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A
I
want
to
welcome
everyone
to
the
second
meeting
of
the
interim
joint
committee
on
economic
development,
workforce
investment
for
the
2021
interim
co-chair
schroeder,
and
I
would
like
to
welcome
all
members
and
guests.
We
appreciate
the
patience
of
the
committee
members
as
we
went
through
the
process
of
rescheduling.
This
meeting
meeting
was
originally
scheduled
for
last
thursday,
but
was
postponed
in
order
to
honor
representative
bam
kearney.
We
also
thank
you.
I
want
to
thank
all
of
our
presenters
who
rearranged
schedules
in
order
to
be
here
today,
I'm
going
to
ask
sasha
to
call
the
role.
A
C
B
A
President
in
the
room
for
those
of
you
participating
remotely,
our
committee
staff
is
monitoring
the
chat
function
in
the
zoom
room.
If
you
have
any
questions
or
want
to
make
a
comment,
please
indicate
in
the
chat
box.
If
you
would
like
to
ask
a
question
or
make
a
comment,
you
can
also
let
staff
know
that
you
are
present
in
the
chat
box.
A
If
we
didn't
get
you
during
the
roll
call,
if
you're
participating
remotely
please
keep
your
microphone
muted
unless
you
are
speaking,
would
also
like
to
note
that
meeting
materials
are
available
on
the
lrc
website.
A
link
was
previously
provided
to
all
members,
so
we're
going
to
jump
right
into
business
today.
A
One
more
item
that
I
missed
item
number
two:
I
need
a
motion
somewhere
through
the
minutes.
Second,
we
have
a
motion
and
a
second
all
those
in
favor
I
impose
no
minutes
are
passed.
A
H
So
we
want
to
thank
you
for
giving
us
the
opportunity
again
this
year
to
address
the
this
committee
and
and
speak
to
you
about
the
importance
and
power
of
manufacturing
in
the
state
of
kentucky.
H
So
the
first
slide
is
some
information
at
a
glance
about
manufacturing.
Here
we
account
for
a
little
less
than
18
of
the
total
output
in
the
state
employing
13.29
percent
of
the
workforce,
total
output's,
just
under
40
billion
dollars,
there's
an
estimated
4,
500
or
so
manufacturing.
Companies
that
operate
within
the
commonwealth,
we're
just
shy
of
245
000
workers.
Here,
we've
exported
this
past
year,
24.4
billion,
which
is
obviously
down
from
previous
years
due
to
covid
and
10.27
billion
in
exports,
was
with
our
free
trade
agreement
partners.
H
We
have
learned
a
few
things
and
a
lot
of
things
are
new
that
we're
all
facing
our
mission,
as
a
trade
association
representing
the
manufacturing
industry
really
is
to
advocate,
for
our
members
provide
education
and
training
opportunities,
networking
opportunities
and
member
benefits
we
represent
over
400
companies
in
in
the
state
of
kentucky.
H
We
currently
have
three
industry
focused
pillars,
so
three
of
the
largest
sectors
in
the
state
within
manufacturing,
the
largest
being
automotive
second
largest,
would
be
food
and
beverage.
We
have
chemical
industry
council
as
well
as
the
aerospace
sector,
so
some
of
our
initiatives
that
cam
has
been
undergoing
this
in
the
past
years.
We
do
a
wage
and
benefit
survey
annually
to
get
a
really
good
pulse
on
what
pay
rates
are
and
what
total
compensation
rates
are
within
our
industry.
H
H
You
know
the
ability
to
aspire
to
acquire,
telling
somebody
what
fifty
thousand
dollars
a
year
is
may
not
mean
something
to
them,
but
if
we
can
talk
to
them
about
things
that
they're
interested
in
and
acquiring
in
life,
sometimes
that
has
a
better
resonating
effect.
We
do
business
development
and
continuing
in
education.
H
We
have
a
lot
of
strategic
partnerships.
Some
of
those
are
kentucky
kentucky
community
and
technical
college
system,
the
world
trade
center
kentucky
and
advantage
kentucky
alliance.
We
build
partnerships
within
communities
and
provide
localized
programming.
Some
of
those
programs
have
been
done
in
conjunction
with
bowling
green
ron's
here
to
speak
with
you
later
today.
H
One
of
our
series
earlier
this
year
was
manufacturing
4-1-1,
in
which
we
went
to
eight
different
regions
of
the
state
and
talked
about
the
state
of
manufacturing
and
and
the
pressures
that
are
come
to
bear
upon
our
industry.
Now
we're
in
second
quarter.
We
are
working
on
a
series
of
events
called
land
forums
linking
agriculture
for
networking
development
with
the
department
of
agriculture
and
really
showcasing
the
softer
side
of
manufacturing.
You
know
food
production,
chemicals
and
things
of
that
nature.
H
We
work,
as
I
mentioned,
with
kctcs
on
a
number
of
initiatives
to
connect
technical
students
with
manufacturers
throughout
the
state,
and
we
are
partnering
with
another
great
organization
in
kentucky
the
associated
general
contractors
of
kentucky
to
bring
the
be
pro
be
proud
mobile
workshop
here
to
our
state
on
that
will
be
here
later
this
year.
More
information
to
come
so
I'd
like
to
talk
to
you
a
little
bit
about
supply
chain.
That's
that's
really.
The
number
two
issue
that
our
manufacturers
have
been
facing.
H
H
So
of
those
issues
that
the
main
challenge
within
the
supply
chain
is
transportation
issues
and
that's
fairly
broad,
you
hear
a
lot
about
the
fact
that
there's
a
shortage
of
truck
drivers,
a
good
example
of
that
was
the
gas
shortage.
Where
north
carolina
almost
ran
out
of
gas.
We
didn't
not
have
gas,
we
had
a
hijacked
pipeline
which
first
of
all,
most
of
us
probably
didn't
think
was
possible.
But
then
we
didn't
have
drivers
for
the
trucks
to
get
the
fuel
to
north
carolina.
So
there
was
a
double
break
in
that
supply
chain.
H
That's
a
workforce
challenge!
We
had
gas
price
issues
getting
those
that
equipment
to
and
from
we've
got
equipment,
shortages
lead
times
getting
products
here
and
then
failing
domestic
infrastructure
to
name
a
few
another
one
that
we've
heard
a
lot
about
here
in
kentucky
is
the
chip
crisis.
So
we
have
four
trucks
parked
all
over
the
commonwealth
and
we're
not
alone
there.
H
There
are,
as
as
a
standard
practice
most
automobile
dealers
keep
about
a
90-day
inventory
on
their
new
car
lots
we're
down
for
most
manufacturing
companies
down
to
about
19
19
days,
so,
if
you've
driven
by
a
new
car
lot,
what
do
you
see
a
lot
of
used
cars,
and
even
those
are
you
know,
high
value
right
now?
H
It's
because
we
don't
have
the
we
don't
have
the
pieces
and
parts
that
we
need
to
complete
the
production
of
those
so
interesting
piece
or
if
you
go
back
for
a
second
interesting
piece
on
that
particular
slide.
Is
we
were
market
was
worth
about
430
billion
and
they
were
projecting
a
seven
percent
increase
and
demand
grew
20
to
25.
H
So
we
were
projected
to
be
at
580
billion
dollars
in
that
market
between
23
and
24
and
we're
there
now
and
a
lot
of
that
has
to
do
with
the
fact
that
the
pandemic
pretty
much
forced
everybody
to
work
from
home,
so
we're
all
using
computerized
technology.
That
includes
chips
they're
in
your
phones,
they're
in
just
about
everything
anymore,
and
so
there's
a
significant
pressure
on
there.
H
So
I
mentioned
earlier:
lots
of
oems
are
dealing
with
this
ford's
currently
got
about
110
000
trucks,
sitting
waiting
for
semiconductor
chips,
cherokees
got
just
under
100
000
from
jeep,
and
you
can
see
ford
escape
edge,
jeep
compass,
explorer
malibu.
Those
are
just
some,
so
another
thing
that's
been
talked
quite
a
bit
about
for
the
last
couple
years
is
reshoring
or
onshoring,
and
so
there's
there's
been
a
significant
amount
of
that
talk
in
that
movement.
But
one
of
the
problems
that
has
arisen
is
once
you
get
here.
H
You
have
to
have
people
to
do
the
jobs
and
that's
where
we're
falling
short.
I've
talked
to
many
companies
who
have
brought
operations
back
from
the
china
and
places
afar,
and
they
looked
to
be
in
kentucky
and
they
couldn't
do
it
so
they've
moved
to
mexico
and
that's
problematic,
because
we've
got
companies.
H
This
is
the
time
that
we
have,
more
than
any
other
in
the
last
several
decades,
to
get
companies
to
set
up
shop
and
grow
here
and
employ
our
folks,
but
we
don't
have
folks
to
employ
so
we'll
talk
a
little
bit
about
electric
vehicle
market
too.
In
the
past,
there's
been
a
number
of
things
that
were
sort
of
hampering
that
particular
growth
product
maturity,
limited
charging
infrastructure
range
anxiety.
H
You
know,
will
my
car
get
me
to
where
I
need
to
go
currently
we're
dealing
with
battery
technology
that
is
vastly
improved
the
market's
validated
somewhat
in
the
tesla
effect.
Most
people
know
what
a
tesla
is
now
and
new.
Oems
and
players
are
entering
the
market,
so
you've
seen
you
know
gm
and
ford
in
particular
showcasing
new
vehicles.
H
The
future
really
is
the
cost
competitiveness
of
that
you
know.
When
tesla
first
came
out,
they
were
70
000
minimum
going
up
to
well
over
120,
but
now
we've
got
ford
talking
about
offering
f-150s
in
the
40
000
range,
so
that
makes
it
much
more
achievable
for
the
average
consumer,
so
just
to
kind
of
wrap
up
that
particular
piece
and
I'd
like
to
thank
dye
central,
which
is
one
of
our
our
members
for
helping
prepare
some
of
the
supply
chain.
Data
for
us
we've
got
to
have.
H
D
So
I
would
ask
first
of
all
all
of
you
know
a
business
or
multiple
businesses
that
have
help
wanted
signs
in
the
window.
I
don't
think
we
go
into
any
business
where
you
don't
see
that
we've
seen
businesses
closed
because
they
didn't
have
workers,
especially
maybe
in
the
hospitality
industry,
and
there
are
a
lot
of
small
manufacturers
that
are
having
similar
issues.
Unfortunately,
what
I'm?
D
What
I
want
to
show
you
first,
is
you
know
if
you
look
at
the
different
years,
I
mean
the
months
april
of
2020
when
covet
hit,
you
saw
88,
000
claims
come
to
the
table
and
then
in
november
of
course,
that
dropped
down
to
6
600
and
then
now
you
know,
may
we
had
2
100.,
so
we
still
are
seeing
unemployment
claims.
There
are
still
companies
that
are
taking
breaks
so
to
speak
from
operations
because
of
the
issues
that
lee
talked
about.
D
Some
of
the
things
that's
very
interesting
for
you
to
also
understand
is,
I
just
put
pick
two
counties.
This
is
marion
county
and
mcgothan
county.
So
if
you
look
at
it
in
the
very
beginning,
in
april,
you
know
marion
county,
for
example,
had
about
a
29
unemployment
rate.
Mclaughlin
county
had
28
percent,
and
what's
interesting
is
if,
if
you
go
on
to
the
next
date
that
I
talked
about
which
was
in
november
of
last
year,
it
fell
from
4
and
13..
D
D
every
single
one
of
these
will
show
you
that
there's
less
people
in
the
workforce
and
when
I
say
less
significantly,
less
people
looking
for
jobs
and
in
the
workforce
than
in
2018
and
historically
we've
kept
continued
to
drop
off
workforce
participation
rate.
But
if
you
really
look
at
the
the
linear
graph,
you
will
see
the
line
go
up
to
increase
and
then
drastically
drop
down.
So
that's
something
to
really
consider
when
we
think
about
our
employers
and
what
issues
we're
having
there's
a
website
on
covetedmoneytracker.com.org.
D
A
lot
of
people
have
elected
to
take
family
medical
leave
act
at
this
point
to
some
degree,
there's
a
mental
health
crisis
from
kovid
that
is
being
noted
by
employers.
Just
yesterday
I
was
on
a
call
with
a
division
of
rehabilitation
services
out
of
university
of
kentucky,
and
they
were
talking
about
the
retain
grant
and
they
are
actually
working
with
individuals
to
get
back
into
the
workforce
from
mental
health
crisis.
D
The
gig
economy
is
stronger
now,
but
it's
not
as
strong
as
what
it
was
as
well,
and
these
were
just
you
know.
I
went
on
and
did
a
simple
google
to
look
at
all
of
the
all
of
the
different
incentives
and
pots
of
money
out
there.
That
would
help
individuals,
who
are
you
know,
staying
home
from
covid,
aren't
able
to
work,
etc.
There's
many
many
pots
of
funding
out
there
workforce
challenges.
You
know.
Why
are
we
not
getting
people
back
into
the
work?
D
It's
a
lot
of
there's
a
lot
of
perception
out
there,
because,
if
you
go
to
an
indeed
or
a
monster
or
any
of
those
types
of
job
boards-
and
you
just
do
a
quick
search
for
what
the
jobs
are,
you're
going
to
find
a
lot
of
jobs
that
are
very
entry
level
entry,
wage,
mcdonald's
gas
stations.
So
the
perception
may
be
that
melissa
that
logs
on
to
indeed,
I
may
or
may
not
think
that
I
want
that
kind
of
job.
D
You
know
a
lot
of
people
elected
to
go
back
to
school
on
some
type
of
online
online
learning
platform
and
then
there's
the
whole
issue
of
child
care
and
there's
several
things
that
I'd
even
put
on
here
like
transportation,
for
example.
But
you
know
quality
child
care,
child
care
during
second
or
third
shift.
Those
are
some
of
the
issues
that
we
hear.
Employers
talk
about
daily,
there's
also
the
thought.
D
This
would
be
a
single
parent
age,
two
having
two
children
ages,
three
and
six
right
now,
just
to
have
zero
left
at
the
end
of
the
month.
You
would
need
to
make
twenty
four
dollars
an
hour
and
that's
without
any
state
assistance.
I
would
need
to
make
twenty
four
dollars
an
hour
to
have
zero
left
over
at
the
end
of
the
month.
D
If
I
lived
in
jefferson
county
with
two
children,
so
there
are
some
things
like
that
that
you
really
need
to
take
into
account
employers
and
we're
trying
to
have
those
conversations
with
employers
to
understand,
as
well
from
a
sustainability
issue.
Another
conversation
that
we
normally
have
with
employers,
employers
come
to
us
and
I'll
just
be
very
candid
about
it.
They'll
say
well,
there's
a
lot
of
people
who
wants
to
sit
home
and
receive
benefits
and
not
work.
D
What's
interesting,
again
is
from
a
sustainability
standpoint.
When
you
look
at
the
progression
of
individuals
earning
dollars
from
a
job
for
every
red
dot,
you
see,
they
will
lose
a
benefit
so
think
about
it.
This
way.
So,
if
I'm
making
eighteen
thousand
dollars
a
year,
I've
already
lost
three
benefits.
D
If
I
make
thirty
six
thousand
dollars
a
year,
I've
already
lost
three
benefits
and
remember:
I
need
to
make
it
twenty
four
dollars
to
break
break.
Even
so,
what
that
means
in
jefferson
county,
for
example,
is
that
we're
at
about
49
000
that
I
have
to
make
to
be
able
to
break
even
and
then
I
wouldn't
you
know,
it'd,
be
clear
sailing
from
that
point
forward,
and
so
you
know
when
you
take
the
entire
all
the
variables
into
effect.
The
transportation
challenges
that
some
of
us
have,
especially
in
rural
counties.
D
You
look
at
our
aging
population
quality
child
care,
our
kindergarten
readiness.
You
know
we
have
about
60
percent
of
our
kids,
at
least
in
most
counties
that
are
not
ready
for
kindergarten
when
they
go
into
kindergarten,
which
means
that
they
may
be
behind
as
they
go
throughout
school
for
k-12
and
then
covid
came
along
everything
kind
of
changed.
The
scenario
of
work
at
home
kind
of
changed,
and
then
you
know
thinking
about
higher
education
as
well,
then
there's
all
the
dollars
that
individuals
are
getting
in
their
pockets
that
they
didn't
get
before.
D
So
all
of
that
pretty
basically
makes
it
a
very
different
scenario
for
me
for
the
workforce
today
you
know
I
I
did
a
little
research
on
employer
incentives.
We
have
employers
that
are
offering
major
bonuses
to
come
to
work
to
stay
at
work.
If
they
do
lay
them
off,
then
they
offer
them
a
bonus
to
come
back
and
stay
for
another
90
days.
D
There's
the
flexibility
of
working
from
home.
If
that's
possible,
we've
had
we
have
a
lot
of
employers
that
have
done
a
wage
analysis
from
their
wage
and
benefit
analysis
to
see
what
kind
of
wages
they
should
be
paying
versus
what
everyone
around
them
is
paying,
so
they've
increased
their
wage
packages,
the
instant
pay
par.
I
can't
even
imagine
this,
but
I
go
to
work
in
one
day
and
I
get
paid
for
that
day
and
if
I
show
up
the
second
day
I
get
paid
for
that
day
too.
D
So
the
instant
pay
option
is
also
out
there
and
floating
around
there's
employers
that
are
offering
vacation
extra
vacation
days.
If
you
stay
so
there's
a
lot
of
different
incentives.
D
You
know
the
technology
piece
is
here
and
it's
not
going
to
go
away,
but
there's
a
lot
of
different
incentives
here
that
you
have
to
think
about,
and
so
what
it
really
comes
down
to
are.
Employers
have
to
be
really
innovative.
They
have
to
be
very
creative,
they
have
to
be
very
inspiring.
They
have
to
change
the
culture
that
people
are
working
in
so
that
they
they
feel
like
it's
inclusive
as
well,
as
you
know,
a
place
that
they
want
to
be
for
a
while
and
also
remember,
you
know
our
career
changers.
D
H
So
we'll
talk
a
little
bit
now
about
our
public
policy
priorities.
We
support
policies
allowing
for
advanced
recycling.
It's
the
process
in
which
manufacturers
convert
post-use
plastics
into
valuable
fuels,
petroleum
products
and
chemical
feedstock
re-examining
the
state's
current
gasoline
tax
to
help
fund
critical
infrastructure
needs,
modernizing
kentucky's
tax
structure
without
placing
additional
undue
burdens
on
job
creators
as
well
as
policies
promoting
workplace
safety,
employee
engagement
and
second
chances
for
those
re-entering
the
workforce
to
kind
of
wrap
up.
H
The
three
biggest
things
that
manufacturers
are
facing
these
days
are
workforce
supply
chain
and
the
regulatory
environment
in
which
we
operate.
Obviously,
there
were
some
unusual
pressures
over
the
last
18
months
from
a
regulatory
perspective
manufacturers
we
adapt
that's
what
we
do.
We
follow
rules,
that's
what
we
do
the
workforce
challenge.
We
are
trying
to
engineer
our
way
through
this
as
much
as
we
can,
but
you
can
only
do
so
much
and
you
know
back
in
the
80s.
There
was
all
this
talk
about
the
robots
taking
our
jobs.
H
That's
not
really
the
case.
The
robots
are
doing
the
jobs
that
we
can't
find
people
to
do
you
know,
and
you
can
only
automate
so
much,
and
so
that
brings
us
to
the
second
really
critical
break
in
the
supply
chain,
which
is
we
can
make
things.
Let
me
back
up
even
further
how
many
people
on
this
panel
bought
something
this
week.
H
Okay,
thank
you.
We
make
those
how
many
people
ate
this
week.
Thank
you.
We
processed
your
food
too.
Every
time
you
buy
something
something
has
to
get
made.
A
box
has
to
get
created
to
ship
it
in
a
truck
has
to
be
built
to
drive
it.
A
driver
has
to
get
in
the
vehicle
and
drill
it
to
deliver
it
to
wherever
it
is
that's
being
delivered.
H
We
cannot
automate
the
driver
process.
You
know,
there's
all
this
talk
about.
You
know
automated
cars
and
and
full
autonomy,
but
we're
a
long
way
off
from
fully
autonomous
18-wheel
traffic,
and
you
can't
deliver
everything
on
a
train.
You
still
have
to
get
it
to
a
store.
You
still
have
to
get
it
to
your
door.
H
H
You
know
the
extra
payments
per
week
is
not
the
singular
thing
that
has
put
everybody
over
the
edge
it
has
on
some
cases,
but
not
all
cases
how
long
the
duration
of
which
somebody
can
be
on
unemployment
or
how
much
we're
paying
for
unemployment.
That's
significant.
The
access
and
cost
and
and
ease
of
ability
to
get
extra
training
and
skills
is
another
challenge.
H
So
it's
a
wide
variety
of
these
things,
but
we
have
to
tackle
them
all
ron's,
going
to
give
you
a
presentation
that
really
delves
into
this,
which
is,
is
wonderful,
but
we
wanted
to
share
with
you
that
you
know
as
manufacturers,
most
people,
think
of
assembly
and
stamping.
You
know
it's
sort
of
that
automated
process
and
there's
a
lot
of
banging
and
but
your
food
comes
from
us.
You
know
your
power
comes
from
us.
H
If,
if
you
keep
ordering
at
the
rate
that
you're
ordering
we're
already
at
pre-pandemic
production
levels
but
we're
at
sixty
percent
of
our
pre-pandemic
employee
participation
levels,
so
we
have
figured
out
a
way
to
make
the
stuff
as
fast
as
you
all
are
ordering
it,
which
is
great.
There's
going
to
be
a
point
where
we
can't
do
that
anymore.
H
We've
got
to
have
people
in
these
jobs
and,
as
the
economy
continues
to
grow,
we
continue
to
order
more
things
eat
out
more
often
use
more
power
that
all
requires
more
people.
So
you
can
see
how
this
is
growing
at
a
rate
that
that
delta
is
growing
and
it's
not
in
a
good
way.
So
we've
got
to
figure
this
out.
H
We
have
great
people
like
yourselves
that
are
doing
a
wonderful
civic
duty
to
help
in
that,
and
we
we
trust
that
you'll
be
able
to
work
with
us
to
try
to
find
solutions
to
this
because
we
make
the
food
taco
bell
sells
it
we
make.
You
know
the
cars
dealerships
sell
it.
We
help
make
hotel
parts
that
make
a
hotel.
People
can
stay
the
night
in
a
nice,
hilton
or
hyatt.
We've
got
to
make
sure
that
we
have
all
these
things
in
continuation.
A
F
Thank
you,
mr
chairman,
and
I
this
was
a
very
interesting
presentation
in
many
ways,
because
I
think
it
it
does
hit
upon
some
of
the
issues
that
we
face.
You
know
in
a
modern
american
economy,
particularly
you
know,
with
the
supply
chain
being
dependent
on
foreign
countries.
I
mean,
I
think,
it's
a
fair
statement
to
probably
at
least
up
until
the
early
90s
when
we
started
signing
all
these
trade
deals,
which
was
a
relatively
bipartisan
agreement
to
outsource
certain
industries
in
the
united
states
of
america
to
foreign
countries.
F
We
were
relatively
authentic
and
self-sufficient
as
far
as
our
manufacturing
capabilities
in
the
united
states
of
america,
and
you
know,
I
think
that
that
show
it
was
shown
twice
in
the
last
century
when
we
were
the
arsenal
of
democracy
in
both
world
war,
one
and
world
war
ii,
especially
with
the
increased
dependence
on
you,
know,
foreign
markets,
which
are
somewhat
adversarial
for
microchips,
and
everything
like
that.
F
It
really
does
call
into
account,
in
my
opinion,
national
security
concerns
about
whether
or
not
if
we
did
get
into
a
relatively
large
adversary,
whether
we
would
be
able
to
meet
our
demands.
So
I
guess
this
leads
me
kind
of
into
my
question.
You
said
that
some
microchip
manufacturers
about
re-shoring
have
looked
at
places
in
the
united
states
and
even
in
kentucky
in
particular,
and
we've
not
been
able
to
meet
their
needs
and
they've
gone
to
mexico.
F
Given
that
you
know
for
all
our
educational
systems
problems,
we
still,
I
think,
have
a
education
system-
that's
probably
worlds
better
than
that
down
in
some
of
these
second
and
third
world
countries
where
these
things
are
being
produced.
So
why
is
that
that
these
these
items
can't
be
produced
in
the
united
states
of
america?.
H
I
know
that
there
are
some
chip
manufacturers
in
the
u.s,
but
the
vast
majority
of
them
are
in
asian
countries.
That's
just
where
they've
settled
it's
just
like
china
has
a
disproportionate
amount
of
our
ppe
production.
You
know,
and
we
we
obviously
experienced
that
that's
very
low
tech.
There's.
H
No
reason
why
you
know
our
safety
masks
only
have
to
be
made
in
china,
and
so
that
was
something
that
we
brought
back
and
we
did
it
fairly
quickly
and
when
the
pandemic
first
hit,
the
national
association
of
manufacturers
did
a
lot
of
legwork
with
the
states
to
find
manufacturers
who
had
the
ability
to
make
certain
things
and
we
sort
of
cobbled
that
together
and
that
will
continue
and
you're
starting
to
see
where,
from
your
perspective,
and
actually
your
points
fairly
on
topic,
the
the
national
security
perspective
of
certain
things,
like
chips
and
and
medical
devices
medicines,
certain
alloy
production
is
starting
to
come
back
here.
H
F
If
I
could
be
prevented
a
brief
follow-up,
is
that
due
to
perhaps
you
know
too
comfortable
a
benefit
system
or
what
or
just
the
wages
or
a
combination
of
both,
because
you
know,
I
can
think
that
you
know
my
my
great
uncle.
I
mean
support
a
family
working
in
a
shoe
factory
and
had
insurance
and
benefits.
C
F
You
know-
and
you
know
that
was
something
that
was
very
common
in
the
united
states
of
america-
that
somebody
could
work
in
a
factory
and
a
job
and
have
a
good
middle
living,
and
nowadays
it
just
seems
like
it's
a
race
to
the
top
for
profits
at
the
top.
While
the
you
know
the
the
wages
at
the
bottom
are
not
quite
you
know,
we
we
started
to
see
some
worker
at
wages
increased
during
the
past
administration.
F
H
H
Our
wage
and
benefit
one
of
the
one
of
the
values
of
it
is,
it
tells
us
sort
of
where
the
pulse
is,
and
the
average
wage
in
manufacturing
as
melissa
was
talking
about
in
jefferson
county.
The
average
wage
in
manufacturing,
generally
speaking,
is
right
at
that
line,
where
you
can
leave
government
assistance
and
begin
wealth
creation.
So
it's
to
your
point
about
you
know
entering
that
middle
class
and
moving
up.
You
know
whatever
that
looks
like
to
that
individual,
but
we
can't
push
people
to
make
that
decision.
They
we
can
lead
them
there.
H
We
can
show
them.
Here's
the
ceiling
and
here's
the
trap
door,
I'll
even
open
it
for
you
and
stick
your
head
out
and
take
a
look
around.
But
the
challenge
really
is
not
that
we
don't
have
the
wages
or
we
don't
have
this
or
we
don't
have
that
we
don't
have
enough
people
doing
these
jobs
across
all
sectors,
not
just
manufacturing.
You
know
when
taco
bell
can
can't
be
open
on
tuesday,
because
people
didn't
come
in
is
a
problem
you
know
and
that
jams
up.
H
H
H
I
think
the
the
wages
generally
speaking,
are
there,
especially
in
our
in
our
sector,
but
there
are
other
things
that
are
keeping
people
from
just
being
in
the
workforce
and
if
we
can
get
them
into
jobs
any
job,
we
can
show
them
the
path
to
come
into
manufacturing
and
processing.
You
know
in
our
chemical
industry
or
an
automotive
industry,
and
they
can
start
to
earn
their
way
up
and
actually
generate
wealth,
which
is
what
we
want
as
kentuckians.
We
want
people
to
be
prosperous.
E
H
So
there
was
actually
a
an
article
was
published
in
usa
today
this
morning,
so
I
just
read
it
briefly,
but
a
basic
recounting
was
is
that
we
haven't
yet
been
able
to
determine
if
the
states
who
have
cut
that
off
how
much
of
a
difference
it
makes
just
like
it's
not
a
difference
across
100
percent
of
this
problem
is
a
piece
of
that
problem.
H
Clearly
for
some
folks,
it's
enough
to
keep
them
at
home.
I
have
spoken
with
several
manufacturers
and
in
fact,
some
that
the
the
the
wages
of
the
individuals
that
we
were
discussing
were
70
plus
thousand
dollars
a
year
and
those
individuals
this
spring
did
the
math
and
they
figured
out
what
the
stimulus
payments
were.
H
What
the
weekly
payments
were
they
were
reading
the
tea
leaves
on
the
child
tax
credit,
which
is
basically
just
paying
you
ahead
and
they
figured
they
could
take
the
summer
off,
and
so
they
did
they
weren't
making
more
than
70
000,
but
they
were
going
to
be
comfortable
enough
and
they
knew
that
this
problem
would
be
severe
enough,
that
there
would
be
no
workers,
because
there
already
weren't
workers
that
their
job
would
be
safe,
and
so
they
told
this
particular
employer
we'll
come
back
in
the
fall
and
help
you
out,
but
that
doesn't
really
help
us.
H
You
know
in
the
meantime,
because
we,
you
know,
we
need
the
things
that
you
produce,
because
they
go
into
other
things
in
the
input.
So
I
wish
I
could
give
you
a
straight
answer
on
that.
I'm
not
trying
to
be
cagey,
it's
just
it's
not
the
only
thing,
but
it's
it's
as
we
were
talking
about
it's
one
of
those
strings
that
we've
got
to
start
unknotting
and
figuring
out
what
that
looks
like
in
conjunction
with
unemployment,
duration,
the
amount
we
pay,
access
to
training,
child
care,
which
was
a
huge.
H
You
know
that
child
care
alone
really
really
the
lack
of
it.
When
the
covid
really
took
shape
decimated,
you
know
the
women
in
the
workforce.
They
were
the
primary
individuals
that
went
home.
I
don't
know
if
you
saw
the
one
slide,
but
it
was
disproportionately
high,
we're
going
to
be
30
years.
Rebuilding
that
back.
H
You
know
in
2019,
I
think
was
the
first
year
that
women
outnumbered
men
in
the
workforce
by
one
percent,
but
they
you
know
they
were
there
and
then
somebody
had
to
stay
home
with
the
kids
and,
if
you're
making
that
decision,
I
don't
you
know,
I
don't
know
what
drives
it.
If
it's,
you
know
traditional
gender
roles
or
who
makes
more
or
whatever
the
reason
was
disproportionately
more
women
stayed
home,
and
so,
if
you're
looking
at,
that
is
all
right.
Do
we
have
universal
pre-k,
you
know,
is
there
on-site
or
near-sight
child
care?
H
You
know
is
that
an
employer
burden
is
that
a
co-op
of
employers
there's
a
whole
bunch
of
things
that
we've
got
to
figure
out,
but
the
net
net
is
we've
got
to
give
people
the
we've
got
to.
We've
got
to
limit
any
hurdles
and
roadblocks
to
get
people
back
to
work
whatever
that
you
know
whatever
we
have
the
ability
to
do,
and
not
necessarily
through
a
regulatory.
E
And
a
quick
follow-up,
so
the
governor,
as
we
all
know
it,
offered
an
incentive
for
people
to
return
to
the
workforce
from
ural's
perspective.
Have
you
seen
an
appreciable
difference
in
employment
levels.
I
Yes,
thank
you
so
kind
of
a
follow-up
to
rep
bray.
The
u.s
chamber
of
commerce
did
a
survey
in
may,
and
I
mean
we've
had
lots
of
discussions
in
with
this
body
about
the
300
extra
and
in
their
survey
they
found
that
only
16
of
the
unemployed
workers
were
actively
not
looking
for
employment
because
of
that
additional
pay.
So
I
think
that
that,
as
a
topic
is
blown
out
of
perspective
relative
to
these
numbers,
but
they
also
found
that
child
care
was
a
reason
for
24.
I
A
lack
of
available
jobs
in
sectors
that
were
still
suffering
was
28
percent,
coveted
19
concerns
for
26
of
the
respondents
and
then
the
one
I
want
to
ask
a
kind
of
a
question
on
is
23
said
they
lack
the
skills
or
experience
necessary
for
most
jobs
right
now,
could
you
speak
on
what
kind
of
skills
or
experience
that
you
feel
like?
We
need
to
develop,
I'm
a
teacher,
so
I
think
about
it
from
you
know
a
k
through
k
through
12
k
through
16
perspective.
What
what
skills
or
experience
are.
I
We
are
people
lacking,
yeah,.
D
So
everybody
thank
you
every
employer,
it's
a
great
question,
because
every
employer
that
we
talked
to
talked
to
us
about
that
exact
subject,
and
it's
not
normally.
You
know
it's.
It's
not
the
degree
programs,
although
we
do
still
do
need
engineers
and
we
need
operations
directors,
but
it's
the
teamwork
problem,
solving
critical
thinking,
all
those
skills
that
you
know
you
get
through
experience
quite
frankly
and
you
usually
get
it
through
maturity
as
well.
Those
are
the
things
that's
lacking
in
the
the
workforce
and
that's
not
just
entry
level.
D
That's
you
know,
entry
level,
all
the
way
up
through
operations,
the
more
experience
you
have,
the
more
problem
solving
you
can
do
for
entry
level
positions,
though
that
are
paying
the
average
of
19
to
20
22
an
hour.
You
have
to
still
have
those
skills,
and
so
we've
seen
a
lot
of
classrooms,
a
lot
of
schools.
They
have
started
work.
You
know
working
with
work,
based
learning
activities.
So,
for
example,
when
you're
you
know
10
11
12th
grade
they
have
the
track
apprenticeship,
pre-apprenticeship
program
in
the
schools.
D
We
have
kentucky
fame
that
they're
working
through
and
then
there's
a
lot
of
co-op
programs
kde
there
for
a
little
while
a
year
before
last
was
quoting
that
only
about
10
percent
of
students
actually
were
in
work
based
learning
activities,
which
meant
that
they
were
earning
and
learning
at
the
same
time,
so
textbook
met
real
world.
Basically
is
what
that
meant.
You
know,
and
what's
interesting
is
in
the
healthcare
field.
You
have
clinicals
right,
you
go
through
cna
experience.
You
have
to
spend
your
spend
some
time
with
the
patient.
D
There's
no,
really
no
difference
in
manufacturing.
You
know
if
you're
welding,
you
really
should
spend
some
more
time
with
an
employer,
learning
those
skills
and
what
you
just
learned
in
the
textbook
world.
So
again
that
helps
with
those
soft
skills,
essential
skills,
whatever
you
want
to
call
them.
H
I
would
add
on
to
that
too,
that
I,
I
think,
we're
transitioning
into
a
world
where
the
sort
of
the
old
methodology
of
education
where
you
go
through,
you
know,
12
years
of
you
know
education
potentially
more
in
one
block
of
time.
Without
that
opportunity
you
know
the
apprenticeship
has
been
around,
but
we've
sort
of
got
away
from
it
for
a
long
time.
H
But
if
you
look
at
again
manufacturing
sort
of
leads
away
in
a
lot
of
ways,
just
in
time,
learning
is
really
a
concept
that
we
need
to
embrace
so
as
you're
on
the
job
and
you're.
Looking
around
from
your
position
on
that
job
and
you're
thinking,
I
kind
of
like
what
you
do,
I'm
interested
in
that
I
can
go
and
get
skilled
up
or
credentialed
fairly
quickly
and
fairly
efficiently
and
fairly
cost
effectively
into
that
role.
H
And
then,
when
I'm
in
that
role,
I
can
be
looking
around
and
think
you
know
what
that
next
one
up
there
that
looks
interesting
and
it
doesn't
have
to
be
in
a
vertical
and
it
doesn't
have
to
be
in
a
horizontal.
It
can
be.
You
know
diagonal.
You
can
pretty
much
go
anywhere
you
want
to,
but
in
the
past
you
know
we
go
to
school
for
four
or
five
extra
years
of
college
to
do
this
and
how
many
of
us
actually
do
that
for
a
living.
H
You
know
and
that's
not
disparaging
you
know
colleges
at
all,
because
they
still
provide
the
skills
and
that
training
in
that
upper
echelon
that
we
have
to
have.
But
you
know
the
how
we
go
about
getting
that
education
and
how
we
just
sort
of
separate
that
in
our
life
is,
is
maybe
something
we
need
to
be
looking
at
differently.
And
that's
why
you
know
kctcs
is
a
pretty
good
partner
for
us.
H
I
Could
I
just
follow
up
very
quickly,
so
I'm
very
grateful
that
you
mentioned
critical
thinking,
because
I
think
that
that's
something
that
we
need
to
discuss
in
every
meeting
is
that
our
students
do
just
a
quick
follow-up
from
what
you
said.
So
are
we
more
likely
than
now,
maybe
than
ever,
to
have
like
on-the-job
training
opportunities
as
opposed
to
the
kind
of
traditional
go
to
college
or
go
to
a
trade
school
and
train
and
then
go
into
a
position.
D
So
I'm
going
to
speak
very
candidly
at
this
point:
you're
laughing
ron,
so
here
here's
the
issue,
there's
so
little
in
the
workforce
that
employers
have
dropped
their
standard
and
the
bar
for
who
they
hire
that
at
this
point
they
have
to
train
them
on
the
job
and
so
not
to
say
that
they
weren't
training
them
before,
but
they
are
critically
training
them.
Now
to
the
point
that.
J
D
Want
you
to
come
lee
today
at
nine
o'clock,
I
want
you
to
be
here
at
nine
o'clock.
If
you
show
up
at
nine
o'clock
at
9
15,
I'm
gonna
give
you
your
hard
hat
your
boots.
Whatever
it
takes,
I'm
gonna
take
you
and
put
you
with
melissa
and
she's
gonna,
show
you
the
ropes
for
the
next
three
months,
so
that
is
ojt
at
its
best.
There
are
a
lot
of
incentive
programs
out
there
that
work
with
employers,
they'll
pay
partial
wages.
D
C
Thank
you,
mr
chairman.
I
think
I'm
continuing
a
line
of
thought
here,
so
my
question
following
theirs
is:
is
there
any
indication
that
we're
doing
enough
or
that
we're
winning
or
are
we
still
on
the
downslope,
with
the
hope
that
we're
going
to
bottom
out
and
start
back
up
in
the
near
future
or
where
are
we
in
the
process.
H
Ron
will
delve
into
that
further,
but
the
the
the
rate
at
which
that
delta
is
growing
from
production
and
what
we
are
making
and
producing
to
the
amount
of
people
that
are
in
the
workforce
is
is
widening.
It's
not
shrinking,
and
so
that's
you
know
kind
of
back
to
that
point
about
whether
it's
the
300
or
it's
any
any
number
of
other
factors.
It's
all
the
factors,
and
so
as
a
state,
you
know
where
does
kentucky
rank
compared
to
our
other
peer
states?
H
You
know
in
the
southeast
or
other
states
that
we
endeavored
a
benchmark
against
for
certain
sectors
and
we've
got
to
figure
out
okay.
What
can
we
do
reasonably
efficiently
and
very
quickly
to
where
we
can
start
to
create
some
parity?
And
I'm
not
talking
about
necessarily
bringing
workers
in
from
other
states
and
encouraging
that
way?
But
let's
get
the
people
that
are
sitting
on
the
sidelines
back
in
the
game,
and
you
know
everybody's
got
a
different
incentive
to
work.
H
You
know
some
people
like
to
move
up
and-
and
you
know,
create
new
things-
other
people,
like
the
paycheck
other,
you
know
who
knows
what
those
reasons
are,
but
we've
got
to
start
dissecting.
Those
and
we've
also
got
to
figure
out
what
those
roadblocks
are.
I
wish
I
had
a
rosy,
you
know
opinion
you
know
or
be
able
to
foretell
that,
but
you
know.
D
Just
to
add
on
how
many
we're
hiring
signs
have
been
taken
down
in
the
last
several
months,
none
and
I
would
venture
to
say
that
there'll
be
more
that
go
up
rather
than
come
down.
C
Okay,
thank
you
one
more
quick
question.
If
I
could
yes,
you
you
hit
on
the
workforce
participation
rate
going
down,
you
know,
obviously,
and
yet
unemployment
is
going
down.
Those
two
statistics
don't
seem
to
correlate
in
my
brain.
Is
there
educate
me?
Why
is
why
are
both
of
them
going
down?
If
I
just
don't
see,
what's
going
on
there.
D
So
there's
a
numerator
there
and
there's
a
denominator
and
when
you
have
less
people
looking
for
work,
it
makes
a
smaller
number
of
individuals
that
go
into
the
denominator.
And
it's
really
that
simple
and-
and
I
I
say
that
from
an
educated
standpoint,
because
about
a
year
ago
I
actually
asked
that
exact
question.
When
I
held
a
state
position
here,
I
didn't
understand
it
either
and
that's
exactly
what
they
told
me.
A
K
Thank
you,
mr
chair,
and
I'm
going
to
circle
back
to
child
care
for
just
a
moment.
Please
recently,
renee
shaw
with
our
beloved
ket
had
a
wonderful
interview
with
one
of
our
major
hospital
groups
here
in
kentucky
that
offers
either
on-site
or
nearsight.
I
think
she
referred
to
at
child
care.
K
K
Do
we
have
an
estimation
of
how
many
employers,
manufacturers
and
the
business
community
here
in
kentucky
that
are
able
to
offer
that
I
know
the
mega
employers
do,
but
I
would
really
like
to
see
some
of
the
smaller
employers,
even
if
they
had
to
network
with
some
of
their
even
competitors,
to
to
offer
that
I'm
thinking
that
might
be
able
to
get
some
of
the
more
females
workers
back
into
the
workforce.
Just
wondering
if
you
had
additional
thoughts
about
that.
D
So
so
I
can
tell
you
that
last
year,
lincoln
trail
area
was
working
on
that
exact
issue.
They
were
trying
to
figure
out
how
many
quality
day
care
providers
they
had
versus
how
many
they
actually
needed,
and
I'm
sure
ron's
area
has
worked
on
this
as
well,
and
the
number
was
so
low
that
they
actually
put
a
consortium
of
employers
together
to
try
to
begin
to
have
day
care
on-site
or
at
least
at
a
facility
on
in
an
industrial
park.
That
would
help
that
cause.
L
Thank
you,
mr
chair.
Thank
you
very
much
for
your
presentation.
I
was
very
interested
to
to
to
hear
what
you
all
had
to
say.
I
would
like
a
hard
copy
if
you
could
send
it
to
my
office.
I
think
it's
a
a
lot
of
things
that
are
occurring
in
our
in
our
economy
and
in
the
economy
that
have
co
and,
and
I
don't
think
we
can
continue
based
on
what
you
are.
What
was
in
your
presentation.
L
I
especially
like
the
dots
going
up
at
a
place
where
you
break
even
and
how
much
money
you
have
to
make,
and
and
and
there's
some
sectors
that
that
that
think
that
48
thousand
dollars
say
in
in
urban
jefferson
county
is
is,
is
unreachable
for
folk,
the
the
workforce,
participation
and
I
see
that
as
problematic
and
and
we've
got
people
that
are
that
are
in
our
society,
that
that
have
that
scarlet
letter
on
their
forehead
for
felon
felons
ex-felons
that
that
that
come
out
of
incarceration
that
have
served
their
sentences
and
and
paid
all
restitution.
L
But
there's
there's
no
room
for
them
in
the
end,
and-
and
you
know
what
you're
saying
in
terms
of
manufacturing,
I
said
I
tell
young
folk
that
tell
me
that.
Well,
nobody
will
hire
me
and-
and
I
ask
the
question,
can
you
make
something?
Can
you
fix
something?
Can
you
build
something
and-
and
you
know
the
ojt
perspective-
on
the
job
training
and
and
the
the
the
the
opportunities
for
folk
to
get
skills?
L
L
So
so?
Where
are
we
in
terms
of
moving
and
and
doing
things
differently,
and
and
we
have
the
bluegrass
bowling
green
area
chamber
of
commerce
coming
up
in
a
minute
and
same
question
will
go
to
them,
but,
but
that
is
I
mean.
L
The
chamber
of
commerce
says
that
we
we
can't
find
the
workforce
workforce
participation
is
is,
is
a
part
of
your
presentation,
and
I
thought
that
was
just
extremely
interesting,
that
I
live
in
the
inner
core
and
in
the
urban
area
in
fayette
county,
and
we
have
a
problem
that
that
young
folk
are
killing
folk
and
there's
a
gang
problem.
And
and
how
do
we
fix
that?
I
mean
because
what
affects
jefferson
county,
what
affects
fayette
county
will
ultimately
affect
all
of
kentucky.
D
So
I
can
get
on
a
big,
long
soap
box
on
this,
but
I
will
not
my
my
first
thought
is
start
early.
You
cannot
wait
till
9th
grade
to
say
hey
lee.
What
do
you
want
to
be
when
you
grow
up
pick
a
career
pathway?
We
can't
do
that.
We
have
to
begin
thinking
in
kindergarten
first
grade
second
grade
and
especially
by
third
or
fourth
grade
at
third
or
fourth
grade
level.
D
You
really
start
thinking
about
I'd
like
to
be
a
teacher
or
I'd
like
to
be
whatever
is
comfortable
and
they
know
that's
what
they
begin
to
think
about,
so
we
absolutely
have
to
start
early,
and
I
still
don't
think
that
there's
enough
programs
out
there
to
teach
parents
how
to
parent
not
telling
them
how
to
parent
but
teaching
them
the
basics
of
parenting.
I
think
that
we
could
do
a
much
better
job
with
that
as
well.
D
D
We
need
a
lot
more
mentors
out
there,
there's
a
lot
of
students
out
there,
young
students
and
even
young
adults-
that
if,
if
I
had
lee
30
years
ago,
he
could
have
enticed
me
to
think
in
a
different
way,
which
would
have
I've
had
a
different
experience.
So
we
need
a
lot
more
mentors
in
the
school
system
paired
up
with
children
as
well.
D
L
D
D
L
Preschool
kindergarten
and
and
and
high
school,
but
how
do
we?
How
do
we
make
those
people
useful
members
of
society.
D
Go
through
your
churches
go
through
community-based
organizations.
Go
to
your
neighbor.
Go
have
dinner
with
somebody
you
didn't
have
dinner
with
yesterday.
I
mean
this
isn't
a
problem
that
employers
have
to
fix
or
the
government
has
to
fake.
We
have
to
fix
this
ourselves
and
the
more.
I
think
we
encourage
each
other
to
do
that,
that
very
thing
of
what
you're
talking
about
whether
they're
30,
40
or
50.
That's
what
we
have
to
do.
A
Thank
you
very
much.
Thank
you
just
as
a
reminder
to
the
members
of
the
committee
that
you
you
can
find
the
presentation
and
all
meeting
materials
are
online,
so
those
have
been
uploaded.
I
just
want
everyone
to
to
know
that
those
are
available.
Representative,
tackett,
lafferty.
J
J
J
Now
we
recently
opened
a
prison
in
eastern
kentucky,
which
was
actually
in
my
district
and
in
the
beginning
the
commissioner
said
ashley.
We
really
need
this
to
happen
in
eastern
kentucky.
I
can't
find
people
to
work
in
corrections
in
other
areas
of
the
state
because
they
have
better
jobs
to
work
rather
than
a
state-grade
job
that
is
hazardous
duty
and
when
they
brought
that
when
the
prison
opened
we
have
had,
they
said
they
predicted
200
jobs.
We
had
over
1
000
applicants
for
200
jobs.
J
J
He
and
I
started
at
the
same
job
on
the
same
day
in
eastern
kentucky
as
attorneys
at
the
same
law
firm
and
I'm
certain
most
of
the
coal
miners
made
a
lot
more
than
we
did
on
the
first
day
that
we
started
our
job
opportunity
our
job.
So
it's
very
difficult
to
ask
those
skilled
miners
to
on
the
family
budget
that
they've
established
to
go
work
at
a
lower
paying
wage.
What
we
see
happening
is
we
see
people
who
have
inherited
homes,
nice,
comfortable
homes.
J
They
have
family
roots
planted
there,
where
they
have
help
with
child
care.
They
don't
always
have
to
pay
for
child
care,
so
they
can't
afford
to
move
to
georgetown
to
work
at
toyota,
so
what
they
do
they
drive
and
as
they
get
older
or
as
they
get
injured,
that
drive
becomes
harder
and
that
that
transfer
ultimately
becomes
unsuccessful.
J
So
one
of
the
things
that
I
often
say
in
this
economic
economic
development
committee
is
how
do
we
bring
the
jobs
to
eastern
kentucky
and
I'm
really
really
excited
that
you
mentioned
transportation
earlier,
because
just
yesterday
at
my
daughter's
basketball
practice,
I
was
speaking
with
a
lady.
We
have
a
kellogg's
plant
in
eastern
kentucky
and
it's
only
one.
I
learned
yesterday
it's
of
one
of
four
in
the
world
and
she
said
that
you
know
it's
a
very
successful
plant,
but
their
biggest
cost
is
transportation,
and
so
so
would
it
be?
J
J
If
you
could
bring
a
tier,
1
tier
2
plant
to
eastern
kentucky
and
they
could
supply
our
headlights
or
they
could
supply
our
seats
that
we
put
into
our
you
know
our
vehicles
that
we
make
that's
eastern
kentucky,
helping
other
businesses
in
central
kentucky
profit
and
all
across
the
state.
So
that's
utilizing
you
know
the
the
skilled
workforce
and
and
the
labor
that
we
have
all
across
the
state.
H
H
Basically,
the
the
students
were
interested
in
and
the
the
skills
and
training
they
were
getting
and
what
was
interesting
in
some
communities
in
eastern
kentucky,
we've
got
a
significant
number
of
people
who
were
interested
in
welding
and
yet
there
weren't
welding
jobs,
but
then
there
are
communities
like
ron's,
where
they've
got
a
need
for
welders
and
there's
not
enough
welders.
H
As
you
mentioned,
where
okay
we've
got
extra
people
who
are
interested
in
welding
and
can
scale
up
even
more
in
this
area
and
maybe
more
of
that
work
goes
there
and
then
gets
trucked,
and
if
you
get
enough
over
time,
businesses
that
are
willing
to
do
that.
That
does
prop
up
a
region.
It
props
up
a
community
and
that
drives
the
you
know
the
money
that
would
be
put
into
transportation
and
roads
and
things
if
you've
got
more
reasons
to
be
there.
H
The
cost
of
getting
to
and
fro
is
less
of
a
burden
to
a
manufacturer.
So
you
know
there's
a
lot
of
different
ways
to
look
at
that.
But
what
was
really
interesting
to
us
is
that
you
know
communities.
Don't
always
have
the
output
of
the
type
of
worker
that
the
the
business
community
needs,
and
so
you
can
try
to
steer
that
as
much
as
you
can.
But
sometimes
you
gotta,
just
gotta,
look
around
and
say:
okay
is
there
a
neighboring
community
that
can
put
that?
H
You
know
com
that
product
out
that
that
educated
and
skilled
individual,
that
we
can
utilize
that
and
it
won't
be
where
we
are
but
it'll,
be
close,
and
in
this
case
it
would
be.
You
know,
in-state,
which
is
you
know
better
than
mexico.
So.
A
D
There
were
there
were
shortages,
some
of
them
are
the
same.
Absolutely
I'd
say
we
have
additional
shortages
now
than
what
we
had
before.
D
D
I
met
with
chemical,
one
of
the
chemical
companies
in
louisville
a
couple
of
weeks
ago.
It
took
them
a
year
and
a
half
to
find
a
chemical
engineer
that
could
come
in
and
then
from
an
entry
level
standpoint.
The
majority
of
the
entry
level
positions
were.
There
was
a
shortage
pre-covered,
but
there's
an
additional
shortage
now
for
entry
level
positions.
C
Okay,
thank
you
and
my
comment
is
for
human
southern.
I
disagree
with
your
assessment
that
we
have
to
start
our
third
and
fourth
graders
on
a
path
toward
a
career.
I
think
oftentimes
at
18
years
old,
it's
too
early
to
ask
them.
I
think
the
third
and
fourth
graders
ought
to
be
able
to
explore
and
they'll
change
their
minds
a
number
of
times
it's
kind
of
like
trying
to
make
a
young
boy
a
football
player
at
third
grade
just
doesn't
work.
Thank
you.
Thank
you,
mr
chairman.
A
H
A
M
Thank
you,
sir,
and
thank
you
for
the
committee
for
the
work
that
you
all
do
in
supporting
economic
development
and
your
interest
in
talent.
I
think
those
two
things
are
obviously
critical
for
our
commonwealth.
I'm
ron
bunch,
president,
ceo
of
the
bone
grain
area
chamber
of
commerce,
I've
also
been
meeting
with
the
larger
economic
development
organizations
in
the
state.
For
some
time
now,
louisville
lexton,
northern
kentucky,
owensboro
and
bowling
green
have
been
meeting
to
discuss.
M
So
what
I'm
going
to
share
today
is
a
reflection
of
our
conversations,
and
I
am
also
past
chair
of
kaedr
professional
association,
and
I
am
also
one
of
only
a
handful
of
certified
economic
developers
in
kentucky
that
are
practicing
so
there's
some
expertise.
At
least
that
comes
with
my
comments,
but
thank
you
so
very
much
for
the
committee's
work
and
I
really
have
two
recommendations.
So
mine
is
going
to
be
more
of
a
recommendation,
type
scenario
than
coverage.
Of
the
backdrop.
I
think
what
cam
has
presented
is
very
helpful.
M
What
I'd
like
to
present
some
options
on
how
to
address
the
situation
that
we're
in
I've
done
economic
development
for
almost
30
years
now.
This
is
my
sixth
leadership
position.
Fourth
state
I've
been
in
bowling
green
kentucky
for
11
years
now,
we've
been
very
fortunate
to
land
over
130
projects,
over
3
billion
in
economic
development
and
over
7
400
new
jobs.
M
We've
been
the
site
for
three
of
the
number
one
projects
in
kentucky,
and
I
share
that
not
to
both,
but
just
to
say,
we
are
very
interested
and
very
committed
on
keeping
kentucky
on
the
forefront.
My
comments
are
along
those
lines
I
mean.
What
I
would
like
to
suggest
to
the
committee
is
what,
if
kentucky
set
out
to
be
a
leader
in
talent
development?
M
How
might
that
shape?
How
we
looked
at
these
issues
and
how
we
then
acted
to
build
systems
where
economic
development
partners
with
business
partners
with
government
and
partners
with
citizens,
and
in
that
line
of
thinking
my
first
recommendation.
I
have
a
handout
for
that
that
I
provided.
It's
simply
the
the
rankings
report.
So
like
most
things,
you
have
a
publication,
that's
respected
in
the
field.
This
is
one
of
those
publication,
as
they
analyze
workforce
development
programs
in
states
for
10
years
in
a
row.
M
Well,
why
does
that
matter?
Because
this
is
a
simple
commitment
that
they
make
and
south
carolina
was
the
first
to
do
it
and
that's
where
I
got
my
career
start.
They
simply
commit
to
targeted
businesses.
So
these
are
businesses
that
qualify
for
incentives
and
we
as
a
commonwealth
provide
incentives
because
they
have
a
multiplier
effect
for
those
kinds
of
companies.
M
So
they'll
help
create
another
two
and
a
half
jobs
in
our
economy
and
they
generally
provide
better
wages
and
are
important
for
the
supply
chain
that
cam
presented
and
most
of
them
in
kentucky
are
manufacturers,
but
it
does
include
others.
Their
simple
commitment
is
this:
for
you
all
that
qualify,
whether
you're
an
existing
company
or
new,
we
will
recruit,
we
will
screen
and
we
will
train
your
workforce
for
you,
so
we
as
a
commonwealth
would
take
that
on
and
we
would
set
that
up
inside
the
cabinet
for
economic
development.
M
M
So
you
might
talk
to
the
hundred
companies
in
bowling
green
and
get
a
hundred
different
perspectives
on
how
it
is
to
recruit
people.
Well,
if
you
have
a
singular
business
development
function,
the
cabinet
for
economic
development
you'll
hear
from
a
leader
there
the
challenges
that
happen
in
each
of
the
regions
and
what
positions
they're
having
challenge
filling.
Then
we
as
a
commonwealth
can
use
that
informed
opinion
to
then
improve
our
systems,
so
I
think
louisiana
started
it
out
with
maybe
10
million
dollars,
not
a
lot
of
money.
M
So
again
I
don't
have
a
specific
piece
of
legislation,
but
how
do
we
look
at
what
they've
done?
Make
it
better
for
kentucky
develop
a
competitive
advantage,
then
go
hire
the
person
who
would
be
the
rock
star
to
then
run
it
for
us
to
take
care
of
our
companies
and
our
kentuckians.
So
that's
the
first
recommendation.
M
M
Since
I've
been
here
and
then
it's
a
talent
report
that
was
provided
in
2015-
and
I
was
one
of
the
members
of
that
group
that
put
that
talent
report
together-
and
what
I
want
to
talk
about
for
a
moment-
is
that
system,
and
so
I
hear
a
lot
of
conversation
about
the
supplemental
money
here.
A
lot
of
conversation
about
employers
need
to
increase
wages.
M
Employers
need
to
do
more
training.
Employers
need
to
do
this
need
to
do
that.
That
study
at
the
time
highlighted
that
less
than
10
percent
of
our
employers
in
kentucky
felt,
like
their
workforce,
had
the
skills
that
they
needed
less
than
10
percent
and
at
the
time
I
think
the
number
was
kentucky
was
investing
almost
a
billion
annually
in
various
workforce
programs
that
produce
that
outcome.
M
M
How
do
we
not
know
that
kentucky
had
the
eighth
worst
labor
force
participation
rate
in
the
country,
and
that
now
is
the
third
worst
labor
participation
rate
in
the
country?
How
do
we
not
know
that
that
would
be
my
first
question,
and
so
my
second
recommendation
goes
to
the
recommendations
that
were
in
that
2015
report.
M
But
when
we
engaged
those
groups,
what
we
found
is
they
often
didn't
have
the
data
about
how
many
needed
child
care
and
these
other
things.
So
how
do
you
really
convene
a
solution
in
the
absence
of
data,
and
so
the
second
recommendation
is
while
we're
implementing
the
first
and
we
have
an
eye
towards
developing
a
competitive
advantage
in
talent.
How
do
we
create
a
true
partnership
between
government
and
the
functions
that
have
tax
dollars
like
the
one-stop
system
and
others,
along
with
business
and
along
with
citizens?
How
do
we
continue
to
make
that
better?
M
M
So
it's
to
move
us
to
third
to
the
middle
of
all
the
states.
That
would
mean
we
had
over
103
more
people
employed
in
kentucky
103
000,
more
people,
that's
what
that
would
mean
just
getting
to
average
again.
I
would
prefer
to
be
top
three
best
in
the
country,
because
clearly
people
are
people
at
some
level.
How
do
some
states
far
outpace
us?
How
could
we
possibly
with
the
amazing
kentuckians
we
have?
How
could
we
possibly
be
third,
worse
and
and
not
even
know
it
and
so
to
me?
We
owe
it
to
the
businesses.
M
We
owe
it
to
the
kentuckians
to
help
move
these
needles,
but,
like
my
colleagues
said
before
me,
there's
no
one
silver
bullet
in
all
of
this.
It's
a
variety
of
different,
both
policies
and
strategies,
but
they
all
in
my
opinion,
should
be
based
in
data.
So
that
was
my
perspective,
mr
chair,
but
I'd
be
happy
to
answer
questions.
E
Schroeder,
thank
you
and
thank
you
for
being
here
today.
Thank
you
for
the
presentation
going
back
to
what
you
originally
started
with
looking
at
workforce
development,
slash
talent,
attraction,
louisiana
alabama,
where
the
examples
you
gave,
can
you
like
dive
into
a
little
bit
more,
how
those
positions
are
they
appointed
by
the
governor
or
is
there
some
kind
of?
Are
they
insulated
from
like
political
change,.
M
E
I'm
sorry
so
I
mean
like
the
the
head
person
we're
recruiting
like.
Are
they,
I
guess
my
thought
is?
If
they
know
a
new
governor
is
coming
in.
Why
would
I
move
to
kentucky
if
I
could
be
out
of
a
job
in
two
years,
or
something
like
that?
I
just
didn't
know
if
you
know
our
mutual
friend
lee
up
in
northern
kentucky,
who
came
from
jobs,
ready
ohio
talks
about
how
that's
kind
of
removed
from
I
think
it's
a
quasi-governmental
agency
in
ohio,
but
it.
M
E
M
M
M
A
K
Thank
you,
mr
chair,
and
thank
you
for
your
presentation.
As
member
as
a
member
of
the
majority
caucus,
I
can
tell
you
that
labor
force
petition
participation
rate.
We
we
discussed
this
often
our
very
astute
analyst
who
happens
to
be
with
us
today.
She
keeps
us
abreast
on
these
and
we're
so
grateful
for
the
data
that
she
provides
us.
So
some
of
us
are
talking
about
that.
On
a
regular
basis.
I'm
worried
wondering
about
your
first
recommendation
about
the
the
talent
group.
K
The
kentucky
chamber
does
have
the
talent
pipeline
that
was
put
into
place
two
three,
maybe
four
years
ago.
Is
there
any
way
they
can
kind
of
take
over
that
role?
Can
they
serve
kentucky
might
get
something
like
that
implemented
or
their
major
differences.
Thank
you,
mr
chair.
M
Yes,
ma'am
thanks
for
your
question,
I
guess
my
opinion
would
be
that
you
would
want
to
co-locate
it
with
a
cabinet
for
economic
development
who
is
doing
the
recruitment
and
that
recruitment
is
awful
often
bound
by
a
nda
non-disclosure
agreement.
So
that
would
be
my
recommendation
to
not
co-locate
it
with
the
kentucky
chamber.
I
think
what
kentucky
chamber
doing
and
my
ceo
was
one
of
the
first
ones
certified
in
tpm.
M
It's
more
the
long-term,
I
think,
there's
a
good
partnership
between
the
public
workforce
system
and
what
kentucky
chamber
is
doing,
but
I
think
this
would
be
a
better
serve
kentucky
as
a
separate
function.
Yes,
ma'am.
I
I
So
fewer
than
10
have
the
skills
necessary
for
the
jobs.
What
are
what
are
the
skills
or
characteristics
that
are
lacking.
M
I
think
if
you,
if
you
look
at
the
what
dol
has
put
out
some
time
ago,
the
skills
pyramid-
I
would
call
it-
you-
have
a
lot
of
interpersonal
skills
at
the
foundational
element
in
bowling
green
and
warren
county
we've
actually
taken
seven
habits
and
we've
fleshed
that
out.
We've
got
a
whole
k-12,
comprehensive
system
that
takes
ethics-based
leadership
and
then
increasingly
stacks
upon
it
the
hard
skills.
M
So
I
think
you
know
my
colleagues
at
cam
highlighted
some
of
the
leadership
skills
soft
skills,
but
the
reality
is
employers
are
looking
people
that
can
do
things
so
measurably.
What
nationally
portable
credentials
do
you
have
in
all
sectors
and
and
can't
sort
of
to
tie
that
in
in
a
bow
in
that
kentucky
chamber
report
that
was
prevent
presented
for
their
a
retreat?
M
It
showed
a
pie
chart
in
there
and
in
that
pie
chart
it
showed
that
and
again
this
is
their
data.
18
of
employment
requires
a
bachelor's
degree.
Two
percent
of
employment
requires
a
master's
degree.
Three
percent
of
employment
requires
a
phd,
so
the
growth
in
the
time
that
I've
been
doing
economic
development
has
actually
been
positions
in
all
sectors.
M
Thank
you,
sir,
for
the
question.
I
think
that's
a
great
question
I'll
step
back
for
a
moment.
If
I
could
in
florida
where
I
was
before
I
came
here,
we
had
legislation
passed
that
looked
at
not
just
the
fiscal
impact,
but
the
return
on
investment
and
that
differential
made
a
huge
difference
in
how
the
state
evaluated
investments
versus
expenses.
M
In
my
opinion,
you
would
have
an
investment
in
this
program.
It
would
have
a
dollar
number,
whether
that's
10
million
or
15.
I
don't
have
a
specific
number,
but
I'm
100
confidence
that
the
return
of
that
would
be
much
larger.
So
the
the
number
would
really
relate
to
the
scale
that
the
commonwealth
wanted
to
implement
and
how
you
want
to
phase
it,
because
it's
a
startup
like
any
other
business.
But
yes,
I
think
the
general
assembly
should
find
funds
and
you
may
be
able
to
repurpose
some
funds.
M
You
currently
have
because
there's
a
couple
dollars
out
there
to
make
that
happen,
but
I
did
not
have
a
specific
ask
in
mind
because
I
think
it
needs
to
be
a
collaboration,
because
you
can't
just
take
the
louisiana
model
or
the
alabama
model
or
the
south
carolina
model.
We
need
the
kentucky
model,
that's
going
to
beat
the
rest
of
them.
M
G
Great
presentation:
I've
had
the
pleasure
working
beside
you
ron
for
a
number
of
years
way
before
politics
and
we've
seen
this
data
begin
to
accumulate
and
and
actually
be
trending.
This
way
for
a
number
of
years
now
and
it's
concerning,
and
we
do
need
to
address
it.
So
I
guess,
rather
than
put
you
in
a
situation
where
I
ask
you
a
lot
of
questions
that
none
of
us
know
really
the
answers
to
yet.
G
Would
it
make
sense
to
put
together
some
type
of
task
force
or
some
kind
of
group
here
at
the
in
frankfurt
that
you'd
be
willing
to
as
well
as
well
as
other
executives
across
the
state
that
would
serve
on
that
would
work
with
the
cabinet
to
develop
what
I
see
as
being
like
you
say,
kentucky's
model
I
know
virginia
has
just
gotten
a
new
model.
If
I
remember
right
and
yes,
they
kind
of
look
at
louisiana,
and
I
want
to
thank
texas
as
well.
G
Yes,
sir,
so
it
seems
to
me
if
I
remember
right.
What
I
read
is
that
they
had
put
together
some
type
so,
and
we
do
that
a
lot
here
and
and
that's
the
first
step
you
know,
so
I
would
like
to
think
maybe
that'd
be
a
way,
a
next
step
kind
of
thing
rather
than
to
to
to
start
grabbing.
G
You
know
the
low-hanging
fruit
all
over
the
place,
but
maybe
try
to
get
some
get
some
expertise
together.
What
do
you
think.
M
Yes,
sir,
that
that's
a
great
perspective
in
in
meeting
with
commerce,
lexington
louisville
forward
owensboro
northern
kentucky
and
myself,
we've
all
offered
to
participate
in
any
way.
The
committee
would
want
whether
it's
talent,
development
or
an
overall
economic
development
plan
for
kentucky
or
an
overall
marketing
plan
for
kentucky
we'd
be
happy
to
lend
our
expertise
as
a
group
to
a
subcommittee.
That
would
be
awesome
well.
Thank
you.
G
Very
much
and
last
question:
if
you,
if
you
mind
terry,
I'm
sorry,
representative
webber
you
pursue
thinking
about
that.
You
said
you
didn't
think
there
was
any
statute
or
anything
that
kind
of
went
on
with
it.
Along
with
this
idea
that
you
were
aware
of,
can
we
just
research
that
and
see
if
there
was
some
some
statutory
language
or
something
that
that
we
they
used
within
their
legislative
to
help
move
this
along?
G
M
A
A
They
are
adding
at
least
a
hundred
thousand
new
manufacturing
jobs
in
the
last
in
three
years,
2017
leading
up
to
2020..
That's
because
those
states
have
taken
the
initiative
to
reach
out.
I
know
arizona
state,
for
example,
offers
an
undergraduate
program
in
engineering
where
they
train
engineers
to
meet
those
job
demands
and
those
needs
out
there,
and
so
that's
where
30
percent
of
our
manufacturing
jobs
are
being
created
in
this
country
and
we're
we're
going
to
have
to
become
a
a
viable
player.
A
Yes,
sir,
in
that
in
that
market-
and
I
appreciate
you
coming
and
sharing
the
thoughts
that
you
had
with
today,
I
think
you've,
given
this
committee,
some
good
food
to
digest
and
and
move
forward
on.
M
A
Members
of
the
committee,
our
next
committee
meeting,
will
be
held
at
the
kentucky
state,
fair
august
26
at
1
pm.
This
committee
will
meet,
we
will
be
combining
with
the
tourism
small
business
and
information
technology
committee
will
be
meeting
there.
Do
I
have
a
motion
to
adjourn
and
second
we're
adjourned.