TABLE OF CONTENTS

EXECUTIVE SUMMARY. i

INTRODUCTION. 1

BECOMING A PARTNER WITH AGENCIES AND CSEA LOCALS IN WORKFORCE DEVELOPMENT  2

Labor-Management Outreach Initiative. 2

 Career Ladder Programs. 4

• ASU Career Ladder Program:  Administrative Skills
  Certificate Program (ASCP) 4
• ISU Career Ladder Program:  Licensed Practical Nurse (LPN) Program.. 5
• ASU and ISU Career Ladder Program:  Targeted Job Skills
  Training Voucher Program.. 6
• OSU Career Ladder Program:  Applied Skilled Trades Program (ASTP) 7
• OSU Career Ladder Program:  OSU Article 45 Course. 8

Online Learning. 8

Worksite Training. 9

Quality of Work Life (QWL) Grants. 10

Agency Workforce Development Grants. 11

UNLEASHING EMPLOYEE POTENTIAL. 13

Tuition Benefits Program.. 13

Open Enrollment Training Courses. 14

Online Learning Program.. 14

Educational Advisement 14

Adult Education Basics. 16

BUILDING LABOR-MANAGEMENT COLLABORATION AND SUCCESS
. 18

Grant for Multi-Faceted Labor-Management Committee Initiative. 18

Strategic Approach to Labor-Management Services. 19

Labor and Management Seize Opportunities for Collaboration. 21

Labor-Management Cooperation Brings Safety and Health to a New Level 22

FUTURE DIRECTIONS. 24

APPENDIX. 26

List of Agency Names. 26

BECOMING A PARTNER WITH AGENCIES AND CSEA LOCALS IN WORKFORCE DEVELOPMENT

The chart below summarizes some of the broad initiatives that emerged from the Partnership’s Labor-Management Outreach Initiative.

Labor-Management Outreach Initiative Results
Broad Initiative	Participating Agencies*
Administrative Skills Certificate Program (ASCP)	DCS, DMV, DOCS, DOH, DOL, DOT, HESC, Human Rights, OASAS, OCFS, OGS, OMH, OMRDD, OPRHP, OSC, Parole, SED, SIF, State Police, SUNY, Tax and Finance, WCB
Adult Education Basics (AEB)	DMV
Agency Workforce Development Grants (AWDG)	DEC, DMV, DOL, DOT, HESC, OMH, OMRDD, OSC, State Police, SUNY
Applied Skilled Trades Program (ASTP)	DOCS, DEC, OGS, OMRDD, OPRHP, SUNY
Labor-Management Education and Training Subcommittees	DEC, OMH, OMRDD
LPN/RN Programs	OMH, OMRDD
Online Learning Program	DEC, DCJS, DOH, DOT, OAG, OMH, OSC, Parole, SED, SUNY, WCB
Self-Mediation	OGS, OMH, OSC
Targeted Tuition Program	DOCS, DOH, HESC, OAG, OASAS, OMH, OMRDD, OSC, SUNY, WCB
*See Appendix for a List of Agency Names.

Career Ladder Programs

During the 1999-2003 Agreement, the Partnership conducted three separate two-day needs assessment conferences for the Administrative, Institutional, and Operational Bargaining Units.  The overwhelming common theme across all bargaining units was the idea of “grow your own.”  With agencies experiencing a shortage of critical skills in a variety of areas and with the overall workforce being reduced through attrition, labor and management representatives across the State requested the Partnership’s assistance. 

During the 2003-2007 Agreement, the Partnership began to work more closely with statewide and local labor and management representatives to identify programs and services that would develop job skills needed for agency operations as well as provide skill enhancement that would foster career mobility for employees.

ASU Career Ladder Program:  Administrative Skills Certificate Program (ASCP)

The self-directed Administrative Skills Certificate Program (ASCP) is an exciting online opportunity designed around the essential job-related knowledge, skills, and abilities necessary for clerical, secretarial, and paraprofessional administrative employees to succeed in their jobs and careers.  The ASCP concept was born out of several focus group meetings of agency managers and CSEA leaders to discuss the training needs and issues for the ASU bargaining unit.  Meetings were conducted in fall 2005 and were attended by more than 25 agency representatives and 14 CSEA leaders.

The ASCP consists of nine core courses and three elective courses chosen from 22 courses.  The elective courses enable employees to customize the ASCP to meet individual job needs and career goals.  During the application period, 395 individuals from 31 agencies applied for this pilot program.

ISU Career Ladder Program:  Licensed Practical Nurse (LPN) Program

The Licensed Practical Nurse (LPN) Program pays for employees to attend LPN programs at BOCES, community colleges, or four-year educational institutions.  Candidates are selected by a local labor-management team according to predetermined, jointly developed criteria. Funds are provided for review classes, tuition, materials and supplies, uniforms, licensure, and testing fees.  At the conclusion of the education and licensure, employees are guaranteed an LPN position. 

The LPN Program was designed to meet the critical shortage of nursing staff in NYS agencies and has been piloted in OMRDD and OMH.  New York State needs hundreds more nurses to staff its health care facilities.  An effective method to meet this critical need is to recruit from within state service and retrain direct care staff for the LPN positions.

During the 2003-2007 Agreement, 65 full-time employees enrolled in the LPN program from OMRDD and nine full-time employees enrolled from OMH.

ASU and ISU Career Ladder Program:  Targeted Job Skills Training Voucher Program

The Targeted Job Skills Training Voucher Program can be utilized by NYS agencies and CSEA locals to meet the training needs of a particular position or title, thereby supporting agency workforce development and succession planning initiatives. 

Two extra Targeted Job Skills Training Vouchers were issued to employees each year.  These employees were serving in titles identified by agency/facility labor-management representatives as critical or for which a shortage of qualified employees existed.  The vouchers were used for course work or training programs to satisfy certification and/or licensing requirements; educational requirements to take a New York State civil service examination or complete a traineeship; or other specific job skills training.

The chart below summarizes the activity for this program.

Targeted Job Skills Training Voucher Program
Program	Bargaining Unit	Participating Agencies*	No. of Employees
Credential for Alcohol and Substance Abuse Counselor (CASAC)	ISU	OASAS	5
Legal Assistant Trainee	ASU	HESC	3
Legal Assistant Trainee	ASU	OAG	2
Legal Assistant Trainee	ASU	OSC	3
Legal Assistant Trainee	ASU	PSC	1
RN/LPN	ISU	DOCS	13
RN/LPN	ISU	DOH—Roswell Park	6
RN/LPN	ISU	DOH – Batavia Veterans’ Home	2
RN/LPN	ISU	DOH – Montrose Veterans’ Home	1
RN/LPN	ISU	DOH – Oxford Veterans’ Home	3
RN/LPN	ISU	OMH	45
RN/LPN	ISU	SUNY – Stony Brook and Upstate Medical Center	39
RN/LPN and Disability Studies Certificate	ISU	OMRDD	116
Verbatim Reporter	ASU	WCB	3
TOTAL			242
*See Appendix for a List of Agency Names.

OSU Career Ladder Program:  Applied Skilled Trades Program (ASTP)

The Applied Skilled Trades (Traineeship and Certificate) Program (ASTP) provides two years of trade theory classroom instruction (a minimum of 144 hours per year) that meets the relevant course work component of the minimum qualifications for appointment to the following non-competitive SG-12 journey-level positions:  carpenter; electrician; mason and plasterer; plumber and steamfitter; and refrigeration mechanic.

The genesis for this program occurred during the 2003-2007 Agreement when the State and CSEA agreed to re-examine the Apprenticeship Program and explore alternative approaches to qualify CSEA-represented NYS employees for the skilled trades listed above.  Research and discussion with the NYS Department of Civil Service, State agencies, and labor leaders resulted in two outcomes:

1.   Two-year traineeships in the five trades titles replace the three-year apprenticeships in those titles.  The traineeships still require a dedicated item but are now compatible with the State’s classification structure and are more suited to the job responsibilities of public sector trade positions.  Additionally, they expedite the time required for employees to reach journey-level status and increase the State’s ability to “grow its own.”  Agencies provide the on-the-job training to satisfy traineeship requirements.

2.      The Applied Skilled Trades Program (ASTP) was created to provide agencies with the means to develop a more highly-skilled workforce and a larger pool of qualified candidates for future journey-level vacancies without having to dedicate a journey-level item as a precondition to participate.  At the same time, a greater number of OSU employees have the opportunity to receive skill development training and increase their promotional opportunities.  Also, the per participant cost to offer these training programs is less than that of the former Apprenticeship Program.

The chart below summarizes the activity for this program.

OSU Career Ladder Program:  OSU Article 45 Course

Article 45.1(d) of the OSU 2003-2007 Agreement addresses appointment to higher salaried vacant positions in the non-competitive class and states that the requirement to prove qualification rests with the employee.  To assist OSU employees in achieving a greater rate of success in obtaining promotions, the Partnership, in consultation with CSEA’s Contract Administration Department, developed a half-day training program entitled Preparing for Promotions in OSU Job Titles.  This course is designed to help participants:

• Analyze job announcements and postings.
• Document previous work experience and job skills.
• Complete a job application targeted to a vacancy.
• Prepare effectively for job interviews.

To date, 100 employees from 23 work locations across the State attended this course.

Online Learning

Not all employees can get the release time they need to attend classroom training. It is often difficult to schedule training opportunities for evening shift workers.  Additionally, some individuals learn better at home, on their own schedule and at their own pace. Through its Online Learning Program, the Partnership was able to reach employees who might not have been able to participate in training otherwise.

During the 2003-2007 Agreement, a total of 2,225 employees took over 6,800 online courses. Labor-management committees from 11 agencies worked together to create agreements that established online learning at their agencies. 

We also issued licenses to individuals who applied to take online courses only from home.  Of the total number of employees who took courses, almost 500 learners participated only from home, enabling the Partnership to assist employees at an additional 28 agencies.

The Partnership’s Administrative Skills Certificate Program pilot (see page 4) gave 395 ASU employees a way to expand and document their knowledge through online learning.  Additionally, through the North Country Online Learning Pilot, the Partnership was able provide a new way to learn for 105 employees in this region where instructor-led courses can be hard to fill.  To date, 125 courses have been taken by employees in this geographical area.  Sixty-five percent of participants surveyed at the beginning of this pilot were looking forward to taking six or more courses before the pilot was completed. 

Worksite Training

Worksite training enables labor and management to jointly request that Partnership programs and services that enhance specific job skills and performance be brought to their specific worksite.  The Partnership works closely with labor and management to assess needs and identify benefits of the worksite training.  The training is often modified to meet the unique needs of an agency/facility.

Labor and management representatives from 17 agencies across the State, including 75 facilities, many with multiple work locations, requested 362 training courses that resulted in nearly 5,800 employees receiving job specific training at their worksite.  The courses were selected from 72 training offerings advertised in the Partnership’s Resources catalog.

The chart below summarizes the number of courses by training category.

Requested Worksite Training Courses by Category
Program Area (with no. of courses in each category)	No. of Classes Conducted	No. of Employees Trained
Adult Education Basics (8 courses)	20	255
Clerical and Secretarial and Personal Computer (12 courses)	45	747
Contract Administration (4 courses)	9	220
Educational Advisement (Academic Planning, Financial Aid, and Study Skills) (3 courses)	14	201
Institutional and Direct Care (3 courses)	11	146
Labor-Management Committee Development (3 courses)	11	121
Self-Mediation (2 courses)	6	158
Operations and Maintenance (10 courses)	27	419
Safety and Health (14 courses)	119	2,477
Work and Life (3 courses)	50	1029
TOTAL	362	5,773

Quality of Work Life (QWL) Grants

The Quality of Work Life (QWL) Grants Program helps improve the working conditions and quality of life for CSEA-represented NYS employees.  The program provides funding for proposals jointly developed by agency/facility labor-management representatives.  During the 2003-2007 Agreement, 189 facilities from 26 agencies received 420 QWL grants across five categories.

The chart below summarizes the activity for this program.

QWL Grants
Category	No. of Approved Grants	Amount Funded
Break/Lunch Room Improvement	288	$236,304.75
Employee Recognition	42	$83,339.83
Working Conditions	41	$53,006.18
Wellness/Health Education	39	$50,608.92
Special Projects	10	$27,663.00
TOTAL	420	$450,922.68

 

Agency Workforce Development Grants

The Agency Workforce Development Grants Program offered an opportunity for NYS agencies/facilities and CSEA locals who face unique workforce and organizational development challenges to apply for grants of up to $50,000.  These grants were used to address issues in the workplace caused by such things as agency reorganization, new technology, changing customer needs, new legal or regulatory requirements, or specialized employee job skills training.  During the 2003-2007 Agreement, 26 grants totaling $142,358 were awarded to 10 agencies.

The chart below summarizes a sample of the activity for this program.

Agency Workforce Development Grants
Program	Participating Agencies*	Bargaining Unit	Amount Funded
Homeland Security for State Police Dispatchers	State Police	OSU	$17,000
Assessment of CSEA-Represented Employee Training Needs	DEC	ASU, OSU	$13,021
Job Skills Advancement Program	DOL	ASU	$10,602
Payroll Professional Certification	OSC	ASU	$10,591
Supervisor Training for Call Center Supervisors	HESC	ASU	$9,975
Instructor Training for Passenger Vans	OMRDD	ISU	$7,836
Home Cookin' for Developmental Aides	OMRDD	ISU	$6,750
Thermodynamics of Steam Systems Training	SUNY	OSU	$6,282
Everyday Heroes Video Production	OMRDD	ISU	$5,700
Introduction to Computer Usage Project	OMH	ISU	$5,000
How to Handle Angry Telephone Callers	DMV	ASU	$3,800
Recognizing and Dealing with Abusive Customers	SUNY	ASU	$3,750
TOTAL			$100,307
*See Appendix for a List of Agency Names.

UNLEASHING EMPLOYEE POTENTIAL

Open Enrollment Training Courses

Individual employees can sign up, with supervisory approval, for one-half to four day courses offered at training sites across the state.  The courses provide information and job-related skills and tools needed to tackle job assignments more effectively.  The courses are marketed through the Skills for Success print and online catalogs in the following categories:  Adult Education Basics; Clerical and Secretarial; Educational Advisement; Operations and Maintenance; Personal Computer (no longer available); and Work and Life.

Online Learning Program

Employees can register independently, or through their agency, if it participates, in the Partnership’s Online Learning Program (see page 8).  Over 1,600 courses in business, behavioral and job skills, desktop computer, information technology, health and safety, and labor-management are available.

Educational Advisement

Through confidential conversations with an advisor, individuals receive academic advisement, discuss returning to learning issues, obtain financial aid information, learn about credit-by- examination programs, obtain answers to tuition benefit questions -- and more.  Individuals can contact the Educational Advisement Services staff by using a toll free number or e-mail. 

The chart below summarizes the activity for these programs.

The chart below summarizes the specific activity for open enrollment training courses.

Open Enrollment Training Courses by Category
Program Area (with no. of courses in each category)	No. of Classes Conducted	No. of Employees Trained
Adult Education Basics (2 courses)	18	301
Clerical and Secretarial and Personal Computer (15 courses)	127	1,314
Educational Advisement (Academic Planning, Financial Aid, and Study Skills) (1 course)	1	13
Operations and Maintenance (11 courses)	71	1,198
Work and Life (2 courses)	25	507
TOTAL	242	3,976

 

Raquel Quiles: Never Give Up! Raquel Quiles works for OMH and is currently a unit clerk trainee at Bronx Psychiatric Center. Although she is challenged by her job, Raquel has an ambitious plan for becoming a Registered Nurse (RN). For some remedial classes at Bronx Community College, Raquel was able to receive Partnership Adult Education Basics (AEB) vouchers to help pay tuition. Taking these classes built a strong foundation for an RN program. She is now matriculated in the nursing program at Bronx Community College and is pursuing course work with an attitude that “it’s the only way to get ahead.”  Raquel will complete her nursing degree in spring 2008.

When it comes to balancing work life, home life, and learning, Raquel recommends doing homework during any available time. For instance, she has an hour for lunch and studies in a quiet location. She knows the importance of a daily routine and sticks to it so the homework gets done. For the past two years, Raquel has used Partnership Educational Advisement for help with making educational decisions. She will continue to work with advisors as she proceeds through her RN program. She has also used the Tuition Benefits Program for courses. Raquel also participated in a Partnership pilot online program for improving math skills. She tells others, “Don’t even think about giving up! If you really want those career goals, you’ll reach them. It is worth it.”

Adult Education Basics

A career ladder has no value if a person can’t reach the first rung. To help employees who lack foundational skills get to that first rung, the Partnership developed the Adult Education Basics (AEB) program.  It has three components:  one-on-one advice and support from a member of the Educational Advisement Services staff; special tuition vouchers to acquire basic skills from an educational institution; and classroom training in a variety of the Partnership’s AEB courses.

The Partnership’s AEB courses are designed to help employees learn new skills that can assist them in improving performance at work, meeting and understanding job requirements, preparing for college courses, mastering skills needed in everyday life, and enhancing self-esteem and motivation.    Examples of courses include  Introduction to Writing, Arithmetic Basics, English for Speakers of Other Languages, Introduction to Spanish and Workplace Writing.

The course entitled, Workplace Writing, is an innovative approach to writing designed to increase employees’ comfort with the process of writing.  Employees explore writing as a pathway to clear thinking and self-expression.  Employees use the creative writing process to tell their thoughtful stories as state workers.  They write about what they do, day in and day out on the job to take care of patients, maintain state facilities, and support agency office functions.  Throughout the course, employees also learn grammar, punctuation, and communication skills.  This course is often the first step for many employees in resuming their education.

Success in AEB courses often re-engages employees in the learning process and motivates them to pursue additional education or encourages them to take advantage of a range of other Partnership courses.

AEB courses are advertised in the Resources catalog and are brought to agency worksites through a joint labor-management request.  The courses generally consist of 12 two-hour sessions that help the returning learner acquire a fundamental understanding of the topic and build a stronger foundation for further learning. Some AEB courses are also offered in a shorter time frame and can be accessed by employees through the Skills for Success catalog.

Graduates of a February 2007 Workplace Writing course in New York City talk about the power of education and taking that first step.  What education means to me … “Quite simply, it means freedom. The ability to be anything and go anywhere at anytime.” – Craig Franklin, Library Clerk, SUNY Maritime “Education for me is the door to my tomorrow. Once you know, you feel impelled to pass it on/teach others.” - Amanda Fraser, Developmental Aide, Bernard Fineson DDSO “What does education mean to me? It means a better future for me and my daughter. Furthering my education will help me achieve better skills which means a better job which means a better life for me and mine.” -Alisha Moore, Developmental Aide, Bernard Fineson DDSO “Education broadens the horizon and gives you new insight. Life seems more worth living and I feel delighted knowledge is the key to life.” – Stanley Davis, Highway Maintenance, Department of Transportation “It’s a way of traveling the world without leaving home. It helps me to be understanding and tolerant of others.” – Leslie G. Harris, Developmental Assistant, Bernard Fineson DDSO “Education means knowledge, power, ability, resources, opportunities, and success.” – Ruth E. Lowe-Tuitt, Keyboard Specialist, Department of Health “Education means to me knowledge and understanding to us in everyday life.” – Michele Hunter, Clerk, Insurance Fund “Education is the key to success. History has inspired me.” – Kenneth Stringer, Clerk, Insurance Fund “Education means a way out, an open door.” Jovan M. Dunn, Clerk, Taconic Correctional Facility “Education is the key that unlocks the door of oppressive self-doubt. It is freedom when creativity is balanced with intellect.” – Valli SaaidaiYah Gadsen-Smith, Secretary, Department of Transportation

BUILDING LABOR-MANAGEMENT

COLLABORATION AND SUCCESS

Strategic Approach to Labor-Management Services

The formation of the Partnership provided the opportunity and impetus to develop a strategic and comprehensive approach to labor-management committee support.  During the 2003-2007 Agreement, staff developed a conceptual framework for assessing committee effectiveness and created new training programs and other resources to help committees be as effective as possible.  In all, labor-management services were provided to 17 agencies at 44 facilities.

Another new pilot initiative helped employees resolve workplace conflict.  A Self-Mediation training program gives employees concrete skills to use when issues arise.  Additionally, employees can access trained third party mediators for situations they can not resolve.

The Partnership designed and conducted a six-day Labor-Management Co-Chair Leadership Institute (Institute) to build committee skills in a variety of areas.  The Institute was held over two separate weeks with time in between for the co-chairs to practice what they were learning.  Twenty-six co-chair pairs from eight NYS agencies in five out of the six CSEA regions attended the Institute.  Co-chair pairs were assigned a Partnership coach and were able to assess the operating level of their committees and jointly agree on action plans for improvement.  They were given tools for running more effective committee meetings, resolving interpersonal and group conflicts, conducting appreciative inquiries to resolve workplace problems, and building stronger, more effective relationships. 

The establishment of new committees and rejuvenation of existing ones was a major focus for Partnership staff skilled in labor-management relations and facilitation.  In addition to committee development training, staff provided Custom Consultation and Facilitation Services to committees where relationships had broken down.  Staff interviewed committee members, analyzed situations to find common ground, and facilitated discussions to overcome barriers to communication and collaboration.

The chart below summarizes the activity for this program.

Labor-Management Services
Program	No. of Programs Conducted	No. of Employees Trained
Co-Chair Leadership Institute	1	53
Contract Administration Courses	9	220
Labor-Management Committee Development	11	121
Self-Mediation	6	158
TOTAL	27	552

Training for Improved Labor-Management Relationships at Binghamton University Led to Accomplishments The Issues and Steps to Resolution Dissatisfied with the working relationships and outcomes of their labor-management committee meetings in 2003, Tyrone Webb, former president of CSEA Local 648 and Sylvia Hall, Director of Human Resources at Binghamton University, contacted the Partnership for assistance.  They met with members of the Partnership’s Labor-Management Services team and together planned a three-day program of training and consultation for their labor-management committee. The training included content aimed at improving communication and respect between labor and management at the University.  During candid exchanges, both sides began to realize they had more in common than they originally believed, which made them want to work jointly on resolving some of their longstanding issues. Other training efforts focused on the structure and processes that enable committee members to work as a team. Considerable time was spent in separate labor and management caucuses preparing agenda items for full committee meetings.  The co-chairs met to agree on a joint agenda of items from both labor and management, and then the respective sides of the committee met to do the background work necessary for presenting their items to the committee. Results Participants appreciated the opportunities to be more open and honest with each other and began to see the big picture and how to achieve win/win solutions.  During subsequent meetings, the committee collaborated successfully on the issues of promotional opportunities, wearing ID cards, and overtime scheduling. In 2007, nearly four years later, committee members agree that the training brought lasting lessons about using tools and methods for handling issues.  They are now more creative and understand that there isn’t one right answer to complex issues in the workplace.  It’s not all a bed of roses, and the committee manages disagreements as well as agreements.  A recent accomplishment covered the resolution of issues involving new work shifts that affected tradespersons for construction on campus. New committee members have replaced outgoing members but the skills and approaches learned have helped ease the transitions and helped the committee to continue working together in positive ways.  The training dovetailed nicely with the realities of how labor and management must work together.

Labor and Management Seize Opportunities for Collaboration

During the 2003-2007 Agreement, local and statewide labor-management leaders collaborated in submitting over 700 joint requests to the Partnership for Quality of Work Life Grants, Worksite Training, and Agency Workforce Development Grants.

The chart below summarizes the labor-management requests received.

Labor-Management Requests for Programs and Services
Program/Service	No. of Requests
QWL Grants	420
Worksite Training	267
Agency Workforce Development Grants	28
TOTAL	715

Labor-Management Cooperation Brings Safety and Health to a New Level

In addition to safety and health training courses delivered at agency worksites, the Partnership’s safety and health staff served as both technical and administrative support to the NYS & CSEA Statewide Safety and Health Committee.  Article 15 of the Agreement between New York State and CSEA authorizes this advisory committee, comprised of representation from CSEA and NYS. 

Its purpose is to review and discuss matters of mutual concern in the area of safety and health in a proactive, cooperative fashion.  In addition, a 2003-2007 Side Letter Agreement called for information on specific areas to be developed and distributed.  The statewide committee formed a number of subcommittees to deal with these areas and their work is described below.

Statewide Safety and Health Subcommittee Projects
Subcommittee/Work Group	Project Name	Description and Product(s)
Ergonomics Subcommittee	Ergonomic Product Guide	Educational booklet for non-direct care workers on risk factors and how to address them.  Sample ergonomic products and guidelines for purchasing them are included.
	Zero Lift Program at NYS Veterans’ Home at Batavia	Grant award to finalize, implement, and document a “Zero Lift” Safe Patient and Handling Program.  The program can serve as a model for other healthcare facilities.
	Recommendations for an Agency Policy on Computer Workstation Ergonomics	Notebook (cover shown on next page) and compact disk distributed throughout NYS on how to address issues related to using computers and Video Display Terminals (VDTs).
	Document for New Construction in Health Care Facilities	Scope of services document prepared to assist agencies undertaking new construction of healthcare facilities with the design of ergonomic work environments.
	Safe Patient Handling and Movement Conferences	Conference participation by labor and management representatives to learn about the latest ergonomic research and developments.
Elements Subcommittee	Comprehensive Safety and Health Program	Resource manual (cover shown on next page) for agencies of a model safety and health program, based on OSHA’s rule.  A training program will also be developed.
Workplace Environment Subcommittee	Supervisor Manual on Working in Extreme Temperatures; Pocket Guide for Frontline Workers	Manual and pocket guide on information/dangers/solutions for working in extreme temperatures.
	Additional Sections of Indoor Air Quality Guidelines	Fact sheets and information on contaminants, remodeling, ventilation systems, and diagnostic tools.
Workplace Security Subcommittee	Guidelines for Preventing Violence in the Workplace	Resource to provide assistance in selecting appropriate control methods to mitigate risk factors.
Boiler Steam Pressure Vessel Work Group	Training Program	Training program in development on potential dangers and precautions related to boiler/steam pressure vessel heating systems.
Imminent Danger Work Group	Training Program	Training program in development on identification of types of dangers, concerns, and potential solutions.

FUTURE DIRECTIONS

The Partnership will build on the success it has achieved since its inception in 2001 by continuing its dialogue with labor-management committees throughout the state as part of an ongoing process of planning programs and services.

Partnership staff will continue to design, develop, and deliver programs and services to meet the specific workforce needs of agencies and the workplace demands of employees.

The Partnership, through feedback and input from its stakeholders, will continue to improve the quality of its programs and services, and exceed the standards of excellence set by other training organizations.

The development of a Customer Service Plan will add to the Partnership’s initial efforts at determining the needs of its clients. This plan will ensure that Partnership services address customer needs; benchmark the best-in-the business customer service programs; provide for processes to continuously review its customer service; make improvements based on customer feedback; and monitor and evaluate its performance against its established standards of excellence.  The plan will consist of a vision statement and standards of excellence that will direct the Partnership in delivering its mission to all those it serves.

The Partnership has identified the following themes to guide the creation of new and the improvement of existing programs and services.

Working with Labor and Management to Enhance Workforce Development and Training; Safety and Health; and Quality of Work Life

In its future work with local and statewide labor-management representatives, the Partnership will continue to collaborate on identifying critical workforce development and training needs; workplace safety and health solutions; and quality of work life improvements.  Practices and protocols with agencies and CSEA locals will be institutionalized so that all stakeholders stay informed and up-to-date.  The Partnership plans to develop needs assessment tools and processes that can be used by labor and management in identifying those areas where the Partnership can provide assistance.

Helping Employees Take Charge of their Individual Development

The Partnership, through its Tuition Benefits Program, open enrollment training courses, Online Learning Program, and Educational Advisement Services, will continue to be a critical resource for employee development and empowerment.  The Partnership plans to explore the potential for using its web site as a tool for employees to create individual development plans, on an ongoing basis, that will help them enhance their job performance and position them for career mobility opportunities. 

Building a Strong and Productive Labor-Management Community in New York State

Building on the recent success of the Labor-Management Committee Co-Chair Leadership Institute, held in December 2006 and March 2007, the Partnership plans to continue building and supporting an infrastructure of labor-management committees at both the statewide and local levels.  The capacity to assist and train these committees will be developed with the goals of enhanced agency performance; increased employee involvement; and a safe and productive work environment.

Creating a High Performance Workforce through the Use of Technology

The Partnership’s web site, www.nyscseapartnership.org, has become a widely-used point of entry by employees and labor-management stakeholders for training information.  The Partnership plans on expanding the range and scope of its web-based operations and other technology applications to support its administrative functions, increase access to programs and services, and further develop training delivery.

APPENDIX

List of Agency Names

Agency Name	Abbreviation
Department of Civil Service	DCS
Department of Correctional Services	DOCS
Department of Environmental Conservation	DEC
Department of Health	DOH
Department of Labor	DOL
Department of Motor Vehicles	DMV
Department of Taxation and Finance	Tax and Finance
Department of Transportation	DOT
Division of Human Rights	Human Rights
Division of Parole	Parole
Division of State Police	State Police
Higher Education Services Corporation	HESC
Office of Alcohol and Substance Abuse Services	OASAS
Office of Attorney General	OAG
Office of Children and Family Services	OCFS
Office of General Services	OGS
Office of Mental Health	OMH
Office of Mental Retardation and Developmental Disabilities	OMRDD
Office of Parks, Recreation, and Historic Preservation	OPRHP
Office of the State Comptroller	OSC
Public Service Commission	PSC
State Education Department	SED
State Insurance Fund	SIF
State University of New York	SUNY
Workers’ Compensation Board	WCB

Brought to you by…

Over 49,000 different units of service were provided during the 2003-2007 Agreement to CSEA-represented NYS employees, agencies, and the corresponding CSEA locals.  These services were brought to you by the dedicated staff of the Partnership