Healthcare cop deck 2 27 12

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  • Plan for today is about sharing – conversational, exploratory – don’t hold back – a COP only work when we share and compare. Look for pieces of the intellectual intelligence that you can leverage. Listen for languaging and ideas you can replicate for your own programs, external relationships and internal culturesIntros – meeting, CAEL team, roll call via webex (MidSouth, NWFS, RRCC, Gateway, BSC, Hennepin)SlideDon’t hold back
  • Familiar – Program Parkway
  • Specifically Hey, Employer Partners
  • Share some insights into why your sector-focused programs MAKE SENSEIn today’s economic uncertainty - (no surprise) Business leaders across the board are concerned about talent – where to source, how to build, how to keep itConcern = Great opportunity for your institutionsSlide: Deloitte (consultancy practice) surveyed nearly 400 sr. executives and hr leaders 19% As you build programs, their bus needs can be addressed20% Promotion and advancement clarity is critical to employees39% & 62% Job specific training – internships offer opp to specialize what you teach71% concerned with retention and attrition. Desperate for pipelines/ There’s no better place to source candidates then your programsWhat employers are looking for is directly aligned to what you do – building skill, competence…WORKFORCE. The importance of having employers at the table has never been higher.
  • The value proposition of your sector-specific program is heightened in this economy and can help deliver the kind of business ROI employers need. But how do we improve engagement? EMP ENGAGEMENT TIPS: You’ve decided to build (or change a program) - the time to engage employers and industry focused associations – UP FRONT – doesn’t have to be in an official Advisory capacity at this point – but talk with and learn from them….all the LMI information in the world is useless if there are no jobs on the other end or program doesn’t match the need. BUILDING VALUE STATEMENT - Figure out ‘in business speak’ what employers gain by working with you. Get to the buzz words and meat of their struggle. CAEL uses consultancies for background (sector specific practices and good research talent and WD overall). What associations or other orgs are good sources for HC career information? Informational interviews - What questions do you ask? Industry structure, trending, other orgs that support the industry. Who is their “go-to” source for up-skilling? How can your institution bridge their gaps? Any magic bullets? WHO IS AT THE TABLE? Whatdo each of these stakeholders want to hear you are going to do for them? Your messaging needs to change along the way. What does staffing want to hear? WD? Training? Leadership? ROLE PLAY EACH ONE A BIT - Sales example – lost the engagement b/c college was selling their “program” to staffing. They don’t care. They care about pipeline. Emotional IntelligenceOnce the value statement is clear – BE CONFIDENT IN IT
  • If you’ve been effective with your value propositions - At this point, employers shouldunderstand “what’s in it for them”. Now what? There’s psychology in working effectively with employers. And, potentially an attitude adjustment that might need to happen inside the college. FLIP: Our experience working with EPCE & NACTEL (Explain – 10 years) is that schools that Flip the Model have most effective Advisory or Curriculum Development Boards. We aren’t the teacher in this instance. Working group ‘reports’ to employer lead. Peers are king. Members need to know that Employer has control and reporting structure works: Employer chair then school. Changes the dynamic and delivery outputsRUN IT LIKE A BUS - Thanks to Gateway for sharing their model. Non-meeting driven engagement…we keep hearing people don’t have time to meet…how can we address this? MEANING work outside group. Other?How do your Advisory Bds work? Share experiences of when they work well. Why? How does feedback work on graduates? Is there an established channel? Great way to continue engagement. MAKE ‘EM WANNA…Go back to value statement EVERY TIME you end an engagement.
  • You’ve done a fair amount of LMI digging to have a sector-specific program. Assuming part of your decision process came from ED sources like pic. ED wants you to understand statewide and local industry targets - how they recruit new business. Your supporting programs should be high on their screenThe point to make here is that with this level of economic data they can see which sectors are growing and at what rate that growth is happening. Essentially the best target is a large bubble in the top right quadrant (meaning lots of growth – lots of job opportunity – as well as the strength of the sector.)WHERE DO YOU: • Census data on workforce demographics (employment by industry, occupation, educational attainment, age, race/ethnicity, and residence) • Data from state education agencies on test scores and graduation numbers and rates by high school and student race/ethnicity and gender. • Data from state or federal agencies or local institutions on postsecondary enrollment and rates of remediation by institution and student characteristics • Data from state or federal higher education agencies on the number of credentials by institution, degree level, field and student characteristicsWhere does impetus for programs (or program changes) come from? Inside / Outside?See examples we emailed? Outline mature worker appropriate positions. Have you done this? We can help.STEPS HOW TO PUT TOGETHER: Examples we sent. What do your pathways look like?
  • Pull up the website directly on the screen: http://vividfuture.org/
  • SLIDEHow do you use Career Pathway information?
  • Cheryl Hay - CSCCOther?
  • Let’s say you identify a need through employer network – seek funding together – expand your partnership ** TA - CAEL helps colleges source funding to build programsSLIDE: Where we go Also - Regional foundationsAre you doing this? Examples: 1) Hennepin CC – Judy Swanson – applying for Career Change Academy (serve 150 50+) career changers with career counseling, plcment asst, work readiness 2) Others – please describe 3) EPCE – DOL $3M, 3 year – employers were included from the start. Input on content of courses, commitment to put their incumbent workers through programs, ROI is training offset and 1st dibs on students who come through program…value proposition. REALLY strong In grant situations who are your partners?
  • No secrets!!!! What’s making (or would make) your life easier What is the best relationship you’ve built in the past year? Why?What relationship do you want to establish or solidify by year end?If time and money were of no concern – what program building tool/resource/relationshipwould you add to your toolkit? What’s the one LMI source you won’t live without?
  • Marketing:CAEL research on non-profits
  • Healthcare cop deck 2 27 12

    1. 1. MetLife Phase 2Healthcare Sector Community of Practice
    2. 2. Agenda – Virtual Session #1  Introductions (10 min)  Employer engagement (30 min)  Why & Who  How to  Career pathways (30 min)  Development  Use  Your best ideas (15 min)  Confirm next COP topic (5 min)2
    3. 3. Today’s Emphasis3
    4. 4. Program Parkway4
    5. 5. 2011 Top Talent Concerns 19% - Aligning HR and talent with business priorities 20% - Creating career paths  1/3 of Gen Y/Millennials  2/3 of Gen X  ½ of Boomers 39% - Recruiting hard to find skill sets 62% - Job specific functional training 71% - High or very high concerns about retention5 Source: Deloitte – Talent Edge 2020, Redrafting talent strategies for an uneven recovery
    6. 6. Employer Engagement Tips Building the value statement  Market research – IBM Institute, Deloitte, Accenture, Manpower, McKinsey  Informational interviews/focus groups Who is at the table? Why? How does this change the conversation?  Staffing  WD  Technical Training6
    7. 7. Advisory Role Flip the model  Employer leads  College supports Run it like a business  Set clear agendas, objectives and next steps – MOU, Charter  Don’t have meetings just for meetings sake  Assign “to-do’s” to keep process moving  Make them a critical part of program development  Constantly check that program aligns to business need Make ‘em wanna come back7
    8. 8. Career Pathway Development Where do you get your data? •O*Net Online (http://www.onetonline.org/) •Instructionally or Regionally Driven? •Chamber of Commerce & Economic Development •Workforce System What steps do you take to build a Pathway? How do you put it together? www.VIVIDFuture.org8
    9. 9. VIVIDFuture.org9
    10. 10. Career Pathway Uses  Career Awareness  Educational Advising  Career Development  Industry Promotional Tool  Funding Leverage  Other???10
    11. 11. Partner Use Examples Northwest Florida State College  As a reference tool for transitional students at the Resource Center  Leverage in Perkins Grant applications Columbus State Community College  Ohio Insurance Institute website to talk about Ohio insurance careers  Summer launch11
    12. 12. Grant Opportunities  Sources for Uncovering Opportunities  Find and apply for Federal Grants:  http://www.grants.gov/  http://www.doleta.gov/  Discretionary Dept. of Education grants: http://www2.ed.gov/fund/grant/apply/grantapps/index.html  Bureau of Education and Cultural Affairs: http://exchanges.state.gov/grants/open2.html  Community College specific opportunities  American Assoc. of Community Colleges: http://www.aacc.nche.edu/Resources/GrantOpps/Pages/d efault.aspx12  Other Sources??
    13. 13. Program Parkway Toolkit Career Pathway examples Building programs Industry Engagement Questionnaires Employer engagement Advisory Charters, Member Guide (ie: GWCC example) Develop a Memo of Understanding with Employer Partners at the center (Shawn to share EPCE)13
    14. 14. 14
    15. 15. Materials & Next Session Information Lane - April 11  How keyed-in is your faculty?  External marketing – big boys, employers, students LinkedIn – “CAEL Career Pathways and Counselor Initiative”  Post and check May 16 & June 2015

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