BUILDING A CAREER DEVELOPMENT PROGRAM

Transcription

1 BUILDING A CAREER DEVELOPMENT PROGRAM

2 WHO ARE WE? 1. PROGRAM DESIGN 2. VOLUNTEERS 3. PARTNERS

3 MISSION To fight for economic mobility for ambitious, first-generation college students. We do this by providing transformative mentorship and intensive career development.

4 1/3 of U.S. college students are 1 st in their family to go to college THE NEED There are +4.5 million low-income, first-generation students enrolled in postsecondary institutions 89% of firstgeneration college students do not graduate; many leave in good academic standing 89% Institute for Higher Education, 2012 Pell Institute, 2008 I needed ANY because it helped me build a sense of ownership over my future. Erick, Fellow

5 OUR FELLOWS 100% of Fellows are low-income, firstgeneration students 39% Male 61% Female Nearly 60% are living below the federal poverty line 29% African American 29% Asian 31% Hispanic 11% Other I applied to the Fellows Program to look for a longer professional development program that was focused on my long-term success and tailored to meet my needs and level of development. Shantel, Fellow

6 OUR MENTOR COACHES 29% African American 23% Asian 28% Caucasian 5% Hispanic 9% Other Working professionals 3-7 years experience Boston Consulting Group Ernst & Young Google Goldman Sachs Harlem United JP Morgan Macquarie Macy s Morgan Stanley Oliver Wyman Pearson Education Verizon 54% Female 46% Male As a doctor, I serve the medical needs of patients. As a Mentor Coach, I wanted to serve the professional needs of our Fellows.. Vincent, Mentor Coach

7 OUR PROGRAM The TWO year Fellows Program has FOUR components including: Intensive Career Development One-on-One Mentorship Robust Networks Holistic Support

8 OUR OUTCOMES 96% of Fellow alumni graduated or are on track to graduate, versus an 11% national average for firstgeneration college students Assuming a 30-year career and 3% annual raises, Fellow Alumni will earn $400,000 more than those earning the national average 90% of our college graduates are employed, completing internships, or enrolled in graduate school versus 27% nationally 100% of ANY Fellows who start at community college successfully transfer to a 4-year school

9 WHO ARE WE? Find one new person and talk about what you thought you d be doing for a career when you were a college freshman. Are you doing that now? Why or why not?

10 WHO ARE WE? Find one new person and talk about what surprised you at your first internship or job.

11 WHO ARE WE? Get in groups of 3 and discuss the definition of career readiness and what makes a student career ready.

12 SHARE OUT What did you learn from others?

13 SHARE OUT NACE s Definition: Career readiness is the attainment and demonstration of requisite competencies that broadly prepare college graduates for a successful transition into the workplace.

14 CAREER DEVELOPMENT Designing a Program Engaging Volunteers Developing Holistic Partnerships

15 BY THE END OF TODAY, WE WILL HAVE: Identified key questions to consider when designing a program; Answered questions for your career program; Shared 5 principles of volunteer management and retention; Created personal strategies to attract and retain volunteers; Shared partnership best practices; Identified your needs and developed a partner menu.

16 CAREER DEVELOPMENT Designing a Program Engaging Volunteers Developing Holistic Partnerships

17 1. PROGRAMMING Five questions to consider: 1. What are our GOALS? 2. What is our SCOPE and what are our TOPICS? 3. What is our TIMING and SEQUENCE? 4. What is our FORMAT and STRUCTURE? 5. Who are our STAKEHOLDERS?

18 GOALS

19 GOALS To provide career programming to students

20 GOALS To provide career programming to students

21 GOALS To help students enter STEM careers To ensure students complete 2 internships To expand knowledge of available careers

22 GOALS: STUDENT NEEDS Select limited information, media offers main exposure Secure struggle to communicate strengths and match employer needs, support is seen as too generic Succeed unwritten rules, no safe space to practice Source: BCG and ANY Survey 2013

23 GOALS: EMPLOYER NEEDS 1. Ability to work in a team structure; 2. Ability to make decisions and solve problems; 3. Ability to communicate verbally; 4. Ability to plan, organize and prioritize work; 5. Ability to obtain and process information; 6. Ability to analyze quantitative data; 7. Technical knowledge related to the job; 8. Proficiency with computer software programs; 9. Ability to create and/or edit written reports; 10. Ability to sell and influence others. Source: NACE Job Outlook 2015

24 GOALS: EMPLOYER CONCERNS Being more vocal and proactive (speaking up) Improving written communication skills Taking initiative Strengthening time management skills Researching or reviewing work more before ing or asking questions Source: ANY Intern Supervisor Survey

25 SCOPE

26 SCOPE: GENERAL TOPICS Career Interests Elevator Pitches Internships Resumes Professional Etiquette Networking Industry Panels SMART Goals Self-Advocacy Cover Letters Interviewing Online Presence Financial Planning Time Management Interdependence Personal Board of Directors Public Speaking Building Resilience Unwritten Rules of the Workplace Presentations Communication Styles Managing Up Leveraging Strengths Complex Decision Making Organizational Culture Emotional Intelligence Performance Evaluations Entrepreneurship Leadership Project Management Life After College

27 SCOPE: GENERAL TOPICS Career Interests Elevator Pitches Internships Resumes Professional Etiquette Networking Industry Panels SMART Goals Self-Advocacy Cover Letters Interviewing Online Presence Financial Planning Time Management Interdependence Personal Board of Directors Public Speaking Building Resilience Unwritten Rules of the Workplace Presentations Communication Styles Managing Up Leveraging Strengths Complex Decision Making Organizational Culture Emotional Intelligence Performance Evaluations Entrepreneurship Leadership Project Management Life After College

28 SCOPE: INDUSTRY-SPECIFIC TOPICS Pitching a Stock Medical School Panel Coding Photoshop/graphic design Mediation

29 TIMING

30 TIMING: RECRUITING TIMELINES

31 TIMING: RECRUITING TIMELINES Junior Year Year Activity Deadline Register and prepare for LSAT (the deadline is typically 1 month before test date) March-June Take LSAT Subscribe to LSAC to receive Credential Assembly Service Write personal statement June or October (Senior Year) June - September (Senior Year) June - November (Senior Year) Senior Year Secure letters of recommendation August - November Fill out and submit both law school AND scholarship applications File FASFA and financial aid applications Pay seat deposits August - Deadline January - April April - June

32 FORMAT

33 FORMAT: PRACTICE AND APPLICATION 30% new material / 70% practice and apply

34 FORMAT: PRACTICE AND APPLICATION 30% new material / 70% practice and apply What must happen in person? What can happen remotely?

35 FORMAT: STRUCTURE AND FLEXIBILITY Lunch n Learns Conference-style breakouts Guest speaker Panelists Career Day Webinar

36 STAKEHOLDERS

37 STAKEHOLDERS Who are your stakeholders?

38 1. PROGRAMMING To recap, a successful program: Has specific goals; Responds to needs; Defines scope and topics; Considers calendars and timing; Emphasizes practice and application; Balances structure and flexibility; Engages stakeholders.

39 CAREER DEVELOPMENT Designing a Program Engaging Volunteers Developing Holistic Partnerships

40 2. VOLUNTEERS Why Use Volunteers?

41 2. VOLUNTEERS Mentorship Industry knowledge Excitement & credibility Capacity Networking

42 FROM A FELLOW: My mentor is amazing! She gives me the best advice. When I am freaking out or feeling overwhelmed or she sees I m doing too much, she stops me and tells me these great things that help me take a step back and rethink my actions. -Taruna, 2014 Fellow

43 2. VOLUNTEERS 5 Principles of Managing Volunteers

44 2. VOLUNTEERS Volunteers are clients.

45 2. VOLUNTEERS Volunteers are selfish (and that s okay!).

46 2. VOLUNTEERS The more volunteers do, the more they want to do.

47 2. VOLUNTEERS Volunteers want ownership and power.

48 2. VOLUNTEERS Volunteers deserve highly-skilled staff.

49 CAREER DEVELOPMENT Designing a Program Engaging Volunteers Developing Holistic Partnerships

50 3. PARTNERS Partnerships should be: Reciprocal Flexible Holistic

51 3. PARTNERS 5 Steps to Meaningful Partnerships

52 3. PARTNERS 1. Analyze your gaps (identify your partnership needs)

53 What do you want to do? We ll make it work!

54 What do you want to do? We ll make it work!

55 What else could you say?

56 3. PARTNERS 2. Do your research

57 3. PARTNERS 3. Clarify your value proposition: WIIFM

58 3. PARTNERS 4. Create your menu of options

59 3. PARTNERS 5. Sustain your relationships

60 CAREER DEVELOPMENT Designing a Program Engaging Volunteers Developing Holistic Partnerships

61 CLOSING Aha Moment What I Need What I Can Offer

62 STAY IN TOUCH (be a networking role model!)

63 Questions?