than $2 million including construction of new buildings, additions to existing buildings and substantial reconstruction of existing buildings. The LEED standards referred to in the law includes a preference for the purchase of locally produced materials and products. The purpose of the law is to stimulate jobs in local green manufacturing. The initiative provides national expansion opportunities for local businesses.

· The Green Manufacturing Initiative (what, when) seeks to create jobs by streamlining the supply chain between real estate development community and local manufacturers of green products.

· Industrial Business Zones (IBZs), an initiative of the Bloomberg administration, are areas where the city provides expanded assistance services to industrial firms in partnership with local development groups. There are 16 IBZ proposed for the city. Industrial Business Solutions Providers will offer quick and reliable access to broad range of business questions including (see list). The City is conducting planning studies to improve each IBZ. (From NYIRN)

· Opportunity: NYC can transform the manufacturing sector into a network of sustainable companies that produce environmentally friendly products needed to construct and furnish the offices, schools and residences of a green NYC.

· Encouraging the evolution of existing companies to adapt to the green marketplace may be better than emphasizing the creation of new businesses

Questions and Issues

Fill in your random thoughts, concerns and questions as they arise.. These may not make it into our final product, but will energize our discussions and provide fodder for other work groups..

Green Jobs Roundtable: Current Landscape Work Group
Sector Template: Green Product Development

Identify 2 – 4 employers in this subsector
Include information such as: Employer, contact person, email or phone number; size (# of employees); where is it located? where does it provide services? What is the general market for this employer?

Arker Companies
15 Verbena Ave., Suite 100
Floral Park, NY 11001-2711
516.277.9300
info@arkercompanies.com
Sol Arker
SArker@arkercompanies.com
20 employees
Construction services throughout the 5 Boroughs
Green building development, brownfields restoration

Identify training and career ladder opportunities related to this sector.
Include names of training organizations with contact person and phone number/email, scope of training required, annual capacity (# of trainees per year)

Green construction

Market Drivers
Describe any large scale forces that are effecting growth and development of this sub sector (e.g., expansion of net metering; Clinton initiative to fund energy efficiency upgrades of low/mod housing) Note any limiting factors as well (e.g. solar installers can only work if there Is an adequate supply of PV)

Tax incentives for retrofitting (NYSERDA)
Tax incentives for brownfield development
Savings from energy efficient buildings

Questions and Issues
Fill in your random thoughts, concerns and questions as they arise.. These may not make it into our final product, but will energize our discussions and provide fodder for other work groups..

Arker Companies recognitions:
http://www.arkercompanies.com/news_clips.htm

Manufacturing Green: Producing a Sustainable NYC, a report by NYIRN and ITAC (2006) (web address): This report explores the major challenges local firms currently face and the types of programs that will allow them to take full advantage of green building opportunities. It outlines the following challenges and recommends solutions.

The manufacturing sector in NYC is comprised of small businesses that lack the capacity to engage in substantial marketing programs and access major decision-making bodies.

Going green effects everything – product development, processes and materials – and can be challenging for small businesses

Challenges
· Marketing and education – many manufacturers are unaware of the resources available to them or don’t know how to navigate the complex maze of loans, grants, tax incentives, research partnerships and product analysis and testing
· Technical and production issues
· Product costs and financing – they lack resources to tap City, State and Federal programs that help with financing R&D and other assistance
· Business transition issues – potential customers – architects and developers – are unaware of the green manufacturers located in the community or the availability of their products. They also have difficulty overcoming the institutionalized culture of contractors and installers who prefer tried and true products and methods

Solutions/recommendations
· Establish marketing programs for NYC firms
· Tailor business district assistance toward helping firms make sustainable transitions
· Facilitate product research and development for NYC firms; Provide new and improved financial tools for NYC firms to purchase new equipment and remain cost-competitive
· Work to establish pro-urban manufacturing policies to facilitate production in NYC
· Create new types of assistance programs are needed to enable firms to engage in more complex product and process alterations. Economic development organizations with an emphasis on green growth can serve as “special matchmakers” to connect local businesses to needed services.
· The city should invest in its recycling infrastructure so more companies can harvest locally recycled materials for use in their industrial processes.

For further investigation

· According to NYIRN, Local Law 86 rules omit provisions to specify purchases of local materials because of possible conflicts with NYS Municipal Law. A provision or exception of the Municipal Law could be sought by the City.

· What are the potential linkages between green manufacturing programs, Industrial Business Zones and BOAS?

Resources

· New York Industrial Retention Network (NYIRN)– provides customized green product sourcing assistance, organizes networking and mini trade shows (http://www.specitgreen.org/) and tracks green manufacturing as part of madeinnyc.org.

· Industrial & Technology Assistance Corporation (ITAC) – provides in-depth, one-on-one technology assistance for NYC manufacturing and technology firms.

· Made in NYC is a joint program between NYIRN, ITAC and the Manufacturers Association of NYC that encourages businesses to purchase goods made in the City.

Green Jobs Roundtable: Current Landscape Work Group

Sector Template: Transportation

Identify 2 – 4 employers in this subsector

Include information such as: Employer, contact person, email or phone number; size (# of employees); where is it located? where does it provide services? What is the general market for this employer?

Identify training and career ladder opportunities related to this sector.

Include names of training organizations with contact person and phone number/email, scope of training required, annual capacity (# of trainees per year)

Market Drivers

Questions and Issues

Fill in your random thoughts, concerns and questions as they arise.. These may not make it into our final product, but will energize our discussions and provide fodder for other work groups..

Green Jobs Roundtable: Current Landscape Work Group

Sector Template: Environmental Monitoring and Remediation

Identify 2 – 4 employers in this subsector

Include information such as: Employer, contact person, email or phone number; size (# of employees); where is it located? where does it provide services? What is the general market for this employer?

Aerotek
757 3rd Avenue,
New York, NY 10017.
Phone 212-588-5800
Contact: Brian Harvey
Aerotek is a leader in Technical, Professional and Industry specific staffing with over 150 offices in the U.S. and Abroad. They are a leader in Environmental Staffing with a focus on recruiting and placing men and women in areas such as Construction, Engineering, Energy and Labor positions. They successfully place individuals in all five (5) of the Green Collar Sectors.

Sunshine Environmental
Brooklyn Navy Yard
63 Flushing Avenue, Building 62
Brooklyn, NY 11205
Phone: 718 -522-5196
Contact: Olusegun Osanyingbemi
Sunshine Environmental with primary offices in the Brooklyn Navy Yard is a leader in Environmental Testing. They provide a variety of testing and monitoring services under the Indoor Environmental Quality Treatment umbrella. They provide Air Monitoring, Air Sampling and Asbestos Project Monitor services.

Identify training and career ladder opportunities related to this sector.

Include names of training organizations with contact person and phone number/email, scope of training required, annual capacity (# of trainees per year)

Saint Nicholas Neighborhood Preservation Corporation, New York, NY 2008 Grant Fact Sheet (PDF) (2 pp, 44K) HTML (13K)
Publication Number: EPA 560-F-08-226
February 2008

STRIVE/East Harlem Employment Services, Inc., NY 2008 Grant Fact Sheet (PDF) (2 pp, 44K) HTML (13K)
Publication Number: EPA 560-F-08-227
February 2008

They have both developed training and education programs in an effort to address land-use, water and waste and the environmental issues that plague their respective communities. As a result of Federal, State and City funding reforms and the increase in resources available to address the more than 7,600 acres of Brownfield in the five (5) boroughs, their training programs have evolved to address attend to the market forecast and tackle the need for a more skilled workforce. The growth potential for recipients of environmental remediation training includes career paths in the Building Trades, Construction and included positions that require advanced degrees such as Associates, Bachelors or higher.

Developing Training Programs taken from: http://brownfields-toolbox.org/dev_training.htm#identify

Several the Brownfields Job Development and Training programs conduct their own basic skills training while others partner with organizations in the community that offer adult literacy training. To find a literacy program go to America's Literacy Directory (ALD), (http://www.literacydirectory.org/)

Core Knowledge and Skills for Environmental Technology Programs

Advanced Technology Environmental Education Center (http://www.ateec.org/) ATEEC has developed a list of science, math, and technical knowledge and skills for students interested in a career in environmental technology. The assumption underlying this list was that workers/practitioners in any environmental occupation must have acquired certain science, math, and technical skills. Although ATEEC does not claim that the knowledge and skills statements are standards, these "core" concepts assure industry that program graduates have an adequate academic foundation.

The core math, science, and technical knowledge and skills emerged from an analysis of tasks listed in DACUM (Developing A CurriculUM) charts for the following six environmental occupations:

Hazardous Materials Management Technician
Safety and Health Coordinator
Sampling and Monitoring Technician
Spill Response and Environmental Cleanup Technician
Waste Management Specialist
Water and Wastewater Treatment Operator

Again, these environmental occupations can relate to potential jobs associated with EPA's Brownfields Economic Initiative. The ATEEC knowledge and skills statements provide a basis for developing performance objectives for environmental technology courses. Keep in mind, however, that the knowledge and skills should be considered a "work in progress" as environmental jobs are dynamic. Skills and knowledge sets are likely to change with new technology.

ATEEC believes that every type of environmental technology program should include the following topics either as units of study or as full courses:

A basic literacy about environmental technologies and issues (e.g., technologies such as bioremediation, pollution prevention, and incineration, and issues such as climate change and water quality)
Compliance with environmental regulations
Environmental health and safety
Environmental sampling and monitoring

Inclusion of these topics within the curriculum, even if a topic is not part of a particular occupation, enables a graduate to possess a basic literacy about the environmental field at large. That basic literacy helps the graduate to be a "generalist," which not only is valued by many employers but also increases the graduate's flexibility in moving on to different emphases within the field.

ATEEC recommends that the technical core of any environmental technology curriculum include the opportunity for students to be certified in cardiopulmonary resuscitation (CPR) and first aid, and in Hazardous Waste Operations and Emergency Response (HAZWOPER). These certifications are often required by employers.

Best Practices in Technical Skills

In the report, Best Practices for Job Training Programs in Brownfields Redevelopment Initiatives, the EPA-funded Brownfields Job Development and Training grantees identified the following best practices in technical skills:

Provide awareness of and reasons for health and safety issues.
Conduct participatory, hands-on training.
Demonstrate proper use of personal protection equipment.
Demonstrate effective communication skills (technical writing, oral presentations, and reading).
Provide a general knowledge of environmental regulations.
Provide overview of Superfund and Brownfields.
Provide hazard awareness training.
Incorporate information on innovative remediation technologies.
Provide fundamental geology course.
Incorporate team-building skills.
Provide an internship/co-op experience.
Utilize team leaders/advisors to support participant throughout technical training.
Award certificate after training is completed.
Determine the top three or four environmental problems in order to determine training needs.
Develop and integrate critical thinking and problem solving skills into activities and exercises.
Cross-train participants (e.g. lead, asbestos, radon).
Continuously evaluate "pollutant of the year."
Incorporate representatives from state organizations in training development.
Provide skills needed for research and attention to details.

Employability Skills

In the report, Best Practices for Job Training Programs in Brownfields Redevelopment Initiatives, the EPA-funded Brownfields Job Development and Training grantees considered the following to be best practices in employability skills:

Teach participants how to complete a job application.
Assist participants in completing a resume and stress the importance of keeping it up to date.
Conduct mock job interviews to develop skills.
Stress the importance of attendance and punctuality, and track attendance.
Develop specific plan to help participants improve skills and work ethic.
Add attendance sheets to portfolio.
Develop list of references during training experience.
Provide general life survival skills.
Stress manners, how to dress, and etiquette.
Negotiate ways to clear or pay past traffic fines and other fines and civic responsibility.
Improve communication skills; for example, ask student to explain why he or she should be hired.
Reinforce that a positive internship establishes a solid foundation for future employment.
Provide business structure as part of the program.
Incorporate civic responsibility into program.
Stress drug testing in the program.
Provide an understanding of liability for employer.
Incorporate conflict management skills into program.
Send participant to multiple interviews to get practice and improve interview skills.
Videotape interviews to provide feedback.

Market Drivers

Increased awareness of perceived, potential and the actual presence of Hazardous Waste Materials are one of the major forces effecting growth.
Involvement of the Governor’s Office and Mayor’s new Office of Environmental Remediation and the successful obtaining funding for the remediation and revitalization of the over 7,600 Brownfield sites in the five (5) boroughs.
The construction boom which topped $54 billion dollars in 2007 and the existing infra-structure which demands the assessment and remediation of potential and real contamination is needed in an effort to make way for the continued growth of New York City.
The recent release of millions of dollars in Brownfield Opportunity Area (BOA) funding.
New incentives for clean-up projects (current and future) which follow planning guidelines.
The Bi-partisan agreement for focus on Brownfield remediation and Brownfield re-development, the latter of which includes other areas of green collar work such as renewable energy, retro-fitting, recycling and energy efficiency to name a few.

Brownfields redevelopment is directly to development forces. Clearly the market conditions have a major factor. Ironically, the difficulty of address more complex brownfields sites also provides opportunities for affordable manufacturing space and affordable housing. Related to this is financial incentives to address both the higher costs of development on a brownfield site, and the greater uncertainty associated with cost overruns of the remediation and delays associated with regulatory approvals. A major hurdle on the financial incentives side has been addressed by the recent amendment to Brownfields Law. The amendment provides more certainty to the future existence of the brownfield tax credit and, therefore, the brownfield tax credit is expected to able to be used as a take out source of funds. In addition, the amendment provides for a tax credit bonus for “brownfield opportunity areas (BOAs)” In NYC, there are 17 BOAs encompassing over 2,000 brownfield sites. This bonus provides the first financial incentive to build consistent with the community based plans that emerge from BOA planning.

Labor Market Assessment for Brownfields - Taken from: http://brownfields-toolbox.org/labor_market.htm#best

Before deciding what type of job training program to develop, you first need to conduct a labor market assessment to match training with local labor needs. Developing training that is not connected to substantiated jobs is a recipe for failure and a huge disservice to your students. A labor market assessment helps you anticipate if your future students will be likely to have employment opportunities after graduation. That is only fair to your students, who should be viewed as "customers" needing to be satisfied.

Best Practices in Labor Market Assessment

Grantees of EPA's Brownfields Job Development and Training program identified best practices for sustainable employment. The grantees identified best practices in ten areas, which were captured in chart form and included in the Best Practices for Job Training Programs in Brownfields Redevelopment Initiatives report. The best practices identified in the area of labor market assessment are:

Hire someone to conduct labor market assessment (LMA) and present information to committees.
Conduct LMA survey.
Form advisory committee with local employers (e.g., engineering firms).
Recruit people on advisory committee who may hire your graduates.
Have signed agreements with employers to hire graduates.
Partner with employment agencies.
Partner with workforce development agencies.
Contact and involve appropriate federal agencies (e.g., labor, commerce) in assessment pilot project.
Involve mayor's office.
Develop information network.
Involve just-in-time staffing operations.
Form alliances with organized labor.
Tie in JTPA funding with new technology.

Conducting Labor Market Assessments for Brownfields

Taken from: http://brownfields-toolbox.org/labor_market.htm#best

Questions and Issues

Fill in your random thoughts, concerns and questions as they arise.. These may not make it into our final product, but will energize our discussions and provide fodder for other work groups..

The greatest opportunity to connect brownfields development to community revitalization, including job creation, is the BOA program. Currently there are 17 neighborhoods awarded a total of $4.5 million in State BOA planning funds, covering over 2,000 brownfield sites in Jamaica, West Brighton, Sherman Creek, Sunset Park, Red Hook, East Williamsburg, South Bronx Waterfront, East New York, Port Morris, Harlem River/Bronx, Broadway Triangle, Gowanus, Port Richmond, Eastchester, Newtown Creek, Bushwick, and Harlem. Another half dozen NYC communities are poised to take advantage of new Brownfield Opportunity Area funds the state is making available this spring. These funds are being used to conduct environmental and economic studies, and to identify strategic sites and redevelopment uses. Because these communities are in or adjacent to manufacturing zones, these are areas represent the largest block of properties for redeveloping brownfields properties for manufacturing uses.
The critical question is whether the City is authentic about the stated goals of PlaNYC to support the implementation of BOA plans. In order to do so, key city agencies must commit to participate in each of the BOA plans, disclose their plans for the areas encompassed by each BOA, and commit to adhere to, and target agency resources for, the implementation of BOA plans.

How can we connect the skilled workforce and the employers needing labor solutions?
What can be done to ensure that low-income, low-skilled minority workers become a part of the workforce and industries that historically have been discriminatory in their hiring practices?
What can be done to ensure that businesses who receive government funding for Brownfield clean up efforts hire graduates of programs who received funding for Brownfield remediation
What can be done to write in the ex-offender population into the rant recipient and tax incentive recipients on large scale projects currently underway in areas such as public housing and in public schools
What oversight committees are currently in place or can be formed to assure compliance with hiring practices outlined in Grant Proposals and as part of tax breaks to hire minority workers.
How do we convenience the decision makers that a clean property provides a revitalized community and paves the way for new businesses and new jobs?

Green Jobs Roundtable: Current Landscape Work Group

Overview Template

Create a bulleted list, generally addressing the following issues:

1. Labor Market – What does New York City’s labor market look like? What sectors of the economy have grown and retracted in recent years? How do wages, occupations and skills break-down demographically?

2. Workforce Development System – Provide a general sketch of the existing workforce development, training and wraparound service organizations, resources and governmental agencies.

SOMETHING TO LOOK INTO:

Secretary's Commission on Achieving Necessary Skills (SCANS)

In 1990, the Secretary of Labor appointed a commission to determine the skills young people need to succeed in the world of work. The commission's fundamental purpose was to encourage a high-performance economy characterized by high-skill, high-wage employment. Although the commission completed its work in 1992, its findings and recommendations continue to be a current source of valuable information for individuals and organizations involved in education and workforce development. The Department of Labor's Web site includes several online documents about SCANS. One of the documents, Teaching the SCANS Competencies, provides expanded definitions of the five SCANS competencies as well as the key concepts involved in incorporating them into the school curriculum. Approximately 10 pages are devoted to each competency. Other resources for integrating the competencies in the teaching of core subjects are identified. In addition, examples of teaching the SCANS competencies or engaging in skill identification efforts are drawn from 27 different schools, apprenticeship, and business-education partnership programs. Another chapter describes the Indiana PLUS Program. There is also a chapter devoted to teaching SCANS to students with limited English proficiency. Finally, sample assessment items are included. This report is also available from the Government Printing Office (http://www.gpoaccess.gov/), call (202) 512-1800 or fax (212) 512-2250. The stock number is 029-000-00438-2.

The Professional Development Program (http://www.skillsusa.org/pdp.html) is an employability skills training curriculum developed by Skills USA. The program guides students through 84 employability skills activities that help meet the competencies set by the U.S. Secretary of Labor's Commission on Achieving Necessary Skills (SCANS).

The best practices identified in basic skills/remedial education are:
Partner with organizations that provide basic skills education.
Provide adult basic education skills including, math, reading, and preparation for GED testing.
Establish basic skills learning lab for math, reading and GED preparation, and provide flexible hours for the students.
Provide real-world learning experiences (i.e. applied learning).
Incorporate soft skills such as interviewing, job seeking, and job retention.
Videotape participant during interview to evaluate and improve soft skills.
Incorporate work ethics.
Establish competency levels for technical programs.
Utilize portfolio assessment.
Require students to demonstrate computer proficiency.

Individuals who have dropped out of high school can earn their high school diploma by attending adult education classes or through GED (General Educational Development) preparation. GED (General Educational Development) Tests (http://www.acenet.edu/clll/ged/index.cfm) assess academic knowledge and skills typically developed in a high school education. Adults who have not completed high school use the GED credential to gain entry both to the workplace and to postsecondary education. General Educational Development Testing Service, a program of the American Council on Education, (http://www.acenet.edu/) develops and distributes the GED Tests. The 2002 series GED tests cover the core academic areas of language arts (reading and writing), social studies, science, and mathematics.
Assessing Basic Skills
In order to develop the appropriate course of study for each student, you need to assess his or her current level of skills. Adult Basic Education Assessment Tests, as the name implies, are instruments used to measure adults' level of basic skills.
Minimum educational requirements for Brownfields training grantee recruits vary from program to program. Some require a high school diploma or enrollment in a GED program plus being 18 years of age or older. Honolulu, for example, requires participants to perform at a 7th grade level education on a TABE test. King County requires recruits to pass a CASAS test which typically requires a 9th grade education. Many programs also require a drug test.
The assessment instruments most widely used are:
Tests of Adult Basic Education (TABE) is a commercially-produced, multiple choice test that assesses basic skills in reading, mathematics, and language for training and employment. TABE, published by CTB/McGraw-Hill, includes an online version as well as instructional support materials. TABE Work-Related Foundation Skills measures foundation skills in a specific job-related context. For more information on TABE, go to CTB/McGraw-Hill (http://www.ctb.com/) and click on "Adult Education."
Comprehensive Adult Student Assessment System (CASAS), (http://www.casas.org/casasnewweb/index.cfm) is a nonprofit organization that provides competency-based curriculum management, assessment, and evaluation systems to education and training programs.
Adult Basic Learning Examination (ABLE), (http://www.nifl.gov/readingprofiles/ABLE.htm) is a standardized test of vocabulary, silent reading comprehension, spelling, language use, and mathematics.
WorkKeys, (http://www.act.org/workkeys/) includes skills assessment in reading for information, business writing, location information, observation, applied technology, applied mathematics, writing, teamwork, and listening.
Additional Resources
Breaking Through: Helping Low-Skilled Adults Enter and Succeed in College and Careers , a joint publication of Jobs for the Future and the National Council for Workforce Education, November 2004.
Community Partnerships for Adult Learning (http://www.c-pal.net/), supported by the Office of Vocational and Adult Education at the U.S. Department of Education
Creating Authentic Materials and Activities for the Adult Literacy Classroom: A Handbook for Practitioner (http://www.basic-skills-observatory.co.uk/uploads/doc_uploads/623.pdf). Published by the National Center for the Study of Adult Learning and Literacy in April, 2003.
National Association for Developmental Education (http://www.nade.net/)
National Center for the Study of Adult Learning and Literacy (http://gseweb.harvard.edu/~ncsall/)
Planning Programs for Adult Learners: A Practical Guide for Educators, Trainers, and Staff Developers (http://www.josseybass.com/WileyCDA/WileyTitle/productCd-0787952257.html), Second Edition. Published by Jossey-Bass, December 2001.
Remedial/Developmental Education (http://www.ed.gov/about/offices/list/ovae/pi/cclo/remedial.html), U.S. Department of Education, Office of Vocational and Adult Education
Workforce Education (http://worklink.coe.utk.edu//)

3. Other Green Jobs Initiatives – The New York City Economic Development Corporation, the State Department of Labor and others have begun to green job inventory initiatives. Summarize the objectives of these and other green collar job initiatives in New York City.

Current Landscape Template

Wednesday, October 8, 2008

BELOW ARE SIX TEMPLATES TO FILL-IN

Template for Sectors and Overview

Developing Training Programs taken from: http://brownfields-toolbox.org/dev_training.htm#identify

Several the Brownfields Job Development and Training programs conduct their own basic skills training while others partner with organizations in the community that offer adult literacy training. To find a literacy program go to America's Literacy Directory (ALD), (http://www.literacydirectory.org/)

Core Knowledge and Skills for Environmental Technology Programs

Best Practices in Technical Skills

Employability Skills

Labor Market Assessment for Brownfields - Taken from: http://brownfields-toolbox.org/labor_market.htm#best

Best Practices in Labor Market Assessment

Conducting Labor Market Assessments for Brownfields

Taken from: http://brownfields-toolbox.org/labor_market.htm#best

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