Agenda Packets - 1995/12/04 - Laserfiche WebLink

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Summer Youth Employment Summer youth opportunities were most frequently found in retailing and especially fast food locations. There were however 3-400 responses indicating possible interest in TCPU, manufacturing, construction, and FIRE companies. During CRP's efforts as a part of Phase II, to follow-up on,these leads did not pan out. A number did however, suggesting that"Non Traditional"summer youth site development may merit attention,particularly as a means of introducing kids to areas of work, and in response to federal funds cut backs in traditional summer youth funding. Suggest that cooperative a effort be organized around the concept of generating "non traditional" summer youth work experiences. This effort could combine existing organizations like police, park and recreation, youth agencies, chambers of commerce, schools and others. Working Group Question and Comments Should summer youth employment be a high, medium, or low priority for the Commission? • The majority felt it should be a high priority. • Youth are the work force of the future. We need a quality trained work force to stay competitive in the global economy. • Summer youth jobs are a public good. Great way to stimulate interest in varying jobs and careers. Could abate youth crime levels as well. • Shortage of workers in some firms could be aided by youth workers. Labor Supply and Demand While sales, technical and skilled as well as clerical were sought after by the largest number of firms, it is also clear that demand was relatively high for unskilled workers, service workers and scientists and engineers among those firms which already employed people in such positions. The supply and demand functions of the local economy are currently being met by market forces. It may be in the public interest though to stimulate the supply end of the equation using local colleges, secondary institutions and other techniques to encourage youth and others to explore occupations currently in short supply. This approach however is fraught with pitfalls and risks if it were to be based upon a set of hiring demand data that is already old and perhaps represents already filled jobs. It may make sense to re-evaluate the survey questions to focus more on employers long-term employment projections say in five years from now. The survey should quantify not just that firms may be hiring, but also a projection of quantity over time. This may be easier to ask than it will be for companies to answer. The 15 percent of all the firms that qualified as part of the high growth category represented approximately half of projected firms anticipating hiring. The intention to hire was one of the more heavily weighted elements that formed the growth index and so this should not be surprising. It does suggest, however, that while hiring plans may be broad it is likely that the majority of demand probably comes from within a smaller subset of the entire population. • 3