MEETING NOTICE AND AGENDA
CCEPD FULL COMMITTEE MEETING AUGUST 20, 2020Contents TOC \o "1-3" \h \z \u MEETING NOTICE AND AGENDA PAGEREF _Toc48207582 \h 3FULL COMMITTEE MEETING MINUTES (DRAFT) PAGEREF _Toc48207583 \h 6Master Plan for Aging – Long-Term Services and Supports Report Summary PAGEREF _Toc48207584 \h 9General Telework Resource Tools Recommendations from the California Committee for Employment of People with Disabilities PAGEREF _Toc48207585 \h 12General COVID-19 Policy Discussion PAGEREF _Toc48207586 \h 19California Committee on Employment of People with Disabilities (CCEPD)MEETING NOTICE AND AGENDAThursday, August 20, 20209:00 a.m. – 12:30 p.m.Public Participation OptionsVideo Conference: Blackboard CollaborateNote: Best used on Google Chrome, Firefox, Safari and Edge to connect with video conference.Teleconference: (571) 392-7650 and Participant Number: 663 599 5074Meeting AgendaPlease note: Times are listed with the agenda items to assist attendees joining the meeting virtually and by phone. These times are estimates and subject to change.Welcome and Introductions (9:00-9:15 a.m.)Damien Ladd, Chair, CCEPD Overview of Master Plan on Aging and Long-Term Services and Supports Report (9:15-10 a.m.)Kim McCoy Wade, Director, Department of AgingDiscussion of Master Plan on Aging and Long-Term Care Services and Supports Report (10-10:15 a.m.)Damien Ladd, Chair, CCEPDCalifornia’s Economic Update: An Overview of Current State of California’s Economy (10:15-10:45 a.m.)Brandon Hooker, Economist, Employment Development Department-Labor Market Information DivisionBreak10:45-11:00 a.m.General COVID-19 Round-table Updates (11-11:15 a.m.)Damien Ladd, Chair, CCEPD Approval of May 2020 CCEPD Full Committee Meeting Minutes (11:15-11:25 a.m.)Damien Ladd, Chair, CCEPDApproval of Telework Resource Briefing Document (11:25-11:45 a.m.)Sandra Hamameh, Chair, Employment and Training SubcommitteeGeneral COVID-19 Policy Discussion (11:45 a.m.-12:10 p.m.)Damien Ladd, Chair, CCEPDMaria Aliferis-Gjerde, Executive Officer2020 Virtual Youth Leadership Forum Report (12:10-12:20 p.m.)Maria Aliferis-Gjerde, Executive Officer, CCEPDDaniel Gounder, YLF Project Manager, CCEPDPublic Comment (12:20-12:30 p.m.)Adjournment, 12:30 p.m.** The meeting will adjourn upon completion of agenda.MEETING MATERIALS: This meeting notice and agenda and other supplemental materials may also be accessed on the website, located on the Advisory Committee Calendar view. All times indicated, and order of business are approximate and subject to change on the day of the noticed meeting. The meeting will adjourn upon completion of the agenda. Interested members of the public may use the video conference or teleconference number provided to listen to the meeting and/or provide public comment. The CCEPD is not responsible for unforeseen technical difficulties that may occur and is not obligated to postpone or delay its meeting in the event of unforeseen technical difficulties with the teleconference line.PUBLIC COMMENT: Public comment on matters not on the agenda is taken at the end of the meeting and members of the public can make comments on agenda items prior to any vote of the committee. Members of the public can also provide comments to CCEPD@dor.. Depending on the number of individuals wishing to address the committee, public comment may be limited to three minutes per person. Non-English speakers who utilize translators to make public comment will be allotted no more than six minutes unless they utilize simultaneous translation equipment. The CCEPD is precluded from discussing matters not on the agenda; however, CCEPD members may ask questions for clarification purposes. REASONABLE ACCOMMODATIONS: If you require a disability-related accommodation, materials in alternate format or auxiliary aids/services, please contact Margaret Balistreri at (916) 558-5878 or Margaret.Balistreri@dor. by August 13, 2020. Providing your accommodation request at least five (5) business days before the meeting will help ensure availability of the requested accommodation. Any requests received after this date will be given prompt consideration, but logistical constraints may not allow for their fulfillment. In consideration of attendees who are sensitive to environmental odors created by chemicals and perfumes, please restrict the use of fragrances at this meeting. California Committee on Employment of People with Disabilities (CCEPD) FULL COMMITTEE MEETING MINUTES (DRAFT)Thursday, May 21, 2020By Video ConferenceCCEPD Members: Victor Duron, Robert Fried, Eric Glunt, Sandra Hamameh, Levi Hull, Damien Ladd, Michael Luna, Peter Mendoza, Kimberlee Meyer, Rachel Stewart, Linda Vann, and Anita EPD Staff: Maria Aliferis-Gjerde, Margaret Balistreri, Zak Ford, and Daniel Gounder.Members of the Public: Theresa Anderson (The Arc), Theresa Comstock (State Rehabilitation Council Chair), Danny Marquez (California Association of Social Rehabilitation Agencies), Tania Morawiec (Alameda County Behavioral Health Care Services), and Stephen Peters (Disability Rights California).Welcome and Introductions Meeting was called to order at 9:08 a.m. by Chair Ladd and quorum was established. There was a moment of silence for all those affected by COVID-19.March 2020 CCEPD Full Committee Meeting Minutes Motion: It was moved/seconded (Mendoza/Glunt) for the March meeting minutes to be approved. Motion passed 11-0-1. (Yes – Duron, Fried, Glunt, Hamameh, Levi, Ladd, Luna, Mendoza, Meyer, Stewart, and Vann); (No – none); (Abstain-Wright). General Discussion on COVID-19 Pandemic: Its Effects on People with Disabilities and Employment Members held a general discussion on the pandemic. The conversation centered on the following topics:Remote work – There are both challenges and opportunities with more people with disabilities working remotely. Remote work may offer people with disabilities different opportunities, especially if they can work anywhere within the state.There have been numerous guidance documents issued.Concerns for what new disabilities are created due to COVID-19.Need for educating employers on return to work practices and stay at work practices are important. Also, workers who have had COVID-19 may face stigma and challenges in the workplace.Many services such as job coaching, and training are done petition for jobs will increase and people with disabilities will be left behind.Mental health concerns are being panies are realizing they must educate employees on a variety of skills and services. Many companies are hosting employee summits.Virtual platforms allow people with disabilities access and provide a level playing field too.Agencies that support people with disabilities will have to help support, adapt, and train people getting those opportunities.The discussion centered in three areas: employers and providing information to them on various policies, how workforce programs are working with the virtual world, and mental health needs due to the pandemic. This discussion will inform the Executive Officer and CCEPD leadership in devising policy strategies.Approval of 2020 Virtual Youth Leadership Forum (YLF) Direction and BudgetDaniel Gounder, YLF Project Manager, provided updates for the 2020 YLF. The YLF program will be virtual and will only focus on students who are seniors. There were 26 delegates who were invited to attend the program but only 22 delegates have responded to date. The programming will change during the week with shorter timeframes and longer breaks for the delegates. All evening events are optional.Since the YLF program went virtual, the cost of the program was less. About $71,000 has been budgeted for expenses. Current estimated expense total for virtual YLF is $41,000 plus $30,000 fund balance for a total of $71,000. The cushion is to allow for reasonable accommodations or other technical needs. Current funding commitment for the virtual YLF is $55,000. At least 8-10 delegates and staff have been identified as having equipment needs.Motion: It was moved/seconded (Glunt/Stewart) to support the direction of a virtual YLF and approval of the amended budget. Passed 12-0-0. (Yes – Duron, Fried, Glunt, Hamameh, Levi, Ladd, Luna, Mendoza, Meyer, Stewart, Vann, and Wright; No – none; Abstain – none). Policy Subcommittee Updates Eric Glunt, Chair, Youth Event Subcommittee – The work of Youth Event Subcommittee has been deferred until after the virtual YLF occurs. There is interest in how the program will work. Questions regarding YLF 2.0 cost analysis were sent and a couple responses received.Sandra Hamameh, Chair, Employment and Training Subcommittee – Discussed how Subcommittee is focusing on technology, especially telework. The Subcommittee also discussed how assistive technology plays a role in these discussions. Digital literacy and distance learning were discussed. The apprenticeship discussion is placed on hold.Peter Mendoza, Chair, State Coordination Subcommittee – Some areas discussed are benefits planning, distance learning, and virtual service delivery. CCEPD Updates Executive Officer, Aliferis-Gjerde, reported on the following projects:CCEPD Interagency agreement has been submitted to the Employment Development Department.Sharing information with Members and interested parties as we receive it from various entities. Listening into many meetings, including a weekly call from the Office of Emergency Services.On May 8, presented along with Department of Rehabilitation and Independent Living Center to the Joint Special Populations Advisory Committee. Questions centered on accessibility for all students and using video platforms.Form 700s are due and wet signature is needed.Submitted an appointment package for new members. Discussed how all meetings will be held virtually and there was a discussion of the changes due to the Governor’s Executive Order. Briefing document on telework is being developed to assist with policy discussions. Agenda Items for Future Meetings Discussion of budget and how it affects programs and services.Older adults including those with disabilities are working longer. Information, data about working from home, and how we can leverage that data to support our advocacy.Public Comment There were no public comments.Adjournment Meeting was adjourned at 10:52 a.m.Master Plan for Aging – Long-Term Services and Supports Report SummaryBackgroundIn June of 2019, Governor Gavin Newsom signed an Executive Order to create a Master Plan for Aging (MPA). To inform the Master Plan for Aging, the Long-Term Services and Supports (LTSS) Subcommittee was formed to look at challenges and identify policy opportunities related to California’s LTSS system. The LTSS Subcommittee convened 10 times in public meetings between October of 2019 and March of 2020. The Master Plan for Aging Stakeholder Advisory Committee (SAC) unanimously approved the final draft of the LTSS Subcommittee report in March 2020 - just before the impact of the COVID-19 pandemic fully hit California. While the final LTSS report published in May does not directly address COVID-19 impacts, the preface was modified to address relevant needs highlighted from COVID-19.The California Department of Aging Director McCoy Wade will provide a background of the Master Plan for Aging, its process, and a general overview of aging in California. This document provides background on the Master Plan for Aging, especially the LTSS report. The LTSS report highlights the recommendations and are related to the support services that people with disabilities need throughout their life for independence and employment. The LTSS report recommends some changes to the administration of programs within the California Health and Human Services Agency that the California Committee on Employment of People with Disabilities (CCEPD) should become familiar with, and may need to become engaged with, in the future. The presentation provides an opportunity to learn more about the Master Plan for Aging and its recommendations. Two of the CCEPD’s state mandates are to increase the employment rate for people with disabilities and better state coordination of services for people with disabilities. Overview of the LTSS ReportThe LTSS Subcommittee identified five areas of need: Navigation, Access, Affordability, Workforce, and Infrastructure. The recommendations were built around those areas and developed within five objective areas:Objective 1: A system that all Californians can easily navigateCalifornia’s current LTSS system has many different public and private programs often operating without coordination, making it hard for people and their caregivers to locate and navigate services. California must ensure that, regardless of how complicated the system is behind the scenes, the experience for the person is coordinated, clear, and cohesive.Objective 2: Access to LTSS in every communityLTSS programs are not available or affordable for many Californians. Our state has laid a strong foundation over many decades but must expand proven programs to all corners of the state, while creating new innovative solutions using people and technology.Objective 3: Affordable LTSS choicesMany people will need LTSS at some point in their lives and paying cash out-of-pocket is unaffordable for most. California must act now to fund its core programs while creating new sources of LTSS funding to help people avoid the need to spend down to poverty level.Objective 4: Highly valued, high-quality workforcePublic and private partners, including educational institutions, should commit to a statewide goal of attracting, training, and retaining workers to fill 1 million high-quality direct care jobs. These jobs will be valued by providing livable wages and benefits, as well as training, education, and advancement opportunities.Objective 5: Streamlined state and local administrative structuresCalifornia’s state and local program structures remain fragmented and siloed across 22 state departments and programs. An effective state and local service delivery system relies on effective, streamlined, and coordinated leadership at the state and local levels.The report also laid out the definition of LTSS. “LTSS includes a broad range of services delivered by paid providers and unpaid caregivers to people who have limitations in their ability to care for themselves. These limitations are due to a physical, mental, cognitive, or chronic health condition that is expected to continue for an extended period. LTSS services can be provided in a variety of settings including at home, in the community, in residential care, or in institutional settings.” Although the LTSS is focused on independence and community living, LTSS also provides support to people with disabilities that are employed. The definition provides context for the broader discussions.Potential Areas of Interest for CCEPDThe CCEPD may consider to be continually engaged on three objectives in the report: a system that Californians can easily navigate (Objective 1), highly valued-highly qualified workforce (Objective 4) and state and local administrative structures (Objective 5). Members will discuss how to engage with the Master Plan for Aging and what type of ongoing interactions should occur or what type of recommendations should be followed more closely. Briefing DocumentGeneral Telework Resource ToolsRecommendations from the California Committee for Employment of People with DisabilitiesOverview Since June, Members of the Employment and Training Subcommittee compiled this document as a resource for employers. At the August 2020 Full Committee Meeting, Members will approve the document and its content as well as release it to members on the California Committee on Employment of People with Disabilities (CCEPD) to share with their systems, businesses and interested parties. The intended audience of the document is for businesses and CCEPD partners to share with businesses. The document will also be posted on the CCEPD’s website.Introduction The Employment and Training Subcommittee of the CCEPD developed this document as an informational toolkit for businesses to use as a guide to developing inclusive telework programs for people with disabilities. The CCEPD is a statewide advisory body that seeks to increase the employment rate of people with disabilities and better coordinate programs and services for people with disabilities.Access to InternetBusinesses are encouraged to assess the level of Internet access employees have or need for remote work. Employees will need adequate broadband internet service and possibly Wi-Fi high speed internet connection for multiple devices to participate in telework. The Department of Social Services developed a distance learning document that lists a variety of resources employees can use. The document offers information from the California Emerging Fund, created by the Public Utilities Commission, to provide access to free/low cost options for Internet. Several cable and utility providers offer low cost options.Assistive TechnologyAssistive technology (AT) can be both personal tools and a work accommodation. Employees can borrow various types of equipment from device lending libraries through the Independent Living Centers or the California AT Act program, Ability Tools, to determine if a type of technology works best. Independent Living Centers and ability Tools can also refer individuals to specific companies for technology needs.To ensure the unique needs of the individual are addressed to perform the work, businesses are encouraged to have discussions with employees for telework accommodations. The Job Accommodation Network provides resources to employers and people with disabilities regarding accommodation needs. Businesses can also create a procurement list of items that can be used for assistive technology. Disability: IN, a nonprofit resource for business disability inclusion worldwide, has developed an accessible technology procurement toolkit that can be used by businesses to help create procurement policies for assistive technology.It is important to ensure that the assistive technology is appropriate for the end user and is compatible with the software and computer equipment utilized by the company.ChecklistsThe U.S. Department of Labor’s Occupational Safety and Health Administration has a Computer Workstations eTool that covers good working positions, workstation components, checklists, work processes, and workstation environment. Additionally, the U.S. Office of Personnel Management has created a teleworking safety checklist. Computer EquipmentEmployees may not have personal computer equipment or have access to technology. When creating a telework policy, businesses are encouraged to incorporate equipment needs for ernment entities and businesses receiving government funding are subject to Section 508 requirements. Private businesses must comply with the Americans with Disabilities Act (ADA).?Since the ADA does not provide a technical standard, it is recommended that private businesses use the Web Content Accessibility Guidelines (WCAG) as the standard for website and mobile application accessibility, as well as the 21st Century Communications and Video Accessibility Act (CVAA) as a best practice.?? These guidelines ensure that electronic information and information technology is available and accessible to people with disabilities. Businesses are encouraged to procure technology that adheres to Section 508 rules and can be compatible with other assistive technology. Businesses should also refer to WCAG 2.1 AA standards and the 21st Century Communications and Video Accessibility Act (CVAA). Websites and more advanced communications technology should be accessible to all employees and adhere to federal and state rules for accessibility. In California, the Department of Rehabilitation has created a checklist for digital accessibility. Employees should also be informed of information technology security policies, including the updating of security features in their own personal computers. Employees should be reminded that personnel privacy policies extend to remote working.Businesses are encouraged to understand accessible features in video platforms, such as text captioning and the need for language interpretation needs. Assistive technology, such as screen readers or other technology, need to be incorporated with the video platforms chosen by the business.Job Coaches for Supported Employment People with disabilities who need job coaches can obtain them by opening a case with the vocational rehabilitation (VR) program or the Department of Rehabilitation. Usually, individuals and businesses work with local service providers (also known as community rehabilitation programs) to have job coaches, who generally taper off their involvement as the individual learns and becomes more comfortable and proficient in their job. While regulations do provide for remote job coaching in some instances, a model policy should consider information on how job coaches could continue to help individuals adapt to the work environment, even if that work environment is accessed remotely. Disability and Inclusion EnvironmentThe Employer Assistance and Resource Network (EARN) on Disability Inclusion has resources for businesses regarding disability inclusion. Mainly, disability inclusion has many components for companies to consider from organizational culture, reasonable accommodations, training, and company policies. An inclusive environment in both remote work and office environment needs to be developed. The Workforce Development Section, within the Department of Rehabilitation, also works with businesses to develop strategies for inclusive workplace environments.Reasonable Accommodation Reasonable accommodations are a continued part of a teleworking policy. There are many resources available from the federal and state government on reasonable accommodation. Below are some websites to find more information about specific needs.The U.S. Equal Employment Opportunity Commission (EEOC) issued guidance on the topic. The guidance states that while the Americans with Disabilities Act (ADA) does not require employers to have telework programs, changing the location where work is performed may fall under the ADA's reasonable accommodation requirement of modifying workplace policies, even if the employer does not allow other employees to telework. The EEOC issued additional guidance for employers in relation to COVID-19, the ADA and other existing laws. The Job Accommodation Network provides resources to employers and people with disabilities regarding accommodation needs. It also provides suggestions on the needs of the disability.The California Department of Fair Employment and Housing provides guidance to Californians and businesses on civil rights, including people with disabilities. This Department also provides training on many civil rights topics.The Disability Access Services program and Workforce Development Section within the Department of Rehabilitation can offer technical assistance with accommodation.Manager and Staff TrainingHuman resources and training offices are encouraged to incorporate the following training for remote work. Many of the trainings mentioned may currently exist within your business or can be found through training providers.All staff:Soft skills and Communication skillsOrganizational skillsSelf-motivation and working aloneEtiquette using video platformsHow to set up home office Continue to practice wellness Digital Literacy Skills, as neededManagement:How to manage remotelyEncouraging wellness and inclusion of all team membersCreation and development of an inclusive culture (Workforce Development Section of the Department of Rehabilitation no-cost training for disability awareness and etiquette training.)The Disability Access Services program within the Department of Rehabilitation offers classes on the hiring and supervising of a person with a disability, accessibility trainings and reasonable accommodations. This program works in partnership with the local workforce development boards and America’s Job Centers of California on specific classes such as how to work with people with disabilities, who have hidden disabilities, and serving customers with disabilities. Social Isolation, Mental Health and General Health WellnessWith the impact of COVID-19, there has been a greater emphasis on mental well-being and social isolation from business leaders and human resource departments. Businesses are encouraged to use best practices to combat social isolation such as managers reaching out to staff more often, having virtual coffees or lunches with staff or set times for informal meetings to discuss daily life events just like in the office. During this time, businesses may consider incorporating strategies to promote wellness and combat social isolation.Employee Assistance Programs (EAP) can also help with social isolation and wellness of employees. EAP programs offer consultative and counseling services on a variety of topics such as stress management or emotional needs. Many EAP programs can develop programs and help managers devise strategies to combat social isolation. Companies can work with EAP or a Health and Safety program to devise wellness programs for remote work. California’s Surgeon General has developed a stress relief playbook during COVID-19 promoting general wellness. Because many employees are parents, California’s Surgeon General created a document on recognizing stress in children.The Mental Health Services Oversight and Accountability Commission (MHSOAC) has resources for businesses to help employees during the pandemic. The document has good strategies to help employees cope with the pandemic and other best practices. The MHSOAC also established a rapid response network to seek information locally. Disability: IN has also developed a resource for mental health wellness.Businesses can also gain support through the development of Employee Resource Groups, employee-led groups that further foster diversity and inclusion as well as develop leadership. Many companies are using Employee Resource Groups to discuss challenges faced through COVID-19, develop leadership, and combat isolation and develop an inclusive, team environment. For businesses seeking to create Employee Resource Groups (ERG) there are organizations offering guidance. Disability inclusion is part of diversity inclusion. Valuing the diversity of our workforce supports an environment for all abilities.General COVID-19 Policy DiscussionIntroductionSince the pandemic struck, the California Committee on Employment of People with Disabilities (CCEPD) had to reevaluate its policy work and align with the current issues arising from the pandemic. The framework of our policy work will not change and continues to be linked to the Workforce Innovation and Opportunity Act and the high-road workforce strategies, objectives and strategies outlined in California’s 2020-2023 Unified Strategic Workforce Development Plan. Although our basic policy work is not changing, our focus on different issues has changed. Issues such as remote work, distance learning, ensuring virtual service delivery models are accessible, and benefits planning have become issues for the Employment and Training and State Coordination Subcommittees. The CCEPD’s August 2020 discussion is to begin developing a policy agenda for issues during the pandemic and to develop frameworks for post-COVID 19 issues. The pandemic has shed light on many issues that the CCEPD has not weighed in before but are now highlighted due to the pandemic. This discussion is to assist the CCEPD in both continually highlighting areas of concern, policy issues that need attention or to influence based on the perspectives of people with disabilities. Throughout this year, the CCEPD will develop policy statements aimed to influence when appropriate, develop partnerships to support or highlight the work of other disability-related bodies, provide feedback to state entities and other advisory bodies or highlight emerging best practices. The CCEPD will continually discuss COVID-19 and its affects to the broader economy and people with disabilities. All policy issues will continue to incorporate CCEPD’s framework of the broader workforce strategies and Health and Human Services Agency goals (see March 2020 meeting packet for details) and through the lens of increasing the employment rate for people with disabilities and better state coordination.In these discussions, Members can offer their perspective on COVID-19 emerging issues, issues for people with disabilities that are being identified through individual networks and provide direction and feedback to issues. This document also provides an overview of what has been discussed and are becoming relevant issues for the CCEPD. The Subcommittees have identified issues highlighted in this document, which provides a good starting point for our policy development.Equity LensBeginning at the September Executive Committee meeting, the CCEPD will develop an equity lens to be used in policy discussions. This may mean examining and incorporating the perspectives of multiple disability experiences into our policy discussions, assessing what communities or perspective are not represented, or incorporating data and information from race/ethnicity or gender experiences of people with disabilities into the discussions. The CCEPD will visit this topic at the November meeting to provide feedback in creating equity framework. Policy Issues Arising from PandemicThis section highlights the issues Members of the Subcommittees are developing and general discussions on topics. At both the Employment and Training and State Coordination Subcommittees, Members are working on the following issues:Distance Learning policy statement to influence policy discussions centered on transition-age youthBenefits Planning resource guide for workforce partnersGeneral telework resource guideReview of virtual service delivery models and ensuring accessibility is included for people with disabilitiesFrom these policy discussions, Members of the Subcommittees also identified following issues as potential issues for policy development:Access to broadband as a right because having good internet is crucial for access to education, employment, and training as well as health care.Assistive technology and its linkage to broader technology discussions.Digital literacy skills.Mental health needs and well-being arising from the pandemic. Broader discussion of how people with disabilities will gain employment during the economic downturn. Continuum of services for people with disabilities to gain and retain employment. Many of these topics need to be narrowed and developed through the Subcommittees. Although many of these issues were concerns before the pandemic, these issues are identified because the pandemic created an experiment that escalated remote work and highlighted how technology is more important to all aspects of life. Continued CCEPD Issues When the pandemic first began in California, several initiatives and projects had to be deferred for various reasons. Many of these issues were identified at the March 2020 Full Committee Meeting and continue to be followed by CCEPD staff. The following issues are:Comments to the Strategic Plan for Career Technical Education and continue to develop a partnership with the Joint Special Populations Advisory Committee. CCEPD staff is following the Interagency Advisory Committee on Apprenticeship to develop a better understanding of apprenticeship discussions. Follow the Future of Work Commission to provide comments on recommendations, comments incorporating disability as part of equity and intersectional lens or provide policy solutions to issues. CCEPD can consider having conversations on what future of work looks like for people with disability.Follow Master Plan for Aging discussions on the long-term services and supports. CCEPD can decide to provide input on specific objectives.Follow the development of Regional Planning Unit and Local Workforce Development Board plans as entities begin developing the updates to previous plans.Strategic co-enrollment. Development of the Department of Better Jobs and Higher Wages.Continue to implement a Youth Leadership Forum 2.0 concept.Next StepsFrom the August discussion, the Executive Officer will work with Executive Committee to incorporate issues into the work of the Subcommittees. Members’ insight will be incorporated into the next steps and policy development for the CCEPD. ................
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