A searchable audio archive from the 2013-2016 legislative sessions of the North Carolina General Assembly.

searching for

Reliance on Information Posted The information presented on or through the website is made available solely for general information purposes. We do not warrant the accuracy, completeness or usefulness of this information. Any reliance you place on such information is strictly at your own risk. We disclaim all liability and responsibility arising from any reliance placed on such materials by you or any other visitor to the Website, or by anyone who may be informed of any of its contents. Please see our Terms of Use for more information.

Senate | July 15, 2015 | Committee Room | Workforce and Economic Development

Full MP3 Audio File

Okay we'll go ahead and start this meeting by recognizing our Sergeant at Arms Keiten Louis, Steve McGrag and [xx]. Thanks for working for us today but also like to recognize our pages Alex Bullof[sp?], Senator Clyric[sp?], Kendall Gallespy[sp?], Senator Smith and Rachel Woods here on behalf of Senator Newton. Thank you for helping us with the committee today. What we are going to do is we are going to have a presentation and I want to introduce to you Scott [xx] who is the industry vice President with Power Education Group along with the North Carolina chamber. Basically did around table study that they are going to present with us today on some of the state's work force and economic development needs and with that what we're going to do is we're going to let them present for the next 10 or 15 minutes and then we're going to take some questions and comments from the committee. So Scott if you want to go ahead and start your presentation Alright. We're good now. Very good, Well, once again my name is Scott Nico[sp?] I'm the Industry Vice President with a power education group, I lead our manufacturing practice which is really designed to understand how we can better serve manufacturing organizations in North Carolina and beyond. We're really excited about the opportunity today talking about some of the work that we have been doing with the North Carolina chamber in the last couple of years we're very excited to have Gary Salamido from the chamber joining us here today. Let's talk a little about some of the work that we've been doing to understand, what are some of the skills gap that manufacturers are facing in North Carolina, and then more importantly, what are we hearing from them as to how colleges and universities and training organizations should be reacting so we can really collaborate, work together to come up with a plan to help North Carolina continue to thrive. So today just a very brief agenda, I just want to a little bit about North Carolina Vision 2030 from the North Carolina Chamber. Really that's what led our two organizations to start working together, touch on very briefly the four nuts of the tables that we did host throughout the stake, see some of the results. So throughout this round tables, five big things started to emerge, and then I think most importantly, talk about the next steps, really what are we looking to do to help close the skills gap in North Carolina specifically for the manufacturing sector and then open up to any questions. So with that North Carolina developed recently there, North Carolina vision 2030. [xx] is a plan for accelerating job growth and securing North Carolina's future, it's a forward thinking initiative and driving plan provides focus, economic development strategies to create good jobs for North Carolina. And within that plan there were four pillars for a secure future. Education and talent supply, competitive business climate, entrepreneurship and innovation and an infrastructure and growth leadership. So there's a very natural alignment with what Apollo[sp?] education group in university of Phoenix are in trying to do to focus in and close the skills gap to what the North Carolina chamber is working to do around their pillar of education and talent suppl. So through our conversations we started to discuss how can we best understand what are the needs of manufacturers throughout the state of North Carolina. What we decided on was to host a series of round tables throughput the state. We did one in Greensboro, one in Warly and one in Charlotte, North Carolina, and when we did these round tables we brought together a diverse group of manufacturers, we have representation from small, medium, large companies. We also brought folks in from HR and talent group, from operations from supply people that were leading their plants and facilities, just make sure that we had a very diverse perspective and understanding of you're aware the common needs are coming from or what are some of the opportunities for organizations to help close the skills gap throughout the state, and then we looked at some job data as we were doing these. So we started looking at what are the job openings in North Carolina and within the job openings what were the skills and competencies that were most referenced through out there and we're going to use that as a baseline of our conversations for the round tables. So as we wrapped up the three round tables across the state, five critical areas were merged. We heard these things coming up over and over again at all the different round tables. One was both the need

for kind of trade in the hard skills in manufacturing so that people to work the machine, the welders, to operate the equipment but then also the soft skills, the leadership, communication, things of that nature. There was a very strong message that there was an increased need to focus on and mentoring within the manufacturing industry to help create career pathways and career growth for folks entering that industry and growing which led into there really need to be a lot more collaboration between manufacturers and the colleges and universities to really make sure that the schools are understanding of what the manufacturers need and the manufacturers are really communicating of the challenges that they are facing when working with schools as well as finding talent, the fourth thing that came up time and time again was perceptions or sometimes misperceptions around manufacturing careers that help draw people to the field and then finally just overwhelmingly heard there is a need to be an efficient way to share best practices so throughout the state we found pockets of excellence, organisations that were doing very innovative, creative things help pose their skills gaps identify the talent that they needed for their companies still continue to grow that talent within their organization. So what I'd like to do next is just kind of quickly touch on each of those five areas that came up so as we're going through and talking with the manufacturers as I mentioned the need for trade in soft skills came up quite a bit, and typically what we hear from manufacturing organisations is they have trouble finding welders, machinist, people to run the equipment's, to build the equipment's, to maintain the equipment's, however as we dung in a little bit to the conversations and actually looked at some of the data, you have all the job openings from the manufacturers that were posted at the time, 80% eight out of 10 of the top skills that the manufacturers were looking for, were the skills, so they are looking for force and situational awareness, critical thinking, problem solving, project management skills, effective coaching. And this was rely standing out of, what we heard a lot from the companies is that, as they find the talent to work on the production lines, to man the equipment's, to do the welding, as after two or three years when this folks are promoted to management often time through soft skills gap so getting somebody was the best line worker and getting them prepared for management to be future leader to lead there line, was a big opportunity, so for the manufacturers that are working effectively with groups bring hard talent and hard skills understanding what resources, what tools, what program should be developed to make sure that they are effectively developing this soft skills so that in two to three years they don't have a leadership problem when they start to take some of there lying folks bringing them into management, so that was one of the most big trends that did emerge, the second one was with coaching and mentoring, so this one really kind was the thread that wove around a lot of seminars and all the other, I'm sure round tables and all the other key areas with that if we want to improve the perception manufacturing careers, if we want people to be able to develop the soft skills, you want to effectively share best practice, you want to bring all these things together. A lot of it came back to coaching and mentoring, and what manufacturers were sharing is that often times in the organizations, because there is the skill got, because they're typically running pretty lean, they're bringing people in, putting them into their jobs and just kind of leaving them there. And so over and over again we heard that the managers the plans, the production facilities, needed to work on their coaching and mentoring skills to be able to build trust, to helping instill some of the soft skills such as creative thinking and problem solving. And as we work with organizations through out the state and through out the country, we hear this time and time again that as a machine breaks down or there is an issue with the line, they need to be able to have relationships internally with their leadership  to solve the problem, and then be able to develop those skills on their own to work autonomously. The third thing that really jumped out was the need for increased collaboration between manufacturing and higher education. And you see that there's a quote that says do schools understand manufacturing? And that was a direct quote from one of the folks at our Greensbrough round table. And I think sometimes, institutions we think we do, we may think that we we understand what's going on. But as we get really close to the business, that's as you really, truly get to what the needs are, and that's why as we were bringing together folks we wanted to make sure we weren't just bringing people from HR, we weren't just bringing people from learning, that we were bringing in individuals that were running the plants, that were in operations that really see and have an impact on their jobs day to day of the skills got.

And so, a couple of opportunities that came out of this was for one, manufacturers to clearly define the skills and competences needed for their workforce. I think it's pretty common that colleges and universities are very open and responsive to collaborating with manufacturers to try and develop specific curriculum whether it's influencing their degree programs, or their certification program or for developing this small short term  boot camp training solution. They want to work together, I think a big opportunity as we heard from manufacturers that if they can very clearly define for specific roles these are the skills and competences we need and ideally this is when we need them by. Tying into the second point was really to partner with colleges and universities to develop curriculum aligned specifically to those needs. So a lot of colleges and universities, and there's great examples throughout the State and throughout the country where they'll work with a one specific company and build a program designed for them to help meet a very specific need. There's other examples of colleges and universities building industry aligned certifications and degree programs. So whether it's looking at the National Association of Manufacturers, The Manufacturing Institute and their skills certification program, collaborating with a wide variety of manufacturers across the states of the country to build out programs that are dear toward a specific need whether it's an associate degree in applied science, for example there's a management degree with a concentration in the manufacturing sector that's been developed that focuses on supply chain and lean operations. There's a great opportunity for manufacturers and universities to work together to build out specific programs. However, the biggest opportunity that came up I really think falls on us and I say that colleges, universities is our ability to be agile and nimble and respond to how we can very quickly work with manufacturers to shorten the talent development lifecycle, because the fact of the matter is and we heard this in every single session was that companies can't wait four years for somebody to go through a degree program always. They need talent yesterday. So how can we find ways to shorten that town development lifecycle through our colleges and universities and various organization to get people prepared as soon as possible get them job ready, get them certified and get them into a position that leads to a long-term career with an organization. The forth one was perception versus reality. Unfortunately there are still a lot of negative perceptions of misconceptions around what it is like to work in a manufacturing organization. There is still that idea of the old steel mills the old factory where it's dangerous and just having been to many manufacturing facilities today and knowing a lot of the high tech manufactures that North Carolina has these facilities are very high tech, very clean, very safe, they're typically very well paying jobs with good benefits that provide long term career opportunities for individuals. A study I believe about two years ago from the manufacturing institute the National Association of Manufacturers. They collaborated with the [xx] and an overwhelming percentage of people in the United States agree that manufacturing is important to our country into our economy. However when asked would you want your children to work in that industry on the flip side. Very small percentage of people would encourage their folks to go into a career in manufacturing. So there's an opportunity for manufacturers and colleges and universities to start to understnd how can we shift some of those perception around the manufacturing industry, what a career manufacturing could be. Some of the ideas that were coming out and some of the successful organizations that really are during well and are tracking the talent that they need you're hosting field trips from highschools and even middle schools outside their facilities. Yeah, something we heard time and time again is that they need to start having the conversation very early on with students about what it is like to work in manufacturing, participating in regional and national events such as The Manufacturing Institute Dream of Do it Program, and then the manufacturing date events that are hosted all through out the state, in North Carolina where manufacturers and community colleges work together to really open up the doors to understand what manufacturing really looks like in the state. And then finally is a sharing of wealth. As I mentioned earlier there were pockets of excellence all through out the state where we found companies that had great programs in place, that were being innovative, being agile, working with schools, working with all kinds of partners to help fill their skills gaps. What came up in all

of the sessions was that the manufactures don't always hear about this, people are busy, they're running a lot of different directions they have offices and locations all through out the state, they are using strategies right now from, in organization like for human resources management, ATD or the association of talent development the working with our local chambers, but it seem there was a lot of disjoint with going on a lot of were missing out on learning about new and exciting initiative that they can help their organization cause there really wasn't a kind of systematic ways for people to share practices and understand what resources are out there. so that really leads us into the next steps and the called action and what will be working with, the North Carolina chamber as well as ideally universities from all over the state, training organization, non-profit groups that really help with placement of people into manufacturing careers was worth to create a central repository for tower and workforce development tools so that a manufacturer in Boon, Wilmington, anywhere in between can determine what resources available in their area, and that was one of the keys that the companies were really striving for is how do we find out what are all these tools out there so every time a situation or a need comes up, I don't have to go and scour and try and find different resources and different parts through different locations. Obviously there is a tremendous amount of resources from our community colleges, four year universities, professional training organizations, saginata[sp?] will be working with the chamber is how do we create kind of so to speak this war chest of bringing together all of these resources collaborating with all the different groups? And that kind of wraps up the presentation just open up for any questions or. Okay thank you Scott what we do now is we start taking some questions from the committee I'll kick this off I have one question, when you guys were doing your round tables with the employers when they were highlighting some of the issues they had with their workforce like with the soft skills, development things like that did they point to the specific age in the workforce environment? Is this a problem with younger employees? Is it an issue with older employees? Is it a cross the board? Did you get any idea on that? Excellent question. There were definitely some generational issues that did come up as they were talking around the workforce. However, I think a lot of the soft skills, issues that were coming up span really all the ages, all the generations, when it came down to that Idea of collaboration, critical thinking, project management, problem solving. Senator Tolman. Thank you Mr chairman. Thank you for this presentation. I have two, three questions. Do you work with community colleges in North Carolina? Yes. Which ones. I don't have a list I can't provide that for you. So, we've developed relationships with several community colleges through out the state. And are you currently in North Carolina based. We've locations in North Carolina. We've the university of Phoenix has a campus in Chortle the public registration group is Arizona based company. Arizona based basically and I know we have some students that are transfer from our community colleges to Arizona, may I ask another question Mr. Chairman. Do you not do the same thing that our communities colleges do? Tell me what you can do differently from what they're already doing as they're working with manufacturers and placing students in programs that are laid to those jobs and in other areas other than manufacturing. How do you differ from them? What do you do that our own community colleges can't do? Excellent question, I think that community colleges in North Carolina have a tremendous amount of resource and they do an excellent job working with manufacturers and really working with any industry. One of the things that we have been able to assist with and I think because of the scope and scale of the organisation, is that the company is based In North Carolina, but they have facilities in 20 other states or globally we do have resource we are able to assist with their if the community colleges were unable to. One more follow-up Mr. Chairman. I think this is of where they go I am, you have an alliance and a working relationship with our Chamber, and I notice we have some of those here today. I would hope and expect that our Chamber would be just as anxious to work with our community colleges and maybe they do, I don't know. I had never heard of Apollo until today and that's probably my fault, but I'm just trying to find out, we're trying to build these alliances to build

our manufacturing base and put people into those great jobs. I just want to make sure that this relationship doesn't get separate and apart from what we're doing already in the State. So I'm hoping this alliance will include the community colleges as a partner, rather than you in isolation working with the Chamber. You see where I? I know absolutely. A big part of our conversations from the very beginning was how do we collaborate? How do we bring together all the resources? Our startup[sp?] at roundtable was hosted at one of Central Piedmont Community College's campuses. Senator Woodard. Thank you, Mr. Chairman. I also have a few questions if I might, and mine is sort of tag on to Senator Tillman's some curious [xx] what extent our community college university system were involved in our round tables, major and hosting but were they part of the conversation, information gathering that kind of a thing which you gathered the information for this presentation to move it forward. Yeah. So the the round tables were really facilitated through a [xx] education group, The North Carolina Chamber and the Manufacturers, really honored to do the front end data connection then phase which I mentioned the called actions next step is based on what we heard to work with the state system, the community college system. Other organizations identify what are the resources that everyone has to address these problems and build that central repository. Follow Mr. Chairman, one of the partners, and I would agree with Senator Tillman that there is enough work in this for a lot of folks, so I hope we are going to build a very broad based program here. One of the groups that I saw lacking in your presentation is our public schools, our secondary schools, because a lot of the things that I think you are all talking about, focusing on like trade skills, soft skill. Even the perception, a lot of this things are critical for us to reach our young people before they are 18, 19, 20. I think it's important to start introducing these things, we used to have trade programs in school. I'm sure senator Tillman excelled at his sharp classes when he was in school, Not bad. But back then it was mostly chisel, hammer's, stone but, I think it's important for us to include, DPI and our other secondary schools in this conversation, because we can address a lot of those things, at that secondary level and I've always been a great support of us expanding, trade for lack of a better term. Trade training in the secondary levels, may be that's a comment more than a question. So, I was curious about the geographic spread of the round tables, I didn't see but about two and a half hour drive between your further sites [xx] so to what extent are you all going to be reaching out to the West and to the East and into the rural counties since I represent two rural counties how are we hearing from them, because I suspect that if we were to drill down and [xx] and Riley and Green Sparrow, we'll find the training is pretty good. I'm more concerned about it when we start getting out into the counties of 15, 000, 20, 000, 25, 000 people and in the far ends of the state where I suspect we need a lot of this training the most. Great point, and part of that does come from the work that the chamber is doing. I know that deliver the CEO and [xx] the CEO they travel extensively across the state and meet manufacturers to understand what's going on in their particular area and bring that back to the chamber and then we worked with that information to build up a plan. So, a lot of it really is coming from the meetings that the chamber's having with manufacturer organisations across the state. One final questions Mr. Chairman for me, I guess I'm always curious when I see studies, things like these, what are the deliverables, as the general assembly, what can we expect see from your work with the chamber, and with your other partners identified and will identify. What are we going to say, and what comes our way as policy when you all, as you're doing this work. Great point, and that's when we're talking with the chamber, one of the things that they wanted to really was not just any other study. There's a lot of studies out there that really don't have the action that delivers the delivable as for this project, really what we're looking to do with this code action is working with the chamber to find a way to create the centralized report. That includes the community colleges, the state universities. All the various resources throughout North Carolina that can assist with this problem, and once we are still on the development that if it's going to be a page hosted on the Chamber Side Independent site the organisation that develops that by really having this tool available so that manufacturers across any part of the state can easily access and understand what tools are available to them. Sir, ready? Yes, thank you, enjoy the presentation, I'm looking here at North Carolina Vision 2030,

whose vision is the vision 2030? Your's, someone else's, whose? That was a developer at the North Carolina chambers Okay, so if it's a plan for accelerating job growth and securing North Carolina future e. T. C, e. T. C someone had, we can be ready for 2030 unless we know what businesses and what manufacturing is going to be happening, that's how we scale our work force to the needs the requirement is set by where we're going to be and not anything else. Is anybody looking and saying what is the future of North Carolina I wonder where are we going to be in 2030 with regards to the kinds of manufacturing, the kinds of things we're trying to get to come here to work and so on is the skill requirement, skill requirement. If you have a pool of people with skills to manufacture automobiles and we end up being in the Go Kart business, it ain't going to be any good. Who's looking at that sort of a vision to find out where in the world we're going to be in 2030? That's to me fundamental to any workforce development plan. Excellent point in. I believe that's a really big part of the chain but I'll differ it over to Gary. I don't know if you want say something that's really kind of at the heart of what the chamber does is in his doing. Gary, if you'd like to come up and speak. Yeah. Absolutely. Thank you, Mr. Chair and members of the committee and thank you for the opportunity. A few weeks, months ago I was here talking about Mr. Salamido, if you just state you name. Oh, sure. I'm sorry. Gary Salamido[sp?]. I do government affairs work for the North Carolina Chamber of Commerce and also do a lot of work with our foundation which established vision 2030 and then the plan for the future. That was established about three or four years ago and our members did it our foundation as a nonprofit foundation that develops policy, our members said we need to have a vision for the future and vision 2030 through those four pillars says if we're here now and we want to be number one in the country for job attraction, economic growth, quality of life, under this four pillars here are the things we need to be looking at, here are the things we need to be aspiring to and particular to this it all came about about how we creating the best workforce to compete today and into tomorrow. As a manufacturing piece of that, one of the things that evolved out of that discussion is North Carolina often times gets a bad reputation as manufacturing is dead here, it's not by any stretch. We have a great workforce and North Carolina, things change over time, technology changes over time. Our goal here was to really understand as the affiliate of the National Association Manufacturers, what our members and non-members that are on the lines everyday, what are they facing? So the purpose of our work with the University of Phoenix is to go to those businesses and try to translate back and forth and I know number of you have been in education. One of the things business has not been good at is translating what our needs are. We can say yes we don't have the workers but we haven't been good at talking about what those are, we've kind of been talking past each other for a little bit. Step one is try to get what our members are saying and try translate it in a way that builds the collaboration in a partnership. To answer your question senator. We look at a couple of different things for 2030 we are going to add three million people here by year 2030 all the demographers say that is going to happen that's the equivalent a population South Carolina is coming to North what does that mean for our education, what does it mean for the jobs? Technology is changing rapidly what does mean not for only what the jobs are but how do we educate our young people and our workers in order to make sure that they compete for those jobs. We notice that there're two main areas that North Carolina compete particularly well with, and are neither urban nor they're rural we've rely good energy cost here which rely plays well to the manufacturing side were very competitive energy costs and we lead the country if not part of the world, in agribusiness. So, we have really two fundamental things that work really well, we have high tech jobs, you've heard of triangle, we have banking, we have banking, or again really good selling things that help us prepare and determine the jobs of the future, so to be directly we're looking at high tech, high skilled jobs and a variety industries whether they be urban or rural, financial services to high tech manufacturing, we're looking for areas of folks that rely on low cost energy in order to produce their product as the jaws of the future

and in 2030 and our workforce is very well prepared for today, but what we're not sure of is that they're prepared for tomorrow, and so we want to to get the business communities the actual manufacturers, what their needs are, and then come with everybody and say, okay what we got, lets take an inventory, and what we need and how we get there so I hope that I've answered the question follow up, partially. I think we deal very well with generalities and in smoking mirrors, but when it comes to specifics, we don't get really specific. Are we going to be in the UAV business in North Carolina in 2030? Because that drives the requirement for certain kind of skills. I understand it when you say we have a requirement for like we have this great energy potential. What does that translate into by way of job skill requirements that our education system and our community college system and our K through 12 folks can begin to focus on now? Those kinds of things I think have to be brought out. Is there anyone here from Commerce that might have some comments on where we're going in the future? Does anybody know? Well Chairman Rabin, I'd be happy to welcome Mr. Collins to speak, but if I can weigh in a little bit today's presentation is about this committee listening to what the business community has found out by talking to the business community so there is a lot of work that needs to be done but I just wanted to remind this committee of what is happening here today, Mr. Collins can I've read a lot of stuff that the NC Works commission has put out and they've done it with a lot of partners some of the same with the chambers. A lot of these partners have been at the  table and I think what's happening here is we got a lot of stuff and now it's time to start moving in a direction, to start doing some things and that's where we were headed today but for a time I've got few more people that would like to ask questions. So I might come back to you at the end but if I could address a few more senators and then we'll let some people talk from the audience. Senator Waddell Thank you Mr. Chair. I was concerned, when you said on page two that we didn't not have the workforce. And I believe in them [xx] And I was wondering hod you did thought of putting some of these programs as apprenticeship and internships into high schools now in short that are focusing in work. Apprenticeship programs. We're just apprenticeship programs where the students work very closely with them like the Siemens and some other motor sports programs so when we say that we don't have the workforce that is one avenue that we found to be very successful. Have you thought about that one first question. Yeah, I think a lot of organizations have thought about that and I know in our greens bar round table, apprenticeship came up excellent point there about extending apprenticeship programs down into the high school level, I will definitely make not of that and makes sure to share with the school. Great point  OK and you mentioned follow up about University of Phoenix and they do have a headquarters in Charlotte. One of the things that I have found, they do excellent programs some of them, but the cost factor is theirs tends to be very expensive, so, who picks up this cost. I think the cost for a need to reprogram at any institution is going to come from a variety of factors and is always going to be dependent on each student. So, the students have to pay for it themselves, Its sometimes students are paying for, sometimes companies are paying for their tuition assistance programs there's a lot of avenues that students in any school can take. Okay, when you said today's challenge is on page nine, about students cannot connect what they've learnt with the training what number statistics available for us to look at, when we look at the division concerning the careers and the students just voices that are there, the workers that are needed now verses what we have.  Sure, and I guess kind of speaking to the perceptions of the manufacturing industry and the career or how students can connect with their learning and schools today to have a may apply it. Yes I'm available, many of them will complete courses and then there are no jobs. The numbers of jobs that will be available for them that exist today.

Sure. I don't have any information on that today, but I will say there's definitely a lot of [xx] that show in North Carolina there are thousands and thousands thousands and thousands of jobs are going unfilled everyday, they've been open for several months because organizations simply can't find the people with the right skills to step into those roles Sir Alexander. I have got a question for Gerry. Gerry in your perfect world what can a North Carolina legislature do to help situation we've got. I think you're doing it right here, you're gathering a lot of data and saying there's there's a lot of folks that are involved in this process, what we need to do is get all those perspectives, all that data and put it together and see what the commonalities are. I think I think what we can ask for from the Legislature is to help us limit duplication and help us all do what we do best and rely on each other to do what we do best, whether it's for institutions or Community College, the local Chambers of commerce that are part of our federation, the business community, what you're good at and make sure we all have an understanding of that, and we do for the mos part and relying on each other to do what we're good at, coordinate the effort and make sure there is a combination, so I think you guys could lay out the combination. Who should spearhead this effort. They mention lots of different entities where the community college are new and legislature and industries whatever out there, there got to be somebody at the top to work it and keep it going. Who should do that? From my State Governor perspective? From the North Carolina perspective. From what we said, we think that we have a responsibility in the business community, to be clear and to communicate what the needs are of the folks that are hiring North Carolinians. So when we ask our self who's in charge of North Carolina's future, we think it's our citizens who are working, and we think that whether that's a small business, a sole proprietorship or a large businesses is that we have to take responsibility for North Carolina's future and be clear about what it takes to succeed and to win. So we think we're part of that solution along with the elected officials but we think we have to be clear and lead that position. Gary answer this question for me, I'm sure you talk with other state chamber leaders, economic developers across the nation, a large cross section of people that are discussing the same policy issues in other state. Where does the workforce development rank in terms of our ability to attract and recruit industry to the state and how important is it? Are there any examples that you can give us to look towards as we continue forward on this? We hear consistently through our manufacturers council and through our Members that workforce is number one. When a company is looking here, one of the first boxes that they check and I would defer to our experts in commerce and NC works our workforce is essential. If you don't have the workforce or mechanism to get the workforce in a position to deliver the jobs that the company is looking for, lot else doesn't matter. So North Carolina has a strong history and strong tradition of having a really good workforce, so workforce is at the top of the list of our companies. When you look at other states and perhaps things they may be doing better, I think they do a little bit better at making it easy, easier to identify the workforce. We just had a visit from our college in South Carolina and which we know gets a lot of press and they have a program that actually rest inside their community college system, where when a company comes in and says here's my company, here's what I make, here's what my needs are, and immediately goes to this entity within the community college system that says okay, these three community colleges are best at doing that and so we should, maybe we could look at extreme lining and efficiency and alignment, NC worked as a great job at that too, so I think probably we can do that, we're making great progresses there, in my presentation last time we talked about how we're working the NC works force how we have a certified work ready communities program that we're working with our local community college and NC works with it, actually this came out of the organization, so I think we're doing some good things, it's about alignment and it's about clarity. Senator  Smith, Thank you Mr. Chairman. I just have a question about time-frame, on the study that all of us that you have done, are you basically have completed that and you're now at the position of wanting to create this central repository and what do you think the time-frame will be for that can be accomplished?. You asked some points, yes we've completed the round tables, we've compiled information so now it is really working with the

chamber to understand how do we best identify the right way to do this?, Gerry's point about what they're doing in South Carolina is finding a tool like that if just hosting something simple on the chamber's page as a map where manufacturer can click on a County and it pops up the resources, I don't if we've identified the specific time on as to what it would take just because it there is a lot of technology that would go behind it. We're in the implementation phase now of identifying all the resources and building out that portal. Okay are there any more questions from the committee?  Just a comment. Senator Woodard. Thank you Mr. Chairman, Seems to me I think a lot of that stuff is in place now, I get your point about, I know both this local elect official and as a former Community College Administrator, we have a lot of that in place now where when a manufacturer or any company wants to relocate to North Carolina, they can make that call to the Community College System and those resources are easily identified cause I've been part of groups where we were we've done that, so I just want to make sure we know that we're not lacking in that now, we've got it. OK, thank you. Well, that wraps up the committee meeting for today. I think as legislators and policy makers, it is important to listen to the business community and the advice that they bring to us, as well as our other institutions, and with that we're adjourned.