Transcript Best Practices

National CRC
Best Practices
Building a Great Certificate Program
Bill Guest
March 25, 2011
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Best Practices Presentation
• The Problem – Skills Now!
• The Solution – Strategies & Metrics
1.
Employers
2.
Learning
3.
Certificates
4.
Advocates
5.
Statewide Collaboration
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The Problem
is Clear
Skills Now! – A Case for Urgent Action to Build the Skills of America’s Workers (10 of 211)
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A Snapshot of Selected Workforce Development Publications
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Literacy in Everyday Life, 2003 National Assessment of Adult Literacy
Reach Higher, America, Overcoming Crisis in the U.S. Workforce, NCAL
Education and Training Pay, Bureau of Labor Statistics, 2005 Data
Thrive, The Skills Imperative, Council on Competitiveness
America’s Forgotten Middle-Skill Jobs, Skills 2 Compete
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Michigan’s Forgotten Middle-Skill Jobs, Skills 2 Compete
NAM, 2005 Skills Gap Report, A Survey of the American Manufacturing Workforce
Are They Really Ready to Work?, Employer Perspectives, The Conference Board, SHRM
Diplomas Count 2008, Education Week
Cities in Crisis, Education Week
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Left Behind in America, The Nation’s Dropout Crisis, Northeastern University, CLMS
Tough Choices Tough Times, The New Commission on the Skills of the American Workforce
Career and Technical Education’s Role in Workforce Readiness Credentials, ACTE
Fixing the Leaky Pipeline: Why Adult Education and Skills Training Matters for Michigan’s Future
Transforming Michigan’s Adult Leaning Infrastructure
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The National Career Readiness Certificate (NCRC), A “Ready for Work” Skills Currency
The Strategy Map for Workforce Development and Education
State Sector Strategies – NGA Best Practices – NNSP – CSW, November 2006
An Evaluation Framework for State Sector Strategies – NGA – NNSP – CSW, May 2008
Job Training That Works – Public Private Ventures, May 2009
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Skills to Live By – Workforce Strategies Initiative, The Aspen Institute, 2006
Sector Strategies in Brief – WSI The Aspen Institute, November 2007
Systems Change – WSI The Aspen Institute, March 2008
Ohio Stackable Certificates: Models for Success, February 2008
The Career Pathways How-To Guide – Workforce Strategy Center, October 2006
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Bridges to Opportunity for Underprepared Adults – Bridges to Opportunity Initiative, 2008
The National Association of Manufacturers (NAM) Skills Certification System, March 2009
National Center for Construction Education and Research, University of Florida
Career Coaching – A Structured Process to Find the Right Career Path
Disruptive Innovation for Social Change, Harvard Business Review, Clayton Christensen
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Appendix
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Index of Slides with Return on Investment (ROI) Data
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Literacy Impact on Employment
Literacy Impact on Earnings
Personal Income Adults (25 - 64) by Level of Educational Attainment
Net Annual Fiscal Contributions of Adults (16-64) by Educational Attainment – Michigan
Net Annual Fiscal Contributions of Adults (16-64) by Educational Attainment – Texas
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Education and Training Pay (Earning and Unemployment)
High School Dropout Rate - National
High School Dropout Rate – Major Cities
Economic Consequences of High School Dropouts
Return on Investment (ROI) for Dropout Recovery
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Educational Attainment and Life-long Earnings – Michigan
Educational Attainment and Hourly Wages – Michigan
Impact of Increased Educational Attainment – Michigan
Annual Earnings for Example Occupations by NCRC Skill Levels
Annual Earnings by NCRC Skill Level
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Sector-Focused Training – Total Earnings by Month
Sector-Focused Training – Probability of Employment by Month
Sector-Focused Training – Earnings by Month for Employed Treatments and Controls
Sector-Focused Training – Hourly Wage in Primary Job by Month for Employed (T&C)
Skills to Live By – Impacts on Wages, Employment, Healthcare, and Confidence
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Aspen Institute – Impacts on Incomes, Work Consistency, and Job Quality
Aspen Institute – Impacts on Optimism, Confidence, and Earnings
National Average Earnings by Educational Attainment – 2007 based on 2008 CPS – Chart
National Average Earnings by Educational Attainment – 2007 based on 2008 CPS – Graph
Population – Educational Attainment – 2008 American Community Survey
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Return on Investment – Impact of Increase in NAAL Literacy Levels
Return on Investment – Impact of Increase in Educational Attainment Levels
Return on Investment – Impact of Increase in Educational Attainment - Louisiana
Return on Investment – Impact of Increase in Educational Attainment - Michigan
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Total
26,455,554
Total
56,371,283
Total
18,409,284
Note: Working-age adults (18 to 64) in 2006 totaled 188 million. (88/188 = 46.8%)
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Note: Employer view of preparation level increases dramatically with some postsecondary attainment.
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We Have the
Solution
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Strategies
1. Employer Engagement
2. Skills Building
3. Skill Certification
4. Advocacy
5. Support – Statewide Collaboration
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Strategies & Metrics
1. Employer Engagement – Grow Demand for Certificates
Employers must aggregate their voices around competency-based
credentials to drive improvements in their talent supply chains. We will
monitor and report two measures:
Employer Letters of Commitment – Letters will be collected and viewable
on the website by state and county.
Employer Experiences – Case studies, job postings, and news clips will
be collected and viewable on the website by state and county.
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The NCRC
Value for
Employers
Bill Guest
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Employer Use of the NCRC:
• What the NCRC is
• What the NCRC is not
• How to use it correctly
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The Best People are Willing and Able
to do the work that needs to be done.
• What evidence should you
include in your hiring process so
that you hire the best people?
• What evidence is highly
predictive of workplace
performance?
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The Best People are Willing and Able
Cognitive Skills
(Able)
NCRC
• Content Areas:
Behavioral Skills
(Willing)
Personal Skills Assessments
• Performance
• Reading for Information
• Work Attitudes
• Applied Mathematics
• Potential for Unsafe Behavior
• Locating Information
• Talent
• Reasoning Areas:
• Personal Traits Linked to Performance
• Critical Thinking
• Compound Trait Indices
• Problem Solving
• Teamwork
• Customer Service
• Managerial Skills
• Work Discipline
• Fit
• Work-Related Interests
• Values Aligned to Job Fit
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Evidence-Based Hiring Process
“Employers work to make things predictable, uniform, and certain.
Predictability, uniformity, and certainty are universal goals of
executives. The NCRC does this for the hiring process.”
Mac MacIlroy, Past President
Michigan Manufacturing Association, 2008
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No one is going to push top talent
in your door. You need to manage
your talent supply chain just like
any other supply chain.
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Tier 3
Tier 2
Tier 1
Tier 1
OEM
4-Year
Post
Secondary
Employers
CTE
Secondary
Primary
(9-12)
(K-8)
Adult
Learning
2-Year
Post
Secondary
Workforce Development System
The Talent
Supply Chain
Corrections
DHS
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The Talent Supply Chain
Tier 4
Pre-K
Tier 3
Tier 2
Tier 1
OEM
Primary
Secondary
(K-8)
(9-12)
Post
Secondary
Employer
(Various)
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Pre-K
Primary
Secondary
(K-8)
(9-12)
Post
Secondary
Employer
(Various)
? - Evidence-Based Hiring and Promotion
• Evidence of Cognitive Skills
o Reading, Math, etc.
o Reasoning – Critical Thinking & Problem Solving
• Evidence of Behaviors
o Integrity
o Personality Traits and Characteristics
o Interests & Values
• Evidence of Work-Related Content Knowledge
o Degrees, Licenses, Certificates
• Evidence of Personal Responsibility
o Resume, Career Plan, Education Plan
• Analysis to Correlate Competency Evidence to Outcomes
o Valid Reliable Performance Feedback
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A “Ready for Work” Skills Currency
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Writing
Listening
996
814
382 Business Writing
Applied Technology
Teamwork
2,170
1,058
(69.6%) 4,008
(74.6%) 4,298
(80.5%) 4,637
(84.9%) 4,892
Observation
Applied Mathematics
Reading for Information
Locating Information
Essential Skills
based on Analysis of 5,760 Jobs
September 2003 to August 2008
Certificate Skills
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Data Information Intelligence Knowledge Wisdom
Data
Information
Intelligence
Cognitive Skills
Knowledge
Wisdom
NCRC Skills
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Use the
Instruction
Manual
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Talent Supply-Chain
Regional Collaboration
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Strategies & Metrics
2. Skill Building – Grow Workplace Relevant Skills
via Focused Learning
Educators must lead the rebuilding and improvement of our adult
learning infrastructure so that we address the skills gap – the shortage
of individuals with essential workplace relevant skills. We will monitor
and report two measures:
Learning Activity – We will monitor and report activity in learning
experiences that have been shown to be effective in building essential
skills.
Learning Results – We will collect learning results (improvements in
certificate levels) and report them on the website.
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Strategies & Metrics
3. Skill Certification – Grow the Talent Supply
Competency-based certificates are a measure of talent. The total number
of certificates reported will be based on two sub-measures:
Registered Certificates – We will monitor and report registered
certificates based on data reported on ACT’s website.
Non-registered Certificates – We will monitor and report non-registered
certificates from official CRC program websites. The certificate data must
be publicly available with some level of transparency to be included.
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A “Ready for Work” Skills Currency
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Strategies & Metrics
4. Advocacy – Citizens Collective Action
to Drive System Change
Concerned citizens must aggregate their voices around workplace
relevant skills to drive improvements in their regional talent supply
chains. We must come together, learn from each other, and support
each other so that we maximize the results of our collective efforts.
We will monitor and report two measures:
Advocates – Individual advocates can “sign up” on the website. Public
contacts are viewable on the website by state and county.
Website Activity – We will monitor and report website activity as an
indicator of peer to peer learning that is occurring as a result of the
Advocates.
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www.ncrcadvocates.org
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www.ncrcadvocates.org
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www.ncrcadvocates.org
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www.ncrcadvocates.org
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www.ncrcadvocates.org
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www.ncrcadvocates.org
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Strategies & Metrics
5. Support – Assist States and Regions
to Design and Lead Change
The Advocates will provide educational opportunities and offer technical
assistance to states and regions that want to actively participate in the
national certificate movement. The Advocates will engage in three kinds
of activities:
Develop a Leadership Sense of Urgency – Advocates.
Help States Develop Transformation Strategies – Institutes.
Support State Implementation – Employer councils.
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The Talent Supply Chain
Tier 4
Pre-K
Tier 3
Tier 2
Tier 1
OEM
Primary
Secondary
(K-8)
(9-12)
Post
Secondary
Employer
(Various)
Two Key Outcomes:
•Employers get and keep good workers
•Individuals get and keep good jobs
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The alignment model is a
conceptual framework that
states can adapt to meet
their specific needs.
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The Certificate Statewide Alignment Model
GOVERNOR’S OFFICE
OTHER
CORRECTIONS
HUMAN SERVICES
WORKFORCE
DEVELOPMENT
ADULT LEARNING
POST-SECONDARY
HIGH SCHOOLS
ECONOMIC DEVELOPMENT
EMPLOYER DEMAND
POLICY FOUNDATION
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“Big Goal”
60% with high quality
degrees and credentials
by 2025
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Internationally Competitive Talent Target for 2025
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Questions
The National CRC Advocates
Bill Guest
616.430.0828 cell
[email protected]
This summary was prepared to provide busy leaders with a quick overview of
certificate program best practices. Please refer to the best practices section of our
website for further details. www.ncrcadvocates.org
Copyright © 2011 by Bill Guest
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