Berks County Workforce Development Board

Berks County Workforce Development Board and its 2030 Study, with their Director, Amber Columbo, and Terri Hill, Executive Director of the BBEC.

Transcript

SPEAKER_01 0:16

Hello, and thank you for tuning in today. My name is Terry Hill. I am the executive director of the Burks Business Education Coalition. It's a nonprofit founded in 1992, intended to bring business and education together to further our students' careers in our community. Recently in October, we held a summit and we brought business and educators into our room and had some really interesting presentations. And what you're going to hear today is one of our presentations from the Workforce Development Board, Amber Columbo. And Amber, you tell us a little bit about yourself, your journey here to your position as director, and also then tell us a little bit about the Workforce Development Board, what they do for our community.

SPEAKER_00 1:07

Sure. Thank you, Terry. Amber Columbo with the Burks County Workforce Development Board. We are a department of the County of Burks, fall under the Department of Community and Economic Development, so work very closely with Pam Mennett. Prior to coming to the board as the assistant director three and a half years ago, I'm now the current director. My career path started within the PA career link of Burks County one-stop system in the Youth Young Adult program. So I spent 13 years as a contract provider working with students 16 to 24, both in school and out of school, and really helping them identify a career pathway and making decisions whether they're going to go to employment after post-secondary or employment after high school, post-secondary education after high school, and just really helping them figure out what it was that they wanted to do as a high school student. Later moving into working with out-of-school young adults that might have dropped out of high school or came to the career link for services with their high school diploma and just needed further assistance, figuring out a plan and whether that was again a paid work experience, employment, post-secondary education. So that's my background. That's how I got into workforce development right out of college.

SPEAKER_01 2:30

I am going to ask though, when you were a high school student, because I work with a lot of high school students, did you know this is what you wanted to do?

SPEAKER_00 2:37

Absolutely not. In high school, I attended the Burke's Current Technology Center for Early Childhood Education. I started my post-secondary education as an elementary education major. Four years into it, I decided to switch majors and graduated with a degree in psychology, but didn't really know where that was going to take me. So here I am 16 and a half years later.

SPEAKER_01 3:04

Oh, that's fabulous. But you still have a love for working with students, so absolutely.

SPEAKER_00 3:08

I think you know, in this role, in this role, it's a little bit of a different lens and looking for how do we engage K-12 early and really engage that conversation with students at a younger age of what do you want to do when you grow up? Have you started thinking about that? And really just as much exposure to that, whether in school, is really crucial to then help our talent pipeline fill the employer's needs.

SPEAKER_01 3:40

Well, thank you so much for coming today. So one of the things and the reasons we had you present to our our group this year was because you recently completed a study, a workforce study for our county. Can you tell me a little bit about you know what the purpose was for it as well as how it was being conducted?

SPEAKER_00 4:00

Yeah, so um we really looked at what what was next for us at the workforce development board. Um and there was a study conducted probably about 10 years ago called the Brain Drain Study. Um and that really kind of was our push to needing an update of where we headed in workforce development over the next five years. Um Burks Workforce 2030 will be fully adopted by our full board in December. And this study is really telling us things regarding our workforce labor force participation is declining and what is contributing to that, and how do we kind of look at things outside of workforce like housing and how housing contributes to our workforce population, and where is that gonna take us over the next five years of vacancies? How do we educate again our K-12, our post-secondary education institutes in what we're seeing regarding numerous illiteracy or you know, a shortage because of our retirements that are occurring, but we don't have enough to fill the pipeline?

SPEAKER_01 5:10

So, what I really love, we talked a little bit about this uh before we we caught on the air, was that really this report is a reflection of our current business community. So it doesn't necessarily incorporate any uh new opportunities that they may be coming down the pipeline because I know you do work with our community development as well. So um so tell us what was what stood out to you? You kind of divided it up into five industry sectors, and if you want to go sector by sector about what you saw and maybe what was either something that we you're gonna be working on or is going to be something that would surprise you, that would be really interesting to hear.

SPEAKER_00 5:48

Yeah, so um when this study was being conducted, um we did focus on our our industry sector priorities, um, manufacturing and healthcare being our two largest. Um when we did the outreach, I should say the consultant did the outreach and we helped, you know, identify employers that could be at the table to really provide feedback because that's valuable as our current employer community in this study. So there's a lot that was found. Um there is a huge index of data research that went into this study, but really looking at how do we look at manufacturing in a different realm? And it is our largest sector, but where are we seeing the shortages? But then also making people aware of what types of jobs are available within the manufacturing sector and kind of changing the um changing the message about manufacturing and you know the available jobs for those students that could, you know, are career and technology students and how they can fill the pipeline coming out of the CTC into employment.

SPEAKER_01 6:58

So did this study reflect on the skills, talents, education that would be required to fill those positions? Are we looking at you know students being able to go directly into the workforce and those jobs right out of high school and get training on the job, or is this something that would have to require some kind of degree?

SPEAKER_00 7:18

I think there's a good mix, um, and it also focused on how do you also retain your current employees and providing upskilling within the industry now. Um and also really that partnership between employer and education is so important. Um whether it's entry level to you know the engineer, um, we're gonna see the wave of vacancies from from all of that. But really, then educating our students on if you start here at entry level, this is where you can kind of go and really showing that career pathway.

SPEAKER_01 7:56

I really, I really like that. There's so many wonderful employers here. Um I recently was able to tour and shadow students as they went through different businesses, a lot of them were manufacturing, and to see that they give pathways for advancement, um, for them to not only just increase the level of responsibilities, but also to increase their level of education was was really interesting to see. And I don't think a lot of students are aware of that. So thank you for doing that. The other thing we kind of touched on was uh as much as I focus on primarily K through 12 and our our local school districts, um, there is a need to address some of this in for our graduate. We have five different universities here in our community, and we want to try to retain the talent and um knowledge that they have as well, so and their expertise. So, what have you found, or what is your report recommending that we do in order to keep that talent here in our community?

SPEAKER_00 8:53

So, some of the things that we've seen from the report is um there is a housing shortage um in our county, and this is a big topic of discussion with our community and economic development team, and um Pam has put a great group of individuals from the the county together to to determine what that looks like and how do we move forward. Um, but then it's also you know, educating our employers on that too. Like if you're gonna bring business, what else are you gonna offer for housing to bring your workforce or to retain workforce? So part of that is really getting our post-secondary education institutes more connected with employers and you know, getting those college students, just like high school students, that exposure to career opportunities, so then they do stay within our community whether they're a Berks County resident or they're coming to us out of state. Um, how do we retain them to now become a Berks County resident and fill our workforce pipeline?

SPEAKER_01 9:52

And I think you and I had this conversation, but um the Berks County Community Foundation has also created a graduate retention committee. And uh I I have the pleasure of sitting in that committee. I think you'll be joining us on that committee, Amber, cross cross your fingers. And uh a lot of that conversation is what are the things that our community needs to show or do to keep students um in in here, right? So we talk about internships being one of the key key things that people that the businesses can do in order to retain talent. Um we know that it's been a challenge uh to get some internships. We're not quite sure where the breakdown is, if it's from the business side uh enabled in the ability to provide those, or if it's in the education side with getting the message out to the students about the opportunities. So we're we're working through those things, but I would like to say that we are working through those things. That's excellent. Um but we also had a um a conversation around internships uh specifically in that you know, by college age, these students are looking for opportunities within their field of study. So it's they're much more focused and specific in what they're looking for. They're also unlike high school, these are paid opportunities that are provided because these students have something of value that they're going to be bringing to the to the organization. Uh, have you seen any organizations that you feel do that really well and are able to create that talent pipeline?

SPEAKER_00 11:28

Um I think everybody is really looking at this in in a strategic way and how do we build that moving forward? And that's something that we are seeing coming out of this study is how do we get key players to the table to share what is happening and what's working for each organization and kind of filtering that into a pipeline of okay, it's you know, building within and bringing on somebody with no skill. Um, and then how do you adapt to what they know within their job skills to meet the demand that you're looking for within the employer sector? So I think it's just getting out there and bringing, you know, employers, educators to the table and having those conversations.

SPEAKER_01 12:16

Well, I will say one of the things I find really interesting about this because you know you have the there's certain skills and talents that usually are required for certain jobs. But at the same time, when you talk to an employer about what makes a good employee, it's usually those soft skills, right, that get them excited and and are able to retain those people in their in their place of employment. So it's showing up on time, right? It's their attitude. It's things that are so um more intuitive and not necessarily taught. But how would you how would you maybe address those things and how we can maybe embed them or bring them into either the classroom or you know get the students better prepared with those skills?

SPEAKER_00 13:01

Yeah, I think it's like conversation and somehow integrating it into the again the K-12, um, more so once they're getting ready to go into employment. Um, but even during internship opportunities or a paid work experience or volunteering, having that, you know, adult figure kind of talk through that and and really informing them, yes, you your start time is you know 4 p.m. You have to be here at 4 p.m. Or if you're running late, what's the steps to take? Um and it's just really having those conversations because if if they don't hear it once and they might hear it five times, maybe by the fifth time they'll understand that, okay, if I'm gonna be late, I need to call my supervisor and let them know, or if I'm not gonna be there that day. Um and it's just also the communication with the employer or their supervisor that they do have, whether again it's employment, internship, volunteering. Um, but yes, I think it's just going back to how do we have that conversation in in you know, 11th grade or 10th grade, even maybe eighth grade, um, and integrating it to say, like, here's a scenario, what would you do, and this is how you handle it. I love that.

SPEAKER_01 14:13

Um, and I will say, I think we we talked about this as well as on um I got to facilitate an HR panel. And um what I didn't tell you was that uh talking about punctuality, being there on time is actually being early, right? That's what they consider on time. And uh two of the five panelists said if somebody is late for an interview, like if they're supposed to be there at 12 and they're there at 1201, that interview no longer happens. So it it it just it just doesn't happen. So they're no longer a candidate. So just that simple act of being on time can either make or break whether you get an opportunity. Um, and it's a reflection of how reliable you will be, I guess, in the in the job moving forward. So makes sense, yeah. Yeah. So it was really, really interesting to me. Um, I know we talked about a bunch of different things. You also have a relationship with CareerLink, which helps offer some of those opportunities. I know that there's a lot of businesses that may want to have an internship or bring somebody on board, but they don't have the financial means in order to provide the resources in order to get that going. So, what how does CareerLink fit in since you do work with them?

SPEAKER_00 15:26

Yeah, so um a little bit uh to understand it a little bit, um majority of our funding that we do receive from the Pennsylvania Department of Labor and Industry does fund our programs within the PA Career Link of Burks County. So we have a young adult program, like I mentioned earlier. Um that program works with uh 16 to 24 year olds, both in school and out of school, to really help them develop again those career pathways and paid work experience opportunities. Those are all paid through our funding. So our in-school students uh we have a they have partnerships with both our career and technology centers. They also have partnerships with our 18 school districts to identify students who really aren't sure what they want to do and get them into a paid work experience with employers that are willing to take them. There is no cost to the employer. That is all managed by our contractor. We do have a business services team within the career link that works directly with employers on a number of levels. So it could be from having a recruitment at the career link if they have open positions and they're struggling to get candidates. Um, it could be helping them post their job opening on our PA CareerLink website. Um, and it could be there's training opportunities for on-the-job training where if an employer interviews somebody and they might not have the skill level specifically for that job that's open, but they have some some type of skill, um, they could enter into an on-the-job training agreement where they could receive up to $6,000 reimbursement to provide the training to that individual to get those skills to then meet that job and have full-time employment with the employer.

SPEAKER_01 17:12

And if I'm to understand, is that that's doesn't re that's not a 16 to 24-year-old only? It is not.

SPEAKER_00 17:17

Um, so that is anybody 18 years of age and older that would be eligible for our um for the programs based on a number of requirements for the funding.

SPEAKER_01 17:27

Now, the one thing I will ask really quickly, and you don't have to go down this path too too far, but um with all the changes in funding, um how has that impacted your ability to to provide the services?

SPEAKER_00 17:40

Um so currently um all of the services have remained as um as is as of July 1st. Our our programs operate on a program year, July 1st um through June 30th of the following year. Um, and we did not see an impact. We were able to continue services as is um even during the budget impasse. That's wonderful. Yes. That's wonderful.

SPEAKER_01 18:00

So with this information, this report, what is your intention or how is it going to be shared, or what partners are gonna be involved in order to really take the information and recommendations and build it into a stronger workforce?

SPEAKER_00 18:15

Yeah, so um my goal as we go into 2026 is obviously that it will be available on our on our Berks County Workforce Development Board website. Um, but I'm looking at being able to take this report out into the community and host like informational sessions, um, you know, working with the Berks County Intermediate Unit to educate our educators K through 12. Um, here's the report, here's what we found, here's where you could help us, you know, from that education side. Uh, doing the same thing with our post-secondary education institutes, providing the report, information, not just the report, but then also again all the resources that are available at the career link system so people know that it is like a one-stop shop. There's opportunity for employment, there's opportunity for training training, there's opportunity for advancing your current employees upskilling. Um, and then also then going out into the employer community and um kind of breaking the county down by region just to get you know employers within that section of the county together, also possibly doing it by industry sector as well.

SPEAKER_01 19:27

So one of the things that we kind of touched on and you touched on that came out of this study was some, I don't know, challenges that are right now out there, and particularly in the education, right? So our current students uh are found to be lacking some of the math skills that they need in order to be successful or enter the workforce. Um and there's also some concerns regarding literacy. So, you know, what do you feel or what do you think the schools can do in order to elevate and bring those skill sets up to what would be a standard acceptable within our business community? I know I know that you don't have to have all the answers, but what would you what would you recommend just?

SPEAKER_00 20:11

Um but I really think you know, as we come out of this study and looking for um key strengths, opportunities, and recommendations, um, it's really looking at, I think it's twofold. Um it's also our education, you know, and yes, we are seeing a numeracy literacy gap in the individuals graduating high school and going into employment, but what does that look like? Um but then it's also hearing from our employers what is the need and what are they seeing as the skill gap, and then how do we kind of shape that into how we can then put that back into our education system to help meet the needs of the employers? So I think it's kind of on both sides, um, both education and the employers have to kind of be willing to talk it out. Um, but essentially, yes, numeracy literacy, but it's not just that, right? We have a um, you know, an English as a second language population, and what are employers doing to, you know, bring those individuals on board. There's a lot of ESL happening within the employer, you know, on site. They're bringing instructors in to educate their employees to retain them, and you know, which is awesome. So, yeah, I think it's, you know, just getting out there and having open conversations about how we can work together to move forward.

SPEAKER_01 21:34

And and I want to go back to just numeracy one more time. And and your predecessor would be so thrilled that I went back to numeracy. Um, is you know, some of the practical applications, mathematical applications that the industry is seeing that we're lacking. Uh, for example, they were saying uh students today don't know how to use a read a tape measure. Um it's it's 12 inches and two slashes. They don't understand the fraction part of it. I'm not quite sure if where that falls within curriculum anymore. But I know I know that the CTCs have to require career and technology centers, a lot of their majors and a lot of the fields that they they promote and the skills that they build require them to do that. So are you seeing anything like regarding like how we can build some of those real basics?

SPEAKER_00 22:30

Yeah, um we still hear it from some of our employers, you know, math skills is is a challenge. Um and it's not just being able to read the tape measure, but to understand the fraction that goes with the tape measure as you're reading it, and then what do you do with it, right? So if you're building something, you have to be able to say, okay, you know, 12 and a quarter and you know, six and a half, what how do what does that get me in a piece of wood? Um so I think it's just being able to, you know, does the student understand the fraction capability as they're going into, you know, reading a tape measure specifically, but I'm not sure where it starts in our school system of grade level math, um, you know, and kind of how often they're assessed to ensure that they're at a 12th grade level when they graduate.

SPEAKER_01 23:18

So before we close out, because we're coming up, there's there's two things I want to do. So we talked about, or there were five industry sectors, manufacturing, of course, being our largest, uh, healthcare not far behind. Yes. Um, but there were some very interesting trends regarding businesses or jobs within those sectors. Where do you see the biggest growth coming from, the biggest opportunities?

SPEAKER_00 23:41

So um in each sector, they kind of each have their own, um, but manufacturing um it makes up 17% of our local employment. And um the future skill shortages are really technical occupations. It could be precision machining, welders, um, industrial maintenance, mechatronic technicians, which again, you know, and conversations with both of our CTCs, those programs are doing well, and you know, hopefully they continue to do well to fill the pipeline of those those industries. But um healthcare, you know, 13% of our local employment, but we're not just seeing in registered nurses. It starts at the bottom with those uh with the CNA, the certified nursing assistants, and how do they start there and kind of grow the career pathway to help filter into those shortages that we would be seeing in the healthcare? Um construction, again, I think it's just you know, construction, it it relates to a number of things. It's not just you know being on a construction site, but you know, being able to read blueprints and you know, there's multiple layers within our construction construction sector that we're seeing, and being able to, you know, stick with that um with the trades and electricians and plumbers and you know those types of things. It's more than just being on a job site.

SPEAKER_01 25:03

Okay. Um I will I just an aside, um, one of the things I know uh that's coming up is this big retirement, the baby boomers are kind of leaving the workforce. Um but I will say as as a baby boomer, I am a baby boomer, um, I don't see as many as my peers leaving the workforce as quickly as maybe in the past years. So um have you anecdotally, because I don't think there's anything specifically that says, have you seen this this big cliff of people that are that there's these people are leaving in droves and there's gonna be all these vacancies and openings, or is it more of a gradual residual decline?

SPEAKER_00 25:42

Yeah, so this study really takes us over the next five years, which uh you know we're already heading into 2026 in a month and a half, so it's you know it's coming quick, but that will really kind of give us an idea, and that's where we're gonna start seeing in the next five years the labor shortage.

SPEAKER_01 25:58

So as we wrap up, uh is there anything specifically you would like our listeners to maybe, you know, focus in on or any directives or resources that you think they should be looking towards as they're uh contemplating where the workforce is or where the jobs are?

SPEAKER_00 26:13

Yeah, um if you're not connected with the local career link system, whether you're an employer or an individual, um it's a great place to start. It's not just the individuals working within the building, but then all of our community partners that are connected to the career link system as well. Um and obviously you can reach out to the workforce development board. We're happy to help, um, happy to navigate um to any additional resources.

SPEAKER_01 26:35

Thank you so much for coming in today, Amber. We are very excited that we were able to have you uh share the report on Burks County. And uh we look forward to having you back when's the next report?

SPEAKER_00 26:46

Oh geez, uh I would say probably come 2031. Um before that.

SPEAKER_01 26:52

Before that, we'll have an update and see where we're going, but we'll definitely have you in there for an update. Thank you so much. And thank you for tuning in for the Burks Business Education Coalition podcast.