I’m an award-winning Learning & Development Manager with a decade of experience teaching and designing in-person and eLearning instruction in the military, public, and academic sectors. I’ve published and presented original research related to pedagogy and history in academia, and I currently design leadership development and medical skills curriculum for the Department of Veterans Affairs. I’ve worked in politics, foods services, foreign relations, construction, and the armed forces—invaluable experiences that have taught me appreciate how to relate with people and manage projects. I’m always on the lookout for new opportunities to change how people learn at work and engage with technology.
It’s incredible how hard it’s been for retail and service companies to recruit lower-wage workers her in the South Bay. Mike Rowe and tech execs love to talk about skills gaps, but the fact is most jobs aren’t filled because the compensation these positions offer is garbage.
Mike Rowe isn’t talking about unskilled labor. He’s talking about skilled labor like plumbing, carpentry, welding, electricians, etc. Not a stock boy and the like.
Might be anecdotal, but hooo weee, if you are a good electrician right now, you can essentially name your price. Companies will pay it because they aren't willing to take the risk of having it done wrong. Family knows a couple career electricians -- company is paying for them to come out of retirement, paying $50-55 an hour, AND letting them keep their retirement benefits.
That's cheap. In the Bay Area, even doubling that is cheap. Take a look at this discussion [1] by electricians of what their businesses costs to run, especially the trade-specific section.
There is a fundamental disconnect in daily life between perceptions of what a job entails and its true costs. No wonder management and purchasing departments everywhere is constantly underestimating effort and costs, then getting pissed when risks and quality issues come up.
They're trapped - probably unable to even scrape together the money to move. Moving is expensive! You need the money not only to relocate, but also to tide you over until you find work. Casual mobility is for the wealthy.
It isn't just that, many low wage people have their families there. Sometimes extended family. Moving would mean moving the whole clan away from friends and their connections and where they grew up. Moving is not a small thing.
Exactly this. Moving elsewhere when your extended family has lived in one place for multiple generations is probably one of the largest risks a person can take. You’re essentially trading most or all of your network for the possibility of a better life. If the possibility doesn’t work out, the person is usually worse off than if had they stayed in their original location.
Not to mention that less wealthy people often rely on extended family for support such as childcare. For many people, leaving family behind is a risk not worth taking.
Location: Los Altos, CA
Remote: Yes
Willing to relocate: Yes
Technologies: Basic HTML5/CSS, and Python, as well as Captivate, Articulate Storyline, Tin Can, and a variety of LMS platforms.
Résumé/CV: allanbranstiter.com
Email: abranstiter@gmail.com
LinkedIn: https://www.linkedin.com/in/allanbranstiter
I’m an award-winning Learning & Development Manager with a decade of experience teaching and designing in-person and eLearning instruction in the military, public, and academic sectors. I’ve published and presented original research related to pedagogy and history in academia, and I currently design leadership development and medical skills curriculum for the Department of Veterans Affairs. I’ve worked in politics, foods services, foreign relations, construction, and the armed forces—invaluable experiences that have taught me appreciate how to relate with people and manage projects. I’m always on the lookout for new opportunities to change how people learn at work and engage with technology.