With many federally-funded workforce development programs struggling to effectively recruit and prepare young men and women into the workforce, the future of recruitment may need to utilize new methods to effectively acquire the next generation of workers. As Ft. Myers construction attorneys, we are devoted to every aspect of the construction industry. Recruiting young individuals into the workforce will be a critical component to the future of the construction industry.
In this four-part article, we first informed you of a recent executive order that was implemented to create one million apprenticeship positions in the next two years. In sections two and three, we covered many of the major components of this legislature and how we may be able to create a streamlined process. In this section, we will discuss how to effectively produce better results from our current federal workforce programs.
Reducing Workforce Development Programs
As we have discussed previously, one of the major points of emphasis that the President stated when he announced this executive order was to utilize a different approach to creating apprenticeship opportunities for skilled workers. In other words, spending billions of federal and state dollars annually on training programs, certifications, community colleges, and other sectors to prepare young men and women for the workforce is no longer feasible. As we discussed before, many of these federal-funded programs may be either reduced or eliminated by implementing more opportunities in third-party sectors for apprenticeship programs.
The Evaluation Process
Because of the need for more centralized workforce development strategies, many federal programs will essentially go through an auditing process to determine their overall level of effectiveness. Part of this process of evaluating these federal programs will be to undergo a budgetary submission process to the Director of the Office of Management and Budget (OMB). Specifically, the head of an agency will present a list of programs overseen by their agency that are “designed to promote skills development and workplace readiness.”
Along with this submission, the agency will be required to submit:
- Any relevant data pertaining to the success of the program.
- Advice for “administrative and legislative reforms that would improve their outcomes and effectiveness for American workers and employers.”
- Ways they can either reduce or terminate those programs that are “ineffective, redundant, or unnecessary.”
After receiving these submissions, the Director of the OMB will evaluate the applications and offer advice on how the agencies can “fulfill their obligations.”
Disclaimer: The information contained in this article is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.