Transcript Slide 1
Enhancing Student Opportunities
Certifications and Specialized Career and Technical Education
I. Welcome
Introductions
Theme
Objectives
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Marie Mackintosh
Director of Adult Education Programs
Indiana Department of Workforce Development
Ken Mall
Managing Director, Workforce Consulting
Educational Data Systems, Inc.
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Theme – Employer Engagement
We will present concepts from three different states
focused on responding to employers’ need for workers
with the skills to meet current job requirements and to
grow with technologically driven change, and
workforce development systems’ desire to help people
attain employment in family sustaining jobs.
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Objectives
Demonstrate successful partnerships
between adult education providers and
employers
Increase awareness of innovative
approaches to workforce development and
skill attainment
Demonstrate how traditional classroom
training can be merged successfully with
e-learning to create a culture of continuous
learning
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Programs
Southcentral WIB (PA)
WorkIndiana
Metropolitan Atlanta Rapid Transit
Authority (MARTA)
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Southcentral WIB Industrial Maintenance: Training Needs Analysis
Develop an industry based training
program to help meet current and
future skilled workforce needs.
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Southcentral WIB Industrial Maintenance: Training Needs Analysis
Blue Collar continues to go high-tech
Within five years , as many as 3 million
manufacturing jobs could come back to the U.S.
They will almost exclusively be high-skill, high
demand positions
Critical shortage of precision machinists and
industrial maintenance technicians
Employers in the region projected to create 17,000
jobs over next decade
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Southcentral WIB Industrial Maintenance: Training Needs Analysis
Regional focus on improving curriculum
and employment outcomes through
partnerships between adult education
providers and manufacturing employers
Determined skill needs and gaps; leading
to potential curriculum modifications
Improved employer flexibility and creativity
around hiring and training
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Southcentral WIB Industrial Maintenance: Training Needs Analysis
Rural Pennsylvania
WIB is comprised of 8 counties around the
City of Harrisburg - significant
Manufacturing Hub
– Harley-Davidson
– Voith Transmission
– York Peppermint Patty
– Starbuck’s Coffee
– Hershey
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Partners
Manufacturing
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Beck Manufacturing
Hershey Park
JLG
McClarin Plastics
Manitowoc Cranes
Maxima
Snyder’s - Lance
Tate Access Floors
Tucker
Turkey Hill
Weldon Volvo
Education
Lebanon County Career and
Technology Center
Franklin County Career and
Technology Center
Cumberland-Perry Area Vocational
Technical School
Lancaster County Career and
Technology Center
Harrisburg Area Community College
Penn State University – Harrisburg
PA State System of Higher Education
(PASSHE)
York County School of Technology
Process
Determine
Employer Needs
Identify jobs
and analyze
skills needed to
perform the
jobs
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Identify Training
Provider Capacity
Analyze
curriculum
based on
employer
needs
Determine
Curriculum Gaps
Identify gaps
between
employer
needs and
training
provider
capacity
Develop Solutions
Jointly develop
solutions to
address the
gap.
Not all the
solutions are
the
responsibility
of the training
provider
Implement
Solutions
Determine the
best metric to
track success
Outcomes
Curriculum appeared to deliver skills employers say
they are looking for
Core mechanical skills addressed but, not to depth
employers are asking for
Employers are unconvinced of level of hands-on
experience provided
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Solutions
Define the Machine Operator Maintenance Career
Ladder
– Partnerships with degree programs for higher level skills
Implement Apprenticeship and OJT programs
Hire during training
Create an ideal curriculum based on consensus of
employer requests
Align curriculum with the Manufacturing Skill
Standards Council (MSSC) certifications
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Keys to Success
Communication with Partners
Commitment
Analysis – data driven decision making
Open to Modifying Curriculum
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WorkINdiana: The Challenge
1 in 6 in Indiana do not have a high school
diploma
1 in 3 in Indiana’s workforce do not have
the postsecondary skills necessary to have
a sustainable job
Often difficult to identify appropriate
programs and obtain credentials through
traditional methods.
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WorkINdiana: The Structure
Statewide framework that focuses on six
industry sectors
26 certifications offered that align with highgrowth and/or high-demand jobs in Indiana
Seed funding awarded to build the programs
Performance-based funding awarded to
regions for vouchers to pay for students.
Adult education students earn a GED/high
school diploma and an industry-recognized
certification concurrently in an abbreviated
timeframe (16 weeks or less)
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WorkINdiana Framework
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Regional Consortium Model
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Workforce Service Areas
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Consortia Determine the “How”
Certifications chosen from statewide
framework based on local needs
Training providers are community college,
community-based organizations, or local
career and tech education centers
Consortia determine entry requirements
Employers engaged through career days for
students, PD events for teachers, internships,
and more
Career pathways responsibility of consortium
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WorkINdiana: The Results So Far
695 students enrolled since August 2011
83% completion rate
72% certification rate
43% employment rate (completers)
54% emplyment rate (certifications)
Top certifications
– CNC Operator, Welding, CNA
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Metropolitan Atlanta Rapid Transit
Authority (MARTA)
Two-thirds of MARTA’s workforce can
retire over the next 5 – 8 years
(approximately 5,000 people)
Difficult to hire and recruiting for many of
their technical and skilled positions
MARTA has taken a multifaceted approach
to preparing for their future workforce
needs.
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Metropolitan Atlanta Rapid Transit
Authority (MARTA)
Piedmont
Technical
College
MARTA
University
Future
Workforce
Current
Workforce –
Career Ladders
Alstom
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Current
Workforce New Technology
Metropolitan Atlanta Rapid Transit
Authority (MARTA)
Piedmont Technical College
Develop the skills of the future workforce
Focusing primarily on the foundational
skills that are important to success of new
workers in the public transit industry
Two year degree and certificate programs
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Metropolitan Atlanta Rapid Transit
Authority (MARTA)
MARTA University
MARTA has developed extensive internal
technical training programs
MARTA University (web based)
Offers current employees career ladder
opportunities
MARTA University delivers training in ways
ideal for a new generation of workers and
addressing training delivery challenges
through the flexibility of e-learning methods
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Metropolitan Atlanta Rapid Transit
Authority (MARTA)
Alstom
Investing $115 million in infrastructure and
new technology
Includes a substantial human capital and
training investment
Upgrading the skills of more than 800
workers
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Outcomes
Blended approach to meet MARTA’s
current and future needs
Sustainable
– Technical college programs
– MARTA U
Includes advanced technology
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Discussion
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Marie Mackintosh
Director of Adult Education Programs
Indiana Department of Workforce Development
[email protected]
Ken Mall
Managing Director, Workforce Consulting
Educational Data Systems, Inc.
[email protected]
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