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CEDS goal: By focusing on six asset-based industry clusters the region will realize 1,000 new jobs by 2023; and total employment of 54,290. By 2023 the region will improve the overall business acumen and increase business starts to more than 100 per year.

Reversing systemic population decline: “The most critical issue facing Aroostook and Washington counties is the systemic population decline.  Fundamentally, the retention and attraction of people is the core factor for future viability of Aroostook and Washington counties. Extreme economic, community and personal pressures are now being felt as a smaller population is carrying the full cost of critical public services and workforce demand. Therefore, the challenge is clear. We must reverse this long-term trend of our children leaving us for work elsewhere by promoting the good-paying jobs that do exist, while at the same time creating new jobs and opportunity in our regional economy.”

SCENARIO
Between 2016 and 2021, employment dropped by 3,000, and is projected to drop another 1,200 by the end of 2023. This is primarily the result of workers aged 55-59 retiring early and newly graduated students moving to other areas to pursue college or a career. This reduction in the labor force is especially difficult for local businesses that have lost employees, often with decades of experience, in industries where it has proven difficult to attract younger workers. Also, access to hiring migrant workers continues to be constrained. Jobs in agriculture remain unfilled for longer and longer periods, resulting in loss of crops due to not being harvested or to fields that were not planted. The labor shortage continues to impact tourism and seafood industries, and even generous hiring bonuses and higher wages fail to attract enough workers to fill vacancies.

New entrepreneur programs have had some success. According to an August 2023 survey conducted by a statewide entrepreneurial organization, more than three quarters of the recipients of grants for additional training are planning to stay in the area.

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Natural Resources and Climate Change

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Memo - Adpative Planning Session 1 Key Findings - NMDC

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Connectivity and Digital Transformation

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Memo - Stakeholder and Business Survey - NMDC Resiliency Strategy

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Changing Workforce

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Energy Evolution

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Manufacturing and Supply Chain

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Introduction of mechanized processes

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New  entrepreneurial starts, new opportunities, new innovation

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New  entrepreneurial starts, new opportunities, new innovation

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Larger emphasis on technical training and career opportunities that support local industries.

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Younger families moving to rural areas, increased broadband deployment

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Younger families moving to rural areas, increased broadband deployment

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and online entrepreneurs

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Create an environment to attract young families and entrepreneurs

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Create an environment to attract young families and entrepreneurs

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Shift to bring entrepreneurial training to younger people. Possibly starting in high schools with a path to college.

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Regional incentives, similar to Pine Tree

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Work with CTE, two year colleges and colleges to train future workforce.

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Develop a comprehensive entrepreneurial asset inventory, identify new opportunities that don't exist in the region, identify existing industry opportunities that entrepreneurs can fulfill. 

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Develop a comprehensive entrepreneurial asset inventory, identify new opportunities that don't exist in the region, identify existing industry opportunities that entrepreneurs can fulfill. 

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Work with businesses to adapt to new workers needs and wants.

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Whether business can adapt to changing workforce.

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Connecting local businesses (especially those forecasting retirement) to develop sustainability plans.

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I had a conversation with a farmer about their decision to install an optical sorter in their potato packaging line and the justification of the $250,000 cost to do so. "it doesn't call in at 7:20 in the morning to let you know that last night was rough and they weren't up to coming in to work today"

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Fewer manufacturing jobs, but perhaps increased tech jobs?

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Resources needed to support expanding technology

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Increased support to "navigate existing resources" for employees. Recognizing that challenges with childcare, transportation and financial assistance are leading factors in job instability which can easily derail good employees.  Employers would benefit by addressing the above issues within their organization.   The actions will strengthen retention and demonstrate that employees are considered a priority within the company.

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Increased support to "navigate existing resources" for employees. Recognizing that challenges with childcare, transportation and financial assistance are leading factors in job instability which can easily derail good employees.  Employers would benefit by addressing the above issues within their organization.   The actions will strengthen retention and demonstrate that employees are considered a priority within the company.

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A statewide virtual site/portal for job seekers and businesses to access a simple map directing them quickly to the needed job training, internship/externship, service and/or resource.  

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A statewide virtual site/portal for job seekers and businesses to access a simple map directing them quickly to the needed job training, internship/externship, service and/or resource.  

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Researching best practices in regions similar to Aroostook and Washington.  Example:  

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Researching best practices in regions similar to Aroostook and Washington.  Example:  

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http://www.graniteuw.org/our-work/granite-united-way-initiatives/work-united

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If a steady job is the most reliable step on the pathway to financial stability, then why do employers see high turnover in the ranks of their low-to-moderate wage workforce? Too often, barriers such as childcare, reliable transportation and acute need for emergency financial assistance get in the way of continuous employment and derail good employees.

After witnessing the success Chittenden County (VT) United Way and Burlington area businesses saw with their "Working Bridges" to address this issue, Granite United Way's Upper Valley region volunteers decided to bring it to their local community.

View our the official Work United promo video

Simply stated, Work United is an employer collaborative, convened by United Way, dedicated to improving workplace productivity, retention, advancement and financial stability for employees.

The focus of Work United is business solutions ~ job retention and decreased absenteeism. Through shared resources, employers can minimize employment barriers for their low-to-moderate wage workers and maximize the supports employees need to be successful and improve their lives.

This concept has been tested in Chittenden and Windham Counties in Vermont and proven to: reduce absenteeism, improve employee retention, increase productivity, and improve safety in the workplace.

Ten local companies collaborate with Granite United Way to make our Work United initiative a reality. Thank you to our Champions - Alice Peck Day, Chippers Inc., FUJI Fim Dimatix, Inc, Hypertherm, Kendal at Hanover, King Arthur Flour, Simon Pearce, Coop Food Stores, Dartmouth College, Mascoma Bank, and Mt. Ascutney Hospital.

Work United Monthly Newsletters
March2021Newsletter

To learn more about the Work United initiative, contact Prudence Pease, Work United Coordinator, at prudence.pease@graniteuw.org or 603.361.3429

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If a steady job is the most reliable step on the pathway to financial stability, then why do employers see high turnover in the ranks of their low-to-moderate wage workforce? Too often, barriers such as childcare, reliable transportation and acute need for emergency financial assistance get in the way of continuous employment and derail good employees.

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Increasing and retaining workforce is a regionwide and state responsibility.  This will take many decisions and actions made by multiple partners.  

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Increasing and retaining workforce is a regionwide and state responsibility.  This will take many decisions and actions made by multiple partners.  

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New Housing Starts/ Construction/Sales/Renovation of older homes

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New Housing Starts/ Construction/Sales/Renovation of older homes

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Figuring out root causes of the childcare issues--is it regulatory (state level), low paying jobs and cost of childcare so potential workers choose to stay home, business model doesn't work for home childcare providers like we used to see, fewer childcare businesses, etc.

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Figuring out root causes of the childcare issues--is it regulatory (state level), low paying jobs and cost of childcare so potential workers choose to stay home, business model doesn't work for home childcare providers like we used to see, fewer childcare businesses, etc.

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I wonder what this activity would've been like if we had invited UMaine business/engineering students--- undergraduates or graduates to join in the meeting today...  I think this could be one strategy.  Inviting young adults to the strategic planning activities might prove to be a good recruitment tool and motivation to the student to invest in Aroostook, Washington and/or Maine.

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I wonder what this activity would've been like if we had invited UMaine business/engineering students--- undergraduates or graduates to join in the meeting today...  I think this could be one strategy.  Inviting young adults to the strategic planning activities might prove to be a good recruitment tool and motivation to the student to invest in Aroostook, Washington and/or Maine.

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The influx of new people to the area could have a major impact  on the political landscape of Aroostook. It will be interesting to see if The County becomes more conservitive or liberal.

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Community college and higher education system was able to shift quickly and create training/certificates to help region adapt.

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Communication Challenges Digital vs. Interpersonal 

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Communication Challenges Digital vs. Interpersonal 

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Students/younger employees have different preferred methods of engaging than those from other generations (chat vs. through video - 'camera on'
, text vs. talking)

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New Master's of Organizational Leadership 

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New Master's of Organizational Leadership 

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UMPI - Now Community & Global college - changes scope and role of university

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Are students more or less likely to leave because of remote options? 

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Are students more or less likely to leave because of remote options? 

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TBD at the moment, time will tell as pandemic subsides    --

40/60 split at UMIP in online vs on-campus