WEBVTT 00:01:23.000 --> 00:01:30.000 Good afternoon. Welcome to the CCR. 00:01:30.000 --> 00:01:47.000 statewide call. Again, I hope you all are getting settled into spring and excited about spring with all the pollen falling everywhere. If you're like me, you are… you should probably do an investment into Claritin D, um, because the pollen is everywhere that I turn. 00:01:47.000 --> 00:02:11.000 Um, again, it's wonderful to see you all. We have a very packed agenda for you this afternoon. We have some really special guest presenters. Michael Tillsley will do the presentation regarding our guest presenters. But the focus of this call is going to be on second chance and re-entry employers, and we are so grateful. 00:02:11.000 --> 00:02:26.000 Um, that these employers have taken the time out of their busy schedules, um, to talk with us about opportunities and their processes for hiring justice-involved individuals. Next slide, please. 00:02:26.000 --> 00:02:34.000 All right, so the first thing on our agenda, we are going to talk about the NC Title II.org update. 00:02:34.000 --> 00:02:41.000 Um, Lee, if you could take us to that next slide, that would be wonderful. 00:02:41.000 --> 00:02:55.000 So actually, before okay, thank you. Website announcement. So we are going to be transitioning over to Canvas. So the Title II website will be obsolete. 00:02:55.000 --> 00:03:20.000 As of June 30th, 2026, we are going to be moving at laser speed to transition all of the materials from the Title II.org website to the new Canvas website. We will also be moving to the Federal Programs page on the general North Carolina Community College System website. So again, instead of going to type. 00:03:20.000 --> 00:03:44.000 to find all the information about adult education. You'll now just be able to go to the main front-facing North Carolina Community College System Office website, and Lee will give you more information about that during her presentation, but we did want to let you know that the Title II website will be sunsetting June 30th, 2026. 00:03:44.000 --> 00:04:00.000 That's our anticipated date. Now, you know, with everything, we anticipate things, and, you know, things change, but the anticipated date as of right now is June 30th, 2026. And again, you'll be able to go just to the main page. 00:04:00.000 --> 00:04:07.000 and find all the information, um, regarding adult education services in North Carolina. 00:04:07.000 --> 00:04:23.000 Now, we're going to take a step back. If that's okay, to the previous slide. And so on the agenda, again, we're going to have our special guest, our reentry guest, the second chance employment guest. We'll also have some information about performance accountability. 00:04:23.000 --> 00:04:42.000 Lee will be talking to you about professional development. Dan is away this week at TESOL. He and Rebecca. Um, so I'm looking forward to all the great information that they will bring back. Jennifer Bean will talk to you about high school equivalency. We'll also have some updates on monitoring and compliance. 00:04:42.000 --> 00:04:52.000 um, developmental education, the rebranding project, and the end of year success reports. Um, next slide. 00:04:52.000 --> 00:05:12.000 As you know, we are always shaking and moving in the Office of Adult Ed, and so I want to make sure to introduce you to Ashley Parrott. She is the State Director of Developmental Education and College Readiness, and she works at the System Office on Jones Street with us. 00:05:12.000 --> 00:05:31.000 Um, she's housed in the Programs and Student Services section. She works in the curriculum department. And again, because she serves as the State Director of Developmental Education and College Readiness, she works very closely with Dr. Delonda Bond, who is our Director of Special Project, our Director of Instruction and Special Projects, so. 00:05:31.000 --> 00:05:48.000 You will hear a lot from them, a lot of information coming from them, um, regarding developmental education, but we wanted to make sure to put a face and a name together and formally introduce Miss Ashley Parrott to the College and Career Readiness team and to you all. 00:05:48.000 --> 00:06:03.000 in the field. All right, next slide. And so I am going to turn it over to Mr. Michael Tiltsley to introduce our first speaker. Thank you all. 00:06:03.000 --> 00:06:11.000 Good afternoon. Can everybody hear me okay? 00:06:11.000 --> 00:06:12.000 Yes, we're able to hear you, Mike. 00:06:12.000 --> 00:06:21.000 Thank you. Um, well, with April being National Reentry and Second Chance Month, we thought it would be great to highlight a working, thriving partnership between 00:06:21.000 --> 00:06:26.000 a community college, and then first at Blue Ridge, a wraparound support and residential rehab. 00:06:26.000 --> 00:06:30.000 And a phenomenal second chance employer, um, Atlas Precision. 00:06:30.000 --> 00:06:37.000 Again, this is an example of a successful re-entry partnership, and we advise that if you don't have them, you should look for similar partnerships near you. 00:06:37.000 --> 00:06:42.000 Um, at this time, I have the pleasure of introducing Mr. Mark Merritt, the Executive 00:06:42.000 --> 00:06:45.000 Director from First at Blue Ridge. 00:06:45.000 --> 00:06:53.000 Uh, Mark, if you'd like to come on and come off mute and introduce your team and tell us about your program. 00:06:53.000 --> 00:07:06.000 Hey, thank you, Michael. I think it's just me on our team here today. Speak up if anyone else from the team is on the call, but I appreciate the invite, and looking forward to. 00:07:06.000 --> 00:07:08.000 I'm here, Mark. 00:07:08.000 --> 00:07:24.000 Oh, hey, Monica. Monica Wright, um, really should be leading this call because she's boots on the ground and is the individual on our staff that really makes it work for the reentry program. 00:07:24.000 --> 00:07:41.000 Um, uh… I'm not sure how much you all know about FIRST. We're a residential treatment facility for substance use disorder. We were founded in 1991 in Winston-Salem, moved to our current location in Ridgecrest in 1998. 00:07:41.000 --> 00:07:47.000 and have been working with individuals with a history of substance use disorder ever since. 00:07:47.000 --> 00:07:53.000 We're unique in the sense that we're a long-term residential program. 00:07:53.000 --> 00:08:11.000 Um… Our clinical curriculum is designed for 12 months where the clients come and live at the facility and receive treatment and work at the facility for a 12-month period of time. 00:08:11.000 --> 00:08:30.000 And just reflecting on that, uh… In the early 2000s, we began to notice that it… that wasn't, um, what everyone needed. And we had to seek out and find ways to offer. 00:08:30.000 --> 00:08:48.000 services for shorter periods of time. That's where the relationship with DAC came in more than anything. We were already working with probation and parole and the court systems for referrals to the program. 00:08:48.000 --> 00:08:56.000 Um, but we intentionally went out and saw it, um, a way to offer 90-day transitional housing. 00:08:56.000 --> 00:09:07.000 for individuals that were formerly incarcerated or on probation parole at risk to reoffend. 00:09:07.000 --> 00:09:21.000 Uh, Monica and her team, um… Run, uh, that program the way it exists today, uh, where, um, DAC will make a referral for housing. 00:09:21.000 --> 00:09:41.000 And for clinical services, uh, and then the participants come to the facility to receive clinical services, but also to receive employment support and housing support for when they leave and exit our care. 00:09:41.000 --> 00:09:58.000 One of the biggest things. that we do at first is have an open mind and have an open mind in the sense of we're going to be an advocate for what each individual needs. 00:09:58.000 --> 00:10:08.000 When they come to the facility. Uh, there's so many systems out there, uh, that unless you know how to navigate the system. 00:10:08.000 --> 00:10:18.000 It's next to impossible to, uh… um, really make things happen, especially when you're just leaving incarceration. 00:10:18.000 --> 00:10:32.000 Um, or don't have somebody in your corner that can point you in the right direction. Um, that's what Monica does better than anybody I know. 00:10:32.000 --> 00:10:37.000 She really goes to bat for the clients on her caseload. 00:10:37.000 --> 00:10:43.000 Um, and helps them with medical appointments, help them with employment support. 00:10:43.000 --> 00:10:49.000 Um… looking for jobs, making sure they get to job interviews. 00:10:49.000 --> 00:10:56.000 prep work before they go to the interview, making sure they have the right clothes to wear. 00:10:56.000 --> 00:11:03.000 Uh, and just little suggestions that often can go overlooked. 00:11:03.000 --> 00:11:24.000 to set a person up for success. Um, about 10 years ago, we contracted specifically with… a company called Learning to Lead in Asheville. Learning to lead sole responsibility is to seek out. 00:11:24.000 --> 00:11:31.000 Um, employment opportunities for participants in the first of Blue Ridge program. 00:11:31.000 --> 00:11:39.000 Um, that's… that's how we met Ellen. In just a second. I'll turn it over to Ellen. 00:11:39.000 --> 00:11:52.000 But, you know, employment is such a huge piece with… a person's identity. You know, we can offer the clinical services. 00:11:52.000 --> 00:12:08.000 and help with the substance use treatment. But in order for somebody to maintain long-term success, they've really got to have their own personal identity, and employment is huge in that regard. 00:12:08.000 --> 00:12:13.000 So, just helping people find a job before they leave. 00:12:13.000 --> 00:12:19.000 treatment, and before they leave housing in our care, and then helping them. 00:12:19.000 --> 00:12:25.000 maintain that job for a period of time before transitioning onto their own. 00:12:25.000 --> 00:12:32.000 That's been a huge piece of what we have incorporated into our program. 00:12:32.000 --> 00:12:46.000 Um, and relationships with employers like Ellen has been a huge part of that. 00:12:46.000 --> 00:12:47.000 Would you like me? 00:12:47.000 --> 00:12:58.000 Michael, I don't… yeah, I don't know if there are any questions for me, or… or what you want me to… hit on specifically. I'm happy to turn it over to Ellen right now. 00:12:58.000 --> 00:13:03.000 Um, you kind of tell me what you want me to talk about. 00:13:03.000 --> 00:13:08.000 I don't see any in the chat, uh, if anybody has a question for, um, Mark. 00:13:08.000 --> 00:13:12.000 Let us know. Uh, Monica, if you have anything to add. 00:13:12.000 --> 00:13:18.000 That would be great as well. And then if not, we can turn it over to Ellen. 00:13:18.000 --> 00:13:37.000 Sure. I'll take a moment. Hello, everybody. Thank you for having us. This is really important work that we do and we appreciate all the support that folks are getting on the inside before reentering into society. I think we're all fighting against recidivism and we want to see. 00:13:37.000 --> 00:13:55.000 People grow and learn and have better lives for themselves. As an advocate. I just love to speak up and say that the work that you guys is doing is amazing. Unfortunately, not everyone has access to education on the inside. But you guys are doing the best you can to support. 00:13:55.000 --> 00:14:13.000 who they will let you. Um, so we just give a shout out to all you providers and, um, just the ones that are willing to go in and provide services for them. I think it's really important to just kind of highlight that all the skills that they need to. 00:14:13.000 --> 00:14:32.000 have access to before they touch ground back out into society, you know, also include some self-regulating, learning how to speak to people, working through trauma. And that doesn't always have to go through a mental health professional that can just go through a mentor or somebody that's willing to listen. 00:14:32.000 --> 00:14:47.000 Um, and that they could be vulnerable and maybe have a space to practice interviewing before they get out and just maybe having the bigger picture that they are ready to hit the ground running once they exit the the prison facility. 00:14:47.000 --> 00:15:01.000 But there's a few more hurdles that they're going to have to jump over, even when they have the educational piece under their belt. I just want to advocate and say, although it's very important that they've got access to this. 00:15:01.000 --> 00:15:16.000 But the slowing down. I mentioned the self-regulation and just having a clear picture. But it might not be exactly what they think it is whenever they get out because there's still going to be some things that they need. 00:15:16.000 --> 00:15:34.000 some paths that they've got to cross, right? I'm always open if anybody wants to get my contact information, if you want to ask me questions on, you know, how we're supporting individuals after release, I'm more than willing to answer any questions now or later. 00:15:34.000 --> 00:15:41.000 I know we're on a tight schedule, but I just wanted to point those things out. 00:15:41.000 --> 00:15:44.000 Thank you for that, Monica. 00:15:44.000 --> 00:15:55.000 Um, Ellen, uh, if you're on, if you'd like to, um, introduce yourself, Ellen is from Atlas Precision. 00:15:55.000 --> 00:16:13.000 Absolutely. My name is Ellen Steele. I have been with Atlas Precision for about 3 years. I've been doing HR for about 30 years, and something that might be important to this conversation that I didn't think about before, I got my GED a long time ago. 00:16:13.000 --> 00:16:29.000 And I share that sometimes with our trainees. I dropped out of high school and made bad choices as a young person, like some people do, and actually went to AB Tech, and AB Tech is where I got my GED, and I also got my two-year degree there. 00:16:29.000 --> 00:16:46.000 And when I transferred everything to UNCA, and here I am years later talking about things I never thought I would be doing. So, um, just want to say first what Mark and Monica are doing. 00:16:46.000 --> 00:17:00.000 is critical to helping people in recovery. Um, we work with Learning to Lead directly, but also working with FIRST. Um, I see people come in. 00:17:00.000 --> 00:17:16.000 I'll use one person for an example. I won't name any names, but during the interview process, when this person first came on board, they, they looked like they had bit into a lemon. 00:17:16.000 --> 00:17:31.000 just unhappy. Um, it was, um, it… I didn't know what was going on with that person, but now we, uh, after a year, this person graduated, they're now our employee, and has already been promoted. 00:17:31.000 --> 00:17:51.000 So, um, you see people come in hurt. You see people coming in that need more and first is providing that support. And what we have to know as an organization, we have to do our part. I said years ago. 00:17:51.000 --> 00:18:04.000 Even before working with FIRST, we're not just training people to do a job, we're also helping people to be functional human beings in society, and that's, uh, that goes for, um. 00:18:04.000 --> 00:18:20.000 just about every entry-level person we bring on board. So, um, let me tell you a little bit. I've got some notes here that I want to share, because this is more, um, you've got more of the feeling from me on this, but this is some of the things that have been going on. So, Atlas. 00:18:20.000 --> 00:18:31.000 We are plastic injection molding company, and we operate 24-7. They've been in operation since the 1970s here in Arden, North Carolina. 00:18:31.000 --> 00:18:42.000 I was hired in 2023 as their HR business partner, and what they told me was my job was to stabilize the workforce. 00:18:42.000 --> 00:18:58.000 Well, if any of you have been in the workforce for any amount of time, you know, stabilizing the workforce, especially with entry level, was next to impossible. I thought they're going to fire me. I'm not going to be able to do this. But I knew Terry with Learning Delete. 00:18:58.000 --> 00:19:03.000 And I knew what Terry was doing, working with First at Blue Ridge. 00:19:03.000 --> 00:19:15.000 So what we did, I said, Terry, because we didn't know, we just knew that we needed some solutions. So I said, hey, let's just bring one person on. His name was James. 00:19:15.000 --> 00:19:24.000 And he blew us away. blew us away. He, uh, good work ethic, wonderful person. So, um, after, um. 00:19:24.000 --> 00:19:32.000 that here we are today, and 20% of our workforce right now are trainees, are new hires. 00:19:32.000 --> 00:19:41.000 From first. 20%. 30% of our production workforce are trainees or new hires through Learning to Lead. 00:19:41.000 --> 00:19:49.000 So, um, my understanding is, um, a lot of companies have not had success with this. 00:19:49.000 --> 00:20:04.000 And I… I did not know how to do this. Um, this was just what I had learned in my 30 years of HR, is we want people to want to come to work every day. The way we treat people as human beings matters. 00:20:04.000 --> 00:20:19.000 If we cannot provide a culture of respect and, um, be that company where we're constantly, um, raising that bar from a leadership level, I'm talking about the top level of our company. 00:20:19.000 --> 00:20:25.000 If we're not doing it at that level, we're never going to be able to help people succeed on the entry level. 00:20:25.000 --> 00:20:44.000 We've promoted trainees from learning to lead to material handlers to quality and so you can see how excited I am about this. This is change. It's changing people's lives. First, it's changing people's lives. 00:20:44.000 --> 00:21:01.000 And then, um, the education portion, they need their GEDs. They need the support from the education system. All of those things, but they're also going to need a job, and they're going to need an employer that believes in them. 00:21:01.000 --> 00:21:08.000 So, I just want to share, these are some things that I just put down of things that we've learned. 00:21:08.000 --> 00:21:15.000 in… through this experience. Relationships with our trainees are everything. 00:21:15.000 --> 00:21:22.000 From the time I interview, I go out on the production floor and say, how are we treating you? 00:21:22.000 --> 00:21:38.000 I, um, make sure that they feel comfortable. I always tell them not to be nervous in the interview, and I always tell them the first day on the job is weird, but it'll get better after the second day. So, I just want people to feel comfortable in what we're doing. 00:21:38.000 --> 00:22:01.000 communications with our partners, very critical. So, the communications, um, with Monica, um, those communications are important, and they're responsive. So, um, working with Learning to Lead, we're getting that responsiveness from first and Learning to Lead, so those communications, um, we're, we're a safety net for people. 00:22:01.000 --> 00:22:12.000 And not everybody's going to do things right. It's not always going to be perfect, so we have to… sometimes what I, um, have had conversations with people is we have to have a little bit of grace. 00:22:12.000 --> 00:22:27.000 And so, if there's something that someone's done wrong, sometimes I just let them know, hey, we're going to talk about this, and you're not going to do this again. And what I'm doing is applying grace today, where we're not going to talk about it anymore. 00:22:27.000 --> 00:22:44.000 So, there's situations where I can do that, and then I'm teaching them something in the process. Set the bar high for respect. Respect is not optional in our organization. It's not optional. So if a supervisor is disrespectful. 00:22:44.000 --> 00:23:04.000 That's a direct reflection on who we are as a company, and that is something that we address. This comes from the owner of the company. The leadership, top leadership, that is the bar we set. So we all are respectful, but we expect all of our employees to be respectful as well in how we interact with each other. 00:23:04.000 --> 00:23:11.000 So, um, stability in the workforce, that's a point. Again, I didn't think we could do it. 00:23:11.000 --> 00:23:33.000 We have stabilized the workforce because of first. The workforce now we have is stable. If we lose someone, I'm already. I interview entry levels do turn over, but I interview almost every week because first is providing candidates that they've screened. 00:23:33.000 --> 00:23:49.000 Learning to lead does the screening, and then I do the interview, and so stability in the workforce is a big thing. We want people to be quality-minded, we want to be respectful, accountable, and not afraid to speak up if they do something wrong. 00:23:49.000 --> 00:24:00.000 Culture matters. One of the things also that comes up in conversations is the stigmas associated with trainees, and that's just not acceptable in our culture. 00:24:00.000 --> 00:24:12.000 So when I see it, I recognize those things, and we after this is because I could talk for a while on this. I actually asked, um. 00:24:12.000 --> 00:24:17.000 Some of our leadership people, what they thought about, um. 00:24:17.000 --> 00:24:32.000 our trainees and our new hires that we have from first and through Learning to Lead. So our vice president of operations, it's folks we are getting from learning to lead are actively working to improve their lives. 00:24:32.000 --> 00:24:37.000 And it's evident that they're doing that. They're getting the supports that they need. 00:24:37.000 --> 00:24:50.000 Um, one of our engineers, um. sad that learning to lead trainees work harder than direct hires, and watching people succeed is powerful. 00:24:50.000 --> 00:25:00.000 And it is. And then last, our night shift, one of our supervisors on the night shift said the trainees proved me wrong. 00:25:00.000 --> 00:25:19.000 They proved me wrong, and I loved that. He says they're showing motivation, initiative, they're respectful to everyone, and they have a teamwork mindset. So, um… you know I I just so very blessed. Atlas. We are blessed to be working. 00:25:19.000 --> 00:25:25.000 With first… We are blessed to be working with LearningDelete. 00:25:25.000 --> 00:25:47.000 Part of what we're doing and what the education system's doing is changing people's lives, and I can tell you right now, um, I'm proof that, uh, the education system changes lives. So, um… Uh, just a great opportunity to share that, and thank you for the opportunity to be able to share our story. 00:25:47.000 --> 00:25:57.000 Any questions? 00:25:57.000 --> 00:25:58.000 Thank you so much, Alan, and thank you, uh, 00:25:58.000 --> 00:26:00.000 Thank you. 00:26:00.000 --> 00:26:09.000 Mark and Monica, and thank you so much for the work that you all do, and the partnership that you have. It makes a huge difference. 00:26:09.000 --> 00:26:15.000 Um, so, and we're very thankful to have you all here today to speak. 00:26:15.000 --> 00:26:19.000 Um, at this time, uh, I would like to introduce Mr. Dee Crowley. 00:26:19.000 --> 00:26:22.000 From NCDAC. 00:26:22.000 --> 00:26:29.000 Um, that works in the rehabilitation and re-entry services. 00:26:29.000 --> 00:26:54.000 Thanks, Michael. Good afternoon, everyone. It was good to hear these last presenters sharing information, and uh… Uh, we do value the collaboration and partnership with First at Blue Ridge, and glad to see Mark and Monica online, so thank you for what you're doing and how you're helping our population. 00:26:54.000 --> 00:27:02.000 So, as Michael mentioned, my name is Dee Crowley with Department of Adult Correction, Division of Rehabilitation and Reentry. 00:27:02.000 --> 00:27:14.000 I've been with the department for over 30 years, and enjoy what I do. 31.6 years, so 31 and a half years with the agency. 00:27:14.000 --> 00:27:33.000 And so, uh, some people thought I would retire, but when you enjoy what you do, and… You believe what you do is making an impact, why would you give that up? And so I am still here. But what I wanted to share with you all today is NCJET. 00:27:33.000 --> 00:27:45.000 And so, basically, you know how state agencies are with our acronyms, DAC, Dac, Department of Adult Correction, CS, Community Supervision. 00:27:45.000 --> 00:27:51.000 Well, we have NCJET, North Carolina Jobs Exploration in Transition. 00:27:51.000 --> 00:27:58.000 So with the show of a thumbs up emojis. How many of you have heard of Nc Works? 00:27:58.000 --> 00:28:12.000 and Department of Commerce. Great, great. Nc works has is through Department of Commerce. And so if you've ever been through the Nc Works website, or encourage someone to go there. 00:28:12.000 --> 00:28:26.000 Uh, we actually have a corrections version of NC Works that we just call NCJ. And so the NCJET is more or less the corrections version. So this system is designed. 00:28:26.000 --> 00:28:39.000 To help second chance employers, employees to find jobs. So these employers are putting their job postings out there just like they would on the NCWorks website. 00:28:39.000 --> 00:28:48.000 That data transfers over to NCJET. I'm saying second chance employees being our incarcerated population. 00:28:48.000 --> 00:28:59.000 We want to better assist them prior to getting out of prison to find jobs and transition back into community more smoothly. 00:28:59.000 --> 00:29:14.000 Statistics will show you that individuals who get out have an upper hand with identification, a driver's license, a social security, maybe even a birth certificate, but let alone a potential job prospect. 00:29:14.000 --> 00:29:30.000 So we're able to do that here in North Carolina with NCJET. And so we hope and we have seen since we started how this system has supported individuals in jumpstarting their job search. 00:29:30.000 --> 00:29:34.000 Prior to their parole or release back into the community. 00:29:34.000 --> 00:29:39.000 This definitely has increased their chances of landing a job. 00:29:39.000 --> 00:29:48.000 before their release, or soon just after getting out of prison. And that's the success that we like to hear. 00:29:48.000 --> 00:30:09.000 What we've started doing is individuals who are. 120 to 180 days from their projected release date will allow them access to NCJET. Now, we just started last year. We started off in some pilot facilities and I'm pleased to say that we are currently at 22 sites. 00:30:09.000 --> 00:30:18.000 for DAC. That's non-facility prisons and 13 correction enterprise plants. 00:30:18.000 --> 00:30:29.000 Since we begun, we have registered accounts, 433 participants who have accessed NCJET prior to their release. 00:30:29.000 --> 00:30:45.000 Out of that 213 are still currently incarcerated, so they're within that 180 days or less from their projected release date, and they're currently still incarcerated. But look at this opportunity that we're giving them with. 00:30:45.000 --> 00:30:54.000 Doing a self-assessment, gauging where they're at, what jobs they could potentially meet the requirements for. 00:30:54.000 --> 00:31:18.000 Looking at the pay range and the salary and what jobs are available in their area where they're going to be residing at upon release. Um… Doing resumes, career builder, doing a virtual recruiter. So the system is looking for jobs on behalf of their them while they're not using the platform. 00:31:18.000 --> 00:31:34.000 So DAC has taken a major step forward with technology. The old saying of do the crime, do the time, and lock the doors and throw away the key. Well, guess what? That's your tax dollars and our tax dollars that we need to take advantage of because. 00:31:34.000 --> 00:31:41.000 Statistics will show you over 94% of individuals incarcerated will be released at some point in time. 00:31:41.000 --> 00:31:57.000 Is that going to be your neighbor, my neighbor, plumber, electrician? Who knows? But what we need to do is do a better job with preparing them for that transition. So our goal is to let them have access to NCJET. 00:31:57.000 --> 00:32:12.000 Now, we can only offer it. It is not a requirement. We can't make them. Some of our population has family members. Well, Mr. Crowley, I've got a family who owns a family business, or I've already spoke to my previous employer, and they're gonna. 00:32:12.000 --> 00:32:32.000 Uh, let me come back there, or I'm on Medicaid and Medicare on disability. I can't work upon my release. I get that, but at least we're, you know, offering this opportunity to them to explore career care careers and related occupations that they could potentially be interested in. 00:32:32.000 --> 00:32:48.000 So this is NCJET as a whole. We're excited about this expansion as we have a goal of 24 additional sites in 2026. And when I say sites, we're talking with adult correction. 00:32:48.000 --> 00:32:56.000 expanding NCJET. It's no secret that with staffing shortages and so forth. 00:32:56.000 --> 00:33:04.000 getting individuals access to these locations to where they have the technology devices, the laptops, the kiosk. 00:33:04.000 --> 00:33:15.000 Can be challenging, so a lot of times we have to be creative, and when we're scheduling access to these educational devices. 00:33:15.000 --> 00:33:30.000 Um, in order to have access to NCJET. But, uh, I'm just hoping that next time I get an opportunity or you see me, I'm able to share the success stories of individuals who have gotten out. 00:33:30.000 --> 00:33:34.000 or have applied for a job on the NCJIP. 00:33:34.000 --> 00:33:39.000 And, uh, was successful and landed that job prior to release. 00:33:39.000 --> 00:33:46.000 Anything that they do in NCJet while they're incarcerated will automatically. 00:33:46.000 --> 00:33:51.000 Transfer on their release date to the NC Works Online system. 00:33:51.000 --> 00:34:00.000 So that way they can pick up right where they left off with their username, password, any job searches, the resumes that they completed. 00:34:00.000 --> 00:34:12.000 That's the awesome opportunity that we're allowed to have them do is pick up right where you left off. So we don't want them to start all over once they get out. So that's the great thing about it. 00:34:12.000 --> 00:34:23.000 Smooth transition, that's what it's about. Being up front and honest and allowing them to know that this is an opportunity for them, and we hope they take advantage of it. 00:34:23.000 --> 00:34:39.000 Thank you, Michael. Any questions? 00:34:39.000 --> 00:34:58.000 I don't see any in the chat, but Dee Crowley. I go by D. My real name is Daniel Crowley. If you need to get in touch with me, daniel.crolly at Dac.nc.gov. I'll put my email in the chat if you have any questions or think of something, and you just didn't want to ask it. 00:34:58.000 --> 00:35:07.000 Here, today, during the meeting, you're more than welcome. I see Cooper raised a hand. Do you have a question? 00:35:07.000 --> 00:35:25.000 I don't have a question. I have two comments. First, I want to say thank you to all of our presenters this afternoon. The work that you're doing is so important, and we want to continue to strengthen our partnerships with our, uh. 00:35:25.000 --> 00:35:42.000 with all of our titles in the coming year. Um, so I wanted to take a moment to ask you now, while I have you all on the call, um, to possibly join us at our annual convocation this year. It's typically in September. 00:35:42.000 --> 00:35:59.000 Um, this is some great conversation, great information. And so, um, on this call is typically our directors, but at the convocation, we have full adult ed teams, and so we would love for you all to join us this year. We haven't. 00:35:59.000 --> 00:36:23.000 set any final dates and locations, um, but more information to come. But again, we would love to have you to do some breakout sessions, um, with our directors, just to talk more about second chance employment. Um, I was on a call yesterday, um, with the U.S. Department of Labor, um, and one of the things that one of the other state directors informed us about. 00:36:23.000 --> 00:36:41.000 was second chance employment in the state of Georgia, and so she said she went to visit, um, some of the students out there, and one of the students said to her that, you know, this is a second chance, but my employer does not make me feel like a second-class citizen. And I would just like to say that to you all as well. 00:36:41.000 --> 00:36:59.000 what you all are doing is amazing, and we care more so you can't join us for convocation. Uh, Michael will be in contact with the location, dates, and times, because again, we would love to hear from you, and. 00:36:59.000 --> 00:37:08.000 talk more about success stories and, um, have you all provide more information about the great work that's going on. 00:37:08.000 --> 00:37:11.000 Awesome, awesome. That's exciting. 00:37:11.000 --> 00:37:23.000 Right. 00:37:23.000 --> 00:37:34.000 So yeah, looks like, uh, upcoming on our agenda is Performance and Accountability, so that would be Jessica Rieger and Courtney Jackson, so… 00:37:34.000 --> 00:37:36.000 Team, take it away! 00:37:36.000 --> 00:37:41.000 All right, so good afternoon. Um, we've just got two slides today. 00:37:41.000 --> 00:37:46.000 Just as a reminder, these are our current state performance measures for 00:37:46.000 --> 00:37:53.000 post-exit of our CCR students, so this is generally 6 months after they leave our programs. 00:37:53.000 --> 00:38:07.000 And then fourth quarter is a year after they leave our programs. Um, we did ask for some of your individual post-exit information on the previous continuation grant that was submitted March 16th. 00:38:07.000 --> 00:38:20.000 Um, and then folks had some questions, so I just kind of wanted to share for those that were not aware of these, or why we asked that, kind of the reasoning behind all of it, so… 00:38:20.000 --> 00:38:28.000 Um, post-exit indicators have always been a WIOA indicator under Section 116, they're not anything new. 00:38:28.000 --> 00:38:34.000 Um, but the increased focus is on visibility, outcomes and the use of the data. 00:38:34.000 --> 00:38:39.000 Um, from the state level, so it's not that we're suddenly 00:38:39.000 --> 00:38:44.000 Adding these in, or something that we came up with, um, it's something that we've always been measured on. 00:38:44.000 --> 00:38:49.000 Since we switched from WEA to WIOA. Um, but… 00:38:49.000 --> 00:38:54.000 Title II now is currently assessed at the state level 00:38:54.000 --> 00:38:58.000 On the employment rate, second quarter after exit, 00:38:58.000 --> 00:39:06.000 And also on our measurable skills gains. So, every 2 years, we negotiate with Octay as to what our 00:39:06.000 --> 00:39:14.000 post-exit targets will be for the, um, next two program years. We recently just finished up 00:39:14.000 --> 00:39:18.000 Um, submitting our… 00:39:18.000 --> 00:39:28.000 proposals, um, waiting to hear back to see if those are approved from Octay, um, as soon as they are, we'll send out what they are for the next two program years, but this is currently what 00:39:28.000 --> 00:39:31.000 Um, we have to… 00:39:31.000 --> 00:39:38.000 meet or exceed for the 25-26 program year, so… 00:39:38.000 --> 00:39:44.000 Um, there are not any direct provider-level penalties that are tied to your employment outcomes. 00:39:44.000 --> 00:40:00.000 Um, the accountability does just apply to the state level. If the state were to not be able to meet, um, the two of the six that are currently being measured right now, which is employment second quarter after exit and MSGs, 00:40:00.000 --> 00:40:10.000 then we would be, um, subject to a year of technical assistance, and then if we still didn't meet it, the state would be subject to 00:40:10.000 --> 00:40:15.000 Um, penalties in the form of sanctions, but again, this is not… 00:40:15.000 --> 00:40:23.000 About any kind of provider-level penalties, or a gotcha moment, it just to make everybody aware of these, that they do exist. 00:40:23.000 --> 00:40:25.000 Um, and that… 00:40:25.000 --> 00:40:31.000 Uh, the importance of capturing social security numbers when you can, because we are a data-matched state. 00:40:31.000 --> 00:40:42.000 Um, but also keeping in mind that students who are self-employed, federally employed, or have out-of-state employment, we do not data match those students. We are 00:40:42.000 --> 00:40:47.000 Um, only able to use the North Carolina wage data, so… 00:40:47.000 --> 00:40:54.000 Um, if you've got a lot of folks in those 3 categories of self-employment, federal employment, or out-of-state employment, 00:40:54.000 --> 00:40:59.000 Um, we're not able to capture these post-exit indicators on those students. 00:40:59.000 --> 00:41:07.000 Um, if you didn't have any data on the dashboard, it's because there were less than 20 exiters. 00:41:07.000 --> 00:41:16.000 In that cohort. So, those low numbers often just reflect data limits. It doesn't reflect your program's quality at all. 00:41:16.000 --> 00:41:18.000 Um… 00:41:18.000 --> 00:41:24.000 So, the whole reason why we asked about it, again, is just to build an awareness and align with federal direction. 00:41:24.000 --> 00:41:28.000 To support planning and improvement, to create intentional strategies. 00:41:28.000 --> 00:41:35.000 And then, um, again, it's not for any kind of current evaluation or funding decisions. 00:41:35.000 --> 00:41:43.000 Um, but how you can improve some of your outcomes would be to strengthen career pathways, IET opportunities for students, 00:41:43.000 --> 00:41:48.000 Increased co-enrollment with your workforce partners, Title I. 00:41:48.000 --> 00:41:57.000 Focus on transition planning before students exit, and then ensure students are connected to employment services and training opportunities. 00:41:57.000 --> 00:42:03.000 Not just, um, future academic opportunities upon exiting your program. 00:42:03.000 --> 00:42:10.000 Um, so the biggest leverage you have is not chasing the data, it's just strengthening transitions. 00:42:10.000 --> 00:42:14.000 Um, so, next slide. 00:42:14.000 --> 00:42:24.000 And this here is just our current trending plug for ContinuEd, ContinuEd is live, ContinuEd is the, um… 00:42:24.000 --> 00:42:32.000 LAIS form and electronic, uh, means, or it's the electronic version of our LEIS forms. 00:42:32.000 --> 00:42:43.000 Um, you can continue to use ContinuEd, and please report any issues or procedural comments through ServiceNow. We have appreciated and listened to all the feedback we've received thus far. 00:42:43.000 --> 00:42:51.000 Um, we do have some enhancements currently with the programming team at Benchmark that we're hoping to have implemented in the very near future. 00:42:51.000 --> 00:43:02.000 Um, and as a reminder, every other week on Thursdays, we do a one quick question CCR data, what we used to formally call office hours, 00:43:02.000 --> 00:43:11.000 Um, but it's an opportunity to come and just have an informal chat about any data questions that you may have related to all things CCR data. 00:43:11.000 --> 00:43:14.000 So, our next meeting is April 2nd at 2 p.m. 00:43:14.000 --> 00:43:17.000 Um, and we hope to see you there. And that's all I have. 00:43:17.000 --> 00:43:25.000 Okay, and there is a question in the chat, Jess, from Karen Hill. How does continued education impact the employment data? 00:43:25.000 --> 00:43:28.000 Before we move on to the next section. 00:43:28.000 --> 00:43:33.000 So, if a student is, um, you know, full-time in school, then we… 00:43:33.000 --> 00:43:45.000 And they're not working, then, you know, we wouldn't be able to match them for employment after, you know, second quarter after exit. All that is looking at is just, are you employed or are you not employed? 00:43:45.000 --> 00:43:52.000 And again, these are measures that are set federally, um, so we just have to adhere to them from the state level. 00:43:52.000 --> 00:44:03.000 Okay, excellent, thank you for that question, Karen, and we're just gonna move right along, because we've got a few more items on the agenda, and 14 minutes to go, which means we're on to the PD team! 00:44:03.000 --> 00:44:09.000 And normally, Daniel Logus, the director, would be leading this part, but he is at the TISOL conference. 00:44:09.000 --> 00:44:21.000 Gathering lots of great information for upcoming webinars the next program year, in addition to hunting for some guest speakers for the upcoming program year. So I will be leading our section for today. 00:44:21.000 --> 00:44:27.000 So, what do we have planned for the next three and a half months? We still have a lot going on. 00:44:27.000 --> 00:44:35.000 We've been running some great in-person events in the spring, and we've got two more coming up. We've got the IET Playbook Workshop, the final. 00:44:35.000 --> 00:44:43.000 Um, workshop that will be hosted at Blue Ridge Community College, and that will occur, I guess that's Tuesday, April the 21st. 00:44:43.000 --> 00:45:00.000 Additionally, the final regional professional development day that is the Eastern Region's PD Day, that will occur at Nash Community College on Friday, April 24th, so please, please, please come join us, come register, and you can find the registration information for these events. 00:45:00.000 --> 00:45:10.000 on our professional development calendar. Additionally, I wanted to actually list all the webinars that we have scheduled and planned. 00:45:10.000 --> 00:45:17.000 For the remainder of this program year, and so that's what you see on the slide right here, but we do have some 00:45:17.000 --> 00:45:24.000 Other webinars that we just have not placed on the schedule. I know we got, like, advances closed out, just put in a request for that. 00:45:24.000 --> 00:45:29.000 So just to let you know, there's probably going to be a few more webinars that we will add towards the end. 00:45:29.000 --> 00:45:36.000 Uh, I guess, like, May and June, uh, so again, please look for that on the professional development calendar. 00:45:36.000 --> 00:45:44.000 really, really, really exciting announcement. Dan and I have been working with two contracted instructors from Wake Technical Community College. 00:45:44.000 --> 00:46:01.000 on a boot camp, and this is actually thanks to Arbany lighting a fire under us and saying, look, we need to offer some more support when it comes to, uh, distance education and distance learning, and so we are releasing a boot camp specific for teaching 00:46:01.000 --> 00:46:11.000 Online instruction, uh, synchronously. So it is entitled, Mastering Live Online Instruction Bootcamp. It will run from May until June. 00:46:11.000 --> 00:46:18.000 And we just opened registration for this bootcamp, I think it was on Monday. I'm gonna also place in the chat 00:46:18.000 --> 00:46:31.000 the, um, the link to the registration form, so if you, uh, know any instructor, or you are an instructor yourself that teaches live, synchronous online courses, we encourage you 00:46:31.000 --> 00:46:35.000 to come join us and learn some best practices and techniques 00:46:35.000 --> 00:46:38.000 That can keep your students engaged, 00:46:38.000 --> 00:46:43.000 Uh, and foster meaningful interaction amongst both the students and the teachers. 00:46:43.000 --> 00:46:49.000 Uh, moving forward, we've got the Kuwaib National Conference coming up in April. 00:46:49.000 --> 00:46:56.000 Dan did send out a request for attendees who are going to be joining us. 00:46:56.000 --> 00:47:05.000 We love having a photo op moment where we can celebrate all of the representation from North Carolina at these national conferences. 00:47:05.000 --> 00:47:20.000 I know he's doing that at TESOL, we would love to do that as well at CoABE. If you are attending the CoABE conference, please, please, please include your information in this survey, so then Dan can reach out to all of us, we can get together, and we can have that wonderful photo to show 00:47:20.000 --> 00:47:23.000 North Carolina representation. 00:47:23.000 --> 00:47:36.000 As I think we're all now aware, we are moving to Canvas as an entire state, and that also impacts the professional development team and the courses that we run on our Moodle platform. 00:47:36.000 --> 00:47:43.000 So, unfortunately, that does include WeSpeak NYC, so due to this migration, I just wanted to let you all know 00:47:43.000 --> 00:47:54.000 That, once again, we speak NYC, it is on hold, it has not died, but we do need to transition it onto Canvas, like our, uh, credentialing courses, and so we 00:47:54.000 --> 00:47:59.000 To get We Speak NYC up and running on Canvas, the System Office Canvas, 00:47:59.000 --> 00:48:03.000 by July 1st, 2027. 00:48:03.000 --> 00:48:15.000 Arbany already made this announcement, so now I can request from you all input. So yes, NC Title II is in fact, migrating to the System Office website, and like Arbady mentioned, NC Title II will actually sunset. 00:48:15.000 --> 00:48:27.000 Uh, in, uh, end of July, end of June, sorry, beginning of July. And so, we've created a migration team, a website transition team that includes myself, Rebecca Lali, Dr. Robert Van Dyke, 00:48:27.000 --> 00:48:38.000 And Stephanie Schroeder from the Perkins Unit. And so, as a team, our goals are to reduce duplication, improve navigation, and ensure that all the content that we move 00:48:38.000 --> 00:48:45.000 From NC Title II to the System Office is accurate, compliant, and ADA accessible, and so we would like your input. 00:48:45.000 --> 00:48:55.000 You are the users of NC Title II, and so we want to know how you use and navigate NC Title II, and how we can improve 00:48:55.000 --> 00:49:01.000 the website as it will exist on the system office, um, page, Federal Programs Unit page. 00:49:01.000 --> 00:49:07.000 So, I will be sending out a form, a call for auditing from you all. 00:49:07.000 --> 00:49:10.000 following this call. If you would like your input 00:49:10.000 --> 00:49:16.000 to inform our decisions, you do need to complete that audit by Friday, May 1st. 00:49:16.000 --> 00:49:20.000 So, it will help us with this migration transition process. 00:49:20.000 --> 00:49:31.000 And then finally, um, we already made this announcement, previous virtual call, but we're transitioning everything to the system office. We've already done this with our professional development calendar. 00:49:31.000 --> 00:49:45.000 So do not go to NC Title II, please go to the system office professional development calendar. That's where you can find everything I've already mentioned, and more! Uh, if you're interested in attending PD events and trainings that are not specific to CCR, 00:49:45.000 --> 00:49:54.000 Everything is being hosted, um, and advertised on the system office professional development calendar. We've actually got quite a healthy list. 00:49:54.000 --> 00:50:05.000 of professional development and trainings that all the departments are running. If you're interested in college and career readiness, you can select the topic that says college and career readiness that will filter your search. 00:50:05.000 --> 00:50:10.000 But hey, explore other options, and uh, yeah, professionally develop yourselves. 00:50:10.000 --> 00:50:15.000 So that is it for me, so we will move right on to high school equivalency. 00:50:15.000 --> 00:50:18.000 And Mrs. Bean. 00:50:18.000 --> 00:50:33.000 Good afternoon, glad to see everybody. Jennifer Bean, Director of Assessment in the High School Equivalency Office. We just have one announcement that we want to make, and this is something that's coming up very soon. We have, uh, communicate, uh, set up some communication via email about this. 00:50:33.000 --> 00:50:37.000 As well as, uh, communicating this through the, uh, monthly updates 00:50:37.000 --> 00:50:48.000 For the high school equivalency office, but just making sure everyone's aware that for the high-set exam, the price will be changing on April 1st, so that it will be next week. 00:50:48.000 --> 00:50:51.000 Um, there is a $3 per section price increase. 00:50:51.000 --> 00:50:57.000 Um, so, uh, prices are moving from $15 to $18 for all sections of the test. 00:50:57.000 --> 00:51:02.000 That's applicable to any modality, so that's computer-based, paper-based, or at home. 00:51:02.000 --> 00:51:04.000 testing. Um… 00:51:04.000 --> 00:51:11.000 The, uh, in addition, if you have any students who are planning to take the HiSET at home through, uh, the virtual proctoring, 00:51:11.000 --> 00:51:21.000 of platform. There is an additional $20… $23, uh, at-home proctoring fee that will be… that will be charged, and that is added to the test fee. 00:51:21.000 --> 00:51:30.000 Uh, as somebody who is taking the test through at-home proctoring will pay a total of $41 per section for, uh, for that service. 00:51:30.000 --> 00:51:41.000 Um, however, even though the price is changing, the retake policy is not changing. Testers will still have two complimentary retakes for each section of the HiSET exam. 00:51:41.000 --> 00:51:48.000 So, that part will not change. However, the amount that will be paid per section will be increasing, 00:51:48.000 --> 00:52:00.000 Starting next week on April 1st. So, uh, if this affects… one thing I want to mention, because there were a lot of questions up front, if this impacts any vouchers that you have purchased already for the HiSID exam, 00:52:00.000 --> 00:52:07.000 Please go to the HiSET support form. Please get in touch with me if you need the link to that. 00:52:07.000 --> 00:52:29.000 Um, utilizing the HiSID support form, there will be a, uh, an area of need on the form about, uh, 2026 vouchers. So please utilize that form if you need to ask any questions about any vouchers that you may currently be holding that were purchased at the previous price point of $15. 00:52:29.000 --> 00:52:37.000 Thank you so much, Jen, and we're moving right on, because we've got 6 more minutes to the Monitoring and Compliance Updates, and I believe Dr. Tilley will be… 00:52:37.000 --> 00:52:40.000 Uh, sharing information about that. 00:52:40.000 --> 00:52:46.000 Thanks so much, Lee. So, we wanted to provide everyone an update on the 2526 monitoring and compliance cycle. 00:52:46.000 --> 00:52:51.000 There were 14 programs that were selected for either virtual or on-site monitoring visits this year. 00:52:51.000 --> 00:52:58.000 We've completed 10 out of those 14 visits this spring. The remaining 4 will be completed by the end of April. 00:52:58.000 --> 00:53:02.000 So it's been a very busy spring semester, and we appreciate all of your 00:53:02.000 --> 00:53:10.000 involvement for those that have been selected for monitoring this year. The reason that number is so large is because we're trying to get through every single 00:53:10.000 --> 00:53:20.000 Title II provider in the 25 to 29 cycle, so everyone will receive at least one form of comprehensive monitoring during the 25 00:53:20.000 --> 00:53:26.000 29 cycle. Um, there were a few themes that we've seen during those 10 visits that I just want to make… 00:53:26.000 --> 00:53:32.000 Everyone aware of, so they can pay special attention to it as you're, um, coordinating your programs. 00:53:32.000 --> 00:53:39.000 Um, the first is to ensure that all of your lesson plans are aligned to the North Carolina Adult Education Standards. 00:53:39.000 --> 00:53:45.000 on these reviews, sometimes we've seen, um, K-12 standards being used on lesson plans, sometimes we've seen 00:53:45.000 --> 00:53:51.000 Um, the National Adult Education Standards being used, but it's a requirement in the North Carolina Provider's Manual 00:53:51.000 --> 00:53:56.000 that all lesson plans are tied to those North Carolina adult education standards. 00:53:56.000 --> 00:54:06.000 Um, so now would be a good time to do some lesson plan review, have a process in place where there's a quality control to ensure that those standards are the ones being utilized. 00:54:06.000 --> 00:54:11.000 Another common theme that we've seen is the one-stop partner rules and responsibilities. 00:54:11.000 --> 00:54:23.000 As a funded Title II program, all of you have been designated the one-stop partner role. Within those roles and responsibilities, there are two key, um, 00:54:23.000 --> 00:54:30.000 responsibilities that we've seen that aren't necessarily being done. Um, the first is having Title II representation. 00:54:30.000 --> 00:54:40.000 on that local workforce development board. It doesn't have to be the Title II director, it could be the Dean, the supervisor of that person, or it could be the college president a lot of times. 00:54:40.000 --> 00:54:46.000 Um, for the CBOs, there still does need to be Title II representation on that local workforce development board. 00:54:46.000 --> 00:54:54.000 In addition to that representation, there needs to be an up-to-date memorandum of understanding, or an MOU, that's updated at no less than every 3 years, 00:54:54.000 --> 00:55:08.000 But it can be updated more frequently if there are updates needed, and an infrastructure funding agreement that IFA, that has to be updated once every year. Moving forward into the summer, you'll probably receive some communication from us to submit those. 00:55:08.000 --> 00:55:14.000 MOUs and IFAs to evidence that you do, in fact, have that Title II representation in active MOU and IFAs. 00:55:14.000 --> 00:55:20.000 But for now, just, um, reach out to someone at your organization, ensure that there is that Title II representation. 00:55:20.000 --> 00:55:24.000 The third theme that we've seen during these monitoring and compliance visits 00:55:24.000 --> 00:55:31.000 is some programs are not operating in compliance with the Family Educational Rights and Privacy Act, or FERPA. 00:55:31.000 --> 00:55:39.000 Among other things, SPRPA dictates what student information can be disclosed, um, specifically that personally identifiable 00:55:39.000 --> 00:55:50.000 information. Um, I've included, and I'll put in the chat, links to two trainings that are offered by the U.S. Department of Education. They're previously recorded, so you can go and create an account at any time and ensure that you're 00:55:50.000 --> 00:56:02.000 Um, not sharing student data, um, that goes against FERPA requirements. Um, one key piece of information, any PII that you are sharing 00:56:02.000 --> 00:56:15.000 Never share it from a work account to a personal account. Always have that communication within your school account. Um, but even then, one best practice is to always encrypt that data. Don't send date of births, full student names, 00:56:15.000 --> 00:56:19.000 Um, things of that nature, but I'll include those two trainings if you're wanting more information on FERPA. 00:56:19.000 --> 00:56:25.000 Um, thank you, and I will pass it over to someone talking about rebranding project updates. 00:56:25.000 --> 00:56:33.000 Thank you, Dr. Tilley. I'm assuming that's Arvindy, unless someone else is on the docket for talking about rebranding. 00:56:33.000 --> 00:56:51.000 The rebranding project update would be me. Um, so we have had excellent initial progress. Just to be very candid, the rebranding went so well with adult ed that the system decided to halt the adult ed piece. 00:56:51.000 --> 00:57:07.000 and rethink the, uh, branding piece across the entire system. Um, so we have put a little halt on it as of right now, um, regarding rebranding because number one, we want to wait for our new leader to come, our new president. 00:57:07.000 --> 00:57:23.000 Um, and then also, this is going to tie directly to our work with state board code. So once we have our state board code of the adult ed piece codified, then that will trigger the official rebrand of CCR. 00:57:23.000 --> 00:57:44.000 Um, so more updates to come. We will be providing you updates as timely as possible, um, because I know that you are waiting on that information. But again, as soon as we get our section of the State Board codified, then we can move fully into rebrand mode, and we will share the information with all of you. 00:57:44.000 --> 00:58:06.000 All right, next slide, please. Um, so end of year report, um, we are going back to something that we started many years ago when I think I was in, like, maybe Lee's job or somebody's job. Um, we used to require the providers to send the end-of-year report, and again, this is more of a celebrate what you all are doing. 00:58:06.000 --> 00:58:28.000 It will be a qualitative report with emphasis on student success and program success. We anticipate sending out that Microsoft form to you by April 27th, with it being due by May 22nd. Again, these are anticipated dates. We know that things change, but we do want to get it out to you in a timely manner. 00:58:28.000 --> 00:58:53.000 manner. Um, we want to make sure that you are highlighting all the great things that are going on in adult ed, because we want to, again, we're trying to make a lot of changes, and so one of the changes is we want to start working very closely with our communications team at the state office, and so no one can tell your stories better than you, so we want to get the stories directly from you so that we can share those stories with Nathan and Morrison. 00:58:53.000 --> 00:59:03.000 And they can put it on the front-facing website and on LinkedIn and all the other platforms that we use to share information across the state. So again. 00:59:03.000 --> 00:59:18.000 it'll be a celebratory thing. You will hopefully receive it by April on or before April 27th, with it being due May 22nd. 00:59:18.000 --> 00:59:19.000 And feel free to type it in the chat. 00:59:19.000 --> 00:59:46.000 Are there any questions? While you are thinking about… Yes, feel free to type in the chat while you are thinking about your questions. A couple other things that are happening. If you would like for us, again, this is all new. If you would like for us to come to your graduation ceremonies, um, please send that information to us so that we can make arrangements to attend. Um, that's something that we've been wanting to do for years, but we've been in transition with Rfp and all these different things. So. 00:59:46.000 --> 00:59:57.000 Again, if you want us to come, we would love to come, let us know, send us the information, and we will try to accommodate and get out to your, uh, campuses and your CBOs. 00:59:57.000 --> 00:59:59.000 looked like… 00:59:59.000 --> 01:00:19.000 Also, another quick note, I know we are 2 minutes over time. We… in the newsletter, we mentioned that we are taking a more central role within FETA this year. This is going to be the North Carolina Employment and Training Association Conference. It's going to be in Wilmington, North Carolina, May 6th through the 8th. 01:00:19.000 --> 01:00:42.000 We have a lot of your colleagues that are going to be doing some great sessions there, and we would love to see you all there. Um, so please, if you can, if it's in your budget, if you're interested in learning more about the employment and Training Association, please make arrangements to attend again in the 26-27 program year, we are really laser focused on strengthening our partnerships. 01:00:42.000 --> 01:00:45.000 Um, with our core partners, and so we're gonna start there with NCDA and keep rolling. 01:00:45.000 --> 01:00:55.000 It looks like, Eddie, first he virtually raised his hand, but then I believe he did type in the chat his question, who do we send the graduation info to, Arbany, if we would like? 01:00:55.000 --> 01:01:06.000 Please send it to me and copy Rebecca Lolly, um, and we will make arrangements with the state office team to send some folks out to. 01:01:06.000 --> 01:01:08.000 Perfect. 01:01:08.000 --> 01:01:09.000 Thank you. 01:01:09.000 --> 01:01:33.000 Attend some graduations. And Devon Jamison has a question for Ellen. She wants Ellen's information. Devon, what we will do, we will send out the contact information for our presenters, um, after the call. Michael Tillsley, if you don't mind sending that out, we'll get it out to all of our, uh, participants on the call. 01:01:33.000 --> 01:02:02.000 Perfect. All right. not seeing any more questions or comments in the chat. We do apologize about running 3 min over, but we had some really great speakers today, and a lot of information that we wanted to share. We always want to take a moment just to thank you for everything that you do. Adult education is a great time to be an adult ed. 01:02:02.000 --> 01:02:03.000 Thank you, everyone. Take care. 01:02:03.000 --> 01:02:04.000 You all are changing lives, and just thank you so much for all that you do. Talk to you soon. Have a wonderful afternoon. Thank you. Thank you, everyone. 01:02:04.000 --> 01:02:08.000 Okay