South Carolina Workforce Development Symposium 2017

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1 South Carolina Workforce Development Symposium 2017 Career Pathways: Business Services Track February 9, :30-2:30 PM Maher and Maher Presentation Title 1

2 Welcome! Gretchen Sullivan Senior Consultant Maher & Maher Maher & Maher 2

3 About Maher & Maher Talent development and change management consultants Nexus of workforce development, economic development, and education Expertise: Strategic planning and facilitation Industry sector strategies and career pathways Systems assessment and redesign Technical assistance and training Primary practice areas: States, regional areas, and community colleges Federal government and NGOs Private sector 29 years in operation Self-certified small business Headquartered in NJ Office in Washington DC 3 Maher & Maher 3

4 Our Agenda Introduction to Industry Sector-Driven Career Pathways Features, goals and benefits, key partners, development summary Pathways-Focused Business Services Planning and Delivery Industry partnerships and employer engagement, staffing and organization, use of data and business intelligence, employer-driven training design Maher & Maher 4

5 Career Pathways: Introduction and Strategic Framework Maher & Maher 5

6 What are career pathways? Integrated education, skills, and credential attainment sequences that: Align to skill needs of targeted sectors and are employer-driven Articulate the full range of K-12, adult education, and post-secondary education assets: No dead ends, multiple on- and off-ramps Embed stackable industry-recognized credentials Make work a central context for learning Accelerate educational and career advancement through assessment of prior learning, integrated basic education and technical training, and other strategies Provide supports at transition points Maher & Maher 6

7 The Value of Pathways Career pathways provide a framework for building comprehensive education and training systems where all partners education, workforce development, economic development, human services, along with employers (including industry partnerships) and other stakeholders come together to design and deliver the full spectrum of education and skills training needed for careers in indemand industries. Maher & Maher 7

8 KentuckianaWorks Maher & Maher 8

9 Colorado Maher & Maher 9

10 Strategic Framework for Pathways Work Maher & Maher 10

11 Common vision common goals Educational Systems Economic Development Workforce System Targeted Growth Sectors The Talent Pipeline Workforce as an asset for regional prosperity Maher & Maher 11

12 Industry Sector Partnership Model 1. Places business at center 2. Work with industry as partners 3. Aligned community partners 4. Workforce system as central player, convener 5. Regionally-focused Maher & Maher 12 12

13 Aggregate Supply Integrated, Sector-Driven Career Development Solutions Quantify Sector-Based Demand Business and Information Technology Services Talent Pools Health Care Assessment Case Management K-12 Voc Tech Ed Bridge Education Post- Secondary Training Education Transportation, Logistics, and Wholesale Trade Construction K-12 Students & Other Youth Dislocated Workers Pre-apprentices / Apprentices Veterans Career-Changers Upskillers Others Diversified Manufacturing Policy, Programs, and Investments Align to Sector Opportunities Maher & Maher 13

14 Maher & Maher 14

15 Questions? Comments? Maher & Maher 15

16 Career Pathways: Features, Benefits, and Development Maher & Maher 16

17 Sector Strategies and Career Pathways: A Mutually Beneficial Alliance Maher & Maher 17

18 Career Pathways: Who Benefits? Employers Talent pipeline with the right skills In low unemployment, employers need more people into the qualified labor pool Retention Succession/ backfilling Job Seekers/Workers Prepared with needed competencies and credentials Opportunities for career advancement Maher & Maher 18

19 Career Pathways Have Two Key Moving Parts Employer-driven program development Employers (and data) drive design Education and workforce systems change Maher & Maher 19

20 Career Pathways at Their Best Align multiple programs to make it easier for all individuals, including those who are underprepared, to access, progress, and complete pathways to industry-recognized credentials and family supporting careers Include the following key features: Multiple entry and exit points Sequenced, modularized, and contextualized coursework that aligns with stackable credentials and jobs Articulation of each educational level to the next, with embedded attainment of industry-recognized credentials Maher & Maher 20

21 Career Pathways Offer: Alignment to real-world occupational progressions and forecasted talent needs Employer-driven, work-based learning Flexible scheduling Opportunities for acceleration Extensive supports and counseling services, including navigation that help participants identify and access the most efficient routes to credential attainment and careers (often through career and course mapping) Maher & Maher 21

22 Integrated Pathways Models Do not make students wait until they finish Adult Basic Education or developmental education before entering a career/technical program Students learn basic and vocational skills at the same time (often in the same course) Feature work-based essential and technical skills development shaped by employers Examples: Accelerating Opportunity I-BEST Program (Washington State Board of Community and Technical Colleges) Maher & Maher 22

23 How do you build career pathways? Maher & Maher 23

24 Employer Roles in Career Pathways Maher & Maher 24

25 Pathways Models Built by Sector Partnerships Workforce Alliance (South Central Kansas) Blueprint for Regional Economic Growth Regional Manufacturing Council on Career and Technical Education (RMCTE) Preparation for Advanced Career Employment System (PACES) Accelerating Opportunity Kansas Maher & Maher 25

26 Pathways Models Built by Sector Partnerships Workforce Development Board of South Central Wisconsin Built out pathways fully integrated with region s sector work Invests training resources only in driver industries and sectors Reorganized staffing for Career Centers, particularly around sector-focused WorkSmart Sector Academies and through services delivered by specialized navigators who provide counseling, supports, and other services needed to assist with retention, completion, credential attainment, and positive program outcomes Maher & Maher 26

27 How are you working with employer partners to develop pathways? Maher & Maher 27

28 Career Pathways In Business Services Planning and Delivery Maher & Maher 28

29 Maher & Maher 29

30 Career Pathways & Sector Strategies Maher & Maher 30

31 Sectors and Pathways = New Way of Doing Business Engagement Transactional relationship Fill job orders Place job candidates Education/training/services loosely informed by employer needs through survey or one-off engagement One-to-one relationship Transformational relationship Training provided across occupations, skill levels (often employer/industry-paid) Focus expanded to worker retention, advancement issues within company/ industry (i.e. career pathways) Education/training at scale designed in partnership with employers One-to-many (sector strategies) Maher & Maher 31 31

32 Overview: Key Elements Unified regional business services organization and solutions Industry partnerships and employer engagement Use of LMI/data and business intelligence Employers drive education/training design and delivery Connection to job seeker service planning/delivery Measuring impact/results from employers perspectives and continuous improvement Maher & Maher 32

33 Key Ideas & Strategies Maher & Maher 33

34 Unified Regional Business Services Regional, multi-partner vs. local and single agency Organization, staffing, and expertise by focus sector Prioritization of mapping and filling priority pathways in focus industries Pathways-relevant business solutions beyond labor exchange (worker retention and advancement, work-based learning, etc.) Coordinated customer relationship management and brokering approach/system Maher & Maher 34

35 Industry Partnerships and Employer Engagement Building sector-based employer partnerships Critical pathways in each industry Aggregating and developing solutions for workforce challenges across multiple companies Focus on deepening and sustaining relationships Coordinated employer outreach and engagement Eliminating multiple door-knocks Customer relationship management Maher & Maher 35

36 Use of LMI/Data and Business Intelligence Business services staff fully versed in industry LMI and workforce needs LMI is customizable and focused on target sectors, and of value to businesses seeking larger trend data LMI used to identify and validate typical occupational progressions within and across pathways by industry Maher & Maher 36

37 Employers Drive Education and Training Design and Delivery Sector partners engaged to identify key pathways and discuss priorities for skill development and training modalities Work-based learning models are prioritized (Registered Apprenticeship, OJT, customized training, etc.) Training is compressed, open entry/exit to meet companies onboarding and pipeline needs Investments are prioritized to industry-endorsed training models and credentials Maher & Maher 37

38 Connection to Job Seeker Service Planning and Delivery Intentional linkages between business services staff and job seeker/worker services staff Information-sharing and capacity-building: LMI/business intelligence Industry trends Occupational projections Pathways opportunities Skills, credentials, and experience in demand Maher & Maher 38

39 Measuring Impacts and Results and Continuous Improvement What results do employers want to see? Ask. Better candidate screening and suitability, reduced turnover, skill and credential acquisition, bottom-line results Long-view talent pipeline planning and management Short-, medium-, and long-term What works and what doesn t Be prepared to stop, start, continue, and adapt Agility is critical Maher & Maher 39

40 Pathways from the Employer Customer s Perspective Employers talent needs, challenges, and obstacles drive solutions Partner training, education, and resources aligned and coordinated around customized solutions Duplication is eliminated and investments are streamlined Hassle is reduced/eliminated Industry-knowledgeable staff Seamless and defined career pathways to drive their talent pipelines Maher & Maher 40

41 On-the-Ground Examples Northern KY Workforce Investment Board Business Services Team Sector-based orientations Ohio s Business Resource Network Central PoC for each employer determined through the broad network Interview process to determine needs Generation of a brokered solutions package Maher & Maher 41

42 Table Discussions and Report-Out: Your ideas and next steps? Maher & Maher 42

43 Career Pathways Resources USDOL/ETA s Career Pathways Toolkit Funding Career Pathways: A Federal Funding Toolkit for State and Local/Regional Career Pathway Partnerships Framework for Measuring Career Pathways Innovation Maher & Maher 43

44 Thank You! Gretchen Sullivan Senior Consultant Maher & Maher Maher & Maher 44