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Posts Tagged ‘Department of Labor’

DirectEmployers and Employment Law Expert John C. Fox to Host Listening Session with Director Patricia Shiu and Other Key OFCCP Figures

Thursday, January 16th, 2014

DirectEmployers is offering assistance to the federal contractor community by way of a listening session that features OFCCP compliance experts, John C. Fox of Fox, Wang & Morgan, P.C. and the OFCCP’s Patricia Shiu Director; Debra Carr, Director, Division of Policy, Planning and Program Development; and Naomi Levin, Branch Chief for Policy Development and Procedures, Division of Policy, Planning and Program Development.

INDIANAPOLIS, January 16, 2014 – Today DirectEmployers Association, a trusted employer-driven association of talent acquisition and inclusion leaders, has the unique opportunity to work with key personnel in the Office of Federal Contract Compliance Programs (OFCCP) to conduct a listening session at the U.S. Department of Labor, exclusively for members of the Association. Moderated by employment law expert John C. Fox, Fox, Wang & Morgan, P.C., this session will feature the OFCCP’s Patricia Shiu, Director; Debra Carr, Director, Division of Policy, Planning and Program Development; and Naomi Levin, Branch Chief for Policy Development and Procedures, Division of Policy, Planning and Program Development. The participants will work toward dispelling any misinformation that surrounds the OFCCP’s revisions to the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA) and Section 503 of the Rehabilitation Act of 1973, giving federal contractors a chance to adjust their individual compliance strategies before the implementation date of March 24, 2014.

“A large portion of our membership represents the federal contractor community,” commented Bill Warren, Executive Director, DirectEmployers Association. “With all of the information and interpretation that surrounds the OFCCP’s revisions to VEVRAA and Section 503, this opportunity gives our members the ability to glean accurate information directly from the source, providing them with a clear direction on how to implement the new requirements into their strategies.”

Prior to this exclusive listening session, members of the Association were asked to submit questions regarding the new regulations to generate an interactive discussion among the OFCCP representatives and the company participants to create greater understanding among the federal contractor community. Select members from companies like Armstrong, BAE Systems, Bechtel, Citizens Bank, DuPont, Hilton, Marriott, KPMG, Raytheon and Sodexo were also invited to the Department of Labor to experience this event in-person, while the membership as a whole was invited to listen in virtually.

Founded in 2001, DirectEmployers has worked for over ten years to help federal contractors comply with OFCCP job listing requirements by providing the technology necessary to deliver jobs to the appropriate employment service delivery system (ESDS). In addition to job delivery and partnership facilitation to help with veteran, disability and diversity outreach, the Association also helps employers to amplify their employment brand and job visibility through the proprietary .JOBS top-level domain. For more information on membership and how you can become involved in the Association, visit http://www.DirectEmployers.org or call (866) 268-6206 and ask to speak to a Membership Development representative.

About DirectEmployers Association
DirectEmployers is an employer-driven association focusing on talent acquisition and inclusion that utilizes its technology and thought leadership to amplify job visibility and employment brand, facilitate partnerships to meet EEO/AA goals and provide proof of job delivery.

Media Contact: Nancy Holland, VP of Marketing, DirectEmployers Association, nancy@directemployers.org, (317) 874-9022

OFCCP Announces Final Rules for Updated Requirements of Section 4212 and 503

Tuesday, August 27th, 2013

Back in late April of 2011, the Office of Federal Contract Compliance Programs (OFCCP) issued a Notice of Proposed Rulemaking (NPRM) regarding Section 4212 of the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA). Then, in December, another NPRM was issued for updates to Section 503 of the Rehabilitation Act.

DirectEmployers Association immediately began working with our Recruitment Regulatory Compliance Committee (RRCC), as well as our National Labor Exchange (NLx) Operations Committee and our trusted partner, the National Association of State Workforce Agencies (NASWA), to help educate our Members on what it all meant and how to start preparing.

Today, all of those endless discussions, thousands of webinars, countless hours of preparation and speculation come to an end. The U.S. Department of Labor (DOL) announced the final rules for the updated requirements for the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 and Section 503 of the Rehabilitation Act of 1973. (View the official OFCCP News Release)

Key takeaways include:

  • The VEVRAA rule requires contractors to establish an annual hiring benchmark, either based on the national percentage of veterans in the workforce (currently 8%), or based on the best available data and factors unique to their establishments.
  • The Section 503 rule establishes an aspirational 7% utilization goal for the employment of individuals with disabilities.

More information about the final rules can be found directly on the Office of Federal Contractor Compliance Programs (OFCCP) website at http://www.dol.gov/ofccp/VEVRAARule/ and http://www.dol.gov/ofccp/503Rule/.

The OFCCP will also be holding webinars to help federal contractors better understand and comply with these new rulings. We would highly suggest that you, or someone from your team, plan on attending one the following from each category:

FCCP Webinars on the VEVRAA Final Rule
August 29, 2013 at 2:00 p.m. (Eastern) – http://www.dol.gov/find/vevraa-1
OR
September 11, 2013 at 2:00 p.m. (Eastern) – http://www.dol.gov/find/vevraa-2

OFCCP Webinars on the Section 503 Final Rule
August 30, 2013 at 2:00 p.m. (Eastern) – http://www.dol.gov/find/section503-1
OR
September 18, 2013 at 2:00 p.m. (Eastern) – http://www.dol.gov/find/section503-2

In the wake of this announcement, DirectEmployers Association reaffirms its commitment to providing advanced solutions and services that fulfill OFCCP requirements to our Member companies. We will continue collaborating with our partner NASWA to improve the National Labor Exchange (NLx) compliance solution. If you have any questions or concerns, don’t hesitate to reach out to your Membership Development representative at (866) 268-6206.

Were you surprised that this happened today? Do you feel prepared?

DirectEmployers Association: A Partnership Synopsis

Thursday, June 13th, 2013

In the ever-changing field of HR, DirectEmployers Association strives to stay ahead of proposed regulation changes, assist employers with the required job syndication, and therefore facilitate OFCCP compliance with ease and convenience. Reversely, we hope that our work will help to create equal opportunity for diverse job seekers, as well as those who are veterans and individuals with disabilities. In order to meet both goals, we work closely with our valued partners, the National Association of State Workforce Agencies and the U.S. Department of Labor.

While there have been those who challenge their existence, we stand proudly behind our partnerships and continue to devote our combined efforts to the HR profession. This post is meant to provide an overview of our government partnerships and therefore clarify any misconceptions.

National Association of State Workforce Agencies (NASWA)

In March of 2007, NASWA and DirectEmployers formed an alliance to create the National Labor Exchange (NLX), a replacement for America’s Job Bank. Built to connect employers and state workforce agencies with job seekers, this resource assists employers in meeting stringent federal job posting and delivery standards, while still reaching a diverse talent pool. Through this partnership we can help our Members seamlessly syndicate their jobs to the appropriate agencies and entities, to be prepared with proof of posting and delivery of jobs in the event of an audit from the Office of Federal Contract Compliance Programs (OFCCP).

With collaboration from a number of other parties, including the U.S. Department of Labor, this partnership also helped to shape the Social Jobs Partnership, providing employer job postings to American job seekers across the social media platform, Facebook.

Due to success of the NLX, the partnership agreement was resigned for another five years in April of 2010, two years preceding the close of the initial agreement.

Both employers and state workforce agencies benefit from this partnership with a closer working relationship and simplification of responsibility— job syndication is procured and posting and delivery is evident in the event of an OFCCP audit. Job seekers also benefit from the partnership with free access to vetted, unduplicated job opportunities in one website— US.jobs.

U.S. Department of Labor (DOL)

In 2010 DirectEmployers joined forces with the U.S. Department of Labor’s Employment and Training Administration to launch “mySkills myFuture”, an online job portal from American Job Center, complete with resources that job seekers can use to assist them in the transition from one career to another. Job seekers simply type in their current position and are provided with new opportunities that match their current skills. In addition, they can view salary information, common job descriptions, and training which may be necessary for their transition. DirectEmployers is proud to provide the job listing data for this tool, which is syndicated by the NLX and updated daily.

Other initiatives with the DOL include the Summer Jobs+ Bank, which provides summer job opportunities to America’s youth through the Summer.jobs microsite (powered by the NLX). Two months after the launch of the Social Jobs Partnership, DirectEmployers partnered once more with the DOL and search-engine giant, Google, to create USA.jobs. This tool became the first online job search tool to support the new standard that made it possible for search engines to categorize and list online job postings by location, job title, education and veteran’s preference.

In April of 2012 we partnered again, this time to help power the DOL’s Virtual Career Network and provide quality job listings to those seeking careers in the healthcare industry. Once more, our partnership with NASWA allowed us to assist the DOL in creating job seeker resources and extending employer reach, through the use of the NLX.

Through both of these relationships, we add benefit for not only our partners, but our Members as well. With the help of these partners, the products and services included in our Membership have an unparalleled value. We continue to foster our existing relationships, while seeking additional partnerships from suggestions by our members as well as seeking out those that meet specific requirements. In the end, we are dedicated to our Members and fulfilling their needs in the fast-paced field of HR.

Committee on Education and the Workforce Requests More Information from OFCCP on the NPRM Regarding Individuals with Disabilities

Wednesday, February 1st, 2012

The Committee on Education and the Workforce recently submitted a letter to Secretary of Labor, Hilda Solis, requesting additional information around the Office of Federal Contract Compliance Programs’ (OFCCP) December 9, 2011 Notice of Proposed Rulemaking (NPRM) regarding individuals with disabilities.

The letter questions the legal authority permitting the OFCCP to establish a numerical hiring standard as well as concern with instituting a quota. In addition, the Committee goes on to express concern over the NPRM asking job applicants to self-identify as disabled – this conflicts with the statutory language of the Americans with Disabilities Act (ADA). This also means relying on accurate self-identification and disclosure during the application process, which, as the letter states, “…has the potential to create more problems than solutions.”

Lastly, the Committee voices concern about the paperwork and recordkeeping that would be required. The letter references a President Obama comment that, “sometimes rules and regulations have gotten out of balance, placing unreasonable burdens on business–burdens that have stifled innovation and have had a chilling effect on growth and jobs.”

The letter ends with several inquiries and asks the OFCCP to respond no later than February 10, 2012. In addition, a request was made to extend the NPRM’s comment period by 90 days from the current closing date of February 7, 2012.

View the letter and let us know what you think. What concerns do you have or share with the Committee on Education and the Workforce?

DirectEmployers Association is working diligently to stay on top of this ongoing discussion and will continue to provide helpful resources through webinars coupled with updates and a blog series in the Pipeline (online Member community). Members interested in submitting comments to the OFCCP and learning more about the NPRM and Section 503 can contact Julie Cook at JCook@DirectEmployers.org.

The White House Announces Federal and Private Sector Commitments to Provide Employment Opportunities for Nearly 180,000 Youth

Thursday, January 5th, 2012

Below is an official press release from The White House sent January 5, 2012 regarding the Summer Jobs+ initiative. Last year, DirectEmployers Association and many of its Members participated in this vital program for employing America’s young people facing record unemployment. View original release.

We Can’t Wait: The White House Announces Federal and Private Sector Commitments to Provide Employment Opportunities for Nearly 180,000 Youth

Today, the White House announced Summer Jobs+, a new call to action for businesses, non-profits, and government to work together to provide pathways to employment for low-income and disconnected youth in the summer of 2012. The President proposed $1.5 billion for high-impact summer jobs and year-round employment for low-income youth ages 16-24 in the American Jobs Act as part of the Pathways Back to Work fund. When Congress failed to act, the Federal government and private sector came together to commit to creating nearly 180,000 employment opportunities for low-income youth in the summer of 2012, with a goal of reaching 250,000 employment opportunities by the start of summer, at least 100,000 of which will be placements in paid jobs and internships. Today’s announcement is the latest in a series of executive actions the Obama Administration is taking to strengthen the economy and move the country forward because we can’t wait for Congress to act.

“America’s young people face record unemployment, and we need to do everything we can to make sure they’ve got the opportunity to earn the skills and a work ethic that come with a job. It’s important for their future, and for America’s. That’s why I proposed a summer jobs program for youth in the American Jobs Act – a plan that Congress failed to pass. America’s youth can’t wait for Congress to act. This is an all-hands-on-deck moment. That’s why today, we’re launching Summer Jobs+, a joint initiative that challenges business leaders and communities to join my Administration in providing hundreds of thousands of summer jobs for America’s youth,” said President Obama.

“While young people who are currently disconnected from school or work are not contributing to our economy, we see these young people as ‘Opportunity Youth’ – because of the untapped potential they bring to the Nation. Today, the White House challenged all sectors to go all-in and work together in creating pathways to youth employment. Summer jobs are an important step – and to stay on the path to success, Opportunity Youth need social supports and access to relevant education, mentoring and training. This spring, the White House Council for Community Solutions will participate in community discussions nationwide to learn from best efforts by youth, families, government, business, educators, and nonprofits to connect young people to meaningful career opportunities,” said Patty Stonesifer, Chair of the White House Council for Community Solutions (WHCCS).

The Administration also announced its intention to launch, within 60 days, the Summer Jobs+ Bank, a one-stop search tool for youth to access postings for any participating employers seeking to reach them where they are online. The search tool builds upon an open standard, the JobPosting schema endorsed by schema.org in November, 2011 in support of the Veterans Jobs Bank,and will include technical and promotional support by Google, Internships.com, AfterCollege, LinkedIn and Facebook. Today the Corporation for National and Community Service released a new toolkit created in collaboration with the WHCCS and employers to support businesses and communities in their efforts to help young people become productive citizens and connect to greater opportunities, both of which are critical for the long-term strength and competiveness of the Nation.

Today’s announcements build on previous commitments from the Obama Administration to support summer youth employment. In 2009 and 2010, communities across the country used Recovery Act funds to directly support summer work opportunities for over 367,000 young people. In the summer of 2011, the Department of Labor brought together private sector commitments to employ over 80,000 youth.

A new analysis released today by the WHCCS showed that in 2011 alone, taxpayers shouldered more than $93 billion in direct costs and lost tax revenue to support young adults disconnected from school and work. Over the lifetime of these young people, taxpayers will assume a $1.6 trillion burden to meet the increased needs and lost revenue from this group. Read the full analysis here.

Businesses, non-profits and government can accept the President’s call-to-action by directly hiring youth as well as providing corporate mentorship experiences, internship, and other opportunities that connect young people to jobs. The three key ways organizations can engage are:

  • Learn and Earn: Provide youth jobs for the summer of 2012 in the form of paid internships and/or permanent positions that provide on-the-job training. Of the roughly 180,000 job commitments announced today more than 70,000 are Learn and Earn commitments
  • Life Skills: Provide youth work-related soft skills, such as communication, time management and teamwork, through coursework and/or experience. This includes resume writing or interview workshops and mentorship programs.
  • Work Skills: Provide youth insight into the world of work to prepare for employment. This includes job shadow days and internships. More information about this initiative can be found at dol.gov/summerjobs

As the nation continues to recover from the deepest recession since the Great Depression, American youth are struggling to get the work experience they need for jobs of the future. According to the Department of Labor’s Bureau of Labor Statistics (Current Population Survey):

  • 48.8 percent of youth between the ages of 16-24 were employed in July, the month when youth employment usually peaks. This is significantly lower than the 59.2 percent of youth who were employed five years ago and 63.3 percent of youth who were employed 10 years ago.
  • Minority youth had an especially difficult time finding employment this past summer. Only 34.6 percent of African American youth and 42.9 percent of Hispanic youth had a job this past July.

In addition to the organizations making commitments for the summer of 2012, the Department of Labor will honor UPS, We Are Golf, Wells Fargo, and Jamba Juice for their strong participation in their 2011 summer jobs effort and the Corporation for National and Community Service will honor Bank of America, State Street, Viacom, Deloitte, and JP Morgan for their leadership in corporate mentoring over the past year.

Commitments Announced Include:

The American Association of People with Disabilities (AAPD) is committed to improving employment outcomes for the many people with disabilities who are ready, willing, and able to work. The AAPD Summer Internship Program will provide 30 young people with disabilities the opportunity to engage in ten weeks of public service through paid internships on Capitol Hill, in federal agencies, nonprofits, and for-profit businesses.

AT&T is committed to providing nearly 350 summer jobs in 2012 through a variety of summer job initiatives. These opportunities help students, from high school to recent college graduates, develop skills and gain insight while preparing them to more successfully enter the job market. Examples of AT&T summer opportunities for college students include leadership development internships on the fields on finance, retail, IT and engineering, as well as participation in college internship initiatives with the Thurgood Marshall College Fund and the Dr. Emmett J. Conrad Leadership Program. In addition to these unique opportunities, AT&T will also provide high school students the opportunity to experience the world of work through the Mayor’s Interns Fellows Program in Newark, NJ. Also in 2012, AT&T will reach their initial goal of providing 100,000 high school students the opportunity to learn more about career options and what it takes to be successful in today’s workforce through the AT&T/JA Worldwide Job Shadow Initiative.

Bank of America, as part of its broader three-year $50 million goal to support education and workforce development opportunities for underserved populations, will continue to invest significantly in youth and young adults in 2012, including 1,500 paid internships at the company and local nonprofits as well as job placement programs, in conjunction with more than 80,000 hours from employee volunteers. Recognizing the value of mentoring to help make opportunities possible for young people, Bank of America served as the primary sponsor of the National Mentoring Partnership’s 2011 National Mentoring Summit, at which the Corporate Mentoring Challenge was launched. In 2011, Bank of America invested more than $15 million, and its employees volunteered more than 75,000 hours to help youth and young adults attain life and work skills to propel them towards long-term success.

Baxter International Inc. pledges to support Summer Jobs+ by expanding their education initiative, Science@Work. As an extension of Science@Work – a multiyear commitment to support teacher training and student development in healthcare and biotechnology through a partnership with Chicago Public Schools – Baxter will reach 300-500 students. These students will participate in a variety of programs: the Career Training Program, in which Baxter professionals will assist students with career planning, soft skill development and interviewing skills; the 2012 Summer Job Shadowing program, in which students will participate in a unique shadowing experience with young Baxter professionals; and through Science @Work Community of Support, in which students will participate in an on-going relationship management program that provides counsel and professional support during college careers.

Bender Consulting Services, Inc. is committed to investing in youth who are living with disabilities, to support the development of life and work skills required by private and public sector employers. Partnering with local high-schools in Pittsburgh, PA and Newark, DE, Bender Consulting, through the year-long Bender Leadership Academy Program will train 60 high-school students with disabilities, many who are low-income, about how to be successful in the world of work. Four students who complete this program will work on a short-term paid summer internship in Bender Consulting’s offices in Pittsburgh, PA. Bender Consulting will also provide two to four, 12 week summer HR internships to low income youth, including youth with disabilities.

The Camber Corporation provides young people with real-life work experience, opportunities to enhance their professional skillsets, and mentorship from their qualified employees during paid internships. In 2011, 25% of their graduated interns were hired as full-time Camber employees to serve in the areas of accounting, engineering, and human resources. In 2012, Camber plans to offer 8 internship opportunities.

CenturyLink has had summer internship programs for more than 25 years and looks forward to participating in Summer Jobs+ in 2012. CenturyLink believes that one of its strengths is the diversity of its people, and they are committed to fostering diversity among the 50 summer jobs they will hire this year.

The Corporation for National and Community Service (CNCS) has made a commitment to provide approximately 4,000 disadvantaged youth with national service opportunities through AmeriCorps programs operating in the summer of 2012. The AmeriCorps VISTA Summer Associate Program, funded in part through private sector commitments, will place youth in communities across the country to address poverty and hunger. In addition, AmeriCorps State and National programs will engage youth in education and conservation projects, and the AmeriCorps NCCC Summer of Service program is designed to introduce teenagers, especially those from disadvantaged circumstances, to national service and to foster in them such values as teamwork, responsibility, and the ethic of serving one’s community. These stipended service opportunities train youth in the life and work skills, such as teamwork, problem solving, and leadership, that are critical for success in the labor market, while engaging in activities that tackle tough societal challenges.

CVS Caremark is committing to hire over 20,000 youth between the ages of 16 and 24 in 2012. Many of the new employees will occupy part-time and full-time positions such as pharmacy service associates, technicians, cashiers and interns in a variety of corporate functions.

Deloitte helps American high school students prepare for college and careers through its Their Future Is Our Future program. As part of this program, 500,000 students have experienced the Life Inc. career exploration curriculum and Deloitte is committed to serve tens of thousands of students in 2012. Through a series of lessons, self-discovery techniques, and virtual role models tailored for youth in middle and high school, Life, Inc. introduces students to various career possibilities and helps them determine what kind of educational experiences they will need in order to pursue them. The program includes a website, career guide, teacher’s guide and student journal, which features seven lessons that are delivered by teachers in schools and after school youth programs. Additionally, through deep relationships with national nonprofits that lead on education including MENTOR, United Way, College Summit and City Year, Deloitte contributes cash, pro bono service and the time of one-on-one mentors to help young people pursue the education and skills they need to succeed in the 21st century.

The Department of Agriculture has made a commitment to provide approximately 7,100 youth with the opportunity to gain valuable work experience during the summer of 2012 by working with various USDA Mission Areas and Agencies throughout the country. The USDA provides leadership on food, agriculture, natural resources, and related issues based on sounds public policy, the best available science, and efficient management. USDA is committed to forming a pipeline of talented youth who will be our future leaders by giving them the opportunity for hands-on work experience in a variety of science, technology, engineering, math, administrative, management, agribusiness and industry positions.

The Department of Health and Human Services (HHS) will commit to supporting 324 summer jobs for low-income youth in 2012. HHS offices will be supporting paid summer jobs as well as other employment enhancement opportunities. The Office of Human Resources’ Strategic Programs Division (SPD) will host at least two classes in the “Life Skills” pathway to support 120 youth. These classes will have up to 50 participants each and will focus on work-related soft skills, such as communication, time management, and teamwork. Additionally, SPD will allow for 20 students to participate in the “Work Skills” pathway. These 20 students will shadow SPD employees for the day to offer insight into the federal workplace and to prepare them for employment.

The Department of the Interior has committed to providing approximately 12,000 young Americans with work opportunities in the summer of 2012 on public lands, tribal lands, national parks, wildlife refuges, and environmental restoration projects nationwide. Interior has increased the number of summer job opportunities it offers for young people under the Obama administration by 30 percent – helping more people from all walks of life to enjoy the great outdoors, and to pursue work opportunities and careers in the stewardship of America’s natural, cultural, and historic resources as part of the President’s America’s Great Outdoors initiative.

The DirectEmployers Association is a nonprofit HR consortium of leading global employers formed to improve labor market efficiency through the sharing of best practices, research and the development of technology. They are committed to hiring 5 youths this summer in the Indianapolis area to provide opportunities to learn the skills needed to be successful in the workforce as well as to encourage and motivate them to continue with their education.

Discovery Communications provides multiple avenues for young people to discover a summer job and a lasting career. Through the Discover Your Skills campaign youth can learn about exciting career opportunities in skilled trades and critical growth areas like manufacturing, health care, energy, technology, construction and other industries. A partnership with Montgomery College provides community college students with the skills they need to take advantage of available job opportunities. In addition, Discovery’s robust internship program will provide nearly 300 college students career opportunities in a variety of fields in 2012.

Easter Seals will be working to create summer opportunities for three young people with disabilities and will be disseminating information about the Summer Jobs+ initiative throughout their nationwide network of affiliates. These positions will be in the “learn and earn” category of the initiative. While working for Easter Seals, young people will have the opportunity to learn various aspects of nonprofit management including marketing and corporate relations, public policy, program management, development and more.

Expeditors, through its Opportunity Knocks program, recruits and supports disconnected youth so they can get training in a professional environment that can be leveraged for future success. Since starting the program in 2008, Expeditors has helped 25 disconnected youth in six offices throughout the United States and is committed to adding 75 positions in another twenty offices in 2012 to bring the total participation to 100 youth.

Gap Inc. is supporting 80,000 youth in 2012 through a variety of programs, which include connecting youth to employment through the development of relevant life skills and work ready skills, as well as providing on-the-job training through learn and earn experiences.

General Dynamics C4 Systems is committed to hiring 40 young people during the summer of 2012 and is partnering with Sentinels of Freedom, Wounded Warriors, Diversity Careers, SWE, SHPE, NSBE and WOC to support hiring needs nationwide.

Goodwill Industries International is proud to be one of the first organizations to support the Summer Jobs+ program. Through Goodwill’s unique social enterprise business model, it creates employment and job training. This year, the organization will expand services for youth at the beginning their careers. Goodwill is committed to hiring 1,200 youth ages 16 to 24, provide more than 3,200 youth with life skills services and over 2,300 with work skills services. Almost 2,000 youth will be engaged in learn and earn services. Thousands more youth will be provided virtual career mentoring and exploration services.

H-E-B has committed to expand their summer jobs program by 19 percent. In the summer of 2012, 5,171 16-24 year olds will be hired to work at H-E-B.

J.B. Hunt Transport is focused on providing opportunities for young people to experience a professional working environment, particularly those in the Hispanic community in Arkansas. Through a partnership with ALPFA, the company reaches out to local high school students and helps raise awareness of opportunities in business, and provides mentors for college students. For 2012, J.B. Hunt is increasing the number of summer positions at headquarters to 20, and expanding college internships at our field locations throughout the United States.

Jamba Juice has made a significant commitment to training and hiring young people and will pledge to hire at least 2,500 youth in the summer of 2012. Jamba Juice has a successful summer in 2011 when the company hired nearly 2,700 youth for summer work — 200 more than their pledge made as part of the “Summer Jobs USA: Make a Commitment” initiative. Additionally, Jamba Juice also recently launched a new internship program for Job Corps students.

JPMorgan Chase has been a leader in supporting “Learn and Earn” and “career and skill development” programs in cities all across the country for decades. During the 2011 Corporate Mentoring Challenge, JPMorgan Chase was inspired to step up in a leadership role – by funding and launching the Illinois Mentoring Partnership, introducing other potential funders and connecting non-profit organizations, who deliver the programs. In Chicago, JPMorgan Chase also has supported, since its creation 20 years ago, After School Matters, a program that helps teens discover and nurture their talents and aspirations for future successes. The bank’s support in 2012 will provide 1,300 teens with hands-on, project-based programs to learn about rewarding careers and to help develop marketable job skills.

LinkedIn has committed to offer 200 internships in the summer of 2012. Additionally, LinkedIn is committed to adopting the JobPosting schema and letting any company post their summer internship jobs (or entry level jobs) on the LinkedIn website at no cost.

ManpowerGroup is proud to support summer jobs through a direct commitment of 20 jobs at our global headquarters in Milwaukee, Wisconsin and at Manpower branch offices across the nation. Through its work with local Workforce Investment Boards and One-Stop Career Centers, Manpower supports employment opportunities for thousands of people touched by the public workforce system.

Operation HOPE, as part of the Gallup-HOPE Index Cities Initiative, commits to secure 20 businesses and place 500 youth through youth business internships, mentorships, shadow days or actual small business or entrepreneurship start-ups. Through the Gallup-HOPE Index Cities initiative, Operation HOPE, in partnership with Gallup intend to create a new youth entrepreneurial and business class in America, along with a new culture of progressive business mentoring by Corporate America.

PricewaterhouseCoopers LLP (PwC) maintains a strong focus on providing learning and work opportunities for youth in the United States. Through its host of early-identification programs and a robust internship program designed for undergraduate students, PwC seeks to provide students the learning, coaching, and training opportunities and professional relationships they need to develop professionally and personally, while also learning about unique opportunities in a career in professional services. For the summer of 2012, PwC is committed to hiring 1,500 youth across the country.

The SI Organization will hire more than 100 young people in 2012 for full-time entry-level and internship/co-op positions focused on engineering and integration services in the U.S. Intelligence Community, Department of Defense and other agencies.

Starbucks Coffee Company is supporting more than 25,000 youth this summer through a variety of programs. The company will work with local nonprofits and others to engage 20,000 young people in life skills and job readiness development. This commitment is in alignment with our Youth Action Grants programs, supporting young people to address critical issues in their communities. Starbucks supports nonprofit organizations to give young people the skills and resources to be catalysts for change through community service. One example of an organization Starbucks supports is Generation On in multiple cities across the US; this is a program of Hands On Network. Starbucks plans to work closely with its grant recipients to maximize the life skills training and service opportunities and to increase their outreach to underserved youth. The company will also provide hands-on and learn and earn experiences for 5,000 young people working at Starbucks.

State Street Corporation is committed to providing workforce development and education opportunities to approximately 1,000 youth each summer in cities including Boston, New York, Kansas City, and Sacramento among others. The company supports a continuum of meaningful job opportunities starting with funding subsidized wage placements in community-based organizations for first-time job experiences, as well as placements in professional positions at State Street for those who have developed basic employability skills and are ready for more responsibility.

Syracuse University will provide 200 jobs to college-aged students working in the Say Yes to Education Syracuse’s Summer Camp for academic enrichment and youth leadership. Syracuse University will also provide 50 positions to 16-21 year olds in a SU partnership with CNY Works on a Summer Youth Initiative.

The McGraw-Hill Companies is committed to growing its 12-week paid summer internship program which employs youth across all of their businesses to 260 summer internships for 2012. In 2011, McGraw-Hill employed over 250 Summer Interns and roughly 10% of last year’s interns were offered full-time positions after graduation.

UPS, the global leader in logistics, is continuing its commitment to summer jobs and will offer 1,500 employment opportunities to youth across the country in 2012. Most opportunities qualify for employment benefits and UPS’ educational assistance program which can pay up to $3,000 a year for educational benefits.

Viacom has committed to provide internship and mentorship programs to connect youth to employment opportunities. Through their Summer Associates Program, VIACOM will provide 10 recent college graduates young people a 10 week paid training program in the summer 2012 fostering professional and personal development and unlocking the doors to valuable real-world experience. Through their partnership with POSSE’s Career Program, Viacom will provide 30 college students high school students with a paid internship. In addition, mentoring initiatives such as Viacom’s national mentoring program Get Connected, created with the Get Schooled Foundation, will assist students through meaningful connections with adults with the ultimate goal of helping to keep them in school and realize their true potential.

WE ARE GOLF is a national not-for-profit organization formed to tell the story of the nearly 2 million hardworking men and women who make golf a great sport and whose livelihoods depend on it. Golf courses across the country are building on their 2011 commitment of 2,700 summer jobs and WE ARE GOLF is bringing far more golf courses to this initiative in 2012 to offer tens of thousands more jobs to young people.

Wells Fargo has made an ongoing and significant commitment to its communities, including opportunities for summertime work, networking and training for young people. In the summer of 2012, Wells Fargo will support 1,000 employment opportunities for youth.

Along with significant commitments from across the business sector, national organizations are answering the President’s challenge. United Way Worldwide will work with local chapters in approximately 30 cities and regions to host a series of Community Conversations, where local leaders will join with ordinary citizens to map out what they can do to pull together the support needed to create opportunity and pathways for young adults.

DirectEmployers Association and TweetMyJobs to Launch the Who Do You Know? Button Across the .JOBS Universe

Monday, September 26th, 2011

The following press release was authored by TweetMyJobs and originally posted on September 21, 2011.

DirectEmployers Association and TweetMyJobs to Launch the
Who Do You Know? Button Across the .JOBS Universe

DirectEmployers Association, a non-profit consortium of leading global employers, today announced a partnership with TweetMyJobs, the leading social recruitment platform, to integrate its Who Do You Know? Facebook application across the .JOBS universe providing employers and job seekers the opportunity to connect through referrals.

Indianapolis, IN (PRWEB) September 21, 2011

DirectEmployers Association, a non-profit consortium of leading global employers, today announced a partnership with TweetMyJobs, the leading social recruitment platform, to integrate its Who Do You Know? Facebook application across the .JOBS universe, providing employers and job seekers the opportunity to connect through referrals. The announcement was made jointly by Bill Warren, Executive Director for DirectEmployers Association and Robin D. Richards, Chairman & CEO of TweetMyJobs.

“DirectEmployers is committed to providing our members with the very best platform to connect employers with job seekers,” said Mr. Warren. “The .JOBS Universe enables this and now, with TweetMyJobs’s Who Do You Know? button, our members can socialize their jobs and take full advantage of the referral power of Facebook.”

“With unemployment remaining so high in the United States, the key for job seekers is to find opportunities where they have an inside connection. Our Who Do You Know? button makes that easy and our partnership with DirectEmployers will provide this crucial connection point to many more job seekers,” said Mr. Richards.

The Who Do You Know? button lets any job seeker viewing a job opening on the .JOBS Universe to instantly see if they have any first or second degree Facebook connections at the hiring company and then to directly request a referral through Facebook. The button is part of the Who Do You Know? application that makes job seeking and professional networking possible in Facebook. Users leverage their Facebook friend network to find jobs and get introduced to hiring companies.

About DirectEmployers Association
DirectEmployers Association, Inc. is a 501(c)(6) nonprofit, 600 plus member employer association. As provided in its corporate bylaws, a board of directors consisting of member company representatives manages the business and affairs of the Association. Daily operations are managed by an executive director and operations staff at the direction of the president and board of directors. Its mission is to provide employers an employment network that is cost-effective, improves labor market efficiency and reaches an ethnically diverse national workforce. For more news and information, please visit http://www.DirectEmployers.org.

About TweetMyJobs
TweetMyJobs is the premiere social recruiting platform on Twitter. Users receive highly relevant job matches and control where the matches are delivered (i.e. social media, email, text, etc.) and how frequently the matches are delivered (i.e. instantaneously, daily, weekly, etc.). TweetMyJobs pushes jobs into Twitter through more than 10,000 job channels segmented by geography, job type and industry giving the service an unequaled ability to instantaneously connect employers and recruiters with targeted job candidates. For additional information about TweetMyJobs, please visit http://www.TweetMyJobs.com.

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NASWA Testifies in DC to Help Veterans Gain Employment in a Tough Labor Market

Friday, April 22nd, 2011

“It is no secret that veterans are facing difficult times finding and retaining good-paying jobs. Unemployment rates for veterans in some age groups significantly exceed the rates for non-veterans of the same age and that is just not right.”

Excerpt from Opening Statement by the Honorable Marlin A. Stutzman
Chairman, Subcommittee on Economic Opportunity

In early March, the Veterans’ Employment and Training Service’s Budget and State Grant Program held a hearing to review the 2012 budget for the Department of Labor’s Veterans Employment and Training Service, otherwise known in the veterans’ community as VETS.

Honorable Marlin A. Stutzman, Chairman, Subcommittee on Economic Opportunity, gave the opening statement and shared several alarming statistics:

“The media focuses on the 15.2% unemployment rate among veterans returning home from Iraq and Afghanistan, but in terms of sheer numbers, older veterans are facing rates of unemployment that often exceeds their non-veteran peers.”

“…the Bureau of Labor Statistics latest data shows that 725,000 or 63% of the 1,135,000 unemployed vets are 35-64 yrs old. Unfortunately, those veterans have little or no access to veterans’ education/training/retraining programs. They are also the group that tends to have the highest financial obligations like mortgages and paying for their children’s education.”

Three Panels then provided witness testimonies, including Bonnie Elsey, President-Elect, National Association of State Workforce Agencies (NASWA), and Senior Administrative Officer, Minnesota Department of Employment and Economic Development.

Bonnie Elsey begins her testimony.

Elsey’s testimony highlighted concerns around lack of funding to Disabled Veterans’ Outreach Program (DVOP) specialists and recommendations such as enhanced efforts to raise awareness of DVOP and Local Veterans’ Employment Representatives (LVER) programs among HR professionals. She pointed out that, “Approximately 640,000 veterans were served through the Disabled Veterans’ Outreach Program and Local Veterans’ Employment Representatives in fiscal year 2009. The DVOP and LVER programs have been successful in assisting Veterans to become gainfully employed,” she explained.

An additional recommendation from NASWA shared by Elsey included Congressional legislation maintaining the same definition of a veteran for reporting purposes for all Federal programs (Wagner-Peyser, JVSG programs, Workforce Investment Act, etc.). Elsey also suggested for the USDOL to utilize VetCentral, an online network connecting employers and state workforce agencies, to provide federal contractors jobs for states to assist eligible veterans.

She also discussed concerns. For example, despite recent improvements to the Federal Contractor Job Listing (FCJL) process, NASWA member states are still unable to identify all federal contractors and subcontractors subject to 41 CFR Part 60-250 and 41 CFR Part 60-300.

Her testimony concluded stating that NASWA and it members “remained dedicated to improving the efficiency of the labor market and its labor exchange function, and improving the employment opportunities of our nation’s Veterans,” and that they are willing to assist the Subcommittee and the U.S. Department of Labor in any way possible to improve services to Veterans.

The full testimony of Elsey and all panels can be found on the House Committee on Veteran’s Affairs site.

DirectEmployers Association and NASWA formed an alliance in March 2007 to provide an employer-funded, jointly-administered National Labor Exchange. We are very proud to have this alliance to help these programs, such as veteran employment, continue to expand and better serve the public.

For some related information, visit Jolene’s Take blog, authored by Jolene Jeffries, VP – strategic initiatives for the DirectEmployers Association.

Giving Back to Those Who Give So Much

Tuesday, April 19th, 2011

Military Friendly Sites Launched

This video explains the launch of an extensive online program to assist transitioning military personnel in all branches of our armed forces, their spouses, dependents, and caregivers in quickly and efficiently finding employment. The program will provide military personnel and their dependents access to more than 860,000 employment opportunities from over 90,000 employers nationwide.

DirectEmployers Association announced that over 5,800 dot-jobs (.jobs) domains have been added to the .Jobs Universe (www.universe.jobs) to create employment services for returning veterans (www.veterans.jobs) and their families. The domains use the Military Occupational Classification (MOC) Crosswalk to assist military personnel in transitioning from active duty to employment opportunities in the civilian workforce. Transitioning military personnel can enter their MOC plus .jobs into their browser to locate civilian occupations requiring the same or similar skills as their previous military job (e.g. www.42F.jobs, www.66P.jobs, www.25B.jobs, www.2891.jobs).

The .Jobs Universe will also provide a Military Family (www.militaryfamily.jobs) feature. This is designed to help military spouses, dependents and caregivers quickly locate employment while their loved ones are serving our country. Military families can enter the name of their military installation plus the intuitive .jobs suffix into their browser and receive a list of employment opportunities on their assigned base or in surrounding cities (e.g. www.CampPendleton.jobs, www.NewportNewsShipyard.jobs, www.FtKnox.jobs).

“This is a great program for the entire human resource community as well as our transitioning military and their families. I am very proud to be a part of this exciting initiative in support of those who have unselfishly given so much for our nation,” states, Rhonda Stickley, a six-year U.S. Army veteran and current human resource executive at Seattle-based Providence Health & Services.

Thought Leader Spotlight | Cari Dominguez, Owner and Co-Author

Wednesday, March 16th, 2011

“A person first needs to be given the opportunity to perform.”

Cari Dominguez
Co-Author of Leading with Your Heart and Owner of Dominquez & Associates

If there’s anyone who understands the importance of diversity and inclusion, it’s the architect of the Glass Ceiling Initiative, Cari Dominguez. Upon emigrating from Havana, Cuba, she witnessed from a young age that some things just weren’t “quite right” when it came to the dynamics of the workplace. Those early observations coupled with being a product of the Women’s and Civil Rights Movements fueled her passion of making sure everybody gets a shot at the American Dream.

She has served in roles such as the Chair of the Equal Employment Opportunity Commission (EEOC), Assistant Secretary of Labor and Director of the Office of Federal Contract Compliance Programs (OFCCP). Dominguez co-authored “Leading with Your Heart” and currently owns Dominguez & Associates, a management consulting firm that provides selective services in the areas of workforce assessments and diversity evaluations.

Dominguez spoke at the DirectEmployers Annual Meeting & Conference about these experiences and the meaning of Ganas. I had a chance afterward to uncover more about her unique experiences, discuss the myths in today’s workplace, and learn how she became connected with DirectEmployers Association.

Cari Dominguez at the DirectEmployers Conference

Cari Dominguez teaches the meaning of Ganas.

Cari, can you tell me about yourself and the path you’ve taken to be where you are today?
My name is Cari Dominguez and I’ve led a bit of an eclectic professional career, but all paths have led to the same direction that I’m about to tell you. I started my career as a compliance officer at the United States Department of Labor (US DOL). Then I was recruited by Bank of America and rose through the ranks and became a senior director in the human resources department. I was in charge of the top 200 executives and oversaw executive compensation, succession planning and benefits. Then I was recruited to the DOL by Elizabeth Dole when she was Secretary of Labor. I became Director of the OFCCP and eventually the Assistant Secretary of Labor. When Elizabeth Dole left, Lynn Martin became the new Secretary of Labor and I moved up to become Assistant Secretary. From there, I was recruited to become a partner at two major executive search firms.

When I was Director of OFCCP, one of the things I kept hearing from a number of employers was they couldn’t find talented women or people of color that could fit their jobs. So I thought I could put my trusty Rolodex – back then it was a Rolodex – to work and said, “I can find a lot of these people for you.” That’s how I became a partner in two executive search firms.

I continued to do a little consulting after that. Then elections came around again and I believe, because of my experience at the OFCCP, I was asked by the President to come to EEOC and become the Chair of that commission. So, I actually have the unique perspective of having sat in the two most important civil rights employment agencies in the federal government, as Director and as Chair.

Currently I’m doing a little bit of everything. I am principal with Dominguez and Associates, serve on three corporate boards, consult, and do a lot of pro-bono work helping mentor the new generation of workers.

Fascinating. As a little girl, when thinking about what you wanted to do when you grew up, did you imagine this? How did you get into this business?
It was interesting. My family emigrated from Havana, Cuba when I was a little girl, but my father was separated from us for 6 years because he was not allowed to leave. My brother was of military age at the time so he had to wait and came over a year later. So, my goal in life was to be a Foreign Service officer. I figured I could go into the Foreign Service and fix the problems of the world through diplomacy.

Well, I met my husband in college and I didn’t think that was going to work because he was a political science major and I thought well, I’d be processing visas in Mexico City and he’s going to be away… (starts laughing) so cupid got in the way. And that was in the early 70’s when there was a big push to increase access and inclusion for minority group members. I was recruited into the federal government and did that briefly, then went to Bank of America.

I’ve done a variety of roles, but the tie that binds all of them has to do with my passion, which, was probably instilled by my mother, who was very much about justice and fairness. I have taken it with me, in whatever position I have held – be it in the private sector, public sector, or in my own independent business.

Why do you think specifically you have been so passionate about taking up this focus for diversity and inclusion in the workplace? What have you seen within the United States that made you say, “this is really important and this is not being done and I’m going to be the one to do it?”
It started with my family. My mother spoke English, however my dad didn’t very well, so he was not able to practice his trade. He tended tables, and did whatever he had to do to put food on the table. Through those experiences my mom kept training people, but she kept getting passed over [for promotions], even though she was the one doing the training. So on the home front, I was able to witness some issues that I thought, “You know, this isn’t quite right. There’s got to be a way to make sure that there’s a level playing field.”

The second part is that I’m a product of the Civil Rights Movement and the Women’s Movement. I had the great privilege of witnessing President George H. Bush sign the passage of the American’s with Disabilities Act at the White House on July 26, 1990. He was flanked by Justin Dart, who was the architect of the Americans with Disabilities Act and with Evan Camp, who was my predecessor at EEOC, and who is the Chair of the EEOC. I was able to see what they called the “emancipation of people with disabilities” and felt it was so interesting how we were progressing.

All of these pockets of talent have had a lot of challenges and barriers to access and inclusion. This continued to fuel my passion to make sure we become the nation that has the most efficient use of its human capital. We can’t afford to be inefficient and not use the talent we have because somebody looks differently or has a disability. Why not tap the talents that they bring? Every group has its own little myth about what they can and can’t do, so my passion has been to debunk those myths and make sure everybody gets a shot at the American Dream.

What are two or three of the biggest myths that you hear buzzing around and what is the reality of those myths that you have experienced?
When it comes to people with disabilities, I kept hearing things like it’s going to be very costly because of workers’ compensation or benefits, or they’re concerned about liability and “are they really going to be able to do the job?” Lots of myths around cost, particularly. It turns out people with disabilities are the most loyal, highly productive and have very little absenteeism, because it’s much harder for them to find employment. Reasonable accommodation is not very costly. There have been a number of studies revealing on average, it’s less than $300 when an accommodation is needed. A lot of state rehabilitation services can provide some of those accommodations.

You hear a lot about people that are over 45 not being as adaptable and flexible. Research shows that older workers understand their opportunities are far more limited than a 32 year old, or someone who can just jump around, so they’re more loyal, productive, and adaptable as well as continuing to provide their expertise.

Obviously with women, there are issues of employers questioning if they are going to be as committed once they have a family, or is there going to be a conflict? What about flexible working arrangements and many other questions around loyalty and productivity due to family responsibilities?

We’ve been dealing with all of these myths for years, but every one of them fortunately; have been proven wrong with no basis for not hiring people that have the talent.

As you’ve encountered these myths, what have you learned in the way of inclusion and how companies respond? Or, how people respond to companies because of their inclusion, sensitivity to diversity, ability to broaden their horizons and choose people that others have overlooked? What does that do for a company?
I think that has tremendous potential. The first thing a person has to do is be given an opportunity to perform. I talk about the three C’s all the time. Competence – you have to really do and be at your best. Then you have to have Character and know about your values. And you must have Confidence and feel you belong at the table. Sometimes that is the hardest thing for a number of groups to do.

I have found a lot of these myths can get debunked by simply watching some of these individuals perform their job. I’ll tell you a quick example. I remember being one of the first to fly with a woman pilot. This was back when it was a novelty for a woman to fly and I was taking an early morning trip to speak to the Tennessee Bankers Association. People were coming on board, reading the paper, sleeping or working on their laptop. The flight attendant came on the loud speaker and said, “Welcome aboard. Your captain is Captain Sanger. She is accompanied by…” Well, I never got to hear the rest because everybody was folding newspapers, closing laptops, waking up and what a buzz! Her performance was extremely poised and she landed the plane 15 minutes early. From then on these same people had a different perspective of what it was to fly with a woman pilot; she was talented and capable just like anybody else.

When you’re giving people an opportunity to perform and be their best, it really helps debunk a lot of these myths. That really creates a growing pool of talent that we can’t afford to waste. We have talent gaps and mis-matches that we have to be cognizant of and not allow biases or prejudices to take over our thinking.

That really touches the mission of DirectEmployers to connect talent with the right jobs. How did you get connected with DirectEmployers Association?
I’m a big, big fan of DirectEmployers. I got to know Bill Warren because he read an article I authored about my reflections as Chair of the EEOC. I covered a lot of things that had to do with the importance of sound management and good communications – things that may seem like common sense, but are very hard to apply in the workplace. He invited me to come speak about the article, human resources and the role that DirectEmployers can play, or had been playing with respect to that linkage.

I spoke a couple of years ago at your conference and it was a wonderful experience. I have to tell you as Chair of the EEOC, Assistant Secretary and all of these titles, I’ve spoken at just about every conference I could physically handle and accept, but very few – I count them with just some fingers – had the impact that DirectEmployers has.

You have such a vital, commendable mission. That’s what really resonated with me, my mind and my heart. What a great combination to do something that makes a positive difference in the lives of others and is a much needed business priority – to find the talent that many employers say they can’t find or may not have access to, and to provide them a pipeline of that talent.

What have you been very proud of that you’ve been a part of, that you’ve had your hands in and what are you looking forward to seeing change, or see develop in the area of diversity in the future?
One of the things that I’m proudest of was when I was Director of the OFCCP. I had just left Bank of America where 64% of the work force was made up of women, but we had only 3 women as SVP’s. It seemed like the minute we promoted one, we’d lose one. I went to the CEO and management committee and asked to do a study and to put some recommendations in place. Out of that came the Glass Ceiling Initiative, of which I was very proud to have been the architect, at the DOL.

Bank of America was such a progressive company when I worked there, yet had these issues. I believed if it was happening there then it had to be happening all over the United States. And if it’s happening for this group [women], imagine what it’s like for ethnic or racial minorities, or people with disabilities. I was very proud of this work that has continued to remain part of the DOL’s work through the Glass Ceiling Initiative and advancement for all individuals.

In terms of diversity and inclusion, the companies that are really enlightened are the ones that take advantage of experiences and lessons learned, and use that to build a culture that engages and involves others in their organization. It’s not about counting people, but about making people count and making sure that everybody is valued.

What keeps you passionate about this work?
I think it’s in my DNA. I recognize that we have made a lot of progress, but we’re not where we need to be. We have new ethnic groups coming into our country, new assimilation processes, a talent mis-match, a talent shortage…we have new challenges. I think the Civil Rights issue of our generation is going to be education. I believe we need to do a lot more to get everyone educated. Not necessarily a college degree, but maybe a vocational school. I think it’s vital to the story we have of the American Dream it’s critical for our future successes and for the United States to continue to be the example that others want to emulate.

And my final question, in one or two sentences, how would you explain to a company how to be sensitive and make the most of the talent? What wisdom would you share as far as bringing talent into their company?
Well, I would say give it a try, don’t let fear paralyze you. Let your convictions and sense of Ganas guide you, because we all have that as our core value. Let that be what mobilizes you into action to try it and you’ll be very happy that you did.

Thank you so much!
You’re welcome!

DirectEmployers Association’s National Labor Exchange Providing Jobs to the Department of Labor

Friday, February 4th, 2011
Secretary of Labor Hilda L. Solis announced the launch of a new tool from the Department of Labor (DOL) called “My Next Move.” This web portal complements ‘mySkills myFuture” and is aimed at helping young adults, students, first-time workers and those returning to workforce explore careers and find jobs. DirectEmployers Association is proud to be a provider of jobs data. Below is the full news release from the DOL.

US Department of Labor launches ‘My Next Move’ for jobseekers

New online tool will help young adults, students, first-time workers and those returning to workforce explore careers, find jobs

WASHINGTON — Secretary of Labor Hilda L. Solis today unveiled a new online tool called My Next Move. The tool is aimed at providing jobseekers with information on more than 900 occupations, as well as local job openings and training opportunities in a simple, user-friendly format.

Accessed at http://mynextmove.dol.gov, My Next Move is intended to assist all jobseekers. It may be especially useful for students, young adults and other first-time workers as they explore potential careers based on their interests. The new tool complements the department’s “mySkills myFuture” site at http://mySkillsmyFuture.org, which is designed to help those with previous work experience match their existing skills to new occupations.

“This administration is committed to expanding opportunities for all Americans. That includes ensuring all workers — those with years of experience and those just entering the workforce — have the information they need to make informed career decisions and get good jobs,” said Secretary Solis. “By leveraging technology in a user-friendly tool, My Next Move will help those seeking career guidance learn more about work opportunities in fields that are of interest to them and that are likely to have job openings today and well into the future.”

The new website allows users to search for jobs by occupation, by industry and using the “O*NET Interest Profiler,” which matches an individual’s interests with suitable occupations by asking 60 questions. Since 2001, the department’s Occupational Information Network, or O*NET, has used a 180-question version of the profiler that could be printed out or downloaded to a personal computer. The new, streamlined version is available online for the first time as part of My Next Move.

Users can also search for jobs in three categories: careers with a “bright outlook” in growing industries, jobs that are part of the “green” economy and occupations that have a Registered Apprenticeship program.

Each occupation that a user selects has an easy-to-read, one-page profile, including information about what knowledge, skills and abilities are needed; the occupation’s outlook; the level of education required; technologies used within the occupation; and other, similar jobs. In addition, each occupation page includes direct links to local salary information, training opportunities and relevant job openings.

Listen to the conference call audio (MP3)

View original news release on the DOL website.