Guilford Works PY2021-22 Annual Report

P Y 2 0 2 1 - 2 2 A N N U A L R E P O R T

connect with us online at guilfordworks.org

F R O M T H E D I R E C T O R

Continuous progress has been the driving force behind our organization’s ability to provide exceptional services to the 500,000-plus residents of Guilford County. With our ever-expanding community and employer partnerships, two comprehensive career centers, invigorating emerging workforce center, community hubs and state-of-the-art, 12-stationed mobile career center, our excellent team has created equitable and innovative opportunities for growth in this community. In this new program year, my vision is to expand our community presence through more strategic partnerships beyond the city limits of Greensboro

and High Point and create even more advancement opportunities for job seekers and employers. Meeting people where they are, is how we will continue to operate in the spirit of excellence. I am confident that with our esteemed Board of Directors, driven elected officials, municipal and economic development stakeholders, network of community partners, dedicated employers, outstanding residents, and talented GuilfordWorks and NCWorks staff we can and will have a significant impact in 2022-2023. As always, living and serving in this fabulous community is a pleasure. Sincerely, Dr. Danielle A. Harrison Interim Director GuilfordWorks

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I N D E X

WORKFORCE DEVELOPMENT BOARD.....4-5

OUR TEAM. ................................................. 6-7

ANNUAL HIGHLIGHTS..............................8-11

PERFORMANCE DASHBOARD...............12-13

THE GREAT RESIGNATION.................... 14-15

PROGRAM HIGHLIGHTS. ...................... 16-19

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W O R K F O R C E D E V E L O P M E N T B O A R D

PR I VAT E S ECTOR

Harley S. Garrison, Board Chair Chief Executive Officer Starr Electric Company Inc. Diane Everhart, Board Vice Chair HR Manager, Workforce Development Cone Health

Cornelious “C.C.” Lamberth Chief Executive Officer C2 Contractors, LLC.

Steve Fleming President & CEO The Well Spring Group

George Jordan President MT Company

Kevin Robinson President and Chief Technology Officer RTriad Enterprises LLC David Ramsey Director of Business Development Landmark Builders

Dave Robson Director Operational Excellence United Healthcare Robert Hudson Wealth Management Advisor Northwestern Mutual Investment Tonya Foster Vice President Core Technology Molding Group Will Berry Vice President of Operations Berico Fuels

Yolanda Smith Manager – Organizational Effectiveness & Performance VF Corporation

Dr. Jason J. Caldwell Founder and Chief Executive Officer UBUNTU Consulting Group

Eva Ogden Senior Vice President and Financial Advisor Pinnacle Financial Partners

Gary Graham President Graham Personnel Services

Alvin Warwick Business Manager Local Union 342 IBEW PUBL I C S ECTOR

Dr. Manuel Dudley Vice President of Workforce and Continuing Education Guilford Technical Community College

David Bolton Director, Workforce Initiatives Community Foundation of Greater Greensboro Sandy Dunbeck Senior Vice President of Economic Development High Point Economic Development

Andrea Derflinger Counselor in Charge NC Services for the Blind

Marvin J. Price Executive Vice President of Economic Development Greensboro Chamber of Commerce Sharon Barlow Deputy Director Guilford County Department of Social Services The board would like to thank these members, who recently completed their terms of service: Caroline Brigmon, Sandy Dunbeck, David Ramsey and Diane Everhart.

Caroline B Brigmon Regional Operations Director North Carolina Dept. of Commerce

Maria Layne-Stevens Chief Executive Officer Guilford Child Development

Thank You!

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M E E T O U R B O A R D N E W M E M B E R S

MICHELLE ADAMOLEKUN Michelle Adamolekun serves as chief people and culture officer for Cone Health. She previously served in human resources leadership roles for Novant Health and Ascension Health – the nation’s largest Catholic and non-profit health system with approximately 170,000 employees. She is a private sector board representative for the healthcare industry.

ROBERT A. BOYER Robert A. Boyer is director of organizational development for HAECO Americas and has more 25 years of aviation experience in both the military and commercial sectors. He is a private sector board representative for the aviation industry.

KAREN MCINTOSH Karen McIntosh serves as the center manager for the NCWorks Career Centers in Guilford County. She has 20-plus years of experience in workforce development, previously serving at five other NCWorks Career Centers. She is the public sector board representative for Wagner-Peyser services. DR. OL IVER M. THOMAS Dr. Oliver M. Thomas is the director of external affairs in the Office of the Chancellor at North Carolina A&T State University. Thomas has a BA in Political Science from A&T, a Master of Divinity from Wake Forest University, and a Doctor of Philosophy in Educational Studies with a concentration in Cultural Foundations from University of North Carolina at Greensboro. He is a public sector board representative for higher education. BRIAN MAAS Brian Maas is vice president, environmental principal and director of business development for the Greensboro and Clemmons offices of ECS Southeast LLP, a geotechnical, construction materials, environmental and facilities engineering firm. He has more than 30 years of experience in environmental consulting and engineering. Maas is a private sector board representative.

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O U R T E A M

CHRIS RIVERA* Executive Director *Resigned October 2022.

DR. DANI ELLE HARRISON** Deputy Director ** Interim Director as of October 2022.

ANTHONY ROGERS Special Projects and Quality Manager

SYRETHA BROWN Executive Assistant

T IM BLAKE Marketing and Communications Coordinator

JESSICA CLEMONS Marketing and Communications Support Specialist

DR. EMETRUDE “CLAI RE” LEWIS Administrative Services Manager

JENNI FER STOKES Management Information Systems Specialist

JOSI E JOHNSON Administrative Coordinator

FRED HENRY Business Engagement Manager

MEL ISSA SMI TH Business Services Consultant, Apprenticeship Coordinator and ACT Authorized Job Profiler

JOYCE RICE Business Services Consultant

TODD GI BBS Mobile Career Center Driver and Operator

I RVING BRIGGS Facilities Tech

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C O N T R A C T E D P R O G R A M P R O V I D E R S

S P O T L I G H T S

THADDEUS SHORE Systems Outreach Project Manager Two Hawk Workforce Services Providing community outreach

NCWORKS COMMI S S I ON PRE S ENTAT I ON Business Services staff members Melissa Smith and Fred Henry presented at the NCWorks Commission’s Local Innovation Committee in September 2021. They provided information about the GuilfordWorks Adult Apprenticeship Program, including history, matriculation process, and lessons learned. THE FORUM In April 2022, representatives from GuilfordWorks attended The Forum, an annual conference hosted by the National Association of Workforce Boards. GuilfordWorks Executive Director Chris Rivera spoke at a session that explored ways to develop partnerships that contribute to goals and accountability measures. The panel included speakers from across the country. GuilfordWorks staff also met Susan Harden and Derrick Harden, of AGS Data Systems, during the event. AGS provided data application and performance tools support for GuilfordWorks’ $3 million US Department of Labor CAREER Dislocated Worker Grant.

SABRINA BREEDEN NextGen Young Adult Program Manager Area Manager for Adult and Dislocated Workers Services EDSI (Educational Data Systems Inc.) Connecting job seekers with employment opportunities and supporting the emergent workforce

KAREN MCINTOSH Center Manager NC Division of Workforce Solutions Managing operations for the Guilford County Career Centers

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A N N U A L H I G H L I G H T S

GRANT NEWS Gui l fordWorks Awarded $3M to Aide Hi stor i ca l l y Margina l i zed Workers In September 2021, GuilfordWorks was awarded $3 million from the US Department of Labor Comprehensive and Accessible Reemployment through Equitable Employment Recovery (CAREER) Dislocated Worker Grants initiative. The funds will be used to provide employment and training services to historically marginalized residents, including people of color, women, single parents, and disconnected youth in specific areas of High Point and Greensboro.

Career CONNECTIONS program staff came on board in March 2022. The goal is to reach some 4,000 people over two years with support services, training, internships and apprenticeships that introduce them to higher-paying career paths. The program will minimize transportation and childcare barriers to accessing NCWorks Career Centers by attending local events in neighborhoods with high poverty and unemployment to make it more convenient for residents to receive services. It will also provide tablets and internet access to participants to bridge the digital gap.

GuilfordWorks’ CAREER CONNECTIONS team

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Tech Tra ining and Apprent i ceship Grant to Ass i st 1 ,100 Workers In 2021, GuilfordWorks was awarded US Department of Labor funds to provide IT related apprenticeships and training. GuilfordWorks was awarded a $102,500 TechQuest Grant to offer pre-apprenticeship and apprenticeship activities to 360 people. GuilfordWorks was awarded a $183,000 TechBoost Grant to provide training for 800 participants to obtain tech credentials through programs such as GuilfordWorks

Gear Up | ASAP (Adult Specialized Apprenticeship Program). That work will take place over four years. TechBoost’s target group is unemployed and underemployed people. Priority is given to people who lost jobs due to the pandemic and do not have education or experience to enter an IT career pathway. This grant also supports participants who need equipment, childcare, and transportation.

NOTABLE ACCOMPLISHMENTS APPRENTICESHIP GRANTS

TECHBOOST PRE-APPRENTICESHIP EDUCATION PROVIDER: RTRIAD ENTERPRISES • Each Pre-Apprentice received 100% full coverage (tuition-free) for Pre-Apprenticeship training. • 8 Participants earned the CertMaster Learn for ITF+ training. • 6 completed the requirements and were recognized as Comptia ITF+ . • Placed 3 Apprentices with the Longleaf Network, making $20/hour . • Students are employed as Cyber Security Specialists at BCBS via TEKsystems and as Helpdesk 1 at Longleaf Network Systems.

TECHQUEST PRE-APPRENTICESHIP EDUCATION PROVIDER: NEHEMIAH EMPOWERMENT COMMUNITY CENTER • Each Pre-Apprentice received 100% full coverage (tuition-free) for Pre-Apprenticeship training. • 6 participants completed Pre-Apprenticeship training for IT/Computer Support Specialist. • Pre-Apprentices earned $17/hr as IT Interns for their Pre-Apprenticeship Work Experience.

• All Pre-Apprentices earned their Digital Literacy Certificate.

• All Pre-Apprentices passed Comptia ITF Exams.

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A N N U A L H I G H L I G H T S

NEW CENTER Emerging Workforce Center Opens Downtown In June 2022, GuilfordWorks celebrated the grand opening of its new state-of-the-art NCWorks NextGen Emerging Workforce Career Center in downtown Greensboro. “This is where GuilfordWorks shines, whether it’s helping young adults launch their careers by providing training and educational opportunities for professionals or aiding businesses by providing best management practices,” US Rep. Kathy Manning said at the grand opening event. NextGen supports people ages 16-24 in finding employment.

The center features an innovative open concept design, allowing staff to being able to help walk-ins and those with appointments with ease. The downtown location allows for central collaboration between community partners, is easily accessible for all and is located in close proximity to colleges and universities. The Emerging Workforce Center features a computer lab for workshops, trainings classes, and a space for a planned virtual reality initiative. “Our team is committed to providing integrated, customer-focused services that benefit our young adults’ future and our community’s economic development,” said Sabrina Breedan, NextGen program manager.

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IDENTI FYING NEEDS Systemi c Bar r i ers Taskforce Created This year, the Integrated Leadership Team of GuilfordWorks and NCWorks managers serving Guilford County created a special taskforce to address barriers that people who reside in socially and economically impacted communities’ experience. The COVID-19 pandemic spurred up to 24 percent unemployment in some areas of Guilford County. The 2021 Community Conversations series identified barriers to self sufficiency. Those included lack of awareness of local resources and services and lack of access to technology, transportation, and childcare. The taskforce created a plan to increase educational, training, and employment services. It includes improved awareness of what GuilfordWorks can offer job seekers and additional events in the highly impacted areas of Guilford County.

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P E R F O R M A N C E D A S H B O A R D

BASIC CAREER SERVICES

Individuals Served

In-Person Visits

Accessed & Received Services

HIGH POINT: 15,588

24,989

15,095

59,185 INDIVIDUALS

GSO 17,021 HIGH POINT 7,968

GSO 10,029 HIGH POINT 5,031 OTHER 35

GREENSBORO: 43,597

MOBILE CAREER CENTER

Activity

Individuals Served

RESOURCE EVENTS: 406

EMPLOYER INITIATIVES: 110

COMMUNITY OUTREACH

EMPLOYER INITIATIVES

44%

RESOURCE EVENTS

1,089 9% 16%

JOB FAIRS

TOTAL

GSO HIGH POINT GUILFORD

9

12

16

26

30 63 93

3

11

16

COMMUNITY OUTREACH: 374

JOB FAIRS: 255

9

27

42

15

31%

PROGRAM EXPENDITURES

ADULT

DISLOCATED WORK ER

YOUTH

$488,409.00 $493,597.16 $195,963.88

$403,996.00 $289,890.39 $83,984.52

$360,675.00 $882,637.97 $169,588.12

Infrastructure Costs Expended Career Services Costs Expended Training Services Costs Expended

Last year (PY20), Guilford Works invested approximately $3.35 million into workforce services throughout Guilford County.

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ATAGLANCE PERFORMANCE YEAR 2020 (JULY 1, 2021 – JUNE 30, 2022)

CASE MANAGED SERVICES

WIOA Enrollments by Program

Job Placement Outcomes

DISLOCATED WORKERS: 293

WORKFORCE INNOVATION AND OPPORTUNITY ACT (WIOA)

UNIVERSAL SERVICES

ADULT: 297

830

6,854

ADULT: 162 DISLOCATED WORKERS: 118 YOUTH: 100

WAGNER-PEYSER: 6,474

YOUTH: 240

Occupational Training Outcomes

Occupational Skills Training

ENTERED YOUTH: 42

ENTERED A/DW: 169

TRAINING ENROLLEES

TRAINING COMPLETERS

CREDENTIALS EARNED

ENROLLED 211

211 181 130

OJT 8 WEX 49 YOUTH WORK EXPERIENCES 57

PROGRAM OUTCOMES

ADULTS DISLOCATED WORKERS YOUTH WAGNER-PEYSER

100 233

30 70

96

6,474 8,750

Employed

Exiters Wages

$22.97

$19.05

$15.02

$6,307.24

Represents an average of Median Earnings per quarter. Does not take into account an hourly rate or whether an individual is FT or PT.

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G R E A T R E S I G N A T I O N

Survey F inds Poor Work-Li fe Ba l ance and Low Wages Keep Peopl e f rom Seek ing Employment The tumult of the COVID-19 pandemic gave way to record numbers of people leaving the workforce entirely or resigning positions. In early 2022, Guilford County had more than 50,000 job openings – and many businesses and organizations reported having difficulty filling them. To better understand people’s unique motivations and concerns in returning to the workforce, GuilfordWorks conducted the Great Resignation survey from February 15 to March 31. Of the 69 respondents, 29 percent were unemployed and 69 percent were seeking a career change. When asked to elaborate on hesitations or challenges they faced in returning to work, the most common response was that employers generally offer little to no work-life balance. More than half of respondents said poor flexibility or work-life balance was a factor in their return to work decisions. Many respondents said they felt over-worked and under-appreciated in the workplace and considered a career change to get more flexibility and remote work options. “Companies need to do a better job of hybrid and work-from-home schedules. People want good work-life balance, want to avoid commutes, and be trusted,” one respondent said. Another common concern was that available positions did not provide a livable wage and benefits. More than half of respondents said insufficient compensation and benefits was a contributing factor in not returning to work. Many respondents expressed concerns about employers were only hiring for part-time positions, but job seekers needed benefits and full-time work to live comfortably.

THE GREAT RESIGNATION Guilford County job seekers sound off on returning to the workplace.

WORK STATUS

Are not actively looking for work 29.1 % Are currently unemployed 31.2 %

Are currently seeking work or a career change 60.8 % 68.8 % Are working

27.0 % Expressed dissatisfaction with working conditions and/or compensation.

Employed and Happy 15.7%

26.5%

Currently � Unemploye d 30.6%

Exploring other � career pathways 11.6%

Working fewer hours � or making less income 5.8%

In school 1.3%

Other 8.2%

CONTRIBUTING FACTORS

Concerns about COVID exposure/safe working conditions 65 and older or considered high risk by the CDC Living with someone who is high risk Childcare or caretaker needs Unqualified or do not have the necessary training Overqualified or unappealing work Insufficient compensation, benefits, or incentives Poor flexibility or work/life balance Waiting on a job offer from a different employer Actively interviewing but have not received a job offer

23.2%

4.6%

7.6%

14.8%

17.3%

27.4%

53.2%

52.3%

5.1%

20.7%

Other income sources, no financial pressure Currently receiving unemployment insurance Other (Please Explain)

11.8%

1.7%

17.3%

0

50

100

150

WORKER MINDSET

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27.0 Expressed dissatisfaction with working conditions and/or compensation.

26.5%

Currently � Unemploye d 30.6%

Exploring other � career pathways 11.6%

Working fewer hours � or making less income 5.8%

In school 1.3%

Other 8.2%

CONTRIBUTING FACTORS

Worker Mindset The survey allowed respondents to share more about their personal experience. Many could not find work that accommodated their disabilities or provided flexibility to care for themselves or someone else – including one worker who developed long COVID and has been unable to work full-time. Older workers, some of whom lost their jobs during the pandemic, struggled to find work that isn’t too physically demanding or unsafe. In line with the national trend of Baby Boomers – who are higher risk of the worst COVID-19 effects – some local workers decided to retire early. Others said they experienced age discrimination in the workplace or were unable to find age-appropriate work. “For older workers 60+, companies simply don’t seem interested in hiring us,” one respondent said. “Lots of experience, even management experience, but no jobs or no offers for employment.” Another frustration communicated by job seekers was a slow hiring process. Many job seekers said they did not get consistent communication from employers or didn’t hear anything after applying. Some respondents seemed to question the sincerity of the labor shortage.

Concerns about COVID exposure/safe working conditions 65 and older or considered high risk by the CDC Living with someone who is high risk Childcare or caretaker needs Unqualified or do not have the necessary training Overqualified or unappealing work Insufficient compensation, benefits, or incentives Poor flexibility or work/life balance Waiting on a job offer from a different employer Actively interviewing but have not received a job offer

23.2%

4.6%

7.6%

14.8%

17.3%

27.4%

53.2%

52.3%

5.1%

20.7%

Other income sources, no financial pressure Currently receiving unemployment insurance Other (Please Explain)

11.8%

1.7%

17.3%

0

50

100

150

WORKER MINDSET 69 RESPONDENTS

“The cost of everything is going up so why aren't the wages? I see plenty of jobs available, I've applied, they do not reply or call. Many require degrees and experience but yet are “urgently hiring.” They need all this experience, then TRAIN PEOPLE .”

“I believe my age has been a barrier in getting a job offer.”

“Families need more help with childcare costs . It makes no sense for a mother to work when the nanny is making as much as she is.” “ Current pay in my position, within my department, is lower than the exact same positions in other departments, and does not increase often enough to match rapidly rising inflation.” “Work-life balance is a must.” “I do not want unemployment. I found a great job The pay is awesome and the owner is an honest man who cares for the physical and mental well-being of his employees. Thanks for having my back NCWorks ”

Employers should offer training because so many positions state degree and don’t really need it!!! Biggest problem: work experience is not considered and should be.

“If the bus situation was better around here people would be able to get jobs.”

“People don’t want to work 50+ hours per week and feel like their management does not care about them as human beings.”

©2022 GuilfordWorks

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P R O G R A M H I G H L I G H T S

Ass i st ing Employees Fac ing Layof fs GuilfordWorks provided transition services to employees at Conduit Global and Commscope, which closed local officers and laid off employees. More than 200 employees attended information sessions to learn about their eligibility for Dislocated Worker programs, job fairs and financial planning workshops. Tra ining Employees GuilfordWorks awarded $58,209 in grants to six businesses to train their employees under the Incumbent Work Training Grant program. Employers can receive up to a $20,000 grant to address employee skills gaps to enhance employability and improve the business’ stability. During the program year, 39 workers at two companies have completed the training.

SERVICES FOR BUSINESSES Hi r ing Events

This year began with a push to assist local employers with staffing shortages. GuilfordWorks hosted several large hiring events to enable job seekers to pursue new career opportunities and employers to fill their open positions. The in-person events drew fewer people than expected – a situation other agencies have experience during the pandemic. Nonetheless, participants and employers said they were successful. Connect ing Employers GuilfordWorks hosted networking sessions for employers that wanted to meet job seekers. This year General Dynamics Missions Systems, Noregon Systems, HAECO, and Essentra took advantage of this program as part of their overall recruitment plan. Some companies hosted sessions monthly and alternated between the Greensboro and High Point locations. Employer said the sessions led to better, more engaged interactions with candidates. Between 5-15 job seekers typically attended.

THURSDAY, OCTOBER 21 — 9 AM – 1 PM WINDSOR COMMUNITY CENTER – 1601 E. GATE CITY BLVD. GREENSBORO, NC M A K E A D I F F E R E N C E ! guilfordworks.org/public-sector    

FREE COVID-19 vaccines provided by the

An Equal Opportunity Employer/ Program. Auxiliary aids and services are available upon request to individuals with disabilities.

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MOBI LE CAREER CENTER In its first full year of operation, the Mobile Career Center traveled throughout the county to 93 events in partnership with nearly 300 community organizations. The Mobile Career Center went into communities with the highest unemployment rates and reached the most vulnerable job seekers where they live. That included people with limited access to transportation to get to the other career centers, people who were previously incarnated, those in recovery from drug or alcohol use disorders, and people experiencing homelessness.

The Mobile Career Center staff had monthly engagements with Greensboro Urban Ministry’s Pathways temporary shelter and Partnership Village transitional housing program and resource events with Caring Services. They also worked with the Women’s Resource Center, Macedonia Family Resource Center, YWCA of High Point and the Greensboro Housing Authority – to name just a few. The Mobile Career Center supported jobs fairs and community resources events countywide, from recreation centers to churches to high schools.

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P R O G R A M H I G H L I G H T S

ADULT & D I SLOCATED WORKERS The Adult and Dislocated Worker (ADW) Program provides employment and training services to adults throughout Guilford County. ADW serves adults who are interested in improving their skills and employment and dislocated workers are seeking employment due to being unemployed as a result of general economic conditions in the community.

This year, 90 percent of the on-the-job work experiences offered to adults in this program resulted in permanent placements with the employer. Monthly program enrollments peaked at 59 people. Out of 12 months, the highest average monthly starting salary for participants who found employment was $20 per hour.

NEXTGEN The NextGen Young Adult Program provides employment and training services to people ages 16-24. It serves young people who require assistance to enter or complete an education program or secure and retain employment. NextGen Work connected participants with work experiences throughout the year. Some 20 percent of work experience participants were able to get a permanent To better reach teens and young adults, NextGen staff used a variety of digital platforms. NextGen collaborated with the Greensboro Housing Authority (GHA) and Guilford Partnership for Children to provide a Facebook Live virtual workshop to prepare jobseekers for seasonal work. Later, NextGen hosted a Seasonal Virtual Job Fair place with the employer. Innovat i ve Out reach

via the recruitment platform Premier Virtual to connect young adults to transitional job opportunities. In addition to regular in-person skills workshops offered by the digital skills Instructor, NextGen youth advocates used Instagram and Facebook Live to provide weekly virtual workshops on creating a resume, interviewing skills, discussing a criminal background and LinkedIn. These workshops are now available on-demand.

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Commun i t y Pa r t ne r s h i p s Vision Board Event

In March, NextGen hosted a Vision Board Event at Windsor Recreation Center in partnership with GHA and Greensboro Parks and Recreation Department. The goal was to reach young adults who live in GHA communities. Participants created a vision board, completed career assessments, networked, and visited the Mobile Career Center. NextGen provided food and gift cards as incentives. 500 Jobs GSO NextGen worked with the Greensboro Police Department and Guilford County Schools to support “500 Jobs GSO,” an initiative to provide employment for people ages 14-21. This initiative connected more than 50 employers with 300-plus young people for summer or long-term employment. Employers included Food Lion, YMCA Greensboro, Amazon, Furnitureland South, Ralph Lauren, and P&G.

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S U C C E S S S T O R I E S

ROSETTA COUNCI L Rosetta Council credits attending hiring events at the NCWorks Career Centers in helping her better prepare for discussing her skills during interviews. “The service, care and help I received from NC Works and my service provider, Celina McCrae, was absolutely unmatchable. NCWorks gave me all the tools I needed. They helped me with my resume and allowed me to attend classes to brush up on employment skills, all free of charge. In spite of all that had been done, I still couldn’t seem to pull it together. I felt as if the world was leaving me behind,” she said. “But Celina wouldn’t give up. Celina’s encouragement and compassion moved me to tears. And even though I had little faith in job fairs, I attended all but one simply because I couldn’t allow her efforts to be in vain.” AKIRA STOKLEY Akira Stokley enrolled in NCWorks to help her achieve her dream of becoming a nurse. A single mother working as a cashier at Walmart, she worked long hours and had difficulty affording transportation and childcare. Stokley successfully completed all of the

She eventually was offered a position as a traffic management specialist with Atkins, making $16 an hour. She

began working in March 2022. “It’s all because of Celina and

NCWorks. I can’t say enough about the help I received and the resources they provided me,” Council said.

required workshops to enroll in Certified Nursing Assistant training and completed the course in a few months. Unfortunately, she failed to pass the required board exams. NextGen team provided financial assistance so she could retake the exams – which she passed. NextGen staff helped Stokley find a position with North Carolina Agricultural and Technical State University’s Student Health Center with starting pay of $20 an hour. “After I was certified as a CNA, I found a job that helped me get my first car and move into my first apartment. With the help of NCWorks, I am so grateful because I probably would not be where I am today,” she said.

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DAVID HERNANDEZ David Hernandez joined NextGen in February 2021 to gain work experience to become a self-sufficient young adult. He received comprehensive guidance and counseling, pre-employment and on-the job training and supportive services. He began an internship with the City of Greensboro as an equipment services technician in August 2021. In February 2022, David was brought on as a full-time employee. David’s current employer praised him for being hardworking, diligent, and reliable. His department also expressed interest in continuing to work with NextGen to grow the internship program.

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M A R K E T I N G & C O M M U N I C A T I O N S

The Marketing and Communications team is critical to the success of GuilfordWorks. Here are some key highlights from a busy year of work.

Program Rebranding In November, the team introduced the re-branded adult apprenticeship program, Gear Up | ASAP (Adult Specialized Apprentice Program. Its website launched in January, complete with engaging videos and data to entice employers and career seekers. Audi ence Out reach Marketing and Communications expanded GuilfordWorks’ reach by: • Reintroducing the GuilfordWorks Connection newsletter to keep people informed. • Blogging helpful, practical advice, in a way readers will remember. One good example: A post about love languages, and how they can be interpreted for the work place. Instagram GuilfordWorks created its Instagram account (theguilfordworks) in Oct. 2021. Since then, the audience has grown to 234 followers while maintaining consistent growth. Through stories, posts, and fun, informative reels that keep our followers (and non-followers) engaged, Instagram has been a fantastic tool to connect with our growing community.

Follow us @theguilfordworks

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Excellence Through People

Telephone: 336-373-8041 E-mail: info@guilfordworks.org guilfordworks.org

301 S. Greene St., Suite 200 Greensboro, NC 27401

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