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Yavapai County Workforce Development Board

Creating a Robust Ecosystem of Workforce Development

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Together, we will continue to shape a future filled with possibilities and opportunities for all.

As the executive director of the Yavapai County Workforce Development Board, it is my privilege to share with you the remarkable strides we have made in shaping a dynamic and prosperous community.

This last year was a year that the board dedicated to recuperating from the effects of the pandemic, which caused many challenges in recruiting workers and the retention of workers in the workplace. Our offices were no different from any other business or industry in an effort to retain employees. For all of our system partners, the great resignation is real. With much research, design and patience we all continue to find the best practices for recruitment and retention. Yavapai County demonstrated agility and adaptability in our approach to address these challenges, enabling us to continue making a positive impact. This year, we served 12,710 individuals, with more than 830 jobs created and more than $31 million dollars reinvested back into our economy.

Something we all know and understand is CHANGE. The new era of labor has changed the way we do business. It changed our team approach and has definitely changed our cost of doing business under the high wage rates averaged to be more than $24 per hour in Yavapai County.

I am a strong believer in saying together we can achieve more, together we can make a difference.  In the WIOA system ARIZONA@WORK, we are strong and we are successful because our leadership at the Workforce Development Board and the Board of Supervisors share the same belief system: We believe unlocking one’s potential is a key ingredient to becoming better.

Pillars to Success:

Engaging Partnerships: Together with our partners, we have forged meaningful relationships with local businesses, educational institutions, government agencies, and community organizations to create a robust ecosystem of workforce development.

Nurturing Talent: We take immense pride in assisting individuals in their professional journeys. Throughout this year, we have provided a diverse range of training programs, workshops and career counseling services, empowering job seekers with the confidence, skills and knowledge necessary to thrive in the modern job market.

Fostering Inclusivity: We are committed to ensuring that no one is left behind in our quest for a vibrant and inclusive workforce. Our efforts to promote diversity and equal opportunities have resulted in a stronger, more resilient talent pool.

Data-Driven Strategies: Emphasizing the importance of data-driven decision-making, we have purchased Talent Insights to assist us in leveraging comprehensive labor market information and feedback from stakeholders to design and implement targeted programs that yield optimal results.

Looking Ahead:

As we move forward, we stay committed to building on our achievements and learning from our stresses, and challenging our teams with even more ambitious goals. We aim to expand our partnerships, training opportunities, and enhance support systems for our workforce success.

In this pursuit, we invite community leaders to contribute actively to our mission. Your insights, dedication and collaboration are invaluable in driving the growth and prosperity of Yavapai County’s workforce.

The Yavapai County Workforce Development Board mission is to “Build Economic Success through Workforce Development Partnerships.”

I extend my deepest gratitude to the entire workforce development community, including the Board, our staff, partners, employers and job seekers, for their unwavering commitment and support. Together, we will continue to shape a future filled with possibilities and opportunities for all. QCBN

By Teri Drew

Teri Drew is the executive director of the Yavapai County Workforce Development Board.

Understanding Factors Contributing to a Labor Force Downturn

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This legislative action acknowledges the importance of fostering self-sufficiency and reintegration into the workforce.

In a continuing effort to attract, retain and identify workers for Yavapai County, the Workforce Development Board wanted to share a few updates. As we look back to the record historical benefits received by Americans during the pandemic economic shutdown and beyond, we recall that workers were offered $21 per hour for unemployment, rental assistance, house payment protection, daycare, TANF benefits, etc. While those services and programs were not new, some of the requirements were changed.

Namely, the work requirement was lifted because of the shutdown of many industries during the pandemic. For example, individuals who are receiving unemployment benefits are generally required to actively search for work and meet certain job search requirements to remain eligible for benefits. Claimants must register with the Arizona Department of Economic Security’s (DES) Arizona Job Connection website or visit a local DES Employment Service office to create a job seeker account. Claimants are required to seek suitable employment and report their job search activities on a weekly basis to maintain benefits. The specific number of job search activities may vary, but complying with the reporting requirements is essential.

Temporary Assistance for Needy Families (TANF) is a federal assistance program that provides temporary financial assistance to low-income families with children. Work search requirements for TANF recipients in Arizona vary but recipients are generally required to participate in employment, job search, job training, education or community service to continue eligibility for benefits.

I am pleased to inform you that the Senate and House recently passed a bill earlier this month reinstating the work search requirement for recipients receiving assistance. This legislative action acknowledges the importance of fostering self-sufficiency and reintegration into the workforce.

Since these work search requirements have been reinstated, we have witnessed a significant increase in the number of individuals actively seeking employment, compared to the previous few years at our NACOG and DES work centers. Currently, the Yavapai County labor force is averaging 109,373 individuals, which is a rate of 48.8% labor force participation; 81.4% of these individuals are between 35 and 54 years of age. Employment projections continue to increase by 1.9% for the next several years.

The labor force participation can be affected by a range of factors, such as changes in the economy, technological advancements, job availability, education and skills, retirement rates, and personal circumstances. For example, during periods of economic turndown or recession, some workers may experience job loss or choose to leave the workforce because of difficulties in finding employment. Additionally, changes in industries, automation or shifts in market demands can also impact the distribution of the workforce.

Arizona has experienced varying employee retention rates across different industries. Employee retention refers to the ability of employers to retain their workforce over a certain period of time. Several factors can influence employee retention rates such as economic conditions, industry-specific dynamics, job satisfaction, compensation and benefits, work-life balance, career growth opportunities and company culture.

The data demonstrates that Yavapai County has faced a labor force downturn, presenting challenges to our economy and employment prospects. Yavapai County, known for its diverse industries and employment opportunities, has been impacted by several factors contributing to the downturn in the labor force, such as a changing economic landscape in manufacturing, construction and mining. Technological advancements have also played a role in the labor force downturn. Automation and digitalization have transformed how businesses operate, which has led to changes in job requirements and the need for a specifically skilled workforce. Demographic changes, including an aging population and younger individuals migrating to urban centers, have contributed to this downturn. Many industries such as tourism, hospitality and retail, which are vital to the economy, experienced setbacks leading to worker relocation.

Local businesses, community leaders, and government entities in Yavapai County are striving to address the labor force downturn. Collaborative efforts to attract new industries, diversify the economy and expand workforce development programs are underway.

Yavapai County’s resilience and community spirit will play a vital role in overcoming the current labor force downturn. By supporting local businesses, encouraging entrepreneurship, and investing in the development of a skilled workforce, the county can pave the way toward labor attraction and retention.

While Yavapai County and the nation currently face labor force challenges, there is optimism that federal requirements restoring work searches and strategic planning will help reverse the downturn. By adapting to changing economic conditions, embracing technological advancements, and nurturing a diverse and skilled labor force, Yavapai County can restore a sustainable and thriving workforce. QCBN

By Teri Drew

Teri Drew is the executive director of the Yavapai County Workforce Development Board.

Examining Worker Retention in Yavapai County: A Crucial Element for Organizational Success

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Worker retention is a critical aspect of organizational success in Yavapai County and beyond.

In today’s competitive job market, attracting and retaining talented employees is paramount for organizational success. Yavapai County is no exception. This article, with insights from the Yavapai County Workforce Board, delves into the significance of worker retention in Yavapai County. It explores factors that influence retention rates and proposes potential solutions to address any identified issues.

Factors Influencing Worker Retention

Several factors contribute to worker retention in Yavapai County. These include:

Competitive Compensation and Benefits: Offering competitive salaries, comprehensive benefits packages and opportunities for career advancement can greatly impact worker retention. Employees are more likely to stay with organizations that recognize and reward their contributions.

Work-Life Balance: Achieving a healthy work-life balance is a priority for many employees. Organizations that prioritize flexible work arrangements, provide support for personal obligations and promote employee well-being tend to have higher retention rates.

Employee Engagement: Engaged employees feel valued and connected to their work, resulting in higher job satisfaction and commitment. Organizations that promote open communication, encourage employee feedback and provide growth opportunities can foster a culture of engagement that supports worker retention.

Professional Development Opportunities: Employees often seek opportunities for growth and development within their organizations. Providing access to training programs, skill-building initiatives and mentorship opportunities can enhance employee retention by demonstrating a commitment to their professional advancement.

Addressing Worker Retention Challenges

To improve worker retention in Yavapai County, organizations can consider implementing the following strategies:

Conducting Stay Interviews: Regularly engaging with employees through stay interviews can help identify factors that contribute to their job satisfaction and commitment. This feedback can inform targeted retention efforts and enable employers to address any underlying concerns or issues.

Enhancing Communication Channels: Establishing effective communication channels, such as regular team meetings, anonymous suggestion boxes or online platforms, can facilitate open dialogue and create a sense of belonging. This, in turn, can boost employee satisfaction and retention.

Recognizing and Rewarding Employee Achievements: Implementing recognition programs to acknowledge employee accomplishments and contributions can reinforce a culture of appreciation and increase job satisfaction. Such initiatives can also foster a sense of loyalty and commitment to the organization.

Offering Professional Development Opportunities: Providing employees with access to training and development programs can enhance their skills and job satisfaction. Offering clear career paths and growth opportunities within the organization can motivate employees to stay long-term.

Worker retention is a critical aspect of organizational success in Yavapai County and beyond. By prioritizing factors that contribute to job satisfaction and engagement, employers can create a positive work environment that fosters loyalty, productivity and growth. By addressing challenges related to compensation, work-life balance, employee engagement and professional development, organizations in Yavapai County can improve worker retention rates, leading to increased overall success and stability. QCBN

By Teri Drew

Teri Drew is the executive director of the Yavapai County Workforce Development Board.

Understanding Labor Market Trends in Yavapai County

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It’s important to note that labor trends can change over time and the specific conditions in Yavapai County may evolve with industry needs.

Yavapai County has its own unique labor trends and characteristics. General information about labor trends in Yavapai County are based on historical information from September 2021 to the present.

Yavapai County has a diverse economy, with multiple sectors driving employment. Some of the significant industries in the region include health care, tourism, education, government, retail, construction and manufacturing.

The healthcare sector is a major employer in Yavapai County. The county has numerous healthcare facilities, including hospitals, clinics, nursing homes and specialty care centers. Jobs in health care range from medical professionals to support staff and administration. The current average hourly rate of pay is $41.35 in the healthcare sector.

Yavapai County is known for its natural beauty, scenic landscapes and historical attractions. Popular tourist destinations in the county include Prescott, Sedona, Jerome and the Verde Valley. The tourism industry provides employment opportunities in hospitality, lodging, restaurants, outdoor recreation and retail. The current average hourly rate of pay is $17.31 in the tourism sector.

Yavapai County has several educational institutions, including colleges, community colleges, universities and school districts. These institutions offer employment opportunities for educators, administrators, support staff and other related roles. The current average hourly rate of pay is $25.05 in the education sector.

Government jobs, both at the county and local level, contribute significantly to the labor market in Yavapai County. These jobs include positions in administration, law enforcement, public safety, public works and social services. The current average hourly rate of pay is $21.88 in the government sector.

The construction industry plays a crucial role in Yavapai County’s economy, driven by residential and commercial development projects. Infrastructure development, such as road construction and improvement, also provides employment opportunities. The current average hourly rate of pay is $23.11 in the construction sector.

Yavapai County has a small but growing manufacturing sector. Manufacturing jobs can be found in industries such as aerospace, electronics, food processing and more. These jobs often require specialized skills and training. The current average hourly rate of pay is $20.62 in the manufacturing sector.

It’s important to note that labor trends can change over time and the specific conditions in Yavapai County may evolve with industry needs. It is always advisable to consult local employment agencies, economic development organizations and government sources that specialize in labor market data for the region. With Yavapai County’s unemployment rate at 2.9%, there are still many employment opportunities in each of the listed sectors. Visit Yavapai County | ARIZONA@WORK (arizonaatwork.com) to learn more about labor market trends, employment and training opportunities. QCBN

By Teri Drew

Teri Drew is the executive director of the Yavapai County Workforce Development Board.

Recognizing the Value of Customer Service

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Post-pandemic expectations and attitudes have shifted.

As I onboard individuals at the office, one of our first conversations is about the importance of customer service.

I always describe myself as their customer; regardless of their position, I also count them as my customer. In my view, positive work culture and job satisfaction begin and end with mutual respect, and our employees need to know that we as administrators share in that responsibility.

When we demonstrate a positive internal customer service environment, our team easily relates this practice to our many external customers.

I don’t know about you, but I experience declining customer service everywhere I go, from the doctor’s office to the grocery store. My response is to change where and how I do business and where I spend.

Post-pandemic expectations and attitudes have shifted. In the web world, customers want access to us 24/7, and most will focus their time and resources on companies that meet these demands. Now, most of us do not offer 24/7 assistance, but we all have the resources to use the tools we have, namely websites and electronic or automated services to respond to customers 24/7. A common website sometimes supplies frequently asked questions (FAQ) access, allowing customer access to you or your company. Even better than FAQs are the automated live chat options where the customer can interact directly and receive responses to common questions. Efficient customer service is being able to help someone when they need it.

Customers have high expectations. Recent studies show that in the U.S., 54% of all customers said they have higher expectations than pre-pandemic. Post-pandemic society has shifted to be more flexible. To be competitive, customers need access to goods and services outside of the 9 a.m. to 5 p.m. pre-pandemic scheduling. Recently, my husband called his doctor to schedule an appointment and the scheduler told him she didn’t have time to schedule him. What?

Customer service should be your priority. Customer experience is drawing a lot of attention in the social media arena. If someone has a positive experience in minutes, they transmit that experience through social media and the public responds favorably, and vice versa, a poor experience travels like lightning as well. Studies show that customer experience is more important than price. Good customer service equals loyal, returning or repurchasing consumers.

When considering politics, don’t get me started, but companies need to know that if you publicly display your political affiliation or party support, you may lose customers and/or suppliers.

Think about your customer journey. What restaurants, grocery stores or medical providers do you patronize and why? Then, test your place of business. Are your businesses meeting your expectations?

My office’s general comment or feedback is “I felt welcomed, I felt like I mattered, and my needs were met.” Our federal customer rating is 98% satisfaction.

The Yavapai County Workforce Development Board has embraced Kazien-continuous improvement. Our goal is 100% customer satisfaction, 100% of the time. QCBN

By Teri Drew

Teri Drew is the executive director of the Yavapai County Workforce Development Board.

Recognizing the Rewards of Skills-Based Hiring

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I’m a believer of skills-based hiring, but applicants do need to demonstrate applicable skill sets to be selected for an interview.

Recently, my long-term executive assistant notified me that she was retiring and relocating to another state to be close to family. She is literally my “right arm” at the office and works diligently to serve our many committees and boards across Northern Arizona. We are a well-oiled machine, and together, we accomplished much success.

I started the search for her replacement and a finance position almost eight weeks ago. The pay for this executive position is above the average wage for Yavapai County and includes 100% paid benefits. The first few weeks, there were no applicants – followed by a flood of individuals who applied but did not meet minimum requirements. I’m a believer of skills-based hiring, but applicants do need to demonstrate applicable skill sets to be selected for an interview.

Finally, three applicants to interview! Two were rather new to the area – two years or less. All interviewed well and demonstrated transferrable skill sets. As we moved forward with job offers, we found the need for flexibility to go beyond what a public service agency could offer.

One individual requested a minimum of $36 per hour and noted a few acceptance requirements – she could not begin work until after 8 a.m. and must end the day just before 4 p.m. The position is an exempt position with hours between 8 a.m. and 5 p.m., as we are open to the public during these hours.

Another applicant was probably over-qualified and had five other interviews the same week she interviewed with us. While we felt we moved swiftly, at the time of hire, she had accepted another offer.

Applicant No. 3 was well-qualified and has been a top contender for the position – an offer is pending. In the meantime, two other well-qualified individuals have applied, and we are considering interviews to fill positions.

The moral of this story is:

  • Always cross-train your team. I am fortunate to have others to fill in the gaps.
  • Be flexible. My current executive assistant is working remotely to assist in keeping operations moving.
  • Be patient. The applicants are out there. While the process may take longer to identify the right candidate, they are out there.
  • Consider skills-based hiring. Offer a training program to help individuals develop skill sets, be open to change and hire with conscientiousness, leaving yourself sensitive to the ever-changing labor market – go with the flow!

Yavapai County’s unemployment rate continues to be low; currently at 2.7% (compared to 3.5% in the U.S. and 4.0% in Arizona). But, incumbent workers are on the move. Applicants are reaching for advancement opportunities. We advertise our positions on social media, our websites, publications and via word-of-mouth, which continues to be the best recruiter.

Good luck in your search, and reach out for assistance as needed – 928-778-1422. QCBN

By Teri Drew

Teri Drew is the Executive Director of the Yavapai County Workforce Development Board.

Workers Remain in High Demand

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Workers are still in high demand and the competition continues to be fierce.

Workers are still in high demand and the competition continues to be fierce.The Yavapai County employment rate is at 97.3% and the unemployment rate is at 2.7%, which, by most definitions, equals full employment. Since the pandemic, Yavapai County has had disparity between the number of jobs in demand and the number of workers actually seeking employment. Employers in our area have been creative and innovative in their quest to attract and retain workers. Some examples of creativity and innovation include hiring bonuses, increased wages, temporary housing solutions, moving expenses and most importantly, there have been large investments in up-skilling job candidates and tenured workers.

Our most recent data calculated our labor force at 70,300 individuals in non-farm employment and our average wage is stable at $23.24 per hour. The current worker population demographic is almost equal between 18- to 35-year-olds and 35- to 60-year-olds and 65 or older rounding out at 31.6%. These changes would indicate an increase in population below 65 or possibly fewer retirees returning to work.

The top five industries in the county include food and accommodations, construction, retail trade, administrative and waste services, and real estate rental and leasing services. According to the Arizona Office of Economic Opportunity, the healthcare, utility, art and recreation employer sectors are in decline, especially with recent events.

The ARIZONA@WORK, Yavapai County servicer hosts a Rapid Response process for employers who are laying off workers and for workers being furloughed, permanently laid off or individuals who have been separated from their income. These services offer businesses and workers options to easily transition to other jobs, avoiding the need for lost income or unemployment services and access to retraining with paid tuition and job placement. We also assist employers with exit strategies including layoff aversion. Currently, in Yavapai County, we have two active Rapid Response events, to include manufacturing, retail and food service.

Workers are still in high demand and the competition continues to be fierce. Stay tuned, as we expect to see significant changes to the labor market over the next quarter. QCBN

By Teri Drew

Teri Drew is the executive director for the Yavapai County Workforce Development Board.

Welcoming Retirees Back to the Workforce

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If you want qualified, dependable, skilled workers, consider hiring quality workers by recruiting retirees!

Many of us have seen the movie “The Intern,” where a retired gentleman seizes a chance to go back to the workforce as a senior intern. He brings a wealth of knowledge and skills, work ethic and dedication, and quickly becomes an invaluable team member. This fictional movie has become a reality for so many retirees returning to the workforce.

Retirees have a variety of reasons to return to work. Post-pandemic, many individuals are looking to find a rewarding job opportunity that will make a difference to a business and community. They also have the luxury to do the work they like, not what they need to do to sustain a family. Some retirees are looking to earn extra money for travel or to have additional funds to pay bills. Most just want to remain active and engaged.

Over the last quarter, applicants for local job vacancies come from retirees. According to the Arizona Office of Economic Opportunity, Yavapai County has more than 54% of the active workforce in the age range of 55-64 years and almost 14% are over the age of 65.

Why Hire a Retiree?

There are several reasons, including the following:

Reliability and a strong work ethic: This includes punctuality, maturity, a willingness and eagerness to learn, and a strong commitment to quality.

Varied work experience: Many seniors and retirees have a broad-based career, education and skills background, which enables them to bring a wide variety of knowledge and experience to the workplace.

Job flexibility: In many cases, seniors have accomplished their career goals and are excited and willing to take base jobs or intern roles. Senior employees have excellent attendance records because they rarely miss work for the myriad of personal and family reasons that other workers typically have.

Job loyalty: A fear about seniors and retirees is that they won’t stay on the job for very long. But, in fact, they tend to be much less likely than younger workers to job-hop and look for other opportunities. The average tenure is two to three years or less.

Eagerness to learn new skills and a positive attitude: Another misconception about seniors is that they are hesitant or even resistant to learn new technologies and ways of doing things. Some studies have shown that seniors and retirees are among the fastest growing demographic of social media users and online communities as well as adopters of new technologies such as laptop and tablet PCs and handheld devices and software programs.

Strong people and customer service skills: While this is obviously not true of every individual, as a group, seniors and retirees tend to interact best with customers and their co-workers because of their history of experience in resolving conflict and strong communication skills.

If you want qualified, dependable, skilled workers, consider hiring quality workers by recruiting retirees! QCBN

By Teri Drew

Teri Drew is the executive director of Yavapai County Workforce Development Board.

New Year, New Career, New Focus

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So, as 2023 begins with its unique economic challenges, focus your attention on the opportunities that are available locally to achieve your goals.

As we begin 2023, it is a good time to reflect on the past year as a benchmark to set our sights for planning innovative economic strategies.

Yavapai County began 2022 with a labor force of 106,288 (ages 16+). Active employment was 103,202 – a difference of 3,086 (unemployment). The official January 2022 Unemployment Rate was 2.9%.

Fast-forward to the latest data available as of this writing – the October 2022 labor force increased to 108,343 (+2,055), but the actual employment only increased by 1,530 (104,732), creating an increase in the unemployment rate to 3.3% (3,611). The November 2022 Yavapai County unemployment rate was recorded as 2.9%, which is an increase year-over-year of 0.3%.

How do we address these challenges in 2023? Our economy is changing rapidly and businesses are showing signs of economic stress related to inflation. The effects of inflation cause home sales to fall, with related occupations declining. Auto sales overall continue to decline, which affects related occupations in those industries as well. Remote workers are returning to security-based jobs with set pay and benefits.  Families are merging – parents and grandparents are providing support for struggling children and grandchildren, and the cost of education is out of reach for many.

Rapid Response funding for dislocated worker re-training through the state and the Yavapai County Local Workforce Development Area is available to employers for layoff aversion strategies and career placement services for individuals suddenly finding themselves unemployed through no fault of their own. The Yavapai County Workforce Development Board is currently working with local businesses and dislocated workers who are negatively affected by the impacts of inflation, to include banking, real estate, title companies, auto sales, service and related occupations.

As workforce leaders, our job is to invest federal dollars that result in positive impacts to local economies, offering paid classroom training, incumbent worker upskilling and re-skilling, paid on-the-job training and work experience opportunities. We continue to bring CEOs to the table and align federal investments to targeted industries to develop innovative strategies. Currently, occupations in high demand in Yavapai County include heavy and tractor-trailer truck drivers (currently 26,794 employed), Licensed Practical/Vocational Nurses (currently 6,839 employed) and aircraft mechanics/service technicians (currently 5,272 employed).

So, as 2023 begins with its unique economic challenges, focus your attention on the opportunities that are available locally to achieve your goals. QCBN

By Teri Drew

Teri Drew is the Executive Director of the Yavapai County Workforce Development Board.

Teri Drew Honored with Prestigious ATHENA Leadership Award

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Prescott-area High Tea celebrates local women in the international program.

Among a sea of fancy hats and fine china, more than 150 community members came out in style to celebrate women in leadership during the third annual Prescott-area ATHENA Awards High Tea, hosted by Quad Cities Business News and Prescott Woman Magazine. With a standing ovation, the crowd honored Northern Arizona Council of Governments (NACOG) Regional Director Teri Drew as the 2022 Prescott-Area ATHENA.

In receiving the award, she recognized the support of her husband and high school sweetheart, Rick Drew, as well as her co-workers.

“The honor of being named the 2022 Athena Award winner has changed my perspective on my career, contributions and commitment to community,” she said. “The award has motivated me to seek out the good in all women and nominate them for this life-changing recognition. It has changed my life by being able to share more about me – my family, my career – with the community. I’ve received so many emails, calls and congratulations from the community. I’m grateful to share my story.”

The ATHENA Award is part of an international program that began in 1987. Its mission is to support, honor and develop women leaders and inspire women to reach their full potential. It recognizes women who achieve excellence in their work, support their community and mentor others. Astronauts, judges and elite athletes are among the ATHENA circle of sisterhood. Famous ATHENA Award recipients include Billy Jean King, Condoleezza Rice and Marlo Thomas. At the Prescott event on Sunday, Sept. 18, Aboost was the lead sponsor. Founder and owner Anita Farrelly, RN, says she loved being in a room full of women who were pushing themselves to the next level to be role models and leaders for the community. “I’ve always been an advocate for leadership, growth and development and to participate in an event that champions these skills is powerful, enlightening and motivating. It’s what I want my daughters to know and learn.”

Farrelly added that for nurses, the assumption is that they will always work for someone else, a hospital or a corporation. “The Prescott-Area ATHENA Awards is such a good fit for Aboost because we’re teaching nurses how to be owners of their own businesses, to have an entrepreneur mindset and to develop marketing and sales skills so that they may use their nursing skills to care for the community in a different way.

Through her work with NACOG across more than four decades, Drew has helped numerous job seekers receive career-path training and find employment. She is credited for NACOG’s local, state and national recognition in innovation, leadership and services. She is nationally known for her economic and workforce development strategies and has been named Prescott Area Leadership Woman of the Year. As executive director for the Yavapai County Workforce Development Board, Drew was honored in Washington, D.C. recently for successfully nominating Grant Quezada and Founding Fathers Collective for the W.O. Lawton Business Leadership Award.

“I am blessed to say I have accomplished many successes in my career,” she said. “My greatest was my tenure of 45 years. I’ve learned so much and connected with so many people to make a significant difference for so many. I love it when someone says, ‘You helped me with school and now I am an RN,’ or ‘You placed me at the county, now I’m in management,’ or, ‘You taught me to be strong. Now I lead others.’ My greatest accomplishment is seeing others reach their potential.”

Drew says her parents and siblings were and continue to be her mentors. “They taught me what to and not to do growing up, and those strong ethics pay off.”

As a next achievement, Drew says she’d like to explore an elected position. “My hope for young women entering the workplace is for them to do what they love and love what they do.” QCBN

By Bonnie Stevens, QCBN