Department of Labor: Dialog Comments Combined Trend Analysis

Guam Workforce & Economic Development Summit 10/12/04
Guam Marriott Resort
Combined Comments Page 1 of 31
IV. Agenda for the Summit’s Facilitated Dialog Sessions
Ground Rules for Dialog

• Everyone gets a fair hearing.
• Seek first to understand, then to be understood.
• Share “air time.”
• If you are offended, say so; and say why.
• You can disagree, but don’t personalize it; stick to the issue. No name-
calling or stereotyping.
• Speak for yourself, not for others.
• One person speaks at a time.
• What is said in the group stays here, unless everyone agrees to change
that.
Phase I. Discovery Phase- (50 minutes)
Identify the peak moments of excellence you have experienced in having your workforce
needs met —times when you experienced the workforce at its most effective state. That
is, discuss the “best of what is” in your business or industry, even the small victories that
your business or industry has experienced in having a prepared workforce. Your
experience does not have to be a “Guam” experience.
1.Signature programs in your industry that have prepared the

workforce for jobs. (what are you most proud of in your
industry?).
Business/Finance/Emerging Business
• Providing employment for high school students who proved to be very successful
in the positions that they were appointed to. Guam’s high schools provided
informed, self-motivated students.
• Corporate sponsored management training program, affiliated with national
organization, provides internship opportunities within the organization’s different
departments. Program through American Institute of Banking allows employees
already in the industry to pursue their education. Employees studied on their own
time, during the evenings or weekends. Certification was available through
distance learning.
• University of Guam offers HR courses in their Bachelor and Master’s programs in
Business and Public Administration.
• Internship programs through the University of Guam and Guam Community
College.
• Bringing in consultants and technical experts from off-island to help develop
Guam’s workforce to meet mainland standards.
• Community Work Experience Program – partners with One Stop and AHRD to
provide public assistance clients with vocational training through Job Opportunity
Basic Skills Program & Guam Employment Training Program.
• Second chance program for disadvantaged clients (including ex-convicts) through
public and private sector cooperation. Companies work directly with caseworker
and employee’s supervisor who is familiar with his/her criminal history.
Management mentors the employee while government pays for first six months of
his/her salary before the employee is given permanent status. AHRD-sponsored
program.
===============================================================
Education
o High School Clubs – e.g. FEG: Future Educators of Guam.
o Yamashita Core
o Emergency Certification Programs
o Career Development Programs (Interview training, Workshops, “Dress for
Success”, etc.)
o Staff Development Programs (Motivation Training, Personal Training,
etc.)
o Work experience program
o ESL – English as a Second Language
o Apprenticeship programs/Professional Certificate programs.
o “No Child Left Behind” Program
===============================================================
Health
o Pacificare provides funds for UOG Nursing Program

o 100% of Senior Class Nursing passed licensing – Spring 2003
o GMH, Asia Pacificare, Public Health, Sagua Managu, Mental Health,
Naval Hospital and DOE provided clinical experience to UOG’s
nurses students
o Public Health provides funds bto train child care providers.
o GMH, AHRD, and UOG work together to provide employment to
UOG nursing students in 2004
o TDC prodides preceptorship to 3rd and 4th year medical students
o GCC prepare nursing and medical assistant students and provides
clinical experience
o Public Health provides carrier orientation
o DVR helps people with disabilities find jobs
===============================================================
Industrial Trades
See end of document *** Different Question

===============================================================
IT/Communications
o IT certification programs in partnership with local schools and

community college.
o Telecom & Networking (CISCO)training @ GCC ; trains military
and local students.
o At DOE - DOE-GCC training partnership, Gear-Up, E-Rate, Direct
connect to CNMI schools for information exchange.
o Training opportunities provided to training institutions by local IT
vendors
o locally developed independent training activities into the Welfare to
Work program.
===============================================================
Tourism
• Unified Message
• Ease of Government approval on projects, International Youth Voyage Programs
• Enforcement of tour guide certification program
• Certificate program,
• Accelerated bank teller program
• Hands on hospitality training program
• Good Service
• GHRA, Membership
• Partnership with related business, connecting with community
• Cooperative efforts with related businesses
• Inafa maolek training program
• Reef initiative and refosteration, Chamorro Hospitality
2. What were the conditions that made these accomplishments possible?

• Co-operative education program prepares students to enter into the
workforce.
• Post-secondary co-operative education in the form of internships through
two-year and four-year educational institutions.
• Financial aid made available through the educational institutions.
• Collaboration and networking opportunities and initiatives.
• Aside from federal regulations, there are incentives provided through the
CWEP program.
• Industry-related, non-profit organizations (SHRM, GHRA, Chamber of
Commerce, etc.) assist by implementing/sponsoring programs that address
the needs of the local business community.
===============================================================
Education
o Teamwork & partnerships
o Local Mandates
o Funding
o Needs assessments
===============================================================
Health
o Good working relationship: private and public
o Availability of funds: Federal and private
o Willingness from individuals to participate and assist
o Sharing limited resources
===============================================================
Industrial Trades
===============================================================
IT/Communications
o There was a need and an opportunity to satisfy the need.
o Partnership established with local IT vendors,
o Buy-in of training programs from local organizations in the private and
public sectors.
o Availability of E-rate for the schools to afford internet service support (to
the extent local match is available).
===============================================================
Tourism
No written response
===============================================================
3. What are your occupational needs?
• Public School System
o Certified Teachers in All Areas
o Trained and Skilled Office Personnel
o Facility Manager
o Principals Trained in Overall Management
• Land Management
o Trained land agents
o Record abstractors
• Film
o Production Assistants
o Set designers
o Assistant Cameramen/Directors/Producers
o Electricians
o Carpenters
o Truck Drivers
o Caterers
o General Laborers
• Social Work
o More Social Workers
• Human Resources
o Personnel specialists
• Insurance
o Technical Clerks
o Office Managers
o Technical Insurance People
o Underwriter Services
o Professional Services (CPA’s, Lawyers, Actuaries)
• Finance
o Bankers
o Bank Tellers
o Loan Officers
o Loan Servicing Agents
o Trust Managers
o Other Asset Managers
• Fisheries/Agriculture
o Farm Forecasters
o Insurance Specialists
o Marketing Specialists
o 4-H Cooperative Extension Agents
===============================================================
Education
o More certified personnel
o More collaboration with service providers (Physical therapist, speech
therapists) Think of the child as a whole.
o More SPED teachers, Allied Health Professionals, Librarians, Research
Scientists, Technology Professionals, Nurses, Accountants, Clerical Staff,
MIS People
o Safety Officers
===============================================================
Health
o Faculty
o Nurses: RN, APRN, LPN, OT, PT, LSPT, etc.
o MD, dentist
o Pharmacist
o Social Workers
o All Allied health
===============================================================
Industrial Trades
===============================================================
IT/Communications
o Upgrade/replacement of GovGuam MIS (Oracle) to enable effective inter-
departmental support and exchange of information.
o Posns needed: Sys Administrator, Data Analyst, Network Comm Engr,
Structured Cabling Tech., Data Base Maintenance.
o Computer Equip Tech for organizational level repairs,
o Certification programs (Vendor neutral and Vendor specific) for IT Techs
===============================================================
Tourism
No written response
===============================================================
4. What are the entry level skills for your industry?

• Basic skill sets (reading comprehension, basic mathematics, basic writing
competency) allow employees to branch off into more specific areas within the
organization.
• Technology skill sets/competencies (computer applications).
• Inter-personal skills.
• Verbal and written communication.
===============================================================
Education
o Communication, Reading, & Writing
o Negotiation
o Classroom Management
o People Skills
o Ethics
o Adjusting to Diverse Communities
o Tech
o Commitment
o Creativity
o Critical Thinking
===============================================================
Health
o Doctorate for faculty
o Establish a program for Health Care Professionals
o Communicate, write and speak well
o High School graduate: math, sciences
o Clinical and technical skills
o Carrier exploration in school
===============================================================
Industrial Trades
===============================================================
IT/Communications
o A+ Repair for IT equip.
o Literacy In basic Microsoft Access, Sequel, basic IT concepts, basic
knowledge of common applications programs (Word, Excel, Outlook),
o Basic writing and communication, listening, Public Relations, Customer
Service, Problem solving, technical writing,
===============================================================
Tourism
No written response
===============================================================
5. What are the training requirements that should be

met by our local schools, colleges and universities?
• Management training for school principals.
• Teaching real world application skills (money management, social skills).
• Train the trainer.
• Team building.
• Strategic planning.
• Entrepreneurship skills.
• Public relations.
===============================================================
Education
o Exposure to diverse learners e.g. Disability
o Training in Methodology
o Technical e.g. Basic Computer skills
o Pedagogy
o Human Relations
o Assessment and evaluation training
o Life-long training
o Conflict Resloution
===============================================================
Health
o Basic education skills: reading and writing in math
o Human relation skills
o Vocational counseling early on
o Work ethics
o Certificate, associate degree and apprenticeship program
o Behavior, Master and certificate program
===============================================================
Industrial Trades
===============================================================
IT/Communications
o Aptitude testing to identify potential IT training candidates,

o Introduction to IT concepts and IT as a career (as early as the Pre-K
levels),
o Certification curriculum,
o Fire Safety and Static Control training and other related IT protection
topics,
===============================================================
Tourism
No written response
===============================================================
6. What are the current obstacles to recruitment and retention?

• Salary (too low)

• Poor presentation skills by applicants
• Lack of career mobility
• Inability to pass basic skills tests
• Lack of infrastructure (utilities) – life is perceived as being better elsewhere
• Restrictions in terms of flexibility
• Rising cost of benefits
===============================================================
Education
o Salary, Comp & Benefits

o Infrastructure / Environment
o Supplies and Resources
o Recognition / Respect
o Accountability
o Strict Requirements
o No incentive for personal development / alternative competencies
===============================================================
Health
o Salary
o Processing time for recruitment
o Work place environment
o Civil service commission
===============================================================
Industrial Trades
===============================================================
IT/Communications
o Salaries,
o Gov’t civil service job descriptions are outdated
o Inadequate funding for hardware , software, and support services,
o Procurement system not responsive to needs,
o Procurement Regulations, esp. with respect to pricing, needs to be re-
visited,
o Lack of incentive programs and benefits to retain employees,

===============================================================
Tourism
No written response
===============================================================
7. What kind of continuous, reliable data is needed by your industry to make

good decisions about your workforce requirements?
• Labor statistics (unemployment rate)

• Public assistance statistics
• Economic data
• Compensation/benefits statistics
• Population data
• Available training schedules
===============================================================
Education
o Needs assessments
o Strategic plan
o External Consulting
o Census Data
o Labor Demographics
o Student Desires
o Employers & Student Survey
o Student competency Results
o Job Placement Results
o Individualistic Student Tracking Data
===============================================================
Health
o Data comparing on best practices vs. actual

o Benchmarks on patient provider ratio
o Data on patients under different enrollment programs (Medicare,
MIP)
o Planning and data collection
o Business industry and Healthcare: data on different type of utilization
o Data on different types of diseases, on research, uninsured, disable
people
o Economic data
o Strategic planning
===============================================================
Industrial Trades
===============================================================
IT/Communications
o Development of formal testing for licensure to provide Structured Cabling
services or similar services; this will provide listing of eligible service
providers,
o Data re. Skill requirements needed in the job market to enable education
institutions to gear their training; annual updates desireable.
o Current Jobs Bank data base accessible to the general public.
o Mandatory digitizing of info developed by respective Gov’t agencies and
made available on a website.
===============================================================
Tourism
No written response
===============================================================
8. And how should this data be reported?

• Website access
• E-mail distribution
• Periodic distributed reports
• Periodicals
• Media (television, radio, print)
===============================================================
Education
o Weekly, Monthly, Yearly

o Centrally, Accessible, readable, user-friendly database.
o Verified that data is reliable
===============================================================
Health
o Recording should meet US and international guidelines

o Annual reporting mandatory
Please Note: Problem Area

Incraese accessibility to data
===============================================================
Industrial Trades
===============================================================
IT/Communications
o List of certified/accredited IT Service providers
o Provide annual reporting of skill needs to support budget formulation
activities,
o Web enabled data base of Gov’t generated information,
===============================================================
Tourism
No written response
===============================================================
Phase II. Dream Phase- (20 minutes)
Envision what a workforce might be in your in your business or industry. That is, what
are the achievable dreams that you have for your business or industry that can be built on
the past or current accomplishments?
• Your Ideal Workforce Environment:

o Shared values (cleanliness, organization, time management)
o Flexibility (individuals should be diverse in terms of the services they
can provide)
o Adequate funding
o Good infrastructure (air conditioning, adequate facilities, basic
furniture, resource centers)
o Competent and efficient workforce
o Caring workforce/management
o Strong leadership
o Succession planning
o Able to communicate effectively with each other
o Highly literate workforce
o Creativity through diversity in the workforce
o Improve employee morale
o Recognition programs
o More trained staff
o Childcare/work assistance programs
o Incentive programs (bonus)
o Less bureaucratic/political red tape with public partners
Include stakeholders in processes that need to be streamlined
Provide incentives in terms of recognition and reward
programs to encourage the streamlining of processes
Hire specifically competent people
Approach:
• Identify the source of the problem
• Review/develop SOP’s – communicate
• Orientation
• Implement pilot program
• Implement final program
o More modern equipment
o Industry partnerships
o Reliable transportation
o Access to Internet
o Competitive compensation
o Employee lunchroom
o Wellness/fitness equipment and programs

o Fair and thorough grievance process with appropriate follow-up
(penalties for managers)
o Customer service
o Employee assistance/personal development program
===============================================================
Education
• Your Ideal Workforce Environment:

o All certificated positions are filled competitively
o Well funded programs
o Teacher Incentive Recognition / Bonus / Incentive
o Readily available resources
o Learner Centered Philosophy/Practice
o Ongoing professional requirements for all persons
o Competency based evaluations and evaluators
o Workforce with visions/dreams – visionaries
o Mentally and Physically fit workforce
o Committed Workforce
o Passion by workers (driven by passion, not $ / Commitment to teach who
we get, not who we want)
o PIO to highlight good and success.
o Technically Competent
o Workforce that is a part of the whole community, not a segregated part –
More collaborative.
===============================================================
Health
o Fully staffed, all vacancies filled

o Technology up to date
o Teleconferencing: local and regionally
o DOE has a system: E-rate and would like it to be shared with
Healthcare
o No medevacs
===============================================================
Industrial Trades
===============================================================
IT/Communications
•
o Trained & educated in IT concepts and have educational foundations to

enable higher levels of training and industry certification,
o Training infrastructure available to support training needs of the
workforce (current and potential) at all levels,
o Funding to support training requirements,
o IT Center operability,
o Possess good work ethics and values,
o Up-to-date and appropriate hardware and software,
===============================================================
Tourism
• Individualized tour guide program
• Reliable public transportation
• Japanese language training for employees
• Relative language programs in public education system, (Japan, Korea, China)
• Colaborative partnership among public and privat education
• Special Visa program for international students, Guam Visa only
• Inclusion of persons with disabilities in t6raining programs
• Open skies
• Proud of heritage of culture, Chamorro cultural revival, Guam identity
• Teamwork and cooperation
• No Littering, respect to environment
• Be innovative
===============================================================
Phase III. Design Phase- (30 minutes)
Create a strategy to carry out the dreams that your group has identified in the earlier
phase. What can be done to build on the current qualities of the workforce, and what
aspects of the workforce need to be strengthened in order to achieve your group’s vision
and hope for the future?
• Your strategy:
o Stop using H-2 program
o Invest in the local people
o Ongoing training
o Conduct regular HR needs assessments
o Salary surveys
o Enact laws that ensure employees are fairly and adequately
compensated
o Enforce/update existing mandates and regulations
o Establishing awareness programs
o Grant writers
o Management training
o Identify and revisit priorities (funding, personnel)
o Succession planning
Mentoring
Professional development
Whoever was responsible for respective area should
conduct the training
Cross-training
Planning future goals (5-year, 10-year outlook) and
developing the workforce accordingly
Assist employees with career development by promoting
self-assessment – allow employees to identify areas that
they would like to potentially work in
o Partnerships
Establish advisory council – industry leaders can provide
ideas/needs to instructors
o Infrastructure/Lack of Certified Teachers
Involve the parents by calling a meeting
Teacher-parent partnerships
Involve the community (identify funding sources)
Private sector sponsorship
Provide incentives to teachers who further their education
o Management Training
Regular management training: quality supervision,

customer service, employee empowerment
Revisit employee compensation packages
o Employee Development
Inventory of current skills
Conduct a needs assessment on training
Determine what areas employees would like to be trained in
Identify cross-training opportunities
Implement or schedule
o Incentive Programs
Identify merit criteria as opposed to increment/bonus
method
Identify a funding source
Create the program
Create a benchmark so that employees know how close
they are to obtaining incentive
Set higher standards as benchmarks are met
o Less bureaucratic/political red tape with public partners
Include stakeholders in processes that need to be
streamlined
Provide incentives in terms of recognition and reward
programs to encourage the streamlining of processes
Hire specifically competent people
Approach:
• Identify the source of the problem
• Review/develop SOP’s – communicate
• Orientation
• Implement pilot program
• Implement final program
===============================================================
Education
o Conferences Developed by Educational Institutions (UOG, GCC, etc.)

o Marketing Campaign of Teachers to garner respect, elevate status, and
highlight professionalism.
o More positive media regarding education
o Refine recruitment process (Quality, Competency, Commitment over
nepotism)
o Increasing and develop a competitive and competent job pool
o Annual assessment of teachers releasing those who do not meet a standard
of commitment, quality, etc.
o Encourage Mentoring programs / Students teaching students: for students

starting at a young age (e.g. high school students to teach elementary)
o Change public law – address teacher status.
o Include early childhood programs into the mix
o Tri-Educational Institution Committee (WEIB Funding)
o Modeling
o Teacher enhancement days or programs
o Realistic Comparisons
o Standard and Performance measures for all employees
o Competency based re-certification
o Change entry level and advancement requirements.
Value added certifications (ex. Disability, early detection, crisis
management, conflict resolution)
o Job Shadowing
===============================================================
Health
o Attract, recruit, retain in schools

o Develop a comprehensive limited liability partnership for operation
and maintenance of hospital
o Develop an interest in healthcare and provide skills at a young age
o Maximize our resources and partnership with region and
international
o Improve skills of executive teams
o Mentorship program: expanding to other areas
o Opportunities for advancement
o Political will to interface all stakeholders on a consistent and long-
term basis and plan
o Dedication of leadership for the long-term planning
o Dynamic, accountability and implemented
o Provide financial help to students: scholarship for healthcare
o Funding for minority health
o More grant writers in Healthcare
===============================================================
Industrial Trades
===============================================================
IT/Communications
•
o Institutional acknowledgement of emerging IT environment,
o Develop curriculum at primary, thru post secondary levels to prepare
students for IT world and careers,
o Define requirements of local IT community, and perform base-line

assessment to validate requirements,
o Develop life cycle management plan budget, and financial plan to support
this budget,
o Develop metrics to evaluate performance; identify follow-up measures to
address shortfalls,
===============================================================
Tourism
JAPANESE LANGUAGE TRAINING PROGRAM FOR EMPLOYEES
• Career counceling program
• Include in curriculum
• Mentoring program
• Native language teacher (exchange program)
• Student exchange program
• Create alliances with GVB – GHRA – AHRD – WIB
• Transportation system
===============================================================
Doing Phase: Identify the specific steps your group would like to take to put your
dreams into action. That is, what innovations or experimentations will your group
undertake to reach your shared vision or dreams? (30 minutes)
• Specific action steps to achieve vision or dreams:

NONE
===============================================================
Education
o 1 island wide strategic plan/action plan to unite toward a common goal of

a more learning centered environment. Must include all stakeholder from
the top to the bottom (School aids, personnel, top management, etc.)
• Educational Summit – collaborative effort between

necessary educational institutions and community (WEIB funded)
• Program to require, offer, certify, monitor, and train all school

personnel
• Positive Marketing/Media – “Teaching is an honorable

profession”
• Continuous assessment and re-evaluation
• School-wide teacher vision statement/mission statement –

Common “Mantra”
• Provide collaborative, motivational, and recognition outlets
o Approach GEDA with recommendation to Change/Add an educational

component QC
o Identify entry-level positions established by CSC and modify job

requirements, titles, etc
o Evaluate the secondary educational degree requirements to integrate the

needs of diverse learners as a requirement
===============================================================
Health
o Improve incumbent workforce: training, apprenticeship

o Collect data (transparent and easily accessible) - Needs assessment
survey: workforce and services
o Hire a licensing administrator and follow laws for administrator to be
a RN - GovGuam and private sector should help each other: reduce
bureaucracy to streamline medical and nursing licensing process -
Reactivate commission on licensure - Update technology for licenses
o Gather input from workforce investment agency frontline e.g. case
managers
o Establish cyclical training programs
o Explore grants availability and use funds for healthcare
o Find a person to consolidate information and act
o Go back to drawing board and look at other options: existing faculty
is overworked, already multitasking and cannot focus on grant
writing
o See our thoughts in action: implemented what we planned
o Involve policy makers: implementation and support to healthcare
professionals
o Each new administration brakes the continuity in work effort
o Advocate higher salary
o Update job descriptions and skill standards
o Succession plan
o Evident check and balance system
o Malpractice insurance are out of reach: legislature needs to step in
o Add disable people in workforce: need job coaches for them (not
available on Island at this time) – need a plan, the environment is not
disable friendly
o Set target numbers for recruitment of RNs…
o Use the One-Stop center to communicate needs
===============================================================
Industrial Trades
===============================================================
IT/Communications
•
o Develop community Outreach programs to develop awareness of
emerging IT environment, including electronic information portals,
o Identify available local resources in the private and public sectors that may
be available to support training,
o Develop public-private partnerships to support the training,
o Conduct regular periodic assessments of efforts to ensure adherence to
plans,
o Identify resources needed, but not locally available; find sources to meet
these needs,
o Develop on-line training resources to further develop IT understandings
and skills.
===============================================================
Tourism
INDIVIDUALIZED TOUR GUIDE PROGRAM

• Mentoring club specific program with pay
• Association of tour guides
Intensive short programs (easier to establish line of sight)

Micro loan programs for bus companies
Interpretation of emigration law
Political will
Maximize down time of busses
Privatize public transportation system
Improve basic skills in industry
Localized hospitality training program
Cultural orientation
Partnership programs
Promote local masters/artists
Scholarship for studing culture
Include in public schoolsystem
One Stop Center
Traditional values and Language promotion
Carry out programs
END Statement
Lot of needs and things to do
Fundings
GVB representation
===============================================================
xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx
INDUSTRIAL TRADES
Phase I. Discovery Phase- (50 minutes) Industrial Trades
1. Which industries are represented by today’s participants?

o Guam Contractor’s Association, Dept. of Labor, Equipment Rental, Real
Estate Developer, Ready Mix Concrete & Manufacturing Products,
Human Resource, Guam Community College, Guam Shipyard, General
Contractor , Dept. of Land Management
2. Which specific trades need a Workforce Development Program?

o Automotive mechanics, Diesel Mechanic, Small Engine Mechanic, Body
and Fender, Electricians, Heavy equipment Mech. & Operators, Certified
Welders, pipe fitters, Ship Fitters, Inside & Outside Machinist, Marine
Riggers, Automotive Painters, Painters, Truck Driver safety officer, Sheet
metal workers, HVAC Techs, Ironworker, Carpenter, Masonry (Block and
Cement),Plumbers, Concrete Tech’s, Plasterer, Tile setter, NDT Tech’s,
Water and sewer treatment plant operators
3. Which of these should be conducted in the framework of apprenticeship?

o Electricians, HVAC Tech’s, Certified Welders, Pipe & Ship Fitters,
Automotive………All of the Above
4. Which trades need upgrading of skills within the current workforce?

o More well rounded within their trade
o Carpenter, Masonry (Block and Cement),Plumbers, Concrete Tech’s,
Plasterer, Tile setter, Sheet metal workers, Electricians
o
5. Which labor pools need to be considered: High School graduates? High

School drop outs? Local adults? Outer island adults? Etc
o Recently release Parolees, Displaced workers
o All considered
6. What role should various stakeholders take in Workforce Development:

Private sector industry? GovGuam Agencies including DOL? Department
of Education? Guam Community College? University of Guam? Private
educational institutions?
o Private sector provides OJT, DOL/AHRD provides funding programs &

Enforcement, Education provides different levels teaching, Village
Mayor’s as referral
o Industrial arts within Middle school
7. Who should take the lead role in developing a Workforce Development plan
for our industry?
o Industry stake holder’s, Workforce Investment Board
8. What kinds of reliable data are needed to assemble a Workforce Development

plan for our industry?
o GCC Foundation Survey, Current workforce skills survey, Survey of
existing HR, Military 5 year plan, BOP-GovGuam, Bureau of Labor
Statistics
9. What regulatory measures need to be addressed in developing a viable

Workforce Development plan for our industry?
o Existing Laws, Federal Regulation dealing with Construction, H2
regulations, Wage and labor law under DOL, Manpower dev. Funds,
FLSA,
o Enforcement of all the above
10. Will the plan contemplated require legislative action prior to full
implementation?
o Possible changes to Manpower Development Fund law
o Privatize MDF
o Charter Schools to run MDF
o Tax incentives to employers that offer Apprenticeship program
11. Where does the money for Workforce Development come from: Federal
Government, Local Government? End users of the services being provided?
Private sector employers? Trainees? Combination of all the foregoing?
o Military tuition assistance program
o Foundations, Non-Profit faith base organization
o All the above
12. What obstacles can be anticipated in implementing a Workforce Development

plan for our industry?
• Wage Incentive for journeyman
• Funding
• Image, lack of interest, sustainability
• Disparity in wages with U.S.
Phase II. Dream Phase- (20 minutes) Industrial Trades
Envision what a workforce might be in your in your business or industry. That is, what
are the achievable dreams that you have for your business or industry that can be built on
the past or current accomplishments?
1. Setting aside various constraints, define as many models as possible of what the
Workforce Development Plan for our industry should look like.
o Continuity from Middle school transition to High School To post
secondary to apprenticeship. Transferability to employer’s.
o Multi skill workforce at journeyman level
o School to work program (Federally funded)
o GED requirement, academic curricula
2. List the three models with greatest potential for success.

o Apprenticeship program
o Fast track current employees to complete program
o Repair GCC/GCA Model
o 2+2+2 Model
o Craftsman Pre-apprenticeship Program
3. Select one model for the next phase.

o Combine
Phase III. Design Phase- (30 minutes) Industrial Trades
Create a strategy to carry out the dreams that your group has identified in the earlier
phase. What can be done to build on the current qualities of the workforce, and what
aspects of the workforce need to be strengthened in order to achieve your group’s vision
and hope for the future?
1. Produce a strategy for designing the selected Workforce Development Plan. Who are
the players?
o GCC, GCA, Department of Labor and WIA
o GHRA, GCOC, Guam Employers Council
o Employers, Employees
2. Define existing intellectual, human and physical resources to be brought into use.
Define new or outside resources to be engaged.
o NCCER
o Contren Learning Series (WOL)
o Military and Spouses
o All of above from question 1
3. Develop an organizational approach involving all stake holders. Define who is

responsible for what.
o GCA Taking Lead
o Apprenticeship advisory committee
o Employers through organization to determine need
o GCC/GCA pursue grant opportunities
o DOL/WIA
o GCA; OJT, Scholarship program
o GCC; Classroom, Quality Curriculum
o Employer Incentives via Legislative mandate
o GEDA QC program
4. Develop a budget for the first five years. Devise a phase–in plan that allows the
organization to mature over time.
o $1500 per student @300 per year ($450,000 annually)
5. Determine which funding sources are available and when. Where does the money for
startup and phase-in come from?
o MDF
o Federal- DOL
o Local Tax Incentives program
o Employers
o Employees
6. Give the plan a reality check.

• Your strategy:
o No written response
Doing Phase: Identify the specific steps your group would like to take to put your
dreams into action. That is, what innovations or experimentations will your group
undertake to reach your shared vision or dreams? (30 minutes)
1. List specific actions needing to be taken.
o GCA to survey employers

o GCC to advertise for adjunct instructor for construction trade
o GCC; Establish advisory committee to prioritize actions and assign
timelines (ie; GCA,WIA,GHRA,GCOC)
o Identify all public and private facility for instruction
o Approval of curricula utilizing Contren learning series
o WIA; Identifying funding
o One stop Center for recruitment
o GCA; Implement Craftsman program

o GCA Internal referral
o Maintain skill labor pool
2. List obstacles to be overcome.
o Immigration Issues
o Lack of follow thru
o Negative image of construction trade
o Lack of funding support
o Lack of Instructors
o Lack of participation from employers and employees
o Wage inequities
3. Develop a step by step process for implementation.

o Advisory committee will set priorities from number 1 above
o Revitalize GCC’s plan
o Continue dialogue amongst stake holder’s and hold monthly meeting

Department of Labor: Dialog Comments Combined Trend Analysis

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Department of Labor: Dialog Comments Combined Trend Analysis

Uploaded by

Copyright:

Available Formats

Guam Workforce & Economic Development Summit 10/12/04

Guam Marriott Resort

Combined Comments Page 1 of 31

IV. Agenda for the Summit’s Facilitated Dialog Sessions

Ground Rules for Dialog

Phase I. Discovery Phase- (50 minutes)

Combined Comments Page 2 of 31

1.Signature programs in your industry that have prepared the

Combined Comments Page 3 of 31

o Pacificare provides funds for UOG Nursing Program

See end of document *** Different Question

o IT certification programs in partnership with local schools and

Combined Comments Page 4 of 31

Combined Comments Page 5 of 31

2. What were the conditions that made these accomplishments possible?

Combined Comments Page 6 of 31

3. What are your occupational needs?

Combined Comments Page 7 of 31

Combined Comments Page 8 of 31

4. What are the entry level skills for your industry?

Combined Comments Page 9 of 31

Combined Comments Page 10 of 31

5. What are the training requirements that should be

o Aptitude testing to identify potential IT training candidates,

Combined Comments Page 11 of 31

Combined Comments Page 12 of 31

6. What are the current obstacles to recruitment and retention?

• Salary (too low)

o Salary, Comp & Benefits

Combined Comments Page 13 of 31

o Lack of incentive programs and benefits to retain employees,

Combined Comments Page 14 of 31

7. What kind of continuous, reliable data is needed by your industry to make

• Labor statistics (unemployment rate)

o Data comparing on best practices vs. actual

Combined Comments Page 15 of 31

Combined Comments Page 16 of 31

8. And how should this data be reported?

o Weekly, Monthly, Yearly

o Recording should meet US and international guidelines

Please Note: Problem Area

Combined Comments Page 17 of 31

Phase II. Dream Phase- (20 minutes)

• Your Ideal Workforce Environment:

Combined Comments Page 18 of 31

o Wellness/fitness equipment and programs

• Your Ideal Workforce Environment:

o Fully staffed, all vacancies filled

Combined Comments Page 19 of 31

o Trained & educated in IT concepts and have educational foundations to

Combined Comments Page 20 of 31

Phase III. Design Phase- (30 minutes)

Combined Comments Page 21 of 31

Regular management training: quality supervision,

o Conferences Developed by Educational Institutions (UOG, GCC, etc.)

Combined Comments Page 22 of 31

o Encourage Mentoring programs / Students teaching students: for students

o Attract, recruit, retain in schools

Combined Comments Page 23 of 31

o Define requirements of local IT community, and perform base-line

Combined Comments Page 24 of 31

• Specific action steps to achieve vision or dreams: