Tiny House Village To Provide Homes For Foster And At-Risk Youth

Foster kids often don’t have anywhere to go when they turn 18. New Vision Village in Barbour County aims to fill that void through housing and work opportunities for disconnected young adults and at-risk youth. 

Foster kids often don’t have anywhere to go when they turn 18. New Vision Village in Barbour County aims to fill that void through housing and work opportunities for disconnected young adults and at-risk youth. 

A $750,000 grant in 2023 Affordable Housing Program funding will support construction of the village’s first five tiny houses for 12 young men aging out of the foster care system.

CEO and President of New Vision Ruston Seaman said the money will fund basic infrastructure like plumbing and electricity as work begins to develop the village.

“Our blueprint plan calls for a village of 24 units,” Seaman said. “It’s about a $2.5 million development and this grant will pay for the first 5 units to be built and installed and then one fifth of the infrastructure, road, the septic system, those elements, so it’s a great gift.”

The goal is to turn the village into a thriving community, supporting transitioning youth entering the world of work and responsibility. The young men who live there will be gainfully employed at an onsite tiny house factory that will continue to produce tiny homes for this and future villages. 

When completed, 12 of the village’s 24 500-square-feet, fully furnished units will accommodate adults who will serve as mentors to the youth. The goal is to establish healthy multi-generational relationships as key ingredients for the village to thrive, according to Seaman. As part of a supportive community these adults will care for and help the young men at a critical stage of their development learn to become contributing members of society. 

Seaman said they will include retired school teachers, veterans, widows or single people with strong life experience. 

“Everyone would live in the village, the 12 young people in job training learning life skills would then have neighbors that become friends,” Seaman said. “They’d have family, that’s the number one thing about kids aging out of foster care. Most of them have their life almost totally disrupted. Some of them don’t have anyone in their life right now called family.”

The proposed tiny house village is a sustainable effort which Seaman believes offers a high probability of positive outcomes for many people. The village will have two full-time employees, including a property manager and a relational coordinator.                                                                                                       

The journey to New Vision Village began back in 1979 when Seaman was an 18-year-old hitchhiker seeking direction and purpose. He became a pastor and credits God with guiding him on an adventure of a lifetime. “It takes a village” becomes a real life metaphor for New Visions’ commitment to providing a safe, healthy environment where youth can develop and flourish.

Twenty-three-year-old Anthony Hinkle has been in the foster care system twice. Both of his parents were drug users and are now deceased. His memories are laced with trauma.

“The first time it wasn’t my choice, I was a kid and don’t remember too much about it,” Hinkle said. “The second time, my mom met two people in the hospital, and she let them move in. They ended up stealing my dad’s drugs, his medicine. It got to the point where my dad threatened to take a bowie knife and gut me like a fish. My mother, in sheer panic, did not know what to do and gave up her parental rights to protect me and my brother.”

Early on, Hinkle learned what it’s like to have no one to turn to.

“When you’re alone you don’t have much of a support system and you crave other people,” Hinkle said. “You know, we’re made to be social, to be getting out of our comfort zone and talking to others, whether we want to or not. We’re supposed to be in this together; society has changed everything to the point where we’re against each other and it’s ‘me, me, me’ – ‘not we, we, we.’”

Hinkle briefly attended college with plans to become a caseworker. That didn’t work out, but he now has an opportunity to use his life trauma as a springboard to help other young people. He said he hopes to develop his leadership abilities to help guide the village’s new residents with a clear foundation of what to expect as they learn new life skills alongside their new family.

“In order to give these kids a support system, they need someone that knows what it’s like to go without,” Hinkle said. “They need someone who knows at the end of the day you may feel alone but you’re not actually alone because you’ve got people that are encouraging you to go to work, to be time efficient, preparing you for the real world.”

New Vision’s inspiration for the tiny homes is based on a national model called Eden Village, which builds villages for chronically homeless people. The organization helped New Vision build a business plan while Seaman’s son Ruston Ray, a recent WVU Landscape Architecture graduate, helped with the design of the village while Starlight Construction helped with the engineering side of the design plans.

“The first five homes have to be done within a year but we believe by Earth Day, we’ll have our first big celebration and by that time we hope to have the first unit on the ground and ready for being reviewed,” Seaman said.

Seaman said design plans call for the building of a manufacturing hub or factory and a heated warehouse that will house early production of the tiny homes. He said New Visions job training program will be incorporated into the process. 

“A lot of it is focused on young people transitioning or aging out of foster care, or who are in life transition and our factory will utilize their skills,” Seaman said. “We’ll have to hire a few more people for our staff to be able to build: we’ll need an electrician, we’ll need some people with skills to lead the jobs.”

By the time it’s up and running, New Vision Village hopes to produce 70 tiny house units a year. The need for housing for transitioning foster youth has never been higher and Seaman said fundraising efforts for the village will continue over the summer.

“West Virginia has the highest population of children placed in foster care by percentage,” Seaman said. “We had received a one-year grant to do a national report on the state of affairs for kids when they are aging out of foster care. That led us to this whole initiative because so often, young people on their 18th birthday then become homeless, 38 percent which is a national tragedy, and 58 percent of the men end up in trouble with the law within the first 18 months after aging out of foster care.”

New Vision is now using those statistics to optimize opportunities for a better lifestyle for young men transitioning out of foster care. Seaman said most funds for housing or job development are not provided for the same location. The design of New Vision Village will provide both a place to live and work in the same location while offering young adults a stable environment.

Groundbreaking for New Vision Village is expected in the spring.

“We’ll get some shovels out and we’ll have some people from the bank, and we’ll invite some officials,“ Seaman said. “We’re looking at Martin Luther King Day as a possible date when we’ll at least officially launch the project. It’ll go fairly slow while the weather is cold and the ground is messed up, but once the good weather of spring comes, fairly soon the roads will start to develop, and it will be an exciting year for us.”

W.Va. Partners With Tutor.com To Provide Free, Live Tutoring Daily For All Ages

Through a new partnership with Tutor.com, West Virginians of all ages now have access to free, real time, online tutoring, test prep and job help. West Virginians can access these resources by visiting TutorWV.com.

Through a new partnership with Tutor.com, West Virginians of all ages now have access to free, real time, online tutoring, test prep and job help.

West Virginians can access these resources by visiting TutorWV.com. Curator of the West Virginia Department of Arts, Culture and History Randall Reid-Smith announced the partnership Wednesday in a regular media briefing with Gov. Jim Justice.

“It’s from 10 o’clock in the morning to 10 o’clock at night. There’s 200 subjects that you can study,” Reid-Smith said. “It’s by grade level, it’s by subjects, and all you got to do is go [online], and you click a purple button that says ‘connect now.’ And that takes you to all of the wonderful live tutoring.”

Along with live tutoring, students can use a drop-off review service for essays and math problems. 

If students choose to create a free account, they can keep working with the same tutor. The website also has self-guided resources, such as practice quizzes, video lessons and test-preparation resources like the ACT.

“[TutorWV.com] can help people prepare for their SATs, for their LSATs for law school and for their MCAT for medical school,” Reid-Smith said. “So it’s a great, great opportunity.”

Jobseekers also have access to a plethora of resources, such as live interview preparation, help with job searches and applications, and resume and cover letter help. An expert will respond to these submissions within 12 hours.

“I’m incredibly proud to support this program and look forward to seeing the positive impact it’ll have on our state,” Justice said in a news release. “Since taking office, my administration has made it a priority to improve our academic programs. We owe it to our students to give them the best opportunities imaginable. On top of that, this program also addresses the need for career growth for our citizens.”

A similar announcement was made last week for some southern West Virginia counties where 7th and 8th graders have 24/7 access to academic support through Tutor.com. This program is through a partnership with GEAR Up Southern West Virginia.

Staffing Infrastructure Jobs And Olympic Dreams On This West Virginia Morning

On this West Virginia Morning, our radio series “Help Wanted: Understanding West Virginia’s Labor Force” continues as Curtis Tate takes a look at federal and state perspectives on the problem of finding enough workers with the skills for new infrastructure jobs.

On this West Virginia Morning, our radio series “Help Wanted: Understanding West Virginia’s Labor Force” continues as Curtis Tate takes a look at federal and state perspectives on the problem of finding enough workers with the skills for new infrastructure jobs.

Also, an international volleyball tournament is taking place at the Charleston Coliseum and Convention Center this week and West Virginia University faculty vote against the university’s proposed cuts to programs.

West Virginia Morning is a production of West Virginia Public Broadcasting, which is solely responsible for its content.

Support for our news bureaus comes from Concord University and Shepherd University.

Listen to West Virginia Morning weekdays at 7:43 a.m. on WVPB Radio or subscribe to the podcast and never miss an episode. #WVMorning

Jobs Are Coming To W.Va., But Will The Workers Follow?

Do we have enough people to do the jobs, and are enough people willing to work at all? Eric Douglas kicks off our newest radio series, “Help Wanted: Understanding West Virginia’s Labor Force.”

West Virginia has had several recent economic development announcements in the last few years with large companies moving to the state. Those projects require construction workers and a variety of full-time employees once the work is done. 

Couple this with recent federal infrastructure programs that demand workers and offer solid salaries, it raises the question, do we have enough people for the jobs?

In this new radio series, “Help Wanted: Understanding West Virginia’s Labor Force,” WVPB reporters focus on the state’s workforce. To begin, News Director Eric Douglas sat down with Heather Stephens, director of the Regional Research Institute at West Virginia University (WVU), to understand how things stack up in the Mountain State.West Virginia Public Broadcasting is producing a radio series focusing on the West Virginia workforce.

This interview has been lightly edited for clarity. 

Douglas: Explain to me the quick and dirty definition of what labor force participation is, and why it’s different from unemployment rates. 

Stephens: Labor force participation is the number of people that are in the labor force. And this is people 16 and older. The difference here is that the people in the labor force are the people that are working or are looking for a job. When you talk about the unemployment rate, you’re basically looking at the number of people that are in the labor force that can’t find a job. The numerator of the fraction basically, is people working or looking for a job. So unemployed people, and people working, the denominator, are the sort of big number is the population 16 and older.

When we look at unemployment rates, it is simply looking at the percentage of people who are unemployed that are in the labor force. And so when we have a low unemployment rate, it just means that the people that are trying to work. Many of them have jobs. When we have a low labor force participation, it means that of the people 16 and older, there’s a lot of people that aren’t working or trying to find a job. That’s why we say it’s labor force participation. They’re not working, they’re not in a job. They’re off the grid in terms of our labor force.

Heather Stephens

Credit: WVU

Douglas: How does that reflect if somebody’s on disability or something like that?

Stephens: In that case, they would be considered out of the labor force and having a higher level of disability would affect our labor force participation. That is one of the drivers of lower labor force participation in West Virginia, but it does not fully explain why we have the lowest labor force participation.

All states have some percentage of their population that’s disabled, West Virginia does have a slightly higher percentage than some states. But that does not explain the disparity between the labor force participation rate and the national labor force participation.

Douglas: We’re usually about 10 points lower than the national average, something like that.

Stephens: I looked last week, we were almost 55 percent. So we’re actually about 7 percent below the national average. If we look at our population 16 and older, and right now we have about 780,000 people in our labor force. That’s at the roughly 55 percent of our population. And if we went to 62 percent, we would almost have another 100,000 people in the labor force.

Douglas: That’s an awful lot of tax revenue and everything else, if we had those people working.

Stephens: Even if we assume there’s some underlying reasons that we would never get up to 62 percent, and I can provide some other reasons, partially due to the aging of our population. So it’s probably unrealistic. West Virginia is not gonna get to 62 percent. But let’s say we just got half that, right? You’re talking about another 50,000 potential workers. 

Douglas: That’s human beings who are already here. We’re talking about human beings who are sitting here in West Virginia, who could potentially be working, and they’re just not. 

Stephens: One of the criticisms of the standard labor force participation rate is that it’s people 16 and older. The older part of that population, that part in retirement age, they may just be collecting Social Security or living off of some retirement savings. And so they may not have a reason to want to go back into the labor force. I looked at the demographic numbers for the state of West Virginia, and since 2010, West Virginia has lost about 77,000 people from its population. And at the same time, the share of our population that is over 65 and older, has increased from 16 percent to 20 percent. We have a smaller population, and of that smaller population, more of them are over 65 or older.

So part of our current labor force participation rate, obviously, is being driven by that denominator, that population, more of them are over 65. Now, that doesn’t explain the long-term trends that you mentioned. The other thing I noted was during that same time period, it looks like we actually lost about 100,000 people between ages 18 and 64.

Douglas: In the primary workforce, we lost 100,000 people?

Stephens: Yes, more than 100,000 people. Our population overall is down. And it’s down more in the working age population.

In some recent research that I did, that I published with one of my former graduate students and another faculty member at WVU, we actually found that one driver nationally, of losing working age population, can be when there’s a spike in opioid overdoses. And so it could be, on a population weighted basis, we are still, statewide, at the top, or one of the top places in terms of those opioid overdoses.

Our research shows it could be a tipping point. People in that working age population, maybe there aren’t a lot of opportunities. And then this is sort of like the last straw, “my community is just not where I want to live anymore.” I don’t know if that’s the reason. But that’s one potential reason that we’re seeing that out-migration.

Douglas: The numbers aren’t great enough for overdose deaths themselves, but just people saying, “Alright, I’ve had enough of my community, I’m leaving here for someplace better.”

Stephens: There is some evidence from our research, not specific to West Virginia, but nationally, our research shows that, that can be sort of a tipping point for out-migration of primarily working age people. The other thing that I noted in a meeting a couple weeks ago with some folks at the Federal Bureau of Economic Analysis, is that while some measures they were touting was that West Virginia doesn’t have a lot of income inequality. They were ranking states by income inequality. And I said the problem with that is that part of the reason we don’t have high income inequality is that our incomes are highly compressed downward.

So if you even go to the Workforce West Virginia website, and you look at the average annual wage for West Virginia, it is $17,000 below the national average. And that is pretty significant. It relates back to this discussion of labor force participation in economics. In labor economics, we have this theory called your “reservation wage,” which is, I need to make a certain level of wages in order for it to be worth it for me to go to work.

If wages are compressed downward, it might be that part of our persistent labor force participation rate is that there’s enough people that can’t justify taking a job because of the commuting cost, or those who have young children, the cost of of childcare, that it’s not worth it to work and live in. Salaries can prevent some portion of the population from entering the labor force. I am not saying it’s the only reason, but it is one potential reason.

Douglas: Do we have enough people to support some of this economic development? Do we have enough people who can work the tourism jobs? What does it take to get people off the sidelines?

Stephens: One thing is making sure they can make enough money, making sure that there’s access to childcare for those in the working age population. The reason that U.S. labor force participation rates went way up starting around the mid ’70s, is that women entered the labor force at really high rates compared to the past. If you keep women out of the labor force because of lack of access to childcare you’re always going to have some sort of compression of your labor force participation rate. I think it’s important to be thinking about access, and especially that there are some issues with lack of childcare access in the state, and especially in places that make it convenient for you to get to your job and take your kid to childcare. That’s one potential thing that, but again, salaries overall are highly compressed downward.

You mentioned some of the big sectors like education and health care. We’re not paying in the state the same kinds of salaries that other states are paying. If you’re a teacher, for example, you can go to Pennsylvania and make a lot more. You can go to Virginia and make a lot more. So that can be a problem when it comes to recruiting educators. Tourism jobs, historically, everywhere, are not the highest paid jobs and they’re highly seasonal. Before we got started, we were talking a bit about bringing in international workers to help out in the high tourism seasons. You see this a lot in national parks, where the lodges at national parks are almost all staffed by international workers. The seasonal nature of that work, where if I’m someone living in that community, I need a job that’s year-round, not one that pays me for six months a year, because I’m supporting a family and I’m trying to live there full-time.

These are all some of the things that might bring people back into the labor force. More support in terms of childcare and higher wages. Trying to figure out how to balance this seasonal nature. Tourism work isn’t going to solve everything. The aging of our population means that we’re going to have a persistently lower labor force participation rate. Another reason that we may have lower labor force participation is that we have a significantly lower level of higher education graduates in our state compared to the nation. 

If you look at the share of the population with a bachelor’s degree or higher, nationally, it’s 33.7 percent. And we have only 21.8 percent of our population with a bachelor’s degree or higher. I may work at a university, but I’m not ever advocating that everyone needs a bachelor’s degree. But we have a very high, high school graduation rate in this state. We graduate a lot of our students. But the thing that I’m not sure we are doing as good of a job at is getting those high school graduates into some sort of post-high school training that makes them more marketable for jobs that exist. 

This could be a two-week certificate program that gets them some kind of training in programming, and then they can get hired and get additional training by their employer. But I think we’re stagnating out at that high school graduation. And so our workforce isn’t as trained, that makes them less marketable, it makes it harder for them to find jobs, and probably makes people discouraged and could be contributing to the slower labor force participation.

Douglas: There’s no easy answer to this, is there? 

Stephens: I think that we need to chip away at thinking about what can be done. I think that things like improving access to childcare is one really big one that would bring some people back into the labor force. I think identifying training opportunities that would make people who maybe are out of the labor force get the skills they need to be prepared for jobs that do exist. I’ve been talking to some folks in the New River Gorge area who are putting together a working group to bring together various educational institutions, and think about these training programs to get people ready for jobs. 

——

This story is part of the series, “Help Wanted: Understanding West Virginia’s Labor Force.”

Ascend Remote Worker Program Adds New River Gorge Location

With the addition of the New River Gorge region, the Ascend West Virginia program now has five destinations that are welcoming new remote working residents to the Mountain State.

With the addition of the New River Gorge region, the Ascend West Virginia program now has five destinations that are welcoming new remote working residents to the Mountain State. By offering incentives of cash and free outdoor adventures, the program hopes to offset the state’s population decline.

Ascend West Virginia began with a $25 million gift to West Virginia University’s (WVU) Brad and Alys Smith Outdoor Economic Development Collaborative. Teaming up with the state Department of Tourism, Ascend selects applicants (more than 20,000 since its launch), who are willing to move to the state. The people selected get $12,000 in cash and another $8,000 in outdoor activity vouchers.  

Tourism Secretary Chelsea Ruby called Ascend a progressive success.

“We have nearly 300 new West Virginia residents that have come over the last two years,” Ruby said. “They are spread across the state in various host communities. And the retention rate is at about 98 percent, so things are going well.” 

Ruby said adding the New River Gorge region to the Ascend community roster offers options.

“They can live anywhere in the New River Gorge region.” she said. “It’s not just Fayetteville, it’s not just Oak Hill. They can basically live anywhere in the area from Summersville down to Beckley and all around. We’re looking for them to put down roots in those communities.”

Ascend executive team member Danny Twilley, a WVU assistant vice president of Economic Community and Asset Development, said the other four Ascend community regions continue to take applicants.

So if you want a college town, you’ve got Morgantown,” Twilley said. “If you want the kind of access to the major metropolitan area in D.C. and in the growth of the Eastern Panhandle, you’ve got that area. If you want that cool art and food culture with some really unique outdoor assets, you’ve got Greenbrier Valley and Lewisburg. And then Elkins is a western gateway to the Monongahela National Forest.” 

“Ascenders,” as they are called, hail from 34 states and two countries. Ruby said they are a diverse lot.

”We’ve got some that are singles, we’ve got some couples, we’ve got some families,” Ruby said. “I think we even have a couple of new babies that have been born into Ascend families since they’ve moved here.”

Ruby said the Ascend remote workers come from a variety of businesses and industries, highlighted by health care, advertising and educational services. 

“Just skimming the list, you know, we’ve got folks from Deloitte Consulting, KPMG, Ocean Spray, UnitedHealthcare, Vivid Seats, Walgreens,” she said. “They really are a very broad spectrum. They come from nearly every industry.” 

Twilley said a majority of Ascenders have advanced education. 

“Whether it’s a four year degree, a master’s or beyond, 25 percent of them have a very direct connection to the state and 75 percent don’t have a family member or have lived here before,” Twilley said. “It’s a relatively broad swath. We’ve had applications from over 80 different countries and all 50 states.” 

The goal is to have 1,000 Ascend families come to West Virginia in the next six years. Twilley said one new group target will be military veterans.

“West Virginia produces more military veterans per capita than any other state in the country and we have the least amount to return home, right?” Twilley said. “They learn tremendous skills, they have lived a life of service, they have built a sense of community and what it means to be a military veteran. We had the highest population in 1950. Over the next 71 years, we lost over 200,000 people – about 12 percent. I think we can replenish it back to that era of a population. That’s really a long-term goal that we’re focused on.”

Ruby said what Ascend is selling is the kind of outdoor lifestyle a remote worker can have in West Virginia. 

“I firmly believe it is the nation’s premier remote worker program,” she said. “I’m really excited about the results that we’ve seen over the first two years and am really excited about the future.” 

Groundbreaking Brings More W.Va. International Business, Jobs

Niterra North America President and CEO Mike Schwab says the new center will call for another 50 to 100 positions.

The former NGK Spark Plugs has operated a facility in Sissonville for the past twenty years. The spark plug and oxygen sensor assembly plant started with 90 full time jobs. They are now up to 500 full time and 70 temporary positions.

Now known as Niterra North America, the Japanese-American company  broke ground Tuesday on a 75,000 foot international distribution center on the Sissonville campus. Niterra North America President and CEO Mike Schwab says the new center will call for another 50 to 100 positions. 

“This is the creation of an aftermarket distribution center,” Schawb said. “This will go to the retailers serving 140 million people around the eastern half of the USA, and all across Canada. The same products that you pick up at your favorite auto parts store are coming out of this distribution center.”

The new name – Niterra North America, Inc. – became effective on April 1st. It’s a combination of the latin “Nieto” for shine and “Terra’ for planet Earth. Schwab said the company’s re-branded goals are to use technology to resolve social issues while contributing to a sustainable society. 

“We’ve been more than just spark plugs for many years now,” Schwab said. “We’ve been in high tech sensors, and are now in other fields. One of our fastest growing areas right now is medical. Our intention is to use our technology that we’ve learned over the years, to help make the world a better place to live and to work.” 

Schwab says Niterra continues to diversify, and the company’s West Virginia footprint is primed to grow. 

“This campus is very productive for us,” he said. “It’s one of the top locations we have all around the world. I fully expect this to continue to grow and to develop in the years to come.”

In addition to the groundbreaking ceremony, Niterra partnered with One Tree Planted and planted a commemorative tree on the expanded campus, after announcing their donation of 1,000 trees to the Appalachian community.

NGK Spark Plugs will continue manufacturing spark plugs under that brand, while ceramic-related products will be produced under the NTK Technical Ceramics brand. Niterra North America, Inc. maintains its headquarters in Wixom, MI and operates manufacturing, inventory, and distribution facilities in Irvine, CA, Sissonville, WV, and Chicago, IL.

At the groundbreaking, Gov. Jim Justice said West Virginia will continue its aggressive efforts to develop global economic development partnerships. 

“This expansion of a Japanese firm in West Virginia is unbelievable,” Justice said. “Can you imagine 500 employees and growing? It is the real deal.”

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