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Internships Available RIGHT NOW

Looking for an internship RIGHT NOW? The companies below have internship opportunities available today! If you’re interested in finding out more, log into MI Bright Future, visit the company’s profile and message the company contact.
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Remarkable Employer Demand During Q2 2019

Employment in the 16-county WIN region grew by 8,018 workers and job postings continue to grow, with five high-demand occupation groups experiencing at least a 20 percent jump in postings from Q1.

Employer demand grows to 382,000 jobs posted during Q2 2019, with five high-demand occupation groups experiencing at least a 20 percent jump in postings. During Q2 2019, there were 381,777 job postings, 39,022 more than the 342,755 postings made during Q1 2019 in the 16-county WIN region.


“Often, postings are slower in the first half of the year than the second, so this high growth between the first and second quarters is remarkable,“ said WIN Executive Director Michele Economou Ureste. “Most of the occupation groups analyzed by WIN experienced a decline during the first quarter of 2019 but have more than made up for it in Q2.”

Annual Unemployment Rate Rises Slightly

The labor force in greater southeast Michigan continues to grow, increasing by 23,539 individuals between 2018 annual figures and the year-to-date (YTD) levels through June 2019. Employment increased by 21,675 workers between 2018 and YTD 2019. As the increase in employment accounted for most, but not all, of the massive increase in labor force, the unemployment rate rose very slightly. From an annual rate of 4.2 percent in 2018, the annual rate has risen by just under 0.1 percentage points to the current YTD rate of 4.3 percent in 2019 for the 16-county WIN region.

Top 5 Posted Jobs Q2 2019

Despite a slight decline in postings, Heavy and Tractor-Trailer Truck Drivers remained the highest in-demand occupation during the first half of 2019, with 37,893 online job postings. Of the top five overall in-demand occupations, two typically require a bachelor’s degree for entry. Registered Nurses (22,888 postings) and Software Developers, Applications (9,308 postings) also offer higher wages than many top jobs. Customer service occupations round out the remaining top five posted jobs with First-Line Supervisors of Retail Sales Workers (9,790 postings) and Retail Salespersons (9,501 postings). Customer Service Representatives (7,526 postings) were also in high demand during Q2 2019.


Labor Force, Employment, and Unemployment for Q2

The labor market in southeast Michigan has experienced relative stability since 2010. The labor force increased by 3,898 workers between Q1 2019 and Q2 2019. Employment in the 16-county area also increased from Q1 2019 to Q2 2019, by 8,018 workers. More dramatically, this represents an increase of 31,762 workers (1.1 percent) over Q2 2018. With labor force increasing at a lesser rate than employment, the unemployment rate decreased this quarter: the quarterly unemployment rate increased by 0.1 percentage point between Q1 2019 and Q2 2019 to 4.2 percent.

The full Q2 2019 labor market report for the 16-county region analyzed by WIN, is available at You can also download the City of Detroit Q2 2019 Labor Market Report now.

Have questions or need more information? Contact WIN’s data and research team directly at

Going PRO Talent Fund Launches Seventh Grant Cycle

Going PRO Talent Fund – FY 2020 online grant application period opens September 12

The need for talent has never been greater. Projections show that by the end of 2026, Michigan will experience a professional trades workforce gap with more than 545,000 job openings due to retiring baby boomers and the emergence of new technologies.

The Going PRO Talent Fund (Talent Fund) grants create public-private partnerships with employers to design training models that adapt with changing employer demand. Criteria for the grants include that training is short term, must lead to a credential for a skill that is transferable, recognized by industry, and must lead to or continue permanent, full-time employment.

Since 2014, the State of Michigan has dedicated over $99 million dollars through the Talent Fund and its predecessor, the Skilled Trades Training Fund. This investment has resulted in 3,096 competitive awards to Michigan companies, the creation of 21,545 jobs, and the retention of 72,542 jobs since the program’s inception.

Governor Gretchen Whitmer announced a new statewide goal of increasing the number of Michiganders between the ages of 16 and 64 with a post-secondary credential from 45 to 60 percent by 2030. The Talent Fund supports the Governor’s goal by providing a path for working Michiganders to up-skill through employer training and in-demand industry certifications.

The Talent Fund program is implemented locally by the 16 Michigan Works! Agencies, who handle outreach to employers in their region. Employers with a need for skill enhancement, including apprenticeship programs and advance-technology training programs for current employees or individuals to be hired, may be eligible to apply.

The application period for the Fiscal Year 2020 grants, which features a new online application system, opens Thursday, Sept. 12, 2019, and closes Wednesday, Oct. 2, 2019, at 5 p.m. EST. A list of Michigan Works! contacts for employers and more information on the Talent Fund, including a link to the online application system, can be found on the Going PRO Talent Fund website.


About the Department of Labor and Economic Opportunity – Workforce Development

LEO-WD promotes a flexible, innovative, and effective workforce system within the State of Michigan. LEO-WD supports a demand-driven workforce system, assists the structurally unemployed with financial independence, advocates for the integration of workforce development into the K-12 school system, and supports the alignment of workforce development with economic development efforts. Please visit our website to see all that we offer.


Regional Employee Turnover Study Results Released

The survey results represent a unique data source as this information is not currently tracked or reported by federal, state, or local entities. The report identifies the challenges and opportunities within our region and is intended to assist employers in better serving their workforce.

Six Michigan Works! Agencies (MWAs) contracted with the Workforce Intelligence Network for Southeast Michigan (WIN) to examine employee turnover in the region. This work aims to provide a comprehensive understanding of the root causes of employee turnover and the potential gaps that exist in the development of career pathways for those with barriers to employment. Information was gathered from a region-wide employer survey, convenings of local employers, and national best practice research.

This report focuses on employer survey results from the entire 16-county WIN area, which includes Genesee, Hillsdale, Huron, Jackson, Lapeer, Lenawee, Livingston, Macomb, Monroe, Oakland, Saint Clair, Sanilac, Shiawassee, Tuscola, Washtenaw, and Wayne counties in the greater southeast Michigan region. The target industries for this body of work include Manufacturing, Health Care, Information Technology, Retail/Hospitality, Construction, Agriculture, and Energy/Utilities.

“The survey results represent a unique data source as this information is not currently tracked or reported by federal, state, or local entities. The report identifies the challenges and opportunities within our region and is intended to assist employers in better serving their workforce,” says WIN Executive Director, Michele Economou Ureste. “In particular, the report will help to inform the resources aimed at reducing employee turnover.”

Occupations with Highest Rate of Turnover

The occupations experiencing the highest rates of turnover are low-training, low-wage positions such as medical aides, general laborers, and food preparation and serving workers. Workers in each of these occupations typically remain with a company for under two years. However, occupations with high average tenure face their own retention challenges. Engineering, skilled trades, and computer systems roles also typically take a long time to fill, and an oncoming retirement cliff for these workers may leave employers with small talent pools to choose from in the future.

Median Turnover Costs of $4,500 Per Worker

This includes factors such as search costs, training, and lost revenue and productivity. Training costs alone are estimated to be about $1,500 per employee. Additional training and detailed onboarding are reported as key retention strategies, but also expensive ones. Transportation and warehousing and energy and utilities employers reported especially high costs of turnover.

Southeast Michigan employers estimate median turnover costs of $4,500 per worker, but average costs over $30,000.

Most Common Reason for Employee Turnover

The most common reason cited “very frequently” for employee turnover is a desire for higher pay or benefits, followed by transportation, childcare, and other personal conflicts. Reasons cited “often” also include opportunities to advance within the company and pursuit of different career paths. These reasons were consistently in the top two for each MWA, as well as most industry groups. Professional, technical, and scientific services employers, however, reported advancement opportunities, poaching, and changing career tracks as greater concerns.

Changes in Retention Strategy

Competition for a shrinking talent pool is driving changes in retention strategy for many employers. Employers often face fierce competition for workers, and most are experimenting with changes in pay, benefits, and other workplace features to attract and retain talent. Flexible scheduling and opportunities such as tuition reimbursement and training benefits, most often implemented by health care and professional, technical, and scientific service employers, were reported as being especially effective for attracting and keeping a younger workforce.

Opportunities for Employers and Workforce Development Professionals

This report concludes with several opportunities for employers and workforce development professionals to consider that could help reduce employee turnover and the associated costs to employers in greater southeast Michigan:

  • Continued research and engagement related to employee turnover is critical as the labor market continues to shift. Regular tracking and reporting of regional employee turnover information is not done by federal, state, or local entities; therefore, consistent employer convenings and surveying would allow for greater understanding of the root causes of employee turnover and the strategic development of workforce solutions to address the key issues faced by both employees and employers throughout the region.
  • Development of supported career pathways for hard to fill positions would be beneficial for both employees and employers. In order for these pathways to be successful, employer partnerships between those businesses employing occupations identified as hard to fill would need to be established and regularly convened by workforce development professionals. Increased participation in BRNs and other talent-focused industry groups is highly recommended for employers throughout the region.
  • Regular communication with employees regarding attendance-related warning signals that could ultimately result in the employee leaving could help to eliminate turnover, in some cases. Employers with the capacity to educate their management team and connect employees to community resources to assist with alleviating the reasons for turnover related to transportation, childcare, or other personal conflicts would be incredibly impactful given the results of this study.
  • The business services teams at each MWA throughout the WIN region are underutilized by local employers based on the survey results and employer commentary analyzed in this report. Employers are encouraged to reach out to their local Michigan Works! business services representative using the contact information below to gain access to the many benefits offered by the workforce development system.


Detroit Employment Solutions, Corporation (DESC)
Serving the City of Detroit
313.664.5566  |

GST Michigan Works!
Serving Genesee, Huron, Lapeer, Sanilac, Shiawassee and Tuscola counties
810.233.5974  |

Michigan Works! Macomb/St. Clair
Serving Macomb and St. Clair counties
586.469.5022  |

Michigan Works! Southeast
Serving Hillsdale, Jackson, Lenawee, Livingston, and Washtenaw counties
844.200.3206  |

Oakland County Michigan Works!
Serving Oakland County
248.858-5520  |

Southeast Michigan Community Alliance (SEMCA) Michigan Works!
Serving Monroe and out-Wayne counties
734.229.3518  |



WCC, Ann Arbor Area Welcomes Ironworkers for Annual Instructor Training Program

International trade union celebrating 10th anniversary at WCC, 35th overall.

For the 10th consecutive summer, the Ironworkers are back in Washtenaw County for their annual Instructor Training Program, bringing nearly 800 people to use the facilities at Washtenaw Community College and leave a significant economic impact on the surrounding area.


It’s the 35th anniversary overall for the train-the-trainer program that brings together union apprentice coordinators, instructors, contractors, business managers and owners from across the United States and Canada. The Ironworkers – officially the International Association of Bridge, Structural, Ornamental and Reinforcing Iron Workers – held the program at various colleges in California for 25 years before moving operations to WCC in 2010.

“The staff and facilities at WCC have been a game-changer for the Ironworkers. We show up on campus and all we have to do is turn on the lights. The classrooms and weld shop are first-class and the community has welcomed us with open arms,” said Lee Worley, the union’s Executive Director of Apprenticeship & Training. “Our leadership in the 1980s carved a path to where we sit now, which is leading the construction world in producing the finest-trained ironworkers in the industry.”

WCC President Dr. Rose B. Bellanca called the college’s relationship with the Ironworkers “an exceptional partnership, and one we tremendously value.”

Bellanca added: “WCC and the Ironworkers share a profoundly important mission – the business of teaching and lifelong learning. As educators, we truly admire the Ironworkers’ drive to remain the best-equipped and skilled workforce in the world, while performing their job in the safest, most efficient manner possible.”

This year’s on-campus training runs from Monday, July 15 to Friday, July 19 and includes instruction in welding, structural steel erection, architectural and ornamental ironwork, concrete reinforcement, rigging and machinery moving and installation, as well as blueprint reading, computer skills and a number of other trade-related subjects taught inside classrooms and labs across the WCC campus.

Ironworkers General President Eric Dean, himself an apprentice instructor from 1989 to 1995, welcomed attendees during an opening session Sunday at the Ann Arbor Marriott Ypsilanti at Eagle Crest, which serves as the program’s headquarters hotel. Participants are also guests at other local hotels and in dormitories on the campus of the University of Michigan. Destination Ann Arbor provides hospitality services and events for the attendees.

“Ten years into our partnership with the Ironworkers, we couldn’t be more excited for this year’s Instructor Training Program,” said Mary Kerr, President & CEO of Destination Ann Arbor. “It’s a tremendous privilege to welcome back almost 800 staff, instructors and skilled tradespeople annually in partnership with Washtenaw Community College – and we know that they’ll enjoy all the great attractions, dining and shopping that the Ann Arbor area has to offer.”

For more information about Washtenaw Community College, visit

For more information about the Ironworkers, visit

Women’s History Month Blog: Women of WIN

Women's History Month

Michigan is filled with amazing women who have made ground-breaking advances in the state and around the country. Take for instance Merze Tate, a champion in higher education[1], Andra Rush, founder and CEO of Rush Trucking,  one of the first Native American woman-owned businesses in Michigan[2], or Harriet Quimby, the first woman to gain a pilot’s license in the United States. [3] All these women hail from Michigan and not only accomplished great feats for themselves, but paved the way for the generation of women after them.  In 2018, the annual workforce population of Michigan was 4,704,127, with 49% being female.[4] Women are increasingly becoming a large part of the workforce and are bringing outstanding change and progress to the state.

For this Women’s History Month, MI Bright Future wanted to celebrate women doing amazing work here in Michigan by talking with the innovative leadership of the Workforce Intelligence Network (WIN). In this interview Carrie Bonofiglio, MI Bright Future Business Partnerships Manager, Lisa Gordon, MI Bright Future Program Manager, Sarah Gregory, Director of Youth Strategy- MI Bright Future, Michele Ureste, Executive Director of WIN, and Michelle Wein, Senior Research Manager share their career paths and thoughts on how young women can stand out in today’s workforce.

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MI Bright Future Welcomes Partnership Opportunities

To whom it may concern,

The State of Michigan recently approved legislation to address the gap in workforce skills by increasing K-12 career awareness and competency-based learning. The Workforce Intelligence Network (WIN) was awarded a multi-year contract in 2018 for MI Bright Future, a talent development initiative in alignment with state workforce goals.

As Michigan transforms its economy to meet 21st century needs, it has become more important than ever to remove barriers between the state’s educational system and professional industries. This observation led WIN to develop MI Bright Future in 2015, and the State of Michigan to adopt the Marshall Plan for Talent in 2018, which included support to expand the scope and reach of MI Bright Future throughout the state.

MI Bright Future is a collaborative effort to increase youth career awareness and readiness through online resources to address workforce needs. The State of Michigan currently requires all students to complete Educational Development Plans (EDP) for career planning, with many districts utilizing software platforms to do so. MI Bright Future leverages and enhances these technologies by providing direct linkages between employers and high school students, thereby enhancing career planning through access to real-time interactions with experienced professionals.

WIN’s goal is to provide access to MI Bright Future to all Michigan students, regardless of their district’s chosen EDP platform. Public Act 227 (PA #227) highlights the requirements MI Bright Future must meet as it expands to additional communities. In order to effectively meet the goals of PA #227, WIN is happy to announce the opportunity for partnership with any software vendor that adequately meets the standards, requirements, and goals stated in PA #227.

If a vendor creates or can utilize existing web-based software to satisfy PA #227, WIN will work with them to provide their clients access to MI Bright Future. Upon agreement of partnership, the vendor’s technology platform will be populated by the MI Bright Future team with propriety information collected, managed, and owned by WIN. However, interested vendors unable to meet stated needs will not be selected for partnership.

Interested vendors may contact the Director of Youth Strategy and MI Bright Future at the Workforce Intelligence Network, Sarah Gregory, directly by email or phone to discuss the potential for partnership:, 734.934.4510.

Sincerest regards,

Michele Economou-Ureste

Executive Director, Workforce Intelligence Network for Southeast Michigan

Blog: Three Creative Ways to use MI Bright Future

MI Bright Future is a platform for students and educators to explore and interact with professionals and businesses throughout the state of Michigan. It allows users to explore careers and employers in a meaningful way. There are several ways to use the program, including career/company discussion boards, company profiles, and work-based learning activities. Through this program, educators can greatly impact a student’s post-secondary career pathway and relate what they are learning in school to their future careers . Below are three creative ways to incorporate MI Bright Future in the classroom.

Create EDP activities to explore MI Bright Future:

Educators can use MI Bright Future to create student activities that count towards EDP completion. These activities are unique to every educator and can be customized by grade level or to a group of students. Creating EDP activities to explore MI Bright Future is a good way to introduce the program to students and encourage them to interact with it in a constructive manner. Activities like drafting a career coach question, looking up a particular industry in the region, or finding a local company and exploring their work-based learning activities helps students learn how to use the program effectively to interact with businesses. Educators can create EDP activities in the Career Advisor Management System (CAMS) through the EDP Completion Standards tab under the “Required Assignments & Activities” by selecting “add an assignment”. Connect with the MI Bright Future team to learn more!

Have a “MI Bright Future Lesson” in your classroom:

A new resource available to educators are MI Bright Future lesson plans! These lesson plans were developed in response to school partners requesting resources to guide educators and students through the MI Bright Future system and serve as support when the MI Bright Future team cannot be in the classrooms. They cover topics such as internet safety, importance of soft skills, and best practices with social media. These plans are great for classrooms just starting out with MI Bright Future or those that want a “refresher” with students. Facilitation of the lesson plans is first done by one of MI Bright Future’s Implementation Coordinators, and then, through discussion with school staff, can be facilitated by educators themselves. The lesson plans meet Common Core College and Career Readiness standards. To learn more about MI Bright Future lesson plans, contact MI Bright Future at

Think outside the box with work-based learning :

One of the main functions of MI Bright Future is requesting work-based learning activities from local businesses and professionals. This feature is especially versatile and can be used to engage with students through creative means. One way to use work-based learning activities is by hosting a competition with a local business. For example, educators can use work-based learning activities for an art class doing a project that will be evaluated by a local designer or artist. Another way to use work-based learning activities is to have local professionals come in and do mock interviews with students to prepare them for job interviews. These out-of-the-box examples not only get students to interact with local businesses, but also allows for relationships to form between businesses and educators.

Want to learn more creative ways to improve your school’s career exploration activities? We invite you to join our educator focused Twitter Chat on Thursday, January 24th, 2019 at 3:00pm using the hashtag #MIBrightChat.

How will you benefit?

  • Learn from educators across Michigan on how to build relationships with companies and find career exposure opportunities for students.
  • Gain a full perspective on the importance of incorporating career readiness activities in K-12 education.
  • Collaborate with educators utilizing MI Bright Future to grow Michigan’s future talent.

Are you new to Twitter Chats? Contact us at for more information and assistance.

Blog: How to prepare your students for their future today!

In Michigan, there are a lack of individuals who have obtained a degree or certification towards careers in high-demand industries, such as health care, IT, skilled trades, and engineering and design. [1] In response, MI Bright Future is a statewide initiative to grow the next generation of qualified candidates and in turn narrow the gap in Michigan’s workforce demand. The program makes career-related information accessible online to high school students and their educators! Here are four tools to help you jump start your students’ journey towards a rewarding career.

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Blog: MI Bright Future and Work-based learning activities: A match for a successful workforce

Work-based learning activities (WLAs) are activities offered by individual professionals or businesses to provide students real workplace experiences, and a chance to engage seriously with the economic, social and educational demands of the modern workforce.[1] WLAs not only provide students career exposure and on-the-job learning, but also an opportunity to develop key employment skills, such as communication and teamwork. Companies that offer WLAs raise local awareness of their business and industry, provide guidance to students on how to be successful in their field, and have an opportunity to identify prospective future employees.Read More

Blog: Building your future workforce with MI Bright Future

A healthy workforce pipeline is crucial to Michigan’s economic sustainability and growth. Michigan would struggle to develop, attract, and retain the next generation of qualified workers if not for the collaboration between business, government, community, and education. This type of collaboration is at the heart of MI Bright Future. By connecting businesses with local schools through an easy-to-use online system, MI Bright Future allows companies to take a proactive role in developing the state’s talent and securing its future in Michigan.

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