Selected Articles from NECA Newsletter

 

Dr. Kay Brawley

NECA President

 

2004: More Recruiting, Retraining, Less Retrenching

 

Happy New Year—early predictions look like 2004 may be a good year for the National Employment Counseling Association’s (NECA) professional members at their local public or private workforce employment sites.  Recent articles in professional publications and headlines in the Wall Street Journal, New York Times, Dow Jones and associated news coverage, indicate the improving economy will put companies in a stronger position to spend more time recruiting and retraining workers. This is good news since companies for the past several years have been forced to focus on reducing costs and increasing productivity, often by cutting employees. Our aging work force, soon to retire, creates a brighter outlook and more opportunities for hiring, jobseekers, and flexible work arrangements.  The opportunities to utilize strategies to strengthen the bargaining power of employees, employers and job seekers will set the program agenda for NECA’s focus during 2004.

 

NECA targets employers and jobseekers. Save the date March 31-April 1, 2004 for the National Employment Counseling Association annual professional development workshop and summit on workforce issues. Join NECA in celebrating our 38th anniversary as one of the premier organizations advocating for education, job training, a skilled workforce and a stronger economy. Leaders from programs and communities across the country will come together in Kansas City, MO to reflect on their groundbreaking work and plan for future advocacy on behalf of job seekers and employers. 

 

Meeting employers' needs for a skilled workforce while preparing workers for employment that is meaningful and economically self-sustaining is both a local and global challenge. Sharing knowledge and information about these challenges is essential to understanding and addressing them. The 38th NECA Professional Development Workshop and Summit, The Professional Employment Counselor: An Advocate for Jobseekers and Employers, will address these and other compelling issues in a unique forum designed for education and training providers, career and employment counselors and workforce development professionals.  The two exciting days include intensive training workshops, forums and special events. Learn from and network with local, state, national and international counseling and employment development leaders. 

 

Don't miss this opportunity to learn from and network with local, state, national and international counseling and employment development leaders. 

 

Intensive learning opportunities. The 2004 NECA workshop and summit is your opportunity to learn from the best in the field of education, job training and employment. The keynote speakers include Robert Chope, author of Dancing Naked, with points for breaking through the emotional limits that keep one from the job of choice, and Herbert Schaffner, coauthor of A Nation at Risk 2003, presenting facts about how the economic, demographic, policy and business workforce and workplace are changing. In addition, other presenters will focus on cutting-edge skills and information--from new techniques and initiatives to best practices for serving diverse populations. 

 

Last year's NECA professional development workshop was a success. This year, unique intensive training workshops will be available to all attendees as part of the conference at no additional fee other than the expense of the specific training manuals for two of the three workshops. These innovative intensive sessions will allow participants to hone their skills in one area of professional development. Topics include:

·          Cherri Butler, Carol Mason and Martha Russell on Retirement Issues: Planning your energy and career investment

 

·           Helen Hackett of the Canadian Life Work Center and Penny Shenk of America Career Resource Network Association with training on adult version of the Real Game career management version: Real Times, Real Life (kit is suggested and required if you wish to be considered for the Registry managed by ACRNA--contact state ACRN director or order kit from www.realgame.org or 1.888.700.8940)

 

·          Harvey Schmelter-Davis of Rutgers, Phil Lewis and Dave Rivkin of the US Dept of Labor, presenting training on the Working Ahead: Global Career Development Facilitation Instructor Training, a fast track workshop for current career development facilitators interested in the Registry (separate application required, plus $175 for training manuals-contact kbrawley@mindspring.com for application)--the comprehensive O*NET Assessment will be a substantial part of this training. 

 

A NECA workshop and summit proceedings will be made available to all attendees that will include presentation materials and research.

 

Kansas City special events:

 

·          Join NECA leaders, members, friends and colleagues for an evening of cheer and commemoration at the Past Presidents Reception on March 31. We will honor these leaders who have carried the advocacy torch for a skilled workforce and economic self- sufficiency.

 

·          You can join us for a celebration of counselors at our annual NECA awards luncheon April 1 to recognize those who exemplify vision, provide unique leadership, and serve as role models for other employment and workforce professionals. 

 

·          Hear from our public policy specialist at the American Counseling Association, Scott Barstow, and learn what is likely to happen in Congress during 2004 on the Workforce Investment Act Reauthorization. Find out how you can help turn workforce development into a priority for the Administration and Congress. 

 

·          Meet our representative Susan Shafer at the Center for Credentialing and Education and learn about what's really happening with the internationalization of the Global Career Development Facilitator credential, multi-country collaboration and training. 

 

Veteran Affairs

 

Handle With Care

By

Steve Flaherty, MCC, NCC

Trustee, State Divisions/One-Stops/WIB

 

 

            We currently have over 1 million two hundred thousand military members serving our country.  While the majority of them are regular active duty personnel over eight hundred thousand are members of the Reserve and National Guard.  Many of the Reserve and National Guard personnel have been called to active duty for extended periods. They will endure the same types of risks and hardships that the regular military members face, but in addition, many will face significant financial difficulties because of the financial disparity between what they were earning in civilian life to what they currently are earning on active duty. 

The majority of those serving our country in the War on Terror in their late teens to late twenties  As of this writing there are approximately 150,000 military members serving in Iraq, with the remainder stationed stateside and around the world.  Hopefully, within the next few months, many will be returning home and returning to civilian life.  Most will have served a three or four year enlistment and will be in their early twenties.  Others will be leaving the military after serving twenty to thirty years. 

  Most will be seeking new employment and some will be returning to their former jobs or school.   Most of them will have had the opportunity to attend a Transition Assistance Program (TAP) at their bases before separating, but they still will have a need for assistance with employment, and many will seek the services of their Department of Labor One Stop.   They offer many excellent employment services and in addition can provide the veteran with additional information to further assist them in their transition to civilian life.  Other services that may be provided would be training opportunities (if eligible), putting them in touch with local private, state and federal agencies that may be able assist them, such as the various service agencies which can assist them with filing disability claims.

            Unlike the veterans of the Viet Nam era, the Gulf War/War on Terror veterans enjoy, to a great extent, the support and admiration of our nation.    

Please remember that It doesn’t matter what your politics are or if you support the war or not.  What does matter, is that we understand that our veterans do not create war, or policy, but are only carrying out policy by following their orders.  They need our assistance and respect when they return home.  They have tremendous skills, had responsibilities that most of their civilian counterparts who are the same age have not had, good solid educational backgrounds, excellent work ethic, can be counted upon to finish the job and are willing to continue to learn. They are the type of potential employees that most employers are looking for.  

All of our returning veterans will be going through an adjustment period which for most will be relatively minor while for others the transition to civilian life will be far more difficult.  This is partially based upon the length of time spent in the military, age, expectations and attitude.  

I would be remiss if I did not mention one special group of returning veterans who unfortunately will forever have had their lives changed due to physical and mental disabilities sustained during their service and for them, returning home will present great challenges with their rehabilitation and readjustment.  Most of this group will also be seeking employment or educational opportunities.

That’s where NECA, ACA and the ACA divisions and their members can truly lend a tremendous hand in assisting our veterans with the transition process to civilian life by assisting them with assessment, counseling and obtaining meaningful employment.

 

Literary Section

(Reprinted with Permission  from ERIC)

 

MYTHS AND REALITIES Clearinghouse on Adult, Career,

and Vocational Education

Educational Resources Information Center

NO. 27

by Bettina Lankard Brown

2003 The .New Economy.:

Real or High-Tech Bubble?

The .New Economy. is a term coined to reflect a society in which information and communication technology are changing the nature of the workplace and contributing to more efficient and productive operational practices geared toward improving the quality of products and services. For a time, it appeared as if these expectations of the .New Economy. were being realized. The stock market was up, business profit margins were increasing, and worker incomes were rising.

However, the collapse of dot.coms, the Enron scandal, and other events have led some to doubt that the promises were based on anything substantial. This publication examines the evidence for and against the existence of the New Economy and explores how jobs and careers may be affected by its existence (or nonexistence).

Do Productivity Gains Support the Promises

of the New Economy?

As analysts debate the ability of the New Economy to sustain the initial surge of business prosperity that has been halted by a 2-year recession, news of a possible recovery is hitting the streets. Figures reported by the U.S. Department of Commerce on October 30, 2003, showed a GDP (gross domestic product) increase of 7.2 percent during the third quarter .an increase that is the best in nearly 2 decades (Hallett 2003). Adding to this news was the Labor Department.s announcement that unemployment benefit claims dropped by 5,000 the same week (ibid.).

Do these figures indicate that the New Economy is headed toward recovery? No, say many analysts, not when so many people are unemployed and there are too few jobs. The current unemployment rate of 6.1 percent indicates that a great number of Americans are still out of work. In addition, although incomes of many are up, they are not keeping pace with the market (Nadesan 2001). Many citizens are unable to afford key goods and services, such as housing, health care, prescription drugs, education, and child care (Madrick 2002). Equally as firm in their convictions are those who believe that the technological advances of the New Economy promise a better future and continue to afford opportunities for gains, not only in productivity, but also in consumer welfare (Coy 2001). .Real wages, business capital spending and productivity growth are higher than they were 7 years ago despite the 2001 recession,. leaving consumers, investors, and companies in better shape than they were before the boom (Mandel 2002a,p. 1). The most recent GDP report may indicate that businesses are recovering; that they are controlling operations, diversifying, and managing risks; and that they will be able to .prevent the sustained drop in economic activity that has been typical of most recessions. (Alcaly 2003, p. 263).  However it may also be that this recent surge in consumer spending, triggered by tax cuts and low interest rates, is temporary and that until there is steady improvement in the labor market.

specifically new jobs.the promises of the New Economy may never be realized. Are  Companies positioning themselves for an Economic Rebound?

There has been some speculation that the concept of the New Economy was promulgated by the media and spurred by speculative stock investments in high technology (Madrick 2002). However the New Economy is not about price-earnings multiples, it is about .an economy

capable of growing more rapidly without inflation than it did during the long slump of 1973 to 1995 because of technology-driven increases in productivity, the world’s best financial systems, and the unleashing of entrepreneurial energies through deregulation. (Coy 2001, p. 80). Companies in the New Economy have made changes as a result of these recent market innovations. Rather than producing mass quantities of standardized products, companies are focused on providing a

greater variety of goods, produced in smaller batches and subject to quality standards. They are becoming more efficient and cost-effective, coordinating their operations with all of the stakeholders in their operations.e.g., suppliers, designers, and distributors; they are employing better-skilled workers and giving them more decision-making responsibilities (Alcaly 2003). These organizational practices are helping businesses avoid the .rigidity and wastefulness of an aging

industrial economy based on .Fordist. mass production principles. Does the New Economy Demand a Top-Notch Work Force?

Crucial in the New Economy are information, ideas, and technology, spurred by intellectual assets (educated workers) and intellectual property (innovations). It is the workers. knowledgeable use of technology that can enhance the value of a company.s products and services (Kearns 2002). Thus, businesses are looking for workers who are skilled, knowledgeable, and creative.who know not only about technology, but about how to use it; who can not only use technology, but who have the intelligence and creativity to develop new technology that will make them competitive. Today, the majority of workers use a computer every day and many have access to one at home. In an average workday, American workers

spend 33 percent of their time working on the computer and 23 percent on the Internet (Heldrich 2000). Thus, a company.s success is dependent on each worker.s effective and innovative use of information technologies. Education is a key factor in employability as well. The New Economy

needs a work force that is capable of .conducting research and development and devising new ways to manage and market a business. (Kearns 2002, p. 26). Businesses need workers who have discrimination, analysis, and interpretation skills; they need workers who can

solve problems (Botstein 2001; Kearns 2002). These are skills that require postsecondary education and continued lifelong learning. Research shows those with higher education are more

likely to be given access to on-the-job training and technology, advantages that are widening the gap between haves and have nots.This project has been funded at least in part with Federal funds from the U.S. Department of Education under Contract No. ED-99-CO-0013. The content of this publication does not necessarily reflect the views or policies of the U.S. Department of Education nor does mention of trade names, commercial products, or organizations imply endorsement by the U.S. Government. Myths

and Realities may be freely reproduced. (Carnevale 1996; Mandel 2002b). Those with limited education will be left behind. The need for manual work is disappearing (Bayliss 2001).

Are New Technologies Creating the Most Jobs?

Of occupations experiencing the greatest job growth in the New Economy, only a small proportion can be described as specialist information technology occupations. However, Gadrey (2001) contends that the New Economy is not about job creation, but about the use of enhanced technology to perform a variety of job functions that lead to productivity gains and cost reductions and improved quality, relevance, working conditions. Thus, educated and skilled workers such as general managers, teachers, marketing and sales personnel, etc., must have some level of technical proficiency. If new jobs are not being created, how can people, even the well educated, position themselves to be marketable? Botstein (2001) speaks of the need for U.S. workers to move beyond their comfort zone and become more knowledgeable about all areas of the world and about the people who live in them, especially when there is increasing diversity in the workplace, including an increase in immigrant workers: .There is little question that even if there were no new technology at all in the public education systems in the U.S., pupils must learn, from

kindergarten on, more about the world outside of American and Europe. The reasons not only are economic and political. As a result of immigration, the U.S. itself is changing and becoming more a mirror image of the ethnic and cultural diversity in the world as a whole. (Botstein 2001, p. 9).

Will Careers Be Characterized by Portfolios Rather than Tenure?

The New Economy is characterized by the decentralization of economic power and opportunities. .At the level of individual businesses and national economies, flexibility is winning out over rigid controls. And the capacity to respond to change is winning out over the capacity to dictate it. (DeLong and Summers 2001, p. 54). This is becoming true for individuals as well as  organizations, for in the newly evolving workplace, the qualities, capabilities, and ideas of individual workers are being given greater weight and also greater control of their own

careers with greater responsibility for directing their career progress. Career resilience.knowing how best to navigate the ongoing changes in the workplace.may be the key to employment. Employment will not be characterized by years of service in a company, but rather by years of employment in a specific occupational field. Many will have careers that are characterized by the term .portfolio. careers that reflect a mixing and matching of experiences that follow a variety of

patterns and take place at different times and in different places. Many people will work from their homes (Bayliss 2001). Telecommuting is a work option that is growing in popularity for many

reasons. For businesses, it eliminates the cost of expensive office space that is used daily by all workers; for employees, it saves the time and expense incurred traveling to the office. But most important, telecommuting has shown to result in increased worker productivity and higher job satisfaction (Heldrich 2000). Conclusion: Whether the New Economy is myth or reality, certain facts are evident: individuals need to be able to find and keep jobs, and they need education to prepare them for employment. In light of technological advances, it is obvious that many of the available jobs will require some level of technical competence. However, this is not the only qualification that is important. Workers need transferable skills that will enable them to be flexible,

responding to opportunities as they present themselves. They must have foresight, be ready to relocate if necessary, and be creative in finding matches between their skills and available jobs. They must be able to work well with others, .handle exceptions, solve problems, and learn new ways of doing things at work. (Carnevale 1996, p. 4). New generations of workers will .not be short of information and knowledge. What they will need much more is the development of their

critical faculties, their ability to access, evaluate, synthesize, and apply what they find; and more conscious development of their ability to relate to others, and to communicate in a variety of ways. (Bayliss 2001, p. 17). References: Alcaly, R. The New Economy. New York: Farrar, Straus and Giroux, 2003. Bayliss, V. .Work in the Knowledge-Driven Economy. Industry &

Higher Education 15, no. 1 (February 2001): 13-18. Botstein, L. .A Brave New World?. School Administrator 58, no. 3 (March 2001): 6-9. Carnevale, A. P. .Liberal Education & The New Economy.. Liberal Education 82, no. 2 (Spring 1996): 4-11. Coy, P. .The New Economy: How Real Is It?. Business Week no. 3746 (August 20-27, 2001): 80-86. DeLong, J. B., and Summers, L. H. .The .New Economy.: Background, Historical Perspective, Questions, and Speculations. Economic Review 86, no. 4 (2001): p. 29-60. Gadrey, J. New Economy, New Myth. London and New York: Routledge, 2001. Hallett, J. .Tax Cuts Working, Bush Tells Ohioans.. Columbus Dispatch 133, no. 123 (October 31, 2003): A1-2. Heldrich, J. J. Nothing But Net: American Workers and the Information Economy. Work Trends: Americans. Attitudes about Work,

Employers and Government. New Brunswick, NJ: Rutgers, The State University, Center for Workforce Development, 2000. (ED 466 753)  ht. State Legislatures 28, no. 2 (February 2002): 24-28. Madrick, J. .Enron, the Media and the New Economy.. Nation 274, no. 12 (April 1, 2002): 17-20. Mandel, M. J. .The Boon Behind the Bubble.. Business Week no. 3791 (July 15, 2002a): 38-40. Mandel, M. J. .The Rich Get Richer, and That.s O.K.. Business Week no. 3796 (August 19-26, 2002b): 88-89. Nadesan, M. H. ..Fortune. on Globalization and the New Economy:

Manifest Destiny in a Technological Age.. Management Communication Quarterly 14, no. 3 (February 2001): 498-506.