The 2011 Housing Summit

14th Annual Dinner Weekend

The latest photos from The Greater Toledo Urban League 14th Annual  Dinner Weekend
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Thank you to all of our sponsors and supporters who have helped us make A NEW WAY FORWARD

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[two_third] [fancy_header] Note from the President & CEO[/fancy_header] [fancy_box]

[frame_left]http://www.gtul.org/wp-content/uploads/2010/04/jjones1-e1272051992336.jpg[/frame_left][dropcap1]N[/dropcap1]ow that the dust has settled and the smoke has cleared its time for the real work to begin. In case you missed it, pill our humble organization was honored to invite Dr. Bill Cosby to our fair city to electrify and empower the masses. Dr. Cosby dedicated an entire weekend of his time to our hefty cause, uniting the city in A New Way Forward. His presence in our town caused such a buzz that we could barely keep up with all the positive press across the country about this enormous event. Having said that we are pumped and ready to move on to the next step. We would like to thank all of our supporters but especially those that volunteered their time and energy to make this one of the biggest and best weekends this city has ever seen.

Rev. John C. Jones – President / CEO

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Education and Youth Services

[dropcap1]1[/dropcap1]All that we do as adults is built on a foundation of education. The primary focus of our organization is on equal opportunity education for all students. We offer a wide range of educational programs that serve youth and adults. Our programs are designed to compliment the current trends and climate of the modern workforce and are built to level the playing field for minorities and those that are disadvantaged.

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Workforce Development

[dropcap1]2[/dropcap1]In our modern economy it is even more critical that we properly train and assist those in need of employment to get the skills and experience needed to be successful in the workforce. We have extensive programming and staff resources available to achieve the very ambitious goal of turning the unemployment rate of Toledo on its head. We currently service clients seeking employment and offer one on one assistance to help them over come any barriers they may have.

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Health and Quality of Life

[dropcap1]3[/dropcap1]Nothing is more important than living a happy, healthy, and full life. We offer senior services, health awareness and youth activity programs in order to help improve the quality of life in the Toledo community and beyond. Our programs, partnered with local community organizations focus on improving the entire being (mind, body, and spirit) while encouraging people of all ages to reach their full potential as a productive addition to their community.

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Our Vision and Social Media Mission

[dropcap1]4[/dropcap1] The vision of the Greater Toledo Urban League is an empowered community of economically and socially self suffiecient individuals.” Having said that there is no more powerful movement then that of the social media community. You can find us on all the major social media outlets sharing our resources and presenting our achievements to the community.

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[info_box]Originally posted on the Simply hired Blog By Andrew Neitlich[/info_box]

The previous two blog entries presented the first two in a four-step process for finding a new job. The first entry challenged you to pretend that your life – and the lives of those dearest to you – depended on finding a new job. Literally. The goal was to get you into the mindset you would have if this really happened to you.

Step two showed you how to create messages that communicate your value in ways that an employer would take notice.

Now you are ready for step three…

Step Three: Think like a consultant. Consultants make marketing their top priority. They are very effective at three types of marketing in particular, sales and you need to become experts here, ask too. The first is in getting referrals. They are pros when it comes to telling people about the value they provide, and then educating them about the types of people they want to meet. They also know how to help other people, by making introductions for them and helping them in other ways to advance their careers. You need to be willing to tell everyone you know about the value you provide, and then explicitly ask people who they know who might be looking for that value. Don’t be shy; your life depends on making direct requests!

Second, consultants get visible by establishing themselves as experts. They write articles, speak, set up blogs, post videos of them speaking, get active in their industry associations, start online groups, and even do simple research projects. All of these things establish their credibility and prove that they are thinking about, and can solve, the most pressing problems the people in their target market face. I don’t care if you are at the lowest level of a company. You can still do some sort of educational marketing to establish yourself as an expert in your field.

Third, consultants are early adopters of social media. They know every feature of LinkedIn, Facebook, Twitter, BlogTalkRadio, YouTube, and question and answer sites – and they know how to use these technologies to meet new people and get introductions. I don’t care if you think you are too old! Your life depends on learning these technologies.

Interestingly, if you take this exercise seriously, you might even end up getting consulting offers, which could launch your career in a very different, exciting direction. Personally, I prefer being a consultant than an employee. As a consultant, I have dozens of clients; if I lose one, I only lose a small portion of my income. Plus, as a consultant I am constantly marketing, and so landing a new opportunity is not such a huge deal. For the purposes of this exercise, you are seeking a full-time job offer. However, in the real world, be flexible and agile, ready to turn someone’s interest in you into any form of assignment you can get!

Once you have the right mindset, messages that communicate your value, and you are thinking like a consultant, you are ready for the fourth and final step, coming next…

 

Andrew Neitlich is the co-author, with Jay Conrad Levinson, of Guerrilla Marketing for a Bulletproof Career, a book that reveals the secrets to career success in perpetually gut-wrenching times. For more information, and for additional articles, visit www.bulletproofcareer.com. He also runs the Center for Career Coaching, which trains career coaches.

Read more on the Simply Hired Blog: http://blog.simplyhired.com/2011/03/finding-a-new-job-as-if-your-life-depended-on-it-part-three-think-like-a-consultant.html#ixzz1IlqoZAYE
[info_box]Originally posted on the Simply hired Blog By Andrew Neitlich[/info_box]

The previous two blog entries presented the first two in a four-step process for finding a new job. The first entry challenged you to pretend that your life – and the lives of those dearest to you – depended on finding a new job. Literally. The goal was to get you into the mindset you would have if this really happened to you.

Step two showed you how to create messages that communicate your value in ways that an employer would take notice.

Now you are ready for step three…

Step Three: Think like a consultant. Consultants make marketing their top priority. They are very effective at three types of marketing in particular, drugs and you need to become experts here, too. The first is in getting referrals. They are pros when it comes to telling people about the value they provide, and then educating them about the types of people they want to meet. They also know how to help other people, by making introductions for them and helping them in other ways to advance their careers. You need to be willing to tell everyone you know about the value you provide, and then explicitly ask people who they know who might be looking for that value. Don’t be shy; your life depends on making direct requests!

Second, consultants get visible by establishing themselves as experts. They write articles, speak, set up blogs, post videos of them speaking, get active in their industry associations, start online groups, and even do simple research projects. All of these things establish their credibility and prove that they are thinking about, and can solve, the most pressing problems the people in their target market face. I don’t care if you are at the lowest level of a company. You can still do some sort of educational marketing to establish yourself as an expert in your field.

Third, consultants are early adopters of social media. They know every feature of LinkedIn, Facebook, Twitter, BlogTalkRadio, YouTube, and question and answer sites – and they know how to use these technologies to meet new people and get introductions. I don’t care if you think you are too old! Your life depends on learning these technologies.

Interestingly, if you take this exercise seriously, you might even end up getting consulting offers, which could launch your career in a very different, exciting direction. Personally, I prefer being a consultant than an employee. As a consultant, I have dozens of clients; if I lose one, I only lose a small portion of my income. Plus, as a consultant I am constantly marketing, and so landing a new opportunity is not such a huge deal. For the purposes of this exercise, you are seeking a full-time job offer. However, in the real world, be flexible and agile, ready to turn someone’s interest in you into any form of assignment you can get!

Once you have the right mindset, messages that communicate your value, and you are thinking like a consultant, you are ready for the fourth and final step, coming next…

 

Andrew Neitlich is the co-author, with Jay Conrad Levinson, of Guerrilla Marketing for a Bulletproof Career, a book that reveals the secrets to career success in perpetually gut-wrenching times. For more information, and for additional articles, visit www.bulletproofcareer.com. He also runs the Center for Career Coaching, which trains career coaches.

Read more on the Simply Hired Blog: http://blog.simplyhired.com/2011/03/finding-a-new-job-as-if-your-life-depended-on-it-part-three-think-like-a-consultant.html#ixzz1IlqoZAYE
[info_box]Originally posted on the Simply hired Blog By Andrew Neitlich[/info_box]

The previous two blog entries presented the first two in a four-step process for finding a new job. The first entry challenged you to pretend that your life – and the lives of those dearest to you – depended on finding a new job. Literally. The goal was to get you into the mindset you would have if this really happened to you.

Step two showed you how to create messages that communicate your value in ways that an employer would take notice.

Now you are ready for step three…

Step Three: Think like a consultant. Consultants make marketing their top priority. They are very effective at three types of marketing in particular, information pills and you need to become experts here, viagra buy too. The first is in getting referrals. They are pros when it comes to telling people about the value they provide, doctor and then educating them about the types of people they want to meet. They also know how to help other people, by making introductions for them and helping them in other ways to advance their careers. You need to be willing to tell everyone you know about the value you provide, and then explicitly ask people who they know who might be looking for that value. Don’t be shy; your life depends on making direct requests!

Second, consultants get visible by establishing themselves as experts. They write articles, speak, set up blogs, post videos of them speaking, get active in their industry associations, start online groups, and even do simple research projects. All of these things establish their credibility and prove that they are thinking about, and can solve, the most pressing problems the people in their target market face. I don’t care if you are at the lowest level of a company. You can still do some sort of educational marketing to establish yourself as an expert in your field.

Third, consultants are early adopters of social media. They know every feature of LinkedIn, Facebook, Twitter, BlogTalkRadio, YouTube, and question and answer sites – and they know how to use these technologies to meet new people and get introductions. I don’t care if you think you are too old! Your life depends on learning these technologies.

Interestingly, if you take this exercise seriously, you might even end up getting consulting offers, which could launch your career in a very different, exciting direction. Personally, I prefer being a consultant than an employee. As a consultant, I have dozens of clients; if I lose one, I only lose a small portion of my income. Plus, as a consultant I am constantly marketing, and so landing a new opportunity is not such a huge deal. For the purposes of this exercise, you are seeking a full-time job offer. However, in the real world, be flexible and agile, ready to turn someone’s interest in you into any form of assignment you can get!

Once you have the right mindset, messages that communicate your value, and you are thinking like a consultant, you are ready for the fourth and final step, coming next…

 

Andrew Neitlich is the co-author, with Jay Conrad Levinson, of Guerrilla Marketing for a Bulletproof Career, a book that reveals the secrets to career success in perpetually gut-wrenching times. For more information, and for additional articles, visit www.bulletproofcareer.com. He also runs the Center for Career Coaching, which trains career coaches.

Read more on the Simply Hired Blog: http://blog.simplyhired.com/2011/03/finding-a-new-job-as-if-your-life-depended-on-it-part-three-think-like-a-consultant.html#ixzz1IlqoZAYE
[info_box]Originally posted on the Simply hired Blog By Andrew Neitlich[/info_box]

The previous two blog entries presented the first two in a four-step process for finding a new job. The first entry challenged you to pretend that your life – and the lives of those dearest to you – depended on finding a new job. Literally. The goal was to get you into the mindset you would have if this really happened to you.

Step two showed you how to create messages that communicate your value in ways that an employer would take notice.

Now you are ready for step three…

Step Three: Think like a consultant. Consultants make marketing their top priority. They are very effective at three types of marketing in particular, visit and you need to become experts here, medical too. The first is in getting referrals. They are pros when it comes to telling people about the value they provide, and then educating them about the types of people they want to meet. They also know how to help other people, by making introductions for them and helping them in other ways to advance their careers. You need to be willing to tell everyone you know about the value you provide, and then explicitly ask people who they know who might be looking for that value. Don’t be shy; your life depends on making direct requests!

Second, consultants get visible by establishing themselves as experts. They write articles, speak, set up blogs, post videos of them speaking, get active in their industry associations, start online groups, and even do simple research projects. All of these things establish their credibility and prove that they are thinking about, and can solve, the most pressing problems the people in their target market face. I don’t care if you are at the lowest level of a company. You can still do some sort of educational marketing to establish yourself as an expert in your field.

Third, consultants are early adopters of social media. They know every feature of LinkedIn, Facebook, Twitter, BlogTalkRadio, YouTube, and question and answer sites – and they know how to use these technologies to meet new people and get introductions. I don’t care if you think you are too old! Your life depends on learning these technologies.

Interestingly, if you take this exercise seriously, you might even end up getting consulting offers, which could launch your career in a very different, exciting direction. Personally, I prefer being a consultant than an employee. As a consultant, I have dozens of clients; if I lose one, I only lose a small portion of my income. Plus, as a consultant I am constantly marketing, and so landing a new opportunity is not such a huge deal. For the purposes of this exercise, you are seeking a full-time job offer. However, in the real world, be flexible and agile, ready to turn someone’s interest in you into any form of assignment you can get!

Once you have the right mindset, messages that communicate your value, and you are thinking like a consultant, you are ready for the fourth and final step, coming next…

 

Andrew Neitlich is the co-author, with Jay Conrad Levinson, of Guerrilla Marketing for a Bulletproof Career, a book that reveals the secrets to career success in perpetually gut-wrenching times. For more information, and for additional articles, visit www.bulletproofcareer.com. He also runs the Center for Career Coaching, which trains career coaches.

Read more on the Simply Hired Blog: http://blog.simplyhired.com/2011/03/finding-a-new-job-as-if-your-life-depended-on-it-part-three-think-like-a-consultant.html#ixzz1IlqoZAYE
Tuesday, cost April 12, viagra 100mg 6 – 8pm

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Home ownership continues to be one of the best investments.

Come explore this informational homeownership summit.

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• Getting Credit Ready

• Understanding Mortgage Lingo

• Financing Options

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• Insurance Needs

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Fifth Third Mortgage Lenders

* Buying Power and Credit Scores

Consumer Credit Counseling Services CCCS

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Neighborhood Stabilization Program and The Dorr Street Brownstones

* Home Ownership Corner

Meet area Realtors, Insurance and Title Company Representatives

[download_box]Download the Flyer here[/download_box]

 

 

 

The State of Urban Jobs

What You Need to Know About the State of Urban Jobs!

NUL’s State of Urban Jobs site at iamempowered.com gives you everything you need to know about jobs including the monthly employment report with stats for Blacks, recipe Whites and Latinos, dosage the National Urban League’s position on employment and job creation policy, here the facts about how investing in job creation is the best strategy for reducing the deficit, as well as resume writing tips and job listings. Click here to view and stay abreast of the latest developments.

Highlights of the March 2011 Employment Report:

The economy gained 216,000 jobs in March while private sector employment (excludes government losses) increased by 230,000.  Together with last month’s revised numbers of 194,000 net total job growth and 240,000 net private jobs, this represents the fastest two month pace since before the recession.  The number of unemployed people in March declined to 13.5 million, while the labor force participation rate was unchanged.

The largest private sector job growth occurred in professional and business services (+78,000), education and health (+45,000; 36,600 in health care alone), and leisure and hospitality (+37,000).  Most losses were concentrated in government , with local governments shedding 15,000 jobs in March.

The unemployment rate changed little – now 8.8% (from 8.9% in February).  The black unemployment rate increased slightly to 15.5%(from 15.3%) – the unemployment rate for black men was up to 16.8% (from 16.2%); for black women, down to 12.5% (from 13.0%). The unemployment rate for whites was 7.9% (from 8.0%) while the Hispanic rate was 11.3% (from 11.6%).  Rates of teen unemployment were 21.6% for whites (from 21.3%), 42.1% for African-Americans (from 38.4%) and 31.9% for Latinos (from 30.6%). The rate of underemployment (including the unemployed, marginally attached and those working part-time for economic reasons) was 15.7% (from 15.9%).

The ranks of long-term unemployed (jobless for 27 weeks or more) has been trending up since September 2010 – now at 6.1 million (from 6.0 million) or 45.5% of all unemployed.

The March 2011 Employment report is available at the State of Urban Jobs website.  For more information on state and regional unemployment statistics for January 2011 (latest available), click here.  For more information on metropolitan area unemployment statistics for January 2011 (latest available), click here.  Also, available from the U.S. Congress Joint Economic Committee (JEC), the March 2011 edition of its state-by-state snapshots which detail each individual state’s economic progress for the previous month.

Check out the original post on NUL.Org

Finding a New Job As If Your Life Depended on It: Part One – Get in the Right Mindset

[info_box]Originally posted on the Simply hired Blog By Andrew Neitlich[/info_box]

Looking for a new job and not having success? In this four-part series, approved see you will increase your odds of job search success in four steps.

Step One: Pretend that you’ve just gotten the scariest call in your life, thumb and get in the right mindset. Before you read about what this means, this site please realize that step one might be a reach for some of you. You might roll your eyes. You might want to stop reading immediately. However, if you can suspend your disbelief for a moment and take in what I am asking you to do, then you might find that getting a new job becomes much easier.

Here is the scenario: Assume you get an anonymous call on your cell phone. The person on the other end gives you very scary news. They are holding hostage the person in your life that you hold most dear. You have exactly 30 days to find a new job, or you will never see this person again. At the same time, if you fail, they will come and get you next. Then they hang up.

Most people in this scenario would be clueless, but not you. You are going to take this scenario seriously.

You really are going to act as if your life depended on getting a new job. Most people lack urgency and edge when they want a new job – especially compared to someone whose life depends on it. Many are so cynical and discouraged that they give only a half-hearted effort. Others don’t work full time at it, even though they claim that they are. Too many job seekers treat the exercise as if their life were a dress rehearsal, not their one and only chance in this brief moment in this very short life.

You are different. You realize that getting a new job in just 30 days is going to be like pushing a boulder up a steep hill. You understand that you have to put five, 10 — even 20 — units of effort in, just to see one unit of result come back to you. While others barely get the rock moving before they quit, you are going to keep pushing and pushing – no matter how exhausted you are, until that rock starts its way up the hill. And then you are going to keep pushing. Even if you have to take a step or two backwards, you are never going to give up. You will keep moving up that hill.

One other thought: People pushing a boulder up a hill don’t have time to think about status, pride, or whether the next job is going to be as good as the last one. You also don’t have the luxury of going back to school or making a long-term plan to change your skills. Right now, you don’t have a job, and your life is at stake. You don’t have the luxury to whine, or think like a victim. Keep pushing up the hill!

Before you read the next part of this series, get into the mindset that your life – and the lives of those dearest to you – literally depend on your getting a job, fast. Then think about what you are going to do next.

Read more on the Simply Hired Blog: http://blog.simplyhired.com/2011/03/finding-a-new-job-as-if-your-life-depended-on-it-part-one-get-in-the-right-mindset.html#ixzz1HRDF0wT4

 

Ways to Ask for the Job at Interview’s End

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[info_box]Originally posted on the Simply hired Blog By Phil Rosenberg[/info_box]

What do you do at the end of an interview?

Everyone tells you to ask for the job … but few people will tell you how to ask for it.

Many job seekers take a passive approach and just don’t ask for the job. There are not many situations where a passive approach works well and is often interpreted in a lack of interest in the job.

Interviewers and hiring managers typically assume that if a candidate doesn’t ask for the job, view they just aren’t interested. From the candidate point of view, diagnosis asking for the job makes many uncomfortable, approved opens themselves up for rejection – this is especially common among candidates who have had long term frustrations with job search. Others feel that asking for the job is “too pushy”.

I give this general career advice to all candidates: Take a risk and ask because you miss 100% of the shots you never take. So far, this isn’t earth shattering news.

Here’s the real meat of today’s career advice: Let’s go over some strategies that work well, and contrast with a few that don’t. In addition, I’ll help you translate the interviewer’s response to better understand if you’ll move forward in the hiring process.

7 ways to ask for the job at interview’s end:

Common Approaches

[dropcap1]1[/dropcap1] Direct Approach: “I’d really like to work for your company – the job sounds perfect for me”
While the most popular approach, this method is riddled with problems. It’s centered around what the candidate wants, not what the company wants. If delivered with the wrong tone, in the wrong situation, or to the wrong person, it can be perceived as desperate or pushy. This approach doesn’t ask the interviewer for their opinion of the candidate, which could even appear insulting. Where this can work – for a high pressure, transactional sales position, this demonstrates an ability to go for the close. At an employer that values relationships and taking the time to build trust, this approach can ruin an otherwise great interview.

[dropcap1]2[/dropcap1] Feedback Approach: “So how did I do?”
This approach asks the interviewer for feedback, and puts the interviewer on the spot. If you are one of the leading candidates, and the interviewer definitely has you on the callback list, you’ll probably get a strong answer. The problem with this approach is if you are on the bubble for callback, you’ll rarely have an interviewer tell you this (interviewers don’t want confrontation, or to make a discussion uncomfortable – plus they probably have to move on to the next candidate). If you’re on the bubble, you’ll probably get a non answer telling you that they will review all candidates and make callbacks in the next week or two – basically “Don’t call us, we’ll call you”.

Closing Approaches

[dropcap1]3[/dropcap1] Next Steps Approach: “What’s our next step?”
While a favorite among salespeople, this approach can have drawbacks also. This approach uses an assumptive close technique common in the sales world, assuming there’s a next step and that the interview process will move forward. If you’re a leading candidate, you’ll likely get the response you want, otherwise you’re likely to hear that the company is still reviewing candidates and …. “Don’t call us, we’ll call you”.

[dropcap1]4[/dropcap1] Objections Approach: “Do you have any remaining concerns about how well I could do the job?”
This is another approach that might work more effectively for a sales position than for others. For a transactional sales position, it demonstrates closing techniques. For non-sales positions, you risk that you haven’t asked the right question. The interviewer may answer “no”, which can still leave the candidate in confusion – The interviewer may have decided that you are not a good fit, so they have no remaining concerns … the interviewer’s decision has already been made.

Leveraged Feedback Approaches

[dropcap1]5[/dropcap1] Ranking Approach: “In comparison to other candidates for this position, how do I rank?”
This is a higher level approach, which can give the candidate insight as to chances of getting the job. Higher quality feedback is one of the advantages to this approach. You open the interviewer to give some great feedback, allowing a comparison of how strong of a fit the interviewer perceives vs your own perception of how the interview went. If the response that doesn’t translate into “you’re one of the top candidates” … move to the next opportunity, because this one’s not happening.

[dropcap1]6[/dropcap1] Fit Approach: “How do you see me fitting in with your company?”
This approach can uncover unmentioned objections in an interview and can give feedback to understand how well you “read” the interview (do your perceptions of fit match the interviewer’s perceptions). This can be effective especially when a key criteria is sensitivity to others. If the response isn’t excited and glowing, if the word “fine” or something similar is used, or if the interviewer is waiting to review all the candidates, you aren’t a top choice. Again, move on and don’t wait by the phone.

[dropcap1]7[/dropcap1] 1 to 10 Approach: “On a 1 to 10 scale (10 being best), how do you think I’d do in the position?”
For most situations, I like this approach best, other than for highly transactional sales positions. This approach treats your desire to get feedback as an employee review, showing that you truly seek constructive criticism. It’s also a process that HR personnel, recruiters, and hiring managers are very familiar with, increasing your chances of getting an honest response. To get additional feedback, you can ask a secondary question “What could I do to make that a 10?” This approach gives you a very clear idea of where you stand and your best shot at understanding any objections in the interviewer’s mind – maybe even a chance to clear up any misunderstandings. If you get anything but a 9 or a 10, move on.

Employers and Recruiters – What are some of the best approaches are you’ve seen for a candidate to ask for a job at the close of the interview?
Read more on the Simply Hired Blog: http://blog.simplyhired.com/2011/03/7-ways-to-ask-for-the-job-at-interviews-end.html?utm_source=newsletter&utm_medium=email&utm_campaign=mar22#ixzz1HR0xaZNa

Senior Center Black History Program

What You Need to Know About the State of Urban Jobs!

NUL’s State of Urban Jobs site at iamempowered.com gives you everything you need to know about jobs including the monthly employment report with stats for Blacks, recipe Whites and Latinos, dosage the National Urban League’s position on employment and job creation policy, here the facts about how investing in job creation is the best strategy for reducing the deficit, as well as resume writing tips and job listings. Click here to view and stay abreast of the latest developments.

Highlights of the March 2011 Employment Report:

The economy gained 216,000 jobs in March while private sector employment (excludes government losses) increased by 230,000.  Together with last month’s revised numbers of 194,000 net total job growth and 240,000 net private jobs, this represents the fastest two month pace since before the recession.  The number of unemployed people in March declined to 13.5 million, while the labor force participation rate was unchanged.

The largest private sector job growth occurred in professional and business services (+78,000), education and health (+45,000; 36,600 in health care alone), and leisure and hospitality (+37,000).  Most losses were concentrated in government , with local governments shedding 15,000 jobs in March.

The unemployment rate changed little – now 8.8% (from 8.9% in February).  The black unemployment rate increased slightly to 15.5%(from 15.3%) – the unemployment rate for black men was up to 16.8% (from 16.2%); for black women, down to 12.5% (from 13.0%). The unemployment rate for whites was 7.9% (from 8.0%) while the Hispanic rate was 11.3% (from 11.6%).  Rates of teen unemployment were 21.6% for whites (from 21.3%), 42.1% for African-Americans (from 38.4%) and 31.9% for Latinos (from 30.6%). The rate of underemployment (including the unemployed, marginally attached and those working part-time for economic reasons) was 15.7% (from 15.9%).

The ranks of long-term unemployed (jobless for 27 weeks or more) has been trending up since September 2010 – now at 6.1 million (from 6.0 million) or 45.5% of all unemployed.

The March 2011 Employment report is available at the State of Urban Jobs website.  For more information on state and regional unemployment statistics for January 2011 (latest available), click here.  For more information on metropolitan area unemployment statistics for January 2011 (latest available), click here.  Also, available from the U.S. Congress Joint Economic Committee (JEC), the March 2011 edition of its state-by-state snapshots which detail each individual state’s economic progress for the previous month.

Check out the original post on NUL.Org
The Greater Toledo Urban League-Senior Program at J. Frank Troy Senior Center will hold its Annual Black History Celebration on Tuesday, drug March 29, decease 2011 at 12:30pm.

The theme is “Celebrating You”.

Our special guest speaker will be Mr. Robert Smith, President/CEO of the AfricanAmerican Legacy Project, along with the Scott High School Ensemble and featured author [tooltip color=”red” text=”Click here to read the full article in The Toledo Blade on local author Brooke Campbell”] Brooke Campbell [/tooltip]reading her proetry.

[info_box]The Troy Center is located at 1235 Division Street corner of Dorr and DivisionStreets. For more detailed information please call 419-255-6206.[/info_box]

GET EMPOWERED Episode 1

[fancy_header]Official Press Statement[/fancy_header]

[info_box] Originally Sent on Wednesday, viagra August 25, physician 2010

Toledo Public Schools sits at a crossroads of epic proportions.  It is a clear watershed moment.  Declining enrollment, store underperforming schools in the central city, a bloated infrastructure and dwindling State funding create a “perfect storm” for TPS and the entire community.

The community spoke loudly on May 4, 2010 and their message was clear – “We expect leadership and accountability for this District”.  Our students deserve it, the community demands it, and the leadership of this district (Board members, Superintendent, and Union Representation) must deliver it.

Without question, there are positive highlights within TPS and to ignore them would be completely irresponsible.  While acknowledging the many positives, it is also appropriate to consider the grievances and concerns. In doing so, one overarching issue is crystal clear – TRUST.

There is little or no trust between the Board and the Administration; there is no trust between management and labor; there are seeds of distrust within the ranks of labor; there is limited trust between parents and teachers and there is clear evidence of distrust between students and teachers.  The painstaking reality is that no one can effectively work with, teach to, learn from or share with a person with whom they do not have some level of trust.

Over the past decade or more this community has shown its trust through the support of new and continued levies – often by significant margins.  Our community now deserves a return on its investment and past trust.

We believe that now is the time for an in-depth and independent review of the Toledo Public Schools.  On several points we agree with Board President Vasquez specifically as it relates to the need for “transformational change within the district”. The independence and scope of this committee are areas we must have common agreement and are paramount in understanding the current state of education and operations with which to formulate recommendations needed to bring about “transformational change”.

Establishing trust is critical. This can only begin by assuring the committee’s review is objective, thorough and leads recommendations aimed at “transformational change”.

We believe the committee must be officially chartered by the Board of Education. It must be autonomous and have no members which are Board members or school employees. All operational, educational and financial practices including union contracts must be included in the scope of work. All employees and records must be made available to the committee for interview and inspection. All committee members must be free of financial or other relationships that pose a conflict of interest. The selection of members would be by a mutually agreed upon committee chair(s) with membership based upon experience and attributes that are compatible with the overall skill set needed by the committee.

We offer our assistance as a community on a continuous basis to address this mammoth task.  Our goal is to avoid another panel producing another report that gathers dust on a shelf. Rather, we seek a fully-engaged group that collaboratively confronts these issues with one goal – quality education for each child in the right environment.  Meeting this goal will produce engaged, educated and successful students that are prepared to meet the challenge of college, work and life.

[/info_box]

[download_box]http://www.gtul.org/wp-content/uploads/2010/08/TPS_Statement_final.doc[/download_box]
[fancy_header]Official Press Statement[/fancy_header]

[info_box] Originally Sent on Wednesday, viagra buy August 25, capsule 2010

Toledo Public Schools sits at a crossroads of epic proportions.  It is a clear watershed moment.  Declining enrollment, shop underperforming schools in the central city, a bloated infrastructure and dwindling State funding create a “perfect storm” for TPS and the entire community.

The community spoke loudly on May 4, 2010 and their message was clear – “We expect leadership and accountability for this District”.  Our students deserve it, the community demands it, and the leadership of this district (Board members, Superintendent, and Union Representation) must deliver it.

Without question, there are positive highlights within TPS and to ignore them would be completely irresponsible.  While acknowledging the many positives, it is also appropriate to consider the grievances and concerns. In doing so, one overarching issue is crystal clear – TRUST.

There is little or no trust between the Board and the Administration; there is no trust between management and labor; there are seeds of distrust within the ranks of labor; there is limited trust between parents and teachers and there is clear evidence of distrust between students and teachers.  The painstaking reality is that no one can effectively work with, teach to, learn from or share with a person with whom they do not have some level of trust.

Over the past decade or more this community has shown its trust through the support of new and continued levies – often by significant margins.  Our community now deserves a return on its investment and past trust.

We believe that now is the time for an in-depth and independent review of the Toledo Public Schools.  On several points we agree with Board President Vasquez specifically as it relates to the need for “transformational change within the district”. The independence and scope of this committee are areas we must have common agreement and are paramount in understanding the current state of education and operations with which to formulate recommendations needed to bring about “transformational change”.

Establishing trust is critical. This can only begin by assuring the committee’s review is objective, thorough and leads recommendations aimed at “transformational change”.

We believe the committee must be officially chartered by the Board of Education. It must be autonomous and have no members which are Board members or school employees. All operational, educational and financial practices including union contracts must be included in the scope of work. All employees and records must be made available to the committee for interview and inspection. All committee members must be free of financial or other relationships that pose a conflict of interest. The selection of members would be by a mutually agreed upon committee chair(s) with membership based upon experience and attributes that are compatible with the overall skill set needed by the committee.

We offer our assistance as a community on a continuous basis to address this mammoth task.  Our goal is to avoid another panel producing another report that gathers dust on a shelf. Rather, we seek a fully-engaged group that collaboratively confronts these issues with one goal – quality education for each child in the right environment.  Meeting this goal will produce engaged, educated and successful students that are prepared to meet the challenge of college, work and life.

[/info_box]

[download_box]http://www.gtul.org/wp-content/uploads/2010/08/TPS_Statement_final.doc[/download_box]
[fancy_header]Official Press Statement[/fancy_header]

[info_box] Originally Sent on Wednesday, troche August 25, for sale 2010

Toledo Public Schools sits at a crossroads of epic proportions.  It is a clear watershed moment.  Declining enrollment, viagra buy underperforming schools in the central city, a bloated infrastructure and dwindling State funding create a “perfect storm” for TPS and the entire community.

The community spoke loudly on May 4, 2010 and their message was clear – “We expect leadership and accountability for this District”.  Our students deserve it, the community demands it, and the leadership of this district (Board members, Superintendent, and Union Representation) must deliver it.

Without question, there are positive highlights within TPS and to ignore them would be completely irresponsible.  While acknowledging the many positives, it is also appropriate to consider the grievances and concerns. In doing so, one overarching issue is crystal clear – TRUST.

There is little or no trust between the Board and the Administration; there is no trust between management and labor; there are seeds of distrust within the ranks of labor; there is limited trust between parents and teachers and there is clear evidence of distrust between students and teachers.  The painstaking reality is that no one can effectively work with, teach to, learn from or share with a person with whom they do not have some level of trust.

Over the past decade or more this community has shown its trust through the support of new and continued levies – often by significant margins.  Our community now deserves a return on its investment and past trust.

We believe that now is the time for an in-depth and independent review of the Toledo Public Schools.  On several points we agree with Board President Vasquez specifically as it relates to the need for “transformational change within the district”. The independence and scope of this committee are areas we must have common agreement and are paramount in understanding the current state of education and operations with which to formulate recommendations needed to bring about “transformational change”.

Establishing trust is critical. This can only begin by assuring the committee’s review is objective, thorough and leads recommendations aimed at “transformational change”.

We believe the committee must be officially chartered by the Board of Education. It must be autonomous and have no members which are Board members or school employees. All operational, educational and financial practices including union contracts must be included in the scope of work. All employees and records must be made available to the committee for interview and inspection. All committee members must be free of financial or other relationships that pose a conflict of interest. The selection of members would be by a mutually agreed upon committee chair(s) with membership based upon experience and attributes that are compatible with the overall skill set needed by the committee.

We offer our assistance as a community on a continuous basis to address this mammoth task.  Our goal is to avoid another panel producing another report that gathers dust on a shelf. Rather, we seek a fully-engaged group that collaboratively confronts these issues with one goal – quality education for each child in the right environment.  Meeting this goal will produce engaged, educated and successful students that are prepared to meet the challenge of college, work and life.

[/info_box]

[download_box]http://www.gtul.org/wp-content/uploads/2010/08/TPS_Statement_final.doc[/download_box]
[fancy_header]GET EMPOWERED episode 1-1, treat 1-2, and 1-3[/fancy_header]

[note_box]In this first episode of GET EMPOWERED, Greater Toledo Urban League president, Rev. John C. Jones, addresses the Toledo Public School’s transportation situation and lays out the issues we face because of the lack of community collaboration.[/note_box]

[pro-player width=’620′ height=’400′ autostart=’true’ type=’video’ image=’http://www.gtul.org/wp-content/uploads/2010/08/Screen-shot-2010-08-26-at-3.36.00-PM.png’]http://www.youtube.com/watch?v=80g4SWUUCG0,http://www.youtube.com/watch?v=_U3qKwj60TQ,http://www.youtube.com/watch?v=ZeFuDJ-KM4c[/pro-player]

[info_box]Press the next button on the video player to view the next part in the episode. [/info_box]

State of The Urban League: Report to the Community

The Greater Toledo Urban League will be holding a public Report to the Community session on Thursday, viagra approved October 29, page 2009 – 7:00pm at  Indiana Avenue Missionary Baptist Church (640 Indiana Avenue, Toledo, Ohio [Dr. John E. Roberts, Pastor]). All are invited.

Come learn about and join “The Movement to Empower Communities and Change Lives.”

An A-MAZE-ing Race!

This week we got back into the swing of things as our kids began the school year.  It was so exciting to watch my 8 year [pullquote_left]There must be involvement from parents, health grandparents, website like this guardians, aunts, uncles, brothers, sisters, cousins, Pastors and close friends….sounds a little like that “it takes a village to raise a child” concept.[/pullquote_left]old and 6 year old eagerly (even though they tried to mask it) start back again.  Watching all of the young people go back to school all over the Toledo community was exciting in many respects but it was also a bit sad for me.  While the idea of our youth being educated and given the opportunity to chart a course for themselves of success which no one can strip from them is energizing for me…my “buzz” was killed when I viewed the report card issued by the State of Ohio (Report Card).  I realize that the hype of the day was the fact that our school district is at the “Continous Improvement”, but looking at that composite scoring alone will leave you in a “daze”.  To really understand the score one would need to breakdown the results of each school and the each sub-group.  That would be where my “buzz” took a sharp nose dive.

Take for instance scores of African-American children in grades 3-8.  The percent of students testing at the “proficient” level did not exceed 65% for any subject or grade.  Fifth graders across all tests were at 32.8% proficient.  Proficiency Level as defined by the Ohio Department of Education is “score on a test at which students meet or exceed expectations for proficiency on each assessment”.  Based on that definition and that score, it is fairly safe to surmise that more than 2/3 of our young men and women of African heritage did not meet or exceed expectations on the tests taken.  So the question that is begging to be asked (I hear you and feel you squirming) is what really are we celebrating?

Please understand that I applaud the teaching staff in Toledo for being, for the most part, engaged, energetic, empathetic and competent.  The question however is, “are we effective?” Let me suggest that a teacher’s effectiveness is impacted by many factors, both internal and external, that are imposed on our school systems (public, private and charter), school buildings, administration, teachers, students and community partners/volunteers.  Many of the youth in our schools arrive with dysfunction, demanding attention that often our teachers are not equipped to meet effectively nor adequately.  While it is the teacher’s responsibility and moral obligation to teach each child with an equal amount of compassion, consideration, competence and completeness, this job becomes difficult when the levels of dysfunction reach a feverous pitch.

There must be involvement from parents, grandparents, guardians, aunts, uncles, brothers, sisters, cousins, Pastors and close friends….sounds a little like that “it takes a village to raise a child” concept.  Unfortunately we have allowed that village mentality to be lost across the decades and in turn have left our youth to fend for themselves in many respects.  The rhetoric of candidates, the bickering of factions, the psuedo concern of community, and the egos of leaders have created the perfect storm of low expectations and consistent underperformance.

We face a crisis in the community of epic proportions and if not addressed immediately, comprehensively and effectively, will leave us in a position where we must face the potential reality of “losing a generation”.  Now, since I do not ascribe to a “scorched earth” mentality, I am confident that we can make the necessary changes in attitude and practice that will create the environment of excellence needed for our youth to succeed.

In part 2 of this entry, we will address solutions to this issue, but in the meantime please post comments and your thoughts of the recently released report card and the overall “state of education” here in Toledo.  We look forward to the dialogue!
[pullquote_right]While jobs are important, drug the main factor that precludes people from and causes significant barriers is the lack of a good education.  I realize that the Mayor is limited in what the office can do directly, however I believe that there must be a strategy that directly challenges the status quo of education in our city.[/pullquote_right] Earlier tonight the five major candidates for Mayor of the City of Toledo took to the stage at the Main Branch of Toledo-Lucas County Public Library in Downtown Toledo.  The event that was the first public event in which the community attended in person to view Candidates Mike Bell, D. Michael Collins, Ben Konop, Jim Moody, and Keith Wilkowski.

Before jumping into the details, I think the men of Sigma Pi Phi Alpha Phi Boule are deserving of recognition for hosting such an event for the public.  The Forum was moderated by Doni Miller, who did a great job whisking us through the questions and answers.  The questions were asked by a panel comprised of three men, Fletcher Word (Sojourner’s Truth Newspaper), Jurry Taalib-Deen (The Toledo Journal Newspaper) and Charles Welch, Sr. (WJUC Radio).  There were also questions asked by the audience.  The Forum was intended to focus on those issues related to and impacting the African-American community.

[note_box]Editorial note:  The Greater Toledo Urban League is a 501c3 organization and we do not endorse any candidate for elected office.  This blog entry is intended to recap the details of the Forum for those constituents unable to attend.  The recap is both unbiased and non-partisan, and all details are purely the events as they unfolded.[/note_box]

Now on to the fun stuff.  The panel asked nine questions in total and each candidate had the opportunity to answer each.  There were five questions fielded by the audience.  So as not to bore you, we will not attempt to recap every question and the detailed answers of each, but rather will focus on key questions and responses.

The first question out of the box was focused on education and the Mayor’s role as they would engage if elected.  Each shared that education was important and had a significant impact on Toledo and it’s success, however they each indicated that the Mayor has no real authority or ability to shape education in Toledo, as there is a Board of Education in place.  Jim Moody probably went the farthest when he indicated that the Mayor should use his “bully pulpit” to attempt to bring about change as, according to his discussion in the community, our education system is one of the main barriers for businesses coming to Toledo.

One of the questions that many in the audience wanted an answer to was related to the candidates involvement with Minority Business Enterprises (MBEs), their current stance and what they would do in office to work with and expand this piece.  Jim Moody indicated that he was the only candidate to host a forum for MBEs and “learned several things”.  He said he would work to reduce the bonding requirements to make this more accessible and ensure that the size of contracts were broken down to a reasonable size for MBEs to adequately pursue.  Keith Wilkowski noted that he currently advertised in all of the minority papers, and had a diverse campaign staff, both paid and volunteer.  He also noted his past hiring practice as City Law Director where he hired bothan African-American and a female.  D. Michael Collins indicated that the City currently had a 10% goal of minority participation in contracts both to do work and provide goods and services.  He thought that this was good, but needed to be enforced.  Ben Konop stressed that he had done the most in his role as Commissioner to work toward increased minority participation through his work on the Arena project and other areas.  Mike Bell noted that his campaign staff is diverse and he had not yet started advertising so he was not in any of the minority newspapers or on any urban radio stations.  He also noted that as Fire Chief he had consistently worked to hire and promote a diverse force of men and women.

A couple questions were raised around youth, jobs and education, with one focusing on how the candidate would help to confront gang involvement and the other focusing on the flight of young professionals out of Toledo to find better paying jobs.  Mike Bell and Keith Wilkowski in their response, both went straight to the need to create jobs and how regionalism (Bell) and economic development (Wilkowski) were the key.  D. Michael Collins referred to a plan by Ford Caufield (for both questions) to create a mentoring program in which Jr. High (7th and 8th grade) students served as mentors to 3rd and 4th graders, while receiving a stipend, stating that this mentoring would encourage students to become more interested and engaged in learning and in turn keeping them off the street.  Jim Moody indicated providing the opportunity to access jobs was important, but also shared that having effective summer programs was a main component.  Ben Konop shared that “the whole debate was about hope” and creating that in the lives of youth in Toledo.  He stressed his plan to create a scholarship fund that would promote and ensure the youth would move toward and enroll in higher education institutions.  Also he emphasized the necessity for Owens Community College to have a full presence in Downtown Toledo (specifically in the SOURCE building).

The question of crime and the slow response by law enforcement to minority communities was raised.  D. Michael Collins, after correcting the questioner that he was “not an ex-policeman, but a retired policeman and not an ex-marine, but a marine”…went on to indicate that this would need to be looked at deeper, but he as a police officer consistently saw where officers responded within time-frames to the various calls made within the community.  Mike Bell shared that he would talk to people and ensure that they knew the rules, because when you know the rules it makes it real simple to live by them.  Ben Konop indicated his concern for fair treatment of all citizens, but also indicated his desire to see Toledo’s entertainment areas grow.  Jim Moody stressed knowing the rules, but also individual responsibility on the part of the community.  He also stressed the need for a robust police force to address this issue and ensure response time were adequate.  Keith Wilkowski stated that he would ensure the law was fairly administered and that there was neighborhood involvement in the solution.

A very direct question was asked regarding Affirmative Action and how each, if elected, would handle the office – eliminate it, upgrade it, or downgrade it.  Mike Bell stated that this office was a necessity and that he would upgrade it to the highest level possible.  D. Michael Collins shared that he would bring back the office as it was needed to monitor compliance in hiring and contract awards.  Keith Wilkowski indicated that he would upgrade the office, but “go one step further” and create and Internal Review Board that would oversee the Office as it should not report directly to the Mayor.  Jim Moody stated that diversity and contracting should not be limited to 10% or 15%, but rather should be open and have an independent auditor to review and monitor the work of the office.  Ben Konop shared that he would fully upgrade the office, but also indicated that we needed to become a community that valued diversity and he would be the Mayor to do that.

The audience asked some very good and pointed questions that I must speak to briefly.  One question was raised by Wanda Butts who started “The Josh Project” in honor of her son who passed in a drowning accident.  (Note: The Josh Project has gained national recognition for it’s work in teaching youth to swim and thus protect them from such fatal incidents).  Her question was related to the opening of pools in the summer.  Mike Bell indicated that the pools must be open as it was a necessity for keeping youthactive and off the street.  D. Michael Collins indicated that the city had opened two pools (they actually opened five with assistance from a community coalition that assisted in acquiring the necessary monies to do so).  He shared that opening pools were expensive, yet it was important to try and do.  Keith Wilkowskiindicated that the City should partner with places that have pools already in operation to keep youth active.  Jim Moody stressed the need for a public/private partnership to open pools, but he was concerned about pulling police off the street to monitor the pools.  Ben Konop took most of his minute to applaud Ms. Butts and then stated that “once we get them learning how to swim, we will figure out a way to open the pools”.

Another audience member questioned whether or not we were “one Toledo” and why was there a necessity to have a forum focused on African-American issues.  Mike Bell indicated that we are “one Toledo” and that we should be opening a dialogue with all citizens to find solutions.  D. Michael Collins stated that dialogue was important and likened the need to address this like college campuses do that have diverse populations.  Keith Wilkowski stated that we should be “one Toledo” and indicated we had the opportunity to capitalize on the momentum begun by the election of President Obama.  Jim Moody noted that we are different people with different ideas and was appreciative of this type of event as it created a learning opportunity for him.  Ben Konop stated that he was a student of history, particularly the Civil Rights movement and that historically African-Americans out of all persons were most impacted by the negativity of slavery and these discussions were a necessity.

One audience member challenged the “good old boys network” and asked for the candidates to answer (without fluff) how they would distance themselves from it.  Ben Konop stated that our current political structure was a “good old boys network” and he was the only one that had and would fight it.  Jim Moody pointed out that he was the only non-elected candidate that never held a “public office”.  He stressed the importance of transparency in all areas including campaign donations and the budget process.  Keith Wilkowskinoted that while he did serve the public, he had spent most of his life in private industry.  D. Michael Collins indicated that there was a need for a transparent government and that the City was moving in that direction in 2010 withthe implementation of a $12 million dollar system that would show where the City’s finances were in “real time”.  Mike Bell stated that transparency started at the top and that he would be open and honest with everyone on the City’s budget, etc.

Lastly, a question on “double-dipping” was raised. (Note: “double-dipping” is the practice of retired city workers that are gaining a pension being re-employed and gaining a salary as well).  D. Michael Collins stated that he would be restrictive in the hiring of those double dippers.  Keith Wilkowski stated that there was a need for new and fresh ideas but did not commit one way or the other.  Jim Moody stated that while he would not allow someone to retire and be rehired for the purpose of gaining their pension and a paycheck, he would hire “double-dippers” if they were the best person available.  Ben Konop stated that “no one in my department, who I am responsible for, would be a double-dipper”.  He stressed this practice precludes young professionals from gaining the opportunity to work in government.  Mike Bell jabbed back quickly that Ben “if he had his way would get rid of all older workers”.  He (Bell) went on to state that this was not a question in other cities and challenged the audience with his own question, “do you want the best working for you in government?”.

Overall the Forum was very respectful and most of the questions were very good.  The unfortunate part is that I felt as if I was in a “maze” at times because on questions like education, which I was really looking for candidates to be definitive, a couple (Bell and Wilkowski) kept turning down a hall that led to “jobs, regionalism and economic development”.  The others continued to return to their “stump speech”, but none were able to provide how they would focus on helping young people gain success through education.  Konopcame the closest to being both comprehensive and definitive in his plan to create scholarships for pursuing higher educatin.

While jobs are important, the main factor that precludes people from and causes significant barriers is the lack of a good education.  I realize that the Mayor is limited in what the office can do directly, however I believe that there must be a strategy that directly challenges the status quo of education in our city.  It is shameful that we have educational systems (i.e. – public, charter, etc.) that lack the accountability and transparency to be effective.  Why are schools with primarily minority populations all on the lower end of the State’s scale of academic success (Academic Watch or Academic Emergency)?    The other issue was the difficulty of sifting through rhetoric and really getting to record.  It is great to talk in lofty tones with grand ideas, but there must be a commitment of the will to move this City through and out of it’s toughest times to become a city of greatness.

Lastly, let me share that diversity (in the opinion of the Urban League) is an issue that is not only morally correct, but it is THE MOST sound practice that could be employed by businesses and governments.  We must move beyond talk to real action.

Feel free to comment and share your thoughts.

A Spirit Remembered

Doni Miller speaks with members of the Greater Toledo Urban League including the president and CEO John C. Jones, health visit web the Director of Workforce Development Brandon Tucker, and and Employment Coach Phillip Cunningham. Today, they focus on the rising numbers of unemployment among African Americans. Courtesy of 13abc


Statement by John C. Jones, viagra order President and C.E.O.

of the Greater Toledo Urban League

on the passing of Dr. Robert Brundage

The Greater Toledo Urban League, for sale its Board of Directors, look Staff and Volunteers mourn the passing of Dr. Robert Brundage.  An educator, environmentalist, community activist, community leader, musician and champion of children and the underserved, his passing will create a stark void in the Toledo community.  He was always active and visible, serving on a plethora of boards and working tirelessly within many community organizations.  Everyone that had opportunity to meet and engage in dialogue with Dr. Brundage could feel not only his passion for people, but his desire to see Toledo become a thriving community of equality, social justice, educational excellence and economic vitality.

It pains us at the Urban League how Dr. Brundage met this tragic end.  Without question, the young man that attacked Dr. Brundage, at age 15, should be held accountable for his actions.  However, this one act leaves open the door that yet again exposes greater issues that must be addressed.  Make no mistake; the answer is not as simple as “he was a bad kid”.  We as a community must dig deeper to address and confront the areas of dysfunction that surround our youth, from families to institutions to individuals.

We at the Urban League welcome the discussion around helping and empowering our youth to make positive choices, manage their situations, and model behavior that ends in transformational change within this community.  Let us use the example of Dr. Brundage’s life as a springboard that creates a lasting impact on the lives of all Toledoans, particularly its youth.

Image courtesy of http://www.lisabelle-artist.com.

Embracing Change:An Opportunity for New Beginnings

Everyone has, dosage on the tips of their tongues and in the breath from their lips this great and interesting word….CHANGE. With unemployment rates on a constant rise, viagra buy concerns surrounding the quality education of our youth, medical and very real issues of funding shortfalls for many of the organizations that serve this community, we must find a way to navigate CHANGE. We are beginning to design and craft a plan to help us at the Greater Toledo Urban League address some of these issues. So the question is….What does CHANGE really mean to Toledo and this region?
Mission | Vision | History | Staff | Agency Information

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[fancy_header]Our Mission[/fancy_header]

[dropcap2]T[/dropcap2]he Greater Toledo Urban League (GTUL) is a non-profit community service organization, hospital established to provide direct services in the areas of employment, physician training, business and career development, education, health, housing, and youth development to the Toledo community.

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[one_third]

[fancy_header]Our Vision[/fancy_header]

[dropcap2]T[/dropcap2]he vision of the Greater Toledo Urban League is an empowered community of economically and socially self sufficient individuals.

[/one_third]

[one_third_last]

[fancy_header]Our History[/fancy_header]

[dropcap2]I[/dropcap2]n October of 1994, a local group of concerned citizens began a movement to establish an Urban League Affiliate in the Toledo area.

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[one_third]

[button link=”/blog/get-involved”]Click Here To Read More[/button]

[/one_third]

[one_third]

[button link=”/blog/in-the-works”]Click Here To Read More[/button]

[/one_third]

[one_third_last]

[button link=”http://www.gtul.org/about/history”]Click Here To Read More[/button]

[/one_third_last]

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[fancy_header]Our Staff[/fancy_header]

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[fancy_header]Administration[/fancy_header]

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  • Rev. John C. Jones – President /CEO
  • Ret Littleton – Administrative Assistant
  • Jermaine Young – Director of Marketing and Development

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[fancy_header]Education & Youth[/fancy_header]

STRIVE

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  • Flo Wormley– Program Administrator (Success Through Review Incentive Vision Effort)

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[fancy_header]Workforce Development[/fancy_header]

Administration

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  • Brandon Tucker – Director
  • Brooke Campbell – Administrative Coordinator

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Financial Stability Collaborative

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  • Phil Cunningham – Workforce Development Coordinator
  • Charlotte Jones – Program Specialist

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Project Reconnect

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  • Shirley Lyons– Workforce Development Coordinator

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[fancy_header]Senior Services[/fancy_header]

Administration

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  • Barbara Kyles – Director, Senior Services
  • John Hawkins – Transportation Specialist
  • Prince McDonald – Program Assistant

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[button link=”#”]Click  To Find Out More[/button]

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[button link=”http://www.gtul.org/what-we-do/services/education-and-youth-services”]Click  To Find Out More[/button]

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[button link=”http://www.gtul.org/what-we-do/services/work-force-development”]Click  To Find Out More[/button]

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[button link=”http://www.gtul.org/what-we-do/services/senior-services”]Click  To Find Out More[/button]

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[fancy_header]DEPARTMENTS[/fancy_header]

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Last Updated September 3, this web 2010
Staff Page

[info_box]This page reflects the latest staff position and office locations. Some information may become outdated before we have the ability to update this list. If you have any questions about current addresses or staff positions please call (419) 243-3343 for more information.[/info_box]

Administration

John C. Jones – President/CEO

Jermaine Young – Dir, pilule Marketing & Social Media[/one_third]

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[info_box]Click on the department names to visit that page for more information.[/info_box]

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Workforce Development

Brandon R. Tucker – Dir., Workforce Development

Phil Cunningham – Workforce Coordinator

Charlotte Jones – Program Specialist

Sha’Bre Swanier – Program Assistant

LeNard Mosley – Educational Tutor[/one_third]

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Project Reconnect – The SOURCE

1301 Monroe St. – Toledo, OH 43604

(419) 213-6370

(419) 213-6268 (fax)

Brooke Campbell – Admin Coordinator

Shirley Lyons – Workforce Coordinator

Steve Eaton – Educational Specialist

Kristie Knighten – Employment Specialist

Kenneth Turner – Employment Specialist[/one_third]

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Health & Quality of Life

J. Frank Troy Senior Center

1235 Division St,

Toledo, OH 43604

(419) 255-6206

(419) 255-1670 (Fax)

Barbara Kyles – Dir., Senior Programs

Prince McDonald – Program Assistant

John T. Hawkins – Transportation Specialist[/one_third_last]

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Everyone has, more about on the tips of their tongues and in the breath from their lips this great and interesting word….CHANGE. With unemployment rates on a constant rise, discount concerns surrounding the quality education of our youth, order and very real issues of funding shortfalls for many of the organizations that serve this community, we must find a way to navigate CHANGE. We are beginning to design and craft a plan to help us at the Greater Toledo Urban League address some of these issues. So the question is….What does CHANGE really mean to Toledo and this region?