Workforce Development 2.0

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Some thoughts on the future of a public workforce development system: A presentation to the 2011 Association of University Business and Economic Research conference.

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Workforce Development 2.0

  1. 1. Workforce Development 2.0:How to Design a New PublicWorkforce SystemEd MorrisonPurdue Center for Regional DevelopmentAUBER | IndianapolisOctober, 2011
  2. 2. Lessons from around the countryLocation of Strategic Doing presentations and workshops
  3. 3. Collaborations to innovate
  4. 4. A few key conceptsTo move toward Workforce Development 2.0
  5. 5. Workforce Development 2.0Comes down to the 5 realities 1. Understanding a systems perspective 2. Adopting skills as a common language 3. Designing new visual maps for careers 4. Managing our regional “skills bank” 5. Accelerating open innovation: Collaborating quickly
  6. 6. Our outdated ideasMany of us have an obsolete mental model 4 Years of Career K through 12 College del explains less This mo of wha t goes on t han 25%
  7. 7. Reality 1: Take a systems viewLess than 50% are prepared for high income careers 4 Years of College 3 2 Years of Early College Career Childhood K through 12 Certifications 2 5 1 $10.00 per hour 4 Entry level Unemployed Working Dependency poor Cycle Source: Ed Morrison, This material is distributed under a Creative Commons Attribution-ShareAlike 3.0 license.
  8. 8. Workforce Development in a NutshellLess than 50% are prepared for high income careers Source: Ed Morrison, This material is distributed under a Creative Commons Attribution-ShareAlike 3.0 license.
  9. 9. Reality 2: Skills as a common languageBridge the communications gaps
  10. 10. Advance Manufacturing Competency model Source: US DOL
  11. 11. Reality 3: New career pathway mapsUsing skills as path markers Active listening + Active learning + Mechanical + Mechanical + Oral Production/ Comprehension + Mechanical Welder Machinist Oral Expression + Processing + Visualization + Engineer Mathematics Problem Sensitivity + Information Ordering Source: EMSI
  12. 12. Manufacturing Career Map Source: EMSI
  13. 13. Student/Parent Career Map for NursingA high level health career roadmap for parents of youngchildren might look something like this... EarlyChildhood K through 12 4 Years of CollegeEducation Middle and High 2 Years of College Skill Health Care Ready for Career School Certifications Reading by Grade 2 Career exploration Career guidance Grades 4-8 Grades 9-12 Alegebra by Chemistry, Grade 9 Physics, Biology Early college Source: Strategy-Nets
  14. 14. Nursing Career Map A nursing career map from the UK Source: UK Department of Health
  15. 15. Reality 4: Regional Skills BanksUnderstanding Occupational Clusters http://www.statsamerica.org/innovation Source: Purdue Center for Regional Development, EMSI, and Indiana University Business Research Center
  16. 16. Skills Mapping: An ExampleJOHNSON  SPACE  CENTER    Explora3on   "Marketable  Skill"  for   Petroleum   Life  Core/Support  Competency Industry Refining  &     Sciences  &       Systems  Engineering;  Project   Chemical   Healthcare1.1  SpacecraL  SE&I Management   Products        2.1.1  Integrated  Mission  Architecture  Defini3on  &  Analysis Systems  Architect          2.1.2  Explora3on  Trade  Studies  &  Analysis Acquisi8on/Procurement P         Engineering  Discipline/Domain  2.1.3  Vehicle  Design  &  Integra3on Exper8se           Pyrotechnics/Explosives;  Hypervelocity  2.1.4  Al3tude,  Impact,  and  Materials  Tes3ng Physics/Analysis;  Sta8s8cs;  Engineering          2.2.1  Technology  Assessment  &  Planning Technology  Research  &  Development P   S     SoCware  Development;  Integrated  3.1.1  Mission  Planning  &  Flight  Design Mission  Planning           Logis8cs/Project  Management/3.1.2  Flight  Opera3ons  &  Training Simula8on P   S     Sports  Medicine;  Bioengineering;  4.1.1  Human  Health  &  Performance Biomedical  R&D;  Nutri8on  R&D     S     Telemedicine;  Bioengineering;  4.1.2  Space  Medicine  and  Health  Care  Systems Environmental  Engineering;       S    4.1.3  Human  Factors Biomedical  R&D;  Human  Factors     S    S  =  Strong  Likelihood  of  Skills  MatchP  =  Possible  Likelihood  of  Skills  Match Source: RegionerateBlank  =  No  known  likely  Skills  Match
  17. 17. Reality 5: Strategic CollaborationsBuilding metrics driven collaborations quickly 4 Years of College 3 2 Years of Early College Career Childhood K through 12 Certifications 2 5 1 $10.00 per hour 4 Entry level Unemployed Working Dependency poor Cycle
  18. 18. Washington State: Industry Skill Panels
  19. 19. Pennsylvania: Industry Partnerships
  20. 20. Indiana: Re-engagement Pathways
  21. 21. Strategy-Nets:Youth Network Pilots
  22. 22. Strategic DoingDevelops strategy for collaborations Where are we going? How will we get there?
  23. 23. Where are we going?How will we get there?
  24. 24. Workforce 2.0Implications for new policy Scrap old programs: Move from fixing problems to “linking and leveraging” assets We need investments in: • One Stop infrastructure for skill assessments and career guidance • Vouchers for subsidizing training tied to skill assessments • Seed investments in productive collaborations • Applied research on new tool development and dynamic evaluation
  25. 25. Thank you Ed Morrison Economic Policy Advisor Purdue Center for Regional Development edmorrison@purdue.edu

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