INNOVATIVE PATHWAYS TO PUBLIC SERVICE: Linked Learning Conference 2018
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INNOVATIVE PATHWAYS TO PUBLIC SERVICES RESULTS IN: Development of vibrant 21st century government leaders who can transform the government sector to be more responsive to communities and better equipped to find solutions to complex inter governmental issues Jobs with living wages and benefits that lead to healthier communities A more diverse, representative and prepared public service workforce via employer/education partnerships
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INNOVATIVE PATHWAYS TO PUBLIC SERVICE: Linked Learning Conference 2018
- 1. L I N K E D L E A R N I N G C O N V E N T I O N | A N A H E I M , C A | F E B . 1 2 - 1 4 # L i n k e d L e a r n i n g | # L L C O N 2 0 1 8 INNOVATIVE PATHWAYS TO PUBLIC SERVICE FEBRUARY 13, 2018
- 2. # L i n k e d L e a r n i n g | # L L C O N 2 0 1 8 INNOVATIVE PATHWAYS TO PUBLIC SERVICE
- 3. # L i n k e d L e a r n i n g | # L L C O N 2 0 1 8 OVERVIEW OF TODAY’S SESSION • Introduce presenters • Icebreaker • Vision of IPPS • What does the PS look like • Problems & Opportunities/Solutions • Journey Sacramento is on • Things to think about • Q & A
- 4. # L i n k e d L e a r n i n g | # L L C O N 2 0 1 8 PRESENTERS • Dr. Jeffrey A. Mrizek, Ed.D, MBA Dean- Effective Practices California Community College Chancellor’s Office • Terri Carpenter Workforce Development Manager Sacramento Employment Training Agency-- Sacramento Works • Bina Lefkovitz Consultant Institute for Local Government
- 5. # L i n k e d L e a r n i n g | # L L C O N 2 0 1 8 ICEBREAKER Share one or two adjectives that come to mind when you think about government. Share what you would say to a youth about the benefits of working for the public sector. Have any of your pathways connected to the public sector? If so how? If you are with a public sector agency, have you worked with pathways, and if so how?
- 6. # L i n k e d L e a r n i n g | # L L C O N 2 0 1 8 OVERALL VISION OF OUR COLLECTIVE WORK Government Agencies and Pathways in our HS and Colleges partner together to help youth/young adults: • learn important 21st century and civic skills, • become interested in joining the public sector workforce and • engage as active citizens in their communities. The public sector becomes a destination employer, attracting a more diverse and younger workforce who will experience multiple career opportunities with in government employment over the life of their careers.
- 7. # L i n k e d L e a r n i n g | # L L C O N 2 0 1 8 MEET SHAMOND OWENS: THE FUTURE OF PUBLIC SERVICE
- 8. # L i n k e d L e a r n i n g | # L L C O N 2 0 1 8 What does the Public Sector look like in our region? Cities Counties Special Districts (water, fire, health, parks, recreation, mosquito/vector control, etc.) State Agencies County Office of Education K12 School Districts Community Colleges
- 9. # L i n k e d L e a r n i n g | # L L C O N 2 0 1 8 What does the Public Sector look like in California? K-12 32% Local Government 25% Public Colleges, Universities, Professional Schools 20% State Government 7% Federal-Civic 6% Federal-Military 7% Public Hospitals 3% THERE ARE MORE THAN 3 MILLION PUBLIC SECTOR JOBS IN CALIFORNIA
- 10. # L i n k e d L e a r n i n g | # L L C O N 2 0 1 8
- 11. # L i n k e d L e a r n i n g | # L L C O N 2 0 1 8 SAMPLE WAGES & EDUCATION Career Median Hourly Earnings Level of Education Job Training Needed Work Experience Required School Teacher $34.48 Bachelor's Degree Internship/ Residency None Management Analyst $33.43 Bachelor’s Degree None Less than 5 years Police & Sheriff Patrol Officer $45.22 High School Diploma or Equivalent Moderate on the job training None Administrative Support $27.19 High School Diploma or Equivalent Short-term on the job training None
- 12. # L i n k e d L e a r n i n g | # L L C O N 2 0 1 8 PROBLEMS/CHALLENGES FACING THE PUBLIC SECTOR PIPELINE LACK OF YOUTH CIVIC ENGAGEMENT PUBLIC SECTOR RETIREMENT TSUNAMI 280,794 JOBS IN THE PUBLIC SECTOR:30% OF ALL REGIONAL JOBS PUBLIC SECTOR JOB DESCRIPTIONS HIRING PROCESSES LAG CURRENT REALITIES PUBLIC SECTOR WORKFORCE DOES NOT REPRESENT COMMUNITY STIGMA ABOUT PUBLIC SECTOR JOBS CONFUSION AND MISINFORMATION ABOUT GOVERNMENT AGENCIES LACK OF INTENTIONAL RELATIONSHIP BETWEEN PUBLIC SECTOR AND PATHWAYS
- 13. # L i n k e d L e a r n i n g | # L L C O N 2 0 1 8 Create a network of local regional public sector/educ ation stakeholders who collaborate Make the public sector a destination employer providing multiple career options In-Skill: Attract more diverse entry-level workers Up-Skill: Improve existing worker competencies / training, and succession planning Create a culture of innovation in the public sector to try out new ideas Connect Pathways to PS employers POSSIBLE SOLUTIONS
- 14. # L i n k e d L e a r n i n g | # L L C O N 2 0 1 8 SYNERGY IN OUR REGIONAL EFFORTS Summer at City Hall- Seven communities in region supporting youth-civic engagement and WBL Governor’s Civil Service Initiatives Creation of a public service certificate at Folsom Lake College Mayor Steinberg’s 1000 Strong Initiative for Youth Employment Career Pathways Trust – CRANE and CAP Public Service, Law, Social Justice and Criminal Justice Pathways in the region Power of Democracy and Action Civics Initiative in the region
- 15. # L i n k e d L e a r n i n g | # L L C O N 2 0 1 8 JOURNEY WE ARE ON Formation Planning Pilot Scale
- 16. # L i n k e d L e a r n i n g | # L L C O N 2 0 1 8 JOURNEY WE ARE ON
- 17. # L i n k e d L e a r n i n g | # L L C O N 2 0 1 8 Where We Are in the Process…Formation Assembling Key Partners Regional Government Agency (SACOG) California Community College Chancellor's Office Los Rios Community College’s Workforce Development Department CSU Sacramento Sacramento Employment & Training Agency Institute for Local Government K12 systems Identifying Regional Assets Identify assets of the partnership and existing needs (relationships, funding, capacity, etc.) Initial Funding Garnered support to convene regional stakeholders to develop common vision and action plan Regional Process Align Capitol Region hired to develop and lead Collective Impact and Human Centered Design Process in 2018
- 18. # L i n k e d L e a r n i n g | # L L C O N 2 0 1 8 CHALLENGES OF OUR WORK • Dynamic region with different levels of expertise and capacity • Consensus building – Getting right people to the table – Building trust and relationships – Finding mutual interest • Getting clear on the vision and the real problem • Sustaining interest • Executing Pilot Ideas- Capacity & System Barriers • Moving to scale beyond pilots • Keeping students not systems at center of conversation
- 19. # L i n k e d L e a r n i n g | # L L C O N 2 0 1 8 WHAT COULD BE DIFFERENT… AS A RESULT OF THIS WORK INNOVATIVE PATHWAYS TO PUBLIC SERVICES RESULTS IN: Development of vibrant 21st century government leaders who can transform the government sector to be more responsive to communities and better equipped to find solutions to complex inter governmental issues Jobs with living wages and benefits that lead to healthier communities A more diverse, representative and prepared PS workforce via employer/education partnerships
- 20. # L i n k e d L e a r n i n g | # L L C O N 2 0 1 8 THINGS TO THINK ABOUT…. • Do you know what the public sector looks like within your region/jurisdiction? • Do you have connections to leaders/practitioners you can reach out to? • What is your current level of intergovernmental and educational partnerships? • Are there any champions or activities to build upon? • How aware are stakeholders of the employment challenges facing the public sector in your region? • Is there capacity to convene entities and do stakeholder outreach?
- 21. # L i n k e d L e a r n i n g | # L L C O N 2 0 1 8 Q & A
- 22. # L i n k e d L e a r n i n g | # L L C O N 2 0 1 8 CONTACT INFORMATION Jeff Mrizek • jmrizek@cccco.edu • 916-323-5953 • 916-607-9420 cell/txt Terri Carpenter • Terri.Carpenter@seta.net • (916) 263-7891 Bina Lefkovitz • Blefkovitz@gmail.com • 916-213-9679
- 23. # L i n k e d L e a r n i n g | # L L C O N 2 0 1 8 Sources
- 24. # L i n k e d L e a r n i n g | # L L C O N 2 0 1 8 NOTES
Editor's Notes
- Dr. Jeffrey A. Mrizek, Ed.D, MBA Dean- Effective Practices California Community College Chancellor’s Office Terri Carpenter Workforce Development Manager Sacramento Employment Training Agency--Sacramento Works Bina Lefkovitz Consultant Institute for Local Government
- Bina Either have each phrase on a flip chart in the room, or have people match up for each question- depends on how many people are at the session
- Terri A systemic problem where one system cannot solve the problem on its own Government Agencies and Pathways in our HS and Colleges partner together to help youth/young adults: learn important 21st century and civic skills, become interested in joining the public sector workforce and engage as active citizens in their communities. That the public sector becomes a destination employer, attracting a more diverse and younger workforce who will experience multiple career opportunities with in government employment over the life of their careers.
- Shamond is a Senior at Health Professions High School Studying to become a social worker interested in mental health. Shamond is a foster youth that perseveres with a positive attitude and wants to help youth just like himself by operating a group home for foster youth.
- Add in numbers Public Sector is fragmented and numerous/confusing Not only do our staff now know who does what and how many jurisdictions there are- but youth and the community are also confused If I can find the data state the numbers Cities -22 Counties- six Special Districts (water, fire, health, parks and rec, mosquito, other) State Agencies- 110 K12 School Districts-13 in Sac County alone Community Colleges Colleges/Universities
- Source?
- Pull out 5 of the job descriptions (wages, education, etc.) Here are some examples of the diverse jobs offered in the PS, demand for certain jobs, average earnings and degrees needed
- Source?
- Where is the data coming from….. Lack of youth civic engagement High percent of jobs in our region are public sector: Region 30% ( 280,794 jobs) Public sector retirement tsunami PS Job functions and skills not keeping up with changing needs, technology Current public sector employees do not reflect the diversity of the community Public sector is not seen as a cool place to work Understanding multitude of PS agencies is confusing No concerted intentional efforts to connect the PS with HS Pathways Where is the data coming from….. Terri below is a list of the problems and challenges we have found facing the PS and workers who may want to or currently work in the PS Lack of youth civic engagement Students are disengaged in civics: Less than 50% of teen felt that engagement in local or state issues was their responsibility. Low voter turn out of youth ages 18-24 in 2014 primary less than 8%, civics has not been taught in our schools for the last decade This is changing with the new social science and history framework and the new seal for civic literacy. In our region PS offers 30% of the employment base, so we are not taking advantage of the fact that PS is an important place for people to find employment – if we want the best and the brightest we need to make working for PS attractive as working for the other top industires- health care, finance, services, ???? High percent of jobs in our region are public sector: Region 30% ( 280,794 jobs) but it is not marketing as a destination employer and some classifications are hard to fill Public sector retirement tsunami- creates a worker gap PS Job functions and skills not keeping up with changing needs, technology Current public sector employees do not reflect the diversity of the community Public sector is not seen as a cool place to work by younger (and future) members of the workforce Understanding multitude of PS agencies is confusing for school pathway staff and the public No concerted intentional efforts to connect the PS with HS pathways-missed opportunity as the PS offers any job you can think of
- Jeff Create a network of local regional public sector stakeholders who will agree to collaborate and partner with K12, CC and CSUS to create an innovative set of pathways into public sector employment Make PS a destination employer providing multiple career opportunities In Skill -Attract more diverse Entry level workers, Upskills- Improve existing worker competencies/training, succession planning Create a culture of innovation in the PS to try new ideas Build on other work in the region
- Bina and Jeff Current efforts in the region are disconnected but lend themselves to synergy
- Communicate the need for champions: Policy maker and practitioner Assembled Key partners: SACOG, CC Chancellor's Office, Los Rios Community College’s Workforce Development Department, Cal State Sacramento, Sacramento Employment & Training Agency and the Institute for Local Government Identifying What each partner brings to the table Received funding to convene larger group of stakeholders, develop a common vision and action plan Hired Align Capitol Region who does collective impact and human center designed work
- Focus on youth – who are they? Why help? Students, disconnected youth, opportunity Students in school, not in school, diverse, lower-income….
- Bina
- To explore how a partnership between public sector agencies and Education has mutual benefits- public sector needs new workers as its workforce is retiring and also is in need of a more diverse workforce- while pathways needs work based learning partners. There are may types of public sector agencies- so it could be challenging accessing these agencies without some kind of coherent plan and structure Creating a partnership between those agencies can facilitate easier access to work based learning opportunities, and help public sector agencies collaborate on growing a pipeline into the public sector and helping workers advance up once employed. INTENDED AUDIENCE
- To explore how a partnership between public sector agencies and Education has mutual benefits- public sector needs new workers as its workforce is retiring and also is in need of a more diverse workforce- while pathways needs work based learning partners. There are may types of public sector agencies- so it could be challenging accessing these agencies without some kind of coherent plan and structure Creating a partnership between those agencies can facilitate easier access to work based learning opportunities, and help public sector agencies collaborate on growing a pipeline into the public sector and helping workers advance up once employed. INTENDED AUDIENCE