REGIONAL PARTNERSHIP APPROACH Gateway produced a manufacturing Report with recommendations for collective action. Industry, government, economic development.
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REGIONAL PARTNERSHIP APPROACHREGIONAL PARTNERSHIP APPROACH
• Gateway produced a manufacturing Report with recommendations for collective action.
• Industry, government, economic development groups, Chamber of Commerce formed coalition.
• Coalition focused on identifying key jobs skills for top needs over 10 years.
• College developed specific certificates based on skills needed.
Pathway – Grades 7-12•STEM Camps•STEM Days•Dual Credit•Gateway Credential•Manufacturing Skill Standards Council
Industry & School Partnerships•Gateway Recruitment Committee•Manufacturing & Trades Division•Workforce Solutions•Business and Industry•Middle & High Schools•Partnership for a Competitive Workforce•Greater Cincinnati STEM Collaborative
Input
High School Graduation•High School Diploma•12-24 Credit Hours of Dual Credit•Career Ready (KY Dept. of Education)•Apprenticeship Ready (Gateway)
Outcomes
Process
Credentials•Gateway Certificates in any of the 6 Manufacturing Majors•Manufacturing Skill Standards Council National Credential
o Certified Production Techniciano Certified Logistics Associate
Employer Satisfaction•Employer Feedback & Needs Assessment•Student Matriculation•Employer Employee Retention and Gateway Student Retention
Workforce Solutions - Pipeline & Training•Filling Manufacturing Pipeline•Connecting Employers to Apprentice-Ready Workforce •Identifying Training Needs of Employer Partners•Employer Use of KY WINS for Apprentices and Incumbent Workers
Evaluation
Companies Served
STEM Day721
Students
Assessment Center642 Pre-HireAssessments
Non-credit 1,228
CEU’s 622
Workforce SolutionsCustomized
Performance andTechnical Skills
Gateway VETS122 New Vets Enrolled
37 Vets Placed82 Credentials Awarded
Manufacturing and Technology
Division
KYWINS$2 mil
35 companies
Apprenticeships80+
Dual Credit – 149 studentsMechatronics – 38
students6 Manufacturing Majors
WORKFORCE SUPPLY
NKY MANUFACTURING TALENT SUPPLY CHAIN MISSION: MEET EMPLOYER DEMAND BY GROWING THE SKILLS OF OUR CURRENT AND FUTURE WORKFORCE, USING AN EMPLOYER-LED, COLLECTIVE IMPACT APPROACH
EMPLOYER DEMAND(aggregated from internal Talent Development strategies/plans)
680+ Open positions 2012-2013
2500+ Open Positions 2015-2016
6250+ Open Positions
2022
Assess Employer Needs
P – 12 EducationPost- Secondary Education and
Training
Workforce Training & Lifelong Learning
CURRENT WORKFORCE FUTURE WORKFORCE
Prepare the Pipeline
1.Attract future workersa) Marketing Plan – Design Impact
learnings and DIDIb) Ambassador program
2.Prepare future workersa) Curriculum asset and enrollment
map – identify gaps, plan to fill b) Career exploration – STEM Days,
summer camps, etc.c) Teacher professional development
– current and future teachersd) Work based learning experiences
– full range of options (expand INTERalliance model to mfg?)
e) Employer engagement in project based learning, mentors, role models and work based learning
3.Policya) Sustainable funding for
scholarships, NCRC and industry credentials , dual credit
4.Sustainabilitya) Develop long term plan
Skill Up the Current Workforce
1.Attract Workersa) Marketing Plan – Design
Impact learnings and DIDIb) Raise the Floor and 2Genc) Job Quality Initiatived) Talent attraction into NKY
2.Train New and Incumbent Workers
a) Understand “Mfg Technician” skills and develop curriculum
b) NAM pgms – MSSC and RSNc) Festo and KY FAMEd) Hands on skills for engrse) Workforce Councilf) Implement WIOA to maximize
impact3.Policy
a) Identify key policy initiatives and develop advocacy plan
b) Employer policy/system change – Job Quality
4.Sustainabilitya) Identify immed available fundsb) Develop long term strategy
EMPLOYER SKILL REQUIREMENTS
QUALIFIED WORKER
S
12/1/2014
Deep employer engagement/leadership throughout these activities
The CITI & Gateway PartnershipThe CITI & Gateway Partnership
CompanyCompanyEmbeddedEmbeddedStrategyStrategy
Citi & Gateway PartnershipCiti & Gateway PartnershipOrigin of PartnershipOrigin of Partnership
Strategic Plan for the Partnership.
The Cornerstone of Citi talent development.
• The importance of education as a business strategy.
• The need for a sustainable training program.• The need to adjust to economic challenges and financial
scrutiny.
Establishing the NeedEstablishing the Need
Skill Enhancement
Improve Retention
Encourage College Credential Completion
Prepare employees for professional advancement
Your Bottom Line is Our Bottom Line
The HistoryThe History
Fall 2002 Summer 2003
Study Team of 24
Launch Programs
Citi GCTC
Chamber of Commerce
NKY Economic Partners
Pre-Hire Advisor Career Discovery
College Courses
State Job Center
5 month 5 month planning phaseplanning phase
The HistoryThe History
Career Discovery:Career Discovery: One hour of college credit Career mapping, shadowing
Citi leaders, and creating elevator speeches
The HistoryThe HistoryAcademic Advisor On-Site:• 1,000 employees have received
career planning and academic support each year • Assistance with Gateway
application, enrollment, registration, and financial aid
• Full career planning services available• Will also assist with enrollment in other local colleges and
universities
The HistoryThe History
Operations Management Certificate:Operations Management Certificate: Courses Emphasize:
―Communication Skills―Foundational Business Knowledge―Leadership―Operations Management
• 4343 Graduates
Measures of EffectivenessMeasures of Effectiveness
946 Successful Graduates
331 Promotions
1,000 Employees Served Per Year
18 Graduates
800 Employees Trained
76 Certificates Earned
1,834 College Course Enrollment
764 Online Courses
615 Campus Classes
437 Onsite Classes
22 Modular Online Courses (VLI)
23 Associate Degrees Earned
ReplicationReplicationCiti pioneered college certificate programs in the workplace. These companies followed:Cengage Learning (previously Thomson)Cincinnati/Northern Kentucky International Airport Mazak CorporationSanitation District No. 1Staples NAD Customer ServiceValassis Direct MailWagstaff, Inc
ReplicationReplication
Citi Call Centers nationwide also followed…
Kansas City, Missouri
Tampa, Florida
Tucson, Arizona
Albuquerque, New Mexico
ReflectionReflection
Have we been successful?Skill Enhancement – 1,834 EnrolledImprove Retention – Achieved Encourage College Credential Completion –
76 Certificates, 23 Associate DegreesPrepare Employees for Professional Advancement
330 Promotions
QuestionsQuestions
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