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Study finds $6B of Greater Cleveland construction activity creating job opportunities, challenges for diverse workers

A study commissioned by a public-private partnership working to increase participation by diverse and City of Cleveland residents in Greater Cleveland construction projects has found significant long-term job opportunities based on $6.2 billion in planned projects.

However, there is also a workforce gap that is creating challenges to fill those jobs. The study’s key findings include:
  • Capital spending for major projects during 2014 and 2015 are projected to be over $6.2 billion for a five-county area. Each of these projects in Cuyahoga, Summit Lorain, Medina and Lake counties have an estimated construction value of $1 million or more.

  • Given the Memorandum of Understanding, that produced a community benefits agreement, there is a desire by the public-private collaboration to increase local workers participation, and there is an opportunity to increase training for City of Cleveland residents where representation in the ranks of the skilled trades is low.

  • Skilled labor for major projects is aging and younger workers are needed to replace them at the rate they will retire. With the 3- 5 year training process (from pre-apprenticeship to journeyman), continued action is needed to ensure that the training pipeline for replacement workers is functioning effectively.

  • Although ethnic minorities and women currently participate in apprenticeship programs, there is an opportunity through training to expand diversity of the workforce over the next decade as more skilled workers retire.

The Demand Study for Construction Employees was prepared by Mohr Partners Cleveland in collaboration with W.E. Upjohn Institute for Employment Research and Weber Murphy Fox at the request of the Construction Diversity and Inclusion Committee of the Commission on Economic Inclusion, a program of the Greater Cleveland Partnership.

The committee is charged with the ongoing implementation of Community Benefit Agreements as a Greater Cleveland economic development priority including the creation of a robust pipeline of women and minority workers for the construction industry.

The study is available upon request.

The power of choice in health insurance

Working together, the Greater Cleveland Partnership and Medical Mutual are dedicated to educating middle-market companies on the latest healthcare trends and developing products to help Northeast Ohio middle-market companies compete.

We’re pleased to offer The Middle MarketplaceTM, a consumer-driven health plan solution for middle-market companies (50 to 500 employees) that allows your employees to better manage their benefits and become more engaged in their health plan selection.

The Middle Marketplace is designed around the concept of defined contribution. Employees receive a specific amount to spend on their healthcare benefits, and they select the best plan for them from a variety of plan options.

The plan also gives your employees access to Medical Mutual’s extensive network of doctors and hospitals (the largest in Ohio) and excellent customer service.

Click to learn more.

News, research and data about the middle-market is just
a click away

The Greater Cleveland Partnership’s Middle Market Knowledge Center is your one-stop online repository that provides regional and national middle-market data, research and trends.

We’ve recently added some new publications including:
  • 2014 Franchising Ideas: Plante Moran's 2014 Edition of "New Ideas for Franchising" report looks at how this industry performed in 2013 and best practices for growth in 2014. This report includes "10 Tips for Smart Borrowers: How to Secure Commercial Financing," how the theory of replication plays into a franchisee's success, and how to deal with increasing minimum wages. Click to read or download.

  • State of Healthcare in the U.S. Middle Market: For middle-market firms, healthcare presents a particular challenge. Without the significant scale of global companies, and without the exemptions granted to small firms, middle-market companies are in a particularly tough position to adjust to rising costs or comply with new regulations. Click to read or download.

  • A Briefing on Private Equity Firms as Potential Acquirers/Investors: This white paper for owners of middle-market companies looks at top reasons private equity firms invest in middle-market companies, what to look for in a private equity investor, what to expect in a sale process, and more. Click to read or download.

The Middle Market Knowledge Center is powered by:


Middle-market insights: How to handle a corporate data breach

Is your middle-market company prepared to respond to a data breach? Middle-market companies are tempting targets for cyber attacks because they have fewer resources and their defenses are not as sophisticated as those of large corporations.

Erik Sherman, a National Center for the Middle Market contributor, says your strategy should include several components that will allow you to respond in an orderly and effective way to a cyber security breach.

“Such a plan should indicate the necessary steps, name the internal personnel who will be on the internal response team and the nature of their roles, and list resources available for the response,” says Sherman. Other recommended tactics include:

Get the story straight, quickly: The minute you have an indication of a breach, it's time to move into high gear. Read the stories of recent major breaches and you'll learn that the biggest problem was a delay in fully addressing the situation.

Communicate with those affected: Communicating with customers, the press, and investors will be an extensive part of the response. Take responsibility and don't waste time trying to blame someone or something.

Click to read more.

Business sponsors wanted for CMSD “State of the Schools” luncheon

Greater Cleveland Partnership member companies are asked to consider becoming a sponsor of the Cleveland Metropolitan School District’s (CMSD) 2014 State of the Schools luncheon on Tuesday, September 30 from noon to 1:30 p.m. at the Renaissance Cleveland Hotel.

Hosted by the City Club of Cleveland, the program will feature an address by CMSD Chief Executive Officer Eric Gordon.

With fewer than three years remaining until the historic 15-mill levy expires, Gordon’s remarks will facilitate an important discussion on investments that have been made so far as well as plans for continuing to pursue the Plan’s goal of creating a system of high-performing public and charter schools for Cleveland students.

Your sponsorship will help offset the cost of the event and underwrite the attendance and participation of CMSD students, families, faculty and staff.

Click for details.

New round of workforce training money available

More than 80,000 Ohio employees have been trained through the Ohio Incumbent Workforce Training Voucher Program and now the state is making a third round of funding available to businesses--$29.4 million in Fiscal Year 2015 for employers to enhance the skills of their employees.

The Ohio Development Services Agency will reimburse the employer for up to 50 percent of the eligible training costs, up to $4,000 per employee, after (1) the employer pays the full cost of the training, and (2) the employee successfully completes the training. The maximum amount an employer may qualify for in a fiscal year is $250,000.

The company must be in operation for at least 12 months in Ohio to participate.

A pre-application is now available beginning September 15, 2014 for businesses who want financial help to train their current workforce. Applications for the grant program will be accepted for review on September 30, 2014 beginning at 10 a.m.

For more information about the Ohio Incumbent Workforce Training Voucher Program visit http://development.ohio.gov/bs/bs_wtvp.htm.

For additional assistance, contact Truc Cao of the GCP Business Development at 216.592.2387 or tcao@gcpartnership.com.

You also can contact:
Please note changes to this year’s application:
  • Eligible NAICS codes are being provided for potential applicants to verify eligibility before applying.

  • Names of individuals being trained along with the last four digits of their SSN, date of birth, and verification of wages are no longer being collected in the application. Rather, they are collected at the time of the reimbursement request. This will make the application process less tedious and reduce the number of amendments being requested.

  • The Window of training has been extended from 11 months to 17 months: August 1, 2014 to December 31, 2015.