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Why GCP is opposing Ohio legislature bills that interfere with home rule

In this week’s “GCP Insight” interview, Brian Hall, executive director of the Commission on Economic Inclusion, discusses why a Cleveland public–private partnership is opposing two bills in the Ohio legislature that would eliminate local governments’ ability to ensure that construction projects in the region benefit the local workforce.

The coalition includes the Greater Cleveland Partnership, the Commission on Economic Inclusion, a program of the GCP, the City of Cleveland, the Cleveland Building and Construction Trades Council and the Construction Employers Association.

In Cleveland, the mandate requires that 20 percent of the workforce on large construction projects are city residents. The proponents of HB 180 and SB 152 say the requirement prohibits contractors from hiring the best workers. Hall says this reasoning assumes that highly qualified workers don’t live in Cleveland or in other major cities around the state.

"GCP Insight" is hosted by Steve Luttner, vice president, Lesic and Camper. Click to watch.

Welcome, new GCP members

We’re pleased to welcome these companies and organizations that recently joined the ranks of Greater Cleveland Partnership Investors.

Click the links below to learn more about them.

Recommendations offered to accelerate Cleveland school plan progress

The Cleveland Transformation Alliance’s recently released progress report says some strategies need to be reevaluated to meet the overarching goals of The Cleveland Plan to increase the number of high-performing district and charter schools in the City of Cleveland.

The report notes that its recommendations are “not intended to prescribe specific strategies and action steps; that is the purview of educators engaged in this work.

“Instead, they provide general direction based on the findings in this report, the original goals and approaches outlined in the Cleveland Plan, and relevant studies published during the past year.”
  • Recommendation #1: “CMSD and charter school operators should develop differentiated school support and intervention strategies based on the current performance of their schools.” The report recommends a tiered approach, which “will result in the closure of some persistently failing schools.”
  • Recommendation 2: “All stakeholders invested in the Cleveland Plan… should intensify efforts and build capacity in the following areas that directly impact school quality: Strong leaders and teachers for all public schools:. Efforts should be made to expand relationships with proven sources of teacher talent and to work with local colleges of education to create exemplary urban teacher preparation programs; Use of data and technology: The use of data and technology must be expanded on two fronts – in the classroom and at the systems level; Parent and community demand for quality schools: High-performing district and charter schools must be fully enrolled; District-charter partnerships: While district-charter partnerships have improved, there are additional areas of collaboration that should be explored.
Click here to read more about the Alliance’s recommendations in its progress report.

The Greater Cleveland Partnership is part of the Transformation Alliance, which is charged with reporting on the Plan's progress and communicating that information to families and other stakeholders GCP President and CEO Joe Roman is a member of the Alliance’s Board of Directors.

In addition, the GCP played a significant role in helping to shape The Cleveland Plan; strengthening public education in Cleveland is a GCP strategic priority.

Middle-market perspectives: Growing companies need to set strategic HR goals

As a middle-market company matures, its human resources strategy needs to evolve with it.

The HR department should match a company’s growth and maturation rate to ensure that recruitment, hiring, training and development procedures continue to align with the overall business strategy.

Chuck Leddy, a National Center for the Middle Market contributor and author, says a maturing company’s HR department needs to identify several goals to meet increasing demand. They include:
  • Attract and retain top talent. To attract and retain top talent, growing companies should establish incentives that drive recruitment, such as competitive benefits.
  • Build a recruitment brand. By defining key values, companies can build images that foster engagement with outsiders and potential recruits.
  • Resolve compensation and motivation issues. Developing a strategic plan and a structure to support it will minimize the amount of case-by-case compensation decisions an HR department has to make.
  • Invest in training. Investing in internal training is a much more cost-effective strategy than hiring outside talent, so an HR department that can identify and close skills gaps becomes a vital tool for improving growth and employee retention.
Click to read more.

The National Center for the Middle Market, a collaboration between The Ohio State University Fisher College of Business and GE Capital, is a strategic partner of the Greater Cleveland Partnership’s Middle-Market Initiative.