1 BUSINESS SURVEY OF WORKFORCE NEEDS KOOCHICHING COUNTY DATA SUMMARY REPORT JUNE 2017

2 Table of Contents Introduction…………………………… Survey Methodology……………… Findings…………………………… Survey Responses…………………… Acknowledgements…………………… 44

3 Introduction In 2015, four studies were conducted in Koochiching County to acquire feedback from residents and business owners about the county’s assets and barriers. Two recurring topics of concern were an unskilled workforce and the lack of educational/training opportunities. To address these concerns, the Voyage Forward Workforce Development committee surveyed employers in Koochiching County to identify the skills and training required of their workforce. The online survey asked employers to respond to questions about: business identity, current workforce issues, recruiting, and training. Eighty-seven employers, with representation from all major industries, completed the survey. This broad scope of input has provided a valuable starting point for assessing workforce needs in Koochiching County. The labor market information obtained from the survey will be shared with local economic development agencies, educational institutions, employment services, and others who play a key role in developing a skilled, trained, and educated workforce. The Data Summary Report will be accessible to the Koochiching County community at The online survey was available December 1, 2016 through December 21, This report summarizes the responses and includes textual analysis of the data.

4 Survey Methodology Survey Design: Research and review of workforce development components was conducted by members of the Workforce Development committee to design the question database. The survey questions were reviewed and approved by the committee as a whole. The online survey builder SurveyMonkey was used to create, administer, and collate data regarding workforce needs in Koochiching County. Outreach Strategies: The business database for Koochiching County was acquired from Employers were contacted by phone to explain the purpose of the survey and acquire an address. This effort resulted in 239 direct invitations to complete the online survey. In addition, media sources were utilized to encourage all Koochiching County employers to participate by accessing the survey from the Voyage Forward web site. Outcome: Eighty-seven employers, with representation from all major industries, completed the survey.

5 Findings The results from the Business Survey of Workforce Needs will be instrumental in devising the five year strategic plan to “Develop a Skilled, Trained, and Educated Workforce” in Koochiching County. A synopsis of findings from the survey include: Workforce Needs To assess the framework of the labor market in Koochiching County, employers were asked to rate the workforce in various categories. Forty-five percent of employers indicated their highest area of concern is “not enough qualified applicants available” to fill positions. Of these employers, 36% gave the quality of workforce a “below average” or “poor” rating. This is in direct correlation to the 49% response rate indicating one of their major recruiting difficulties is “no qualified applicants”. Recruiting During the 2016 calendar year, 65.9% of the employers surveyed experienced difficulty recruiting candidates. Recruiting difficulties for employers include not enough applicants, inadequate job specific skills and being soft skills deficient. Some employers hire under-qualified applicants due to an inability to find qualified applicants. A majority of under-qualified applicants typically do not have enough work experience or had an unstable work history. Employers based their hiring decisions on interview performance, stable work history and demonstrated work-related skills. Training A great number of employers are currently training their employees via “in-house training”. Supervisors, co-workers and training departments are providing training needs. Manuals, videos and training materials are additional methods utilized. Customized on-site and web based training are the preferred practices to provide instruction. General skills training is needed in the areas of soft skills (work ethic, attitude, attendance, problem solving and teamwork) and interpersonal communications.

6 Questions 1-6 Employers were asked to list Business NameBusiness Address Survey Participant’s Name Phone Number Address In which city is your business located? *This information is confidential.

7 7. Please check all that apply to the ownership of this business.Number of Responses

8 8. Which industry describes your business?Answer Options Response Percent Response Count Agriculture, Food, and Natural Resources (Animal Systems, Agribusiness Systems, Environmental Service Systems, Food Products & Processing Systems, Plant Systems, Power, Structural, & Technical Systems) 3.4% 3 Communications & Information Systems (Audio/Video Technology & Film, Journalism & Broadcasting, Printing Technology, Telecommunications, Information Support & Services, Network Systems, Programming & Software Development, Web/Digital Communication) 1.1% 1 Engineering, Manufacturing, & Technology (Transportation, Distribution, Logistics, Architecture & Construction, Manufacturing, Science, Technology, Engineering & Mathematics) 18.0% 16 Health Science Technology (Diagnostic Services, Support Services, Health Informatics, Therapeutic Services) 10.1% 9 Human Services (Law, Public Safety, Corrections, Security, Government and Public Administration, Human Services, Education and Training) 21.3% 19 Business, Management, & Administration (Marketing, Finance, Sales and Service, Hospitality & Tourism, Business, Management, & Administration) 38.2% 34

9 9. In the Agriculture, Food, and Natural Resources area,9. In the Agriculture, Food, and Natural Resources area, select which answer best describes your business: Answer Options Response Percent Response Count Animal Systems 0.0% Agribusiness Systems 66.7% 2 Environmental Service Systems Food Products & Processing Systems 33.3% 1 Plant Systems Power, Structural, & Technical System

10 10. In the Communications & Information Systems10. In the Communications & Information Systems area, select which answer best describes your business: Answer Options Response Percent Response Count Audio/Video Technology & Film 0.0% Journalism & Broadcasting Printing Technology Telecommunications Information Support & Services Network Systems Programming & Software Development Web/Digital Communication Library 100.0% 1

11 11. In the Engineering, Manufacturing, & Technology area,11. In the Engineering, Manufacturing, & Technology area, select which answer best describes your business: Response Count: 16

12 12. In the area of Health Science Technology,. select12. In the area of Health Science Technology, select which answer best describes your business: Response Count: 9

13 13. In the Human Services area, select which answer13. In the Human Services area, select which answer best describes your business: Response Count: 19

14 14. In the Business, Management, and Administration14. In the Business, Management, and Administration area, select which answer best describes your business: Response Count: 34

15 15. List the major products and services provided by this establishment. Responses grouped by industry classification system. Accommodation & Food Services Food and Beverage Lodging Recreational Hotel/Motel Agriculture, Forestry, Fishing & Hunting State Land Management Timber and Land Sales Arts, Entertainment & Recreation Historical Education/Preservation Rental Space, Community Programs, Arts & Culture Visitor Services Automotive Services Auto Repair Tires Trailers Automotive Collision Repair Certified service on automobiles and trucks and certified body repairs Repair and refinishing of color coated items Cleaning Services-Waste Management Janitorial cleaning, carpet, floors, furniture. Fire and water restoration Construction Crushed Aggregates Plumbing & HVAC Underground Utilities, Logging, Cement and Aggregate supply Underground Construction, concrete, rock, sand, dirt Education Services Awarding the A.A. A.S. A.A.S. Certificate Degrees or Diplomas Education, community use of school building, transportation of students Employment and Career Training Public School Finance and Insurance Banking, Loans, Mortgages Banking Products Behavioral Health Claim Processing Financial Services - loans, deposits, financial planning, insurance Home, Auto, Commercial, Life and Health, Individual and Group Insurance Health Care and Social Assistance Advocacy for crime victims-Social Assistant Apartment living for those 55 plus, meal and chore services available Chiropractic Care, Footleveler's, Multivitamins Elderly Care and Dementia Support Family and Children Services Fitness classes, weight loss guidance and personal training Health and fitness Health Care Services & Outpatient Services Healthcare - Emergency, Inpatient, Outpatient, Clinic, Lab, X-ray and Therapy Services Home Care and Hospice Care Patient Care (listed 2 times) Personal Care Attendant Services Referral and program services to older adults and their support networks Skilled Nursing Facility - short and long term care and rehabilitation. Assisted Living - 24hr staffed long term care, Home Health Care - Skilled nursing, home health aide, therapy in patients home, Out-patient Therapy - PT, OT, ST to people of all ages, Housing with Services - Support for elders with "Activities of Daily Living" Surgery, vaccines, diagnostics, laboratory, pharmacy, therapy, resale Information Commercial Printing, Newspapers, Labels, Magazines, Posters Information and entertainment retrieval and distribution Manufacturing Apparel and promotional items Crown Royal Stoves - Outdoor Home/Business Heating Systems Dental appliance and indirect restorations Distribution of beer, soda and water Fiberboard Roof Insulation Pallets and Lumber Paper Making Valve Lifters Professional, Scientific & Technical Services Income and payroll tax reporting Legal services Website design, social media management, e-newsletter design, graphic design Public Administration City Council and administration support services, law enforcement, Fire/Rescue/EMS, parks and recreation, water plant production and distribution, HUD Housing Choice Voucher Rental Assistance Liquor, water, sewer, street & highway maintenance Local Governmental Entity Project planning services, membership promotion, community advocacy Sanitary sewer and storm sewer collection systems, streets and general public works services, and VNP Headquarters/Garage ownership and maintenance Real Estate, Rental and Leasing Full Service Real Estate Sales Real Estate appraisals  Retail Trade Apparel, Gifts and Souvenirs Convenience Stores & Bait Custom decorated apparel and accessories, specialty design services; Dry ice, walleye, gift shop Food-Grocery Store Furniture & Flooring Home Improvement Retail Trade Ladies and Men's Apparel New and used equipment for logging and agriculture, and parts to maintain equipment Office Supplies, Consumer Electronics Outdoor Sporting Goods Quilting fabrics & supplies Retail Drug Store and Gift Shop Sale of retail building materials and hardware  Transportation & Warehousing Rail Service and Equipment School Bus Services Specialized transportation of raw forest products and aggregate materials, Aggregate products, excavation and other dirt work services Towing  Utilities Electricity Electrical services

16 Total number of paid employees from all respondents by category.16. How many paid employees currently work at this establishment (including yourself and family members)? Total number of paid employees from all respondents by category. Number of Employees

17 17. What is your current employment hiring state?About 92% of Respondents indicate a stable or increasing workforce.

18 18. Are you concerned with any of the following issues?

19 19. How do you rate the workforce in the Koochiching County area?Number of Responses Quality - 63% of businesses rate the quality of the workforce as average or better. Quantity - 29% of businesses rate the quantity of the workforce as average or better. Availability - 32% of businesses rate the availability of the workforce as average or better. Stability - 50% of the businesses rate the stability of the workforce as average or better.

20 20. How many unfilled positions currently exist within your business?The table below indicates the number of unfilled positions that currently exist among employers completing the survey. Given the raw data, 47% of these employers have a total of over 100 unfilled positions. Unfilled Positions Response Count 42 1 19 2-3 8 4-5 7 6-7 12+ 2

21 Percentage of Responses21. In the past 12 months, have you experienced difficulty in recruiting candidates? Percentage of Responses

22 22. If you indicated recruiting difficulties, please22. If you indicated recruiting difficulties, please check the items below which best describe the nature of recruiting problem. Of the businesses indicating recruiting difficulties, not having enough applicants ranked as the largest problem, followed by inadequate job specific skills and deficient soft skills.

23 23. Have you hired applicants who were under-qualified23. Have you hired applicants who were under-qualified due to an inability to find qualified applicants?

24 24. If you indicated you hired under-qualified24. If you indicated you hired under-qualified applicants, how would you describe their deficiencies? Respondents that signified they hired under-qualified applicants indicated not enough work experience, unstable work history, and insufficient customer service skills as the top three deficiencies.

25 25. Which of the following characteristics are most important in making your HIRING decisions?Other: Four respondents indicated a “strong work ethic”.

26 26. List the top three positions your company has difficulty26. List the top three positions your company has difficulty recruiting. Responses are grouped by occupations. Architecture/Engineering Occupations Farming, Fishing, and Forestry Occupations Life, Physical and Social Science Occupations Production Laborer Occupations Engineers Logging Biological Techs in Vegetation Assembly Boiler Operator Arts, Design, Entertainment, Sports & Media Food Preparation/Serving Occupations Management Occupations Dry Ice Cutter Journalist General Manager Administration Entry Level Labor (listed 2 times) Graphic Designers Manager Trainee City Adminstrator Licensed Water/Wastewater Operater Office Manager Executive Director Press Brake / Laser Operator Building & Grounds Cleaning Maintenance Bartender (listed 2 times) Finance Officer Press Operator (listed 2 times) Cleaning staff Cook Production Positions Custodian Seasonal workers Healthcare Practitioners/Technical Occupations Office and Administrative Support Occupations Shop Hand Business Financial Operations Veterinary Technicians Accounting Shop Labor Estimator Doctors of Veterinary Medicine Claim Processors Vehicle Painters Lending Licensed Practical Nurse (listed 4 times) Customer Service (listed 2 times) Tax Preparer Medical Lab Scientist (listed 2 times) Office Assistant (listed 4 times) Protective Service Occupations Paramedic Office Administration/Timber Accounting Law Enforcement-temporary Community/Social Service Occupations Personal Trainers (listed 3 times) Reception Caregiver Consultant/Dementia Support Specialist Pharmacist Secretary Job Coaches Pharmacy Technician Shipping Sales & Related Occupations Phone Advocate - Crisis Line (Part-time) Physicians (listed 4 times) Teller Border Crossing Flyer Distributer Supervised Visitation Worker Radiology Technologist (listed 2 times) Clerks Youth Services Programmer Registered Nurses (listed 4 times) Insurance Agent Ultrasound Technician (listed 2 times) Real Estate Agent Computer Occupations Sales Associate (listed 8 times) Computer Technician Healthcare Support Occupations Personal Care & Service Occupations Certified Nursing Assistants (listed 3 times) Personal Care Attendant Construction and Extraction Occupations Dental Technical Assistant Universal Workers Transportation & Material Moving Electricians Home Health Aide (listed 2 times) Visitor Services-temp Bus drivers Heavy equipment operator (listed 2 times) Veterinary Assistant Cement Truck Drivers Pipefitters Class A Driver Delivery & Maintenance Education/Training/Library Occupations Installation, Maintenance & Repair Occupations Delivery Driver Cataloger Auto Technicians Detailer Classroom Assistants Garage Mechanic Driver helper Faculty, Instructors, Teachers (listed 4 times) Mechanic (listed 2 times) School Bus Driver Substitute Teachers Millwright (listed 2 times) Truck Drivers (listed 3 times) Service Technician

27 27. What recruitment methods do you use to find job candidates?Response Count Word of mouth/referrals 72 Online job postings 56 Newspaper ads 55 Employment centers / Job Service 42 Company’s own website 35 Unsolicited resumes 34 Trade or professional association publications/websites 15 On-site job posters 13 On-site recruitment at educational institutions 9 Job fairs Unions or trade associations 6 Private search firms or temporary agencies 5 Word of mouth/referrals, online job postings, and newspaper ads were the top three recruitment methods. Comments: Respondents also mentioned use of social media, online job banks, and corporate offices as other methods of recruitment.

28 28. What are the most serious SKILL DEFICIENCIES among28. What are the most serious SKILL DEFICIENCIES among your CURRENT employees? Skill deficiencies ranked 0-4 with 0 being not serious and 4 being the most serious.

29 29. How do you currently train your employees?

30 30. Select up to three preferred training formats30. Select up to three preferred training formats from outside providers: Training Format Response Count Customized on-site training 38 Web-based training 30 Customized off-site training 22 Partial-day workshop 17 One-day seminar Self-study printed material 15 Multi-day conference 12 Series of daily classes 6 Series of weekly classes 3

31 31. What type of GENERAL skills training do your employees need?Answer Options Response Count Soft Skills (Work ethic, attitude, attendance, problem solving, teamwork, etc.) 56 Interpersonal Communications 50 Safety 31 Reading and Writing 30 Basic Math 28 Specialized Equipment Operations 20 Basic Accounting 6 None 5 English as a Second Language 3 Additional Comments: Self directed, professional general customer service, supervisory, computer - typing, search engines, programs. Lifting, heavy-duty equipment, electrical, general building safety. Varies based on groups of employees, decision making skills. Training to allow current staff to achieve the next level in their career. LPN, RN, Laboratory Technician, MRI certification, Ultra sonographer.

32 32. What type of MANAGERIAL skills training do your employees need?Answer Options Response Count Employee Management 28 Recordkeeping 27 None 26 Inventory Control 20 Project Management 18 Financial Management 15 Business Planning 10 Additional Comments: If anything, they need opportunities for us to expand. Varies based on groups of employees. Most skills listed only apply to our managers.

33 33. What type of PROFESSIONAL skills training do your employees need?Answer Options Response count Customer Service 45 Leadership 25 Sales 21 Marketing 16 None 13 Lean Six Sigma/Process Improvement 10 Other (please specify): In our area, besides the school, it is all on-the-job.

34 34. What type of COMPUTER skills training do your employees need?Answer Options Response Count Spreadsheets 27 Word Processing 24 None 22 Social Media Management 19 Web Site Management 17 Database Management 15 Graphic Design and Layout 6 Computer-aided Design 4 Computer Installation and Repair 3 Computer Programming 2 Other (please specify): Learning specific software programs for our computers. Sometimes just basic skills on how to use a computer, then we provide specific training on how to use our programs. Running current computer software. Please just look to spend money when a business shows interest. Outlook/ . Cash register. Specific company data base and GIS training handled in house.

35 35. What type of MANUFACTURING/INDUSTRIAL skills35. What type of MANUFACTURING/INDUSTRIAL skills training do your employees need? Answer Options Response Count None 41 Mechanical/Equipment Maintenance 13 Forklift Operation 10 Quality Control 9 Electrical 7 Welding Diagnostics 5 Blueprint Reading 4 Production Processes 2 Machining 1 Other (please specify): Industry specific training-bike repair and skate sharpening.

36 36. Please list specialized MEDICAL skills your. employees need36. Please list specialized MEDICAL skills your employees need?  If none, please leave blank. Bloodborne Pathogens Medical Equipment Cardiopulmonary Resuscitation CPR (listed 6 times) Medical Laboratory Technician MLT Care Planning Medications Administration (listed 2 times) Certified Nursing Assistant (listed 2 times) Nurse Practitioner Computerized Tomography CT Phlebotomist Emergency Medical Technician Physical Assessment First Aid (listed 6 times) Physician First Responder Physician Assistant Home Health Aide Radiology Technician Licensed Practical Nurse Registered Nurse (listed 2 times) Magnetic Resonance Imaging MRI Ultrasound Work Ethic *One response unless otherwise noted.

37 37. Please list other SPECIALIZED skills or EQUIPMENT skills37. Please list other SPECIALIZED skills or EQUIPMENT skills training your employees need? If none, please leave blank. 25/50 ton vessel training Mechanic Aviation maintenance training Medical terminology and coding Boiler training Motorboat training Child Development Painting, frame straightening, welding, bodywork Class A truck drivers Personal and group training Communication Piloting DOT Qualified Press operation and maintenance Electrical, pump maintenance School bus driving Emergency response training Skilled equipment operators Equipment operation Skilled foremen FLETC accredited law enforcement academy Soft skills and basic equipment maintenance Heavy equipment operation Training on the software that we use Instructor certification Trainings are available already Lab work Use of mechanical lift equipment Maintenance staff could use specialized training Wastewater operator training on equipment and systems * Single response for each skill noted.

38 38. Please list training topics that would benefit your38. Please list training topics that would benefit your workforce needs. If none, please leave blank. Basic job/life skills that help people be successful at work and home Interpersonal communication skills Leadership/Mentorship Boiler test training Managing/leading staff - delegating Care that the company is successful Motivating employees Commercial Trucking Driving Positive teaching/feedback methods Communication Resources for children (day care) Conflict resolution Safety CPR/1st Aid Sales Customer service (listed 6 times) Social Media Dementia Soft Skills, and basic equipment maintenance Good work habits Graphic design Structuring life and work so they can come to work, have good attendance, and focus on their jobs How to be a supervisor Infection Control Work ethics One response unless otherwise noted.

39 39. Please list license(s) or certificate(s) your company. requires39. Please list license(s) or certificate(s) your company requires?  If none, please leave blank. 25/50 Ton Vessel License Locomotive engineers conductor certification 40 hour training in Domestic Violence and Medical Gas 40 hour training on Sexual Assault - after hire Medical Coding ICD-10 Coding Activity Professional Medical Doctor (listed 2 times) Advanced Critical Life Support Medical Lab Technician (listed 2 times) American Power Conversion Motorboat Operator Certificate Associate Professional Counselor-APC Magnetic Resonance Imaging Bartender Mine Safety and Health Administration Biosolids Neonatal Resuscitation Program Boiler Operator (listed 4 times) Nursing Assistant Registered Bus driver license Nurse Practitioner (listed 6 times) Commercial Driver’s License/Class A (listed 5 times) Occupational Therapy Class B Driver’s License (listed 2 times) OSHA 10 Occupational Safety and Health Administration Class D Driver’s License Passport/Nexus Certified Nursing Assistant (listed 3 times) Personal Care Assistant (listed 2 times) Child Development Credential Pesticide Applicators Certified Management Accountant Pharmacist (listed 2 times) CPR-Cardiopulmonary Resuscitation (listed 2 times) Pharmacy Technician Computerized Tomography Physical therapy Doctor of Osteopathic Medicine Plumbing Doctor of Veterinary Medicine POST for Police Officers Electrical Radiology Technician certified in Mammography (listed 2 times) Electrical Lineworker Journeyman Real Estate Salesperson (Agent) Forklift Registered Nurse (listed 5 times) Health Information Management Senior Living Manager Certificate High school diploma Social Work License (listed 2 times) Infection control preventionist Speech Therapy Instructor certification Steam Insurance producer Teaching license/Content Area Licensed Nursing Home Administrator Ultrasound (listed 2 times) Life & Health, Property & Casualty Insurance licenses Water and Wastewater (listed 5 times)

40 40. Please select which of the following best describes your40. Please select which of the following best describes your company’s training budget per employee/per year.

41 41a. Please provide any additional comments you would41a. Please provide any additional comments you would like to share regarding workforce issues facing your business. Response Regarding Lack of Unified Economic Development Plan It gets to the point of just having meetings is just that, meetings, and then more meetings about the meetings. I have not heard of plans for business and when we had an employer interested and needed backing, they were sent down the road instead of asking the community in our area to see if it would be interested in supporting. You get a chance like that once every 20 years. Responses Relative to Qualified Applicants There is a lack of labor pool in the area and continues to get worse. Very few qualified applicants for job openings. We usually select a good candidate – but not many to choose from. In the education realm, specialized instructors in certain fields at the high school level and special education seem to be toughest to find qualified employees. Part-time bus drivers are a challenge as well. Licensed boiler men have been difficult when we have had to replace. Severe shortage of people willing to go through CDL training for potential very low income. We have been very fortunate to find the staff we currently have. The only problems that really face our company as far as workforce has been the amount of applicants applying for specialized positions and losing workforce to Boise. We do a lot of on the job training. This response is not specific to "your business," but all Minnesota communities need to be aware of the recent demographic changes occurring with "Baby Boomer" retirements, the population growth needed to fill job vacancies and fill the new jobs to be created, and the need for employees with the appropriate skill sets to fill the job vacancies. Twin Cities projections are that there will be 100,000 more jobs than people to fill them in We cannot promote business retention, expansion, and recruitment in Koochiching County without skilled labor to meet the demand.

42 41b. Please provide any additional comments you41b. Please provide any additional comments you would like to share regarding workforce issues facing your business. Responses Relative to Employee Retention My biggest hurdle is being able to pay employees enough to retain them. Heath insurance - insurance of all types is way too high. Small nonprofits in rural communities have difficulty attracting skilled workers who are also able to work without high wages and benefits - a small pool. One large concern/issue we have is lack of availability of day cares with flexible schedules!!!! Young adult employees need daycare opportunities for their young children if we expect them to be available to work early morning or evening hours. I prefer to hire high school students. I would like to see a business program they can join in the area. There are no opportunities in town to earn an associates degree in business or marketing. Often times our biggest competitor to get and keep people in the workforce is government aide - either people don't need to work or the more they work the less benefits they receive. Responses Relative to Employee Soft Skills and Work Ethic We don't have a large workforce so not many issues. Issues arise with seasonal worker positions which are normally high-school age. Work ethic is almost non-existent. It is getting harder to find people who want to work. Everyone wants to show up but nobody cares if the job gets done or is on budget. It’s hard to find people that actually care about the finished product. Too many feel that it’s a case of good enough, its done. We want quality, not quantity. As an employer and a customer of other businesses in our area, I feel that soft skills and customer service are really lacking in our area in general. I believe that focusing on getting our workforce to have better work ethic, attention to detail, and customer service skills would go a long way in boosting tourism in our area as well as creating a more productive workforce. These are the skills that go a long way in any position in any industry. Our company has been very fortunate to have a great crew of employees for the past several years. Often the employees who we have the most trouble with do not make the effort to be on time or be sure that their equipment is having its regular maintenance.

43 41c. Please provide any additional comments you41c. Please provide any additional comments you would like to share regarding workforce issues facing your business. Responses Relative to Employer Needs Rightsizing the institution based upon financial constraints. Volunteer recruiting Our employees need to pass a state background check. Some applicants cannot pass. Auto Technicians are in high demand with no pool of applicants even with training available. At least 3 local business are actively searching for tech's. We offer through our franchise free college courses to full and part-time employees. In advertising positions, we are surprised of the lack of interest in that program. The program is designed for working people and is very flexible and is completely on-line. Somehow, I feel that speaks to a lack of vision in the job pool or at least a lack of understanding on how to build skills that will lead to better jobs and increased income. We have also seen that the younger workforce has more demands such as flexible hours and more time off. The younger workforce seems to expect more from the business. Often those expectations are unrealistic. Those expectations include the rate of advancements (pay) without necessarily putting in the training or time to justify the increases. We have many resources and programs available to help people gain employment and the ability for people to move up (be promoted) in our organization. Would like help from area agencies to help get the word out for people to take advantage of these opportunities and to help support people to be successful employees. My need for employees is very specific. They need to be licensed by the State of MN. Many people say they are interested in the career, but they fail to see it as running their own business. And, they don't have the resources to wait the several months that it may take to receive their first paycheck.

44 Voyage Forward Workforce Development Destiny DriverAcknowledgements We would like to extend our sincere gratitude to all the employers that took the time to complete the “Business Survey of Workforce Needs” and for the workforce information they shared. We also acknowledge the following for assistance in the promotion of the survey: International Falls Journal, The Littlefork Times and Northern Echo, Big Falls City Office, Big Falls Ripple Newspaper, Northome Area News, Northome School Newspaper Mustang Express, International Falls Chamber of Commerce, KCC-TV, KSDM/KGHS, 93.1 The Border, MN Workforce Center and Voyage Forward. Voyage Forward Workforce Development Destiny Driver Develop a skilled, trained and educated workforce that meets the needs of the area. Co-Champions: Tammy Riley and Sheila Demenge Committee Stewards: Nancy Rognerud, Tammy Cook, Jean Evens, Todd Coulombe, Trent Janezich, Allen Rasmussen, Bill Maki, Kevin Grover and Kris Foss.