[nfbmi-talk] Fw: MCB Board Communication - BEP Training and TrainerNeeds

[joe harcz Comcast]

One reason we had a hard firing freeze was due to the losses in legal 
settlements due to the ludicrous actions of the current administration and 
the buck stops right at the top.

In addition and to underscore this point we already have a qualified and 
great PA siting on the sidelines due to the documented abuses of power by 
again Cannon. His name is Dave Robinson.

And John wouldn't have taken early retirement if it wasn't for the 
incredible hostile work environment that once again goes right to the top of 
MCB.

Nothing will change until Cannon is fired and their need to be a few other 
top administrators and sellouts in MCB that need to leave too.

They are Leemon Jones and Bob Robertson who are grossly and documentably 
corrupt and incompetent administrators.

Joe
----- Original Message ----- 
From: "joe harcz Comcast" <joeharcz at comcast.net>
To: <nfbmi-talk at nfbnet.org>
Sent: Saturday, January 07, 2012 11:30 PM
Subject: [nfbmi-talk] Fw: MCB Board Communication - BEP Training and 
TrainerNeeds


>
> ----- Original Message ----- 
> From: "Terry Eagle" <terrydeagle at yahoo.com>
> To: "'joe harcz Comcast'" <joeharcz at comcast.net>
> Sent: Saturday, January 07, 2012 11:23 PM
> Subject: MCB Board Communication - BEP Training and Trainer Needs
>
>
>> NOTE:  The following was proposed and emailed to MCB Commissioners
>> approximately 75 days before the public announcement at the December 8, 
>> 2011
>> MCB Boardmeeting that BEP management had sought approval through the
>> Department of Licensing and Regulatory Affairs, to hire a fifth BEP
>> Promotional Agent, rather than a BEP Trainer.  The Elected Operators'
>> Committee were neither consulted nor informed by BEP management prior to
>> seeking approval to hire a Promotion Agent instead of a BEP Trainer.
>> Additionally, the Ad Hoc Committee on BEP Issues was not consulted or 
>> even
>> informed by BEP management at either the October or November, 2011 
>> meetings,
>> of the decision to hire a Promotional Agent over a BEP Trainer. meetings
>>
>>
>> CALL FOR MCB BOARD ACTION - SEPTEMBER 26, 2011
>>
>> Dear MCB Commissioners,
>>
>> Greetings.  I am writing with a serious concern that likely will have a
>> variety of far-reaching ramifications for sometime to come if not dealt 
>> with
>> in a swift and affirmative manner by you the Board, and the MCB
>> administration.  The concern of which I speak is the current state  of 
>> the
>> BEP Training program, or it is more accurate to say the poor state and 
>> lack
>> of BEP Training of potential BEP licensees.  This condition demands your
>> immediate attention to fend-off a variety of problems, the most likely 
>> being
>> the defending of legal actions.
>>
>> As you may be aware by now, last Saturday's Elected Operators' Committee
>> (EOC) meeting ended abruptly in the afternoon because of a heated 
>> discussion
>> over the serious lack of training of the most recent two training class
>> graduates, and the likely prospect of the same outcome of the next class
>> scheduled to begin next Monday, September 26, 2011.
>>
>> Since the medical leabe and subsequent retirement of John McEntee as BEP
>> Trainer, It is a profound understatement to say that the BEP Vending 
>> Stand
>> Training Program has been in a total upheaval and failure in providing
>> quality and adequate skills and knowledge critically essential to succeed 
>> in
>> the business environment, and abilities to meet the obligations mandated 
>> by
>> federal, state,  and municipal laws, regulations, and ordinances,  in
>> addition to the acquisition and utilization of sound business practices.
>>
>> I know that Commissioner Larry Posant, as Board liaison to the EOC, and 
>> his
>> work on the EOC Ad Hoc Committee on BEP Issues, can speak about the many
>> recent failures and shortcomings of the Bending Stand Training Program,
>> based on his one-on-one interaction with some of the recent training 
>> class
>> graduates. And that is likely the tip of the iceberg of serious issues 
>> that
>> require addressing.
>>
>> It is time to face the facts that the BEP Bending Stand Training Program 
>> is
>> being run on-the-fly and by the seat-of-the-pants by individuals who have
>> little knowledge of, and absolutely no experience operating a food 
>> service
>> business.  The students are not receiving the essential computers and
>> software, training on the computer and software applications, and other
>> essential training materials in a timely fashion prior to entering 
>> training
>> to become familiar with and proficient at their use, and in an 
>> alternative
>> format to print, which is the most effective format for the user, as
>> required by the federal ADA and Section 504 of the Rehabilitation Act. 
>> And
>> I repeat that absolutely essential knowledge and skills of sound business
>> practice are not being taught in either in the classroom or during the
>> on-the-job-experience portion of training, such as, but not limited to,
>> inventory control, employer obligations, taxation obligations, training 
>> on
>> equipment as basic as a cash register and its uses for financial 
>> controls,
>> and many other essential information and skill sets.
>>
>> Obviously, the current state of BEP Vending Stand Training is so 
>> compromised
>> since the departure of John McEntee, the inability or unwillingness of 
>> the
>> MCB administration to think outside the box to find a way to fill the BEP
>> Trainer position, and it seriously lacks qualified leadership and 
>> trainers
>> that immediate and decisive action I s required by the MCB Board, to 
>> protect
>> against litigation, preserve the integrity and future viability of the
>> program and ensure to the greatest extent possible, the business success 
>> and
>> continued employment and financial independence of each and every blind
>> licensee now and in the future. ,  It is also abundantly obvious, as
>> demonstrated by the heated discussion about training at Saturday's EOC
>> meeting, that the task  of addressing and bringing about quality and
>> meaningful reform of the Vending Stand Training program  is simply to big
>> and complex for the Elected Operators' Committee, the EOC Ad Hoc 
>> Committee
>> on BEP Issues, the MCB administration, or the Board to undertake alone.
>> Therefore, immediate and drastic action and commitment is required by the
>> Board, to address and reform the BEP training program to eliminate the 
>> vast
>> and glowing deficiences, and ensure that essential knowledge and skills 
>> are
>> incorporate and taught each and every time a class is offered.
>>
>> PLEA FOR IMMEDIATE BOARD ACTION
>>
>> I offer for your immediate consideration and action thefollowing five 
>> step
>> action plan to reform the Vending Stand Training Program, so it can be 
>> the
>> most effective and meaningful tool for success for all blind 
>> entrepuernurs.
>>
>> 1. Hold an emergency special Board meeting to consider andtake action
>> on the proposed plan.
>>
>> 2. Adopt an immediate moratorium on BEP Bending Standing
>> Training classes, including the classscheduleds to begin on Monday,
>> September 26, 2011, pending a comprehensive review and reforms to be
>> implemented.
>>
>> 3. Establish an Ad Hoc committee on BEP Bending Stand Training,
>> charged with a comprehensive review and proporeforms to the classroom and
>> on-the-job-experience components of the training program, with emphasis 
>> on
>> incorporating essential business knowledge and skillsgoals and 
>> objectives,
>> and meaningful measurements of achievement.  The Ad Hoc Committee should
>> consist of representatives of all identifiable stakeholders related to 
>> the
>> vocational rehabilitation system, consumer groups of the blind, MCB and 
>> BEP
>> administration, the EOC, the MCB Board, BEP licenseetrainers, and recent 
>> BEP
>> training class graduates.
>>
>> 4.  Formulate and present to the EOC and MCB Board, for consideration and
>> adoption.
>> the Ad Hoc Committee on BEP Training proposed reform.
>>
>> 4. The MCB Board shallmMonitor and ebaluate the implementation
>> of adopted reforms, at pre-determined intervals.
>>
>> Terry Eagle
>>
>>
>> COMPREHENSIVE PROPOSAL
>>
>> BEP TRAINING ISSUES AND PROPOSED SOLUTIONS
>>
>> The BEP Training Program has been in an upheaval since John McEntee went 
>> on
>> medical leave and subsequent retirement. At least the last two training
>> classes and their graduates were riddled with problems that contributed 
>> to
>> the graduates being frustrated and faced with overwhelming problems
>> resulting from the lack of acquiring fundamental  skills and information
>> essential to  begin and successfully operating a business. The 
>> frustration
>> and problems exist because the training has and continues to be conducted
>> without qualified trainers and clearly defined skill set and information
>> goals, objectives, and measurements for assessing achievement of 
>> essential
>> skills and information.
>>
>> Below is a plan outline to begin addressing the training program 
>> shortfalls,
>> with emphasis on quality skill building and information acquisition 
>> vitally
>> essential for successful operation of a BEP facility.
>>
>> 1. Need  a qualified BEP Trainer or training coordinator
>>
>> In order for the Business Enterprise Program to attract qualified
>> individuals assessing the qualifications of potential program candidates, 
>> ,
>> keep pace with industry trends and ongoing training needs of program
>> licensees, it is essential that program attract and employ either a
>> qualified trainer, or a qualified  training coordinator
>>
>> Solution 1A. - Currently the MCB administration has reported
>> publicly that the agency is unable to pursue the hiring of a trainer 
>> because
>> of a state employment hiring freeze, or it is being evaluated as to the 
>> use
>> of the vacant FTE (full-time employee) position formerly held by BEP 
>> Trainer
>> John McEntee being utilized for other BEP or MCB purposes.
>>
>> One solution is to commit to fill the vacant position to a trainer
>> or training coordinator through the civil service system, seeking a 
>> waiver
>> of the hiring freeze, and used  exclusively for the training needs of
>> potential BEP licensees and current licensees.
>>
>>       Solution 1B. - Contract with a trainer or a training coordinator.
>>
>> This option would overcome the state hiring freeze, would provide
>> the opportunity for qualified blind individual or blind-owned firm to
>> compete for the contract, rather than having to employ from a lay-off 
>> list,
>> or other negative civil service requirements.  In addition, this option
>> makes for greater accountability through evaluation of results and 
>> contract
>> renewal or termination.
>>
>> 2. Evaluation and reform of training structure and curriculum.
>>
>> Solution 2A.  It is highly recommended the MCB Board use their
>> authority and clout in quality policy-making function by holding 
>> statewide
>> regional oversight hearings to identify BEP training issues , 
>> deficiencies
>> and strengths, and elicit feedback suggestions for quality training 
>> reforms,
>> and collateral BEP topics that positively or negatively impact initial as
>> well as ongoing training within the program.
>>
>> Solution 2B. - Establish a BEP training reform AD HOC Committee.
>>
>> This ad hoc committee shall be charged with evaluating and
>> recommending positive substantive changes to the assessment of potential 
>> BEP
>> licensees, the classroom and on-the-job-experience structure and 
>> curriculum.
>>
>> Solution 2C. - Contract for the evaluation and reform of the
>> structure and curriculum of the BEP training program.
>>
>> This option is favorable because it can attract and ensure that the
>> reform process is managed by a blind individual or blind-owned firm, 
>> acutely
>> familiar with the issues of blindness, unique challenges of training of
>> blind persons, and special needs.  The time can be significantly reduced 
>> for
>> completion of the training program evaluation and reform process.
>>
>> 3. Effective training program structure reform
>>
>> Solution 3A - This component could be accomplished by either an ad
>> hoc committee or by contract within the reform process.
>>
>> The goal is to establish the most effective structure of the
>> initial BEP training, as well as ongoing licensee training.
>>
>> 4. Effective training program curriculum.
>>
>> Solution 4A - This component could be accomplished by either an ad
>> hoc committee or by contract within the reform process.
>>
>> Solution 4B - The goal is to establish the most effective
>> curriculum of the initial BEP training, as well as ongoing licensee
>> training.
>>
>> 5. Evaluation and reform of the on-the-job training experience.
>>
>> Solution 5A - This component could be accomplished by either an ad
>> hoc committee or by contract within the reform process.
>>
>> This goal is to identify and reform that OJE to be most effective
>> for identifying and attracting the best qualified trainers, and 
>> structuring
>> the OJE to evaluate skill and information achievement, and identify
>> deficiencies, and structure methods to address and eliminate 
>> deficiencies.
>>
>> 6. Post-training evaluation and remedial training.
>>
>> Solution 6A - This component could be accomplished by either an ad
>> hoc committee or by contract within the reform process.
>>
>> This goal is to establish a post-licensure and placement follow-up
>> and evaluation to identify and appropriately address identified 
>> deficiencies
>> prior to closure of the vocational case to employment.
>>
>>
>> Terry Eagle
>>
>>
>> Terry D. Eagle
>> (517) 372-7552
>>
>>
>
>
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