This document discusses using sector strategies and apprenticeship programs to better connect education and employment opportunities in the Motherlode region. It provides examples of how sector strategies have targeted in-demand industries like manufacturing, health care, and construction. Apprenticeship programs blend classroom and on-the-job training to teach occupational skills while students earn a wage. The document points to the Swiss apprenticeship model as an example of an integrated education system that is oriented toward the labor market. It argues that scaling up youth apprenticeship programs in California could reduce unemployment and student debt while boosting the state's economy.
The Research & Development training programme will increase R&D skills within your business, giving you the information, knowledge and improved practices your business needs to succeed. This high quality training programme is an essential, flexible and rewarding experience.
Studies have shown that companies that invest in Research & Development (R&D) grow and prosper regardless of how competitive their markets may be.
For eligible organisations, it is being fully funded by the European Social Fund so there is no cost to you.
business development strategies,
CMI is strongly supportive of the further education (FE) sector and welcomes Government’s proposals to give it more autonomy and flexibility, and to open up access for a greater number of people. We therefore welcome the widening of FE provision, especially in response to local demand and in collaboration with local and regional employers, but underline the importance of maintaining standards.
CMI and other professional bodies have an important role to play in collaborating with the FE sector and employers to ensure qualifications reflect employers’ needs, meet professional standards, provide professional recognition and provide continuing professional development (CPD) for learners.
The Research & Development training programme will increase R&D skills within your business, giving you the information, knowledge and improved practices your business needs to succeed. This high quality training programme is an essential, flexible and rewarding experience.
Studies have shown that companies that invest in Research & Development (R&D) grow and prosper regardless of how competitive their markets may be.
For eligible organisations, it is being fully funded by the European Social Fund so there is no cost to you.
business development strategies,
CMI is strongly supportive of the further education (FE) sector and welcomes Government’s proposals to give it more autonomy and flexibility, and to open up access for a greater number of people. We therefore welcome the widening of FE provision, especially in response to local demand and in collaboration with local and regional employers, but underline the importance of maintaining standards.
CMI and other professional bodies have an important role to play in collaborating with the FE sector and employers to ensure qualifications reflect employers’ needs, meet professional standards, provide professional recognition and provide continuing professional development (CPD) for learners.
Presentation by Gillian Ong (Ms), SkillsFuture Singapore for the 11th Meeting of the OECD Southeast Asian Regional Policy Network on Education and Skills, 24 November 2021
Ms. Gillian Ong, Manager of the Strategic Planning Division at SkillsFuture Singapore, shared some of the many innovative policies being implemented in her country to respond to global megatrends. She introduced SkillsFuture Singapore and the various initiatives they offer across the life course to upskill and reskill the national workforce.
Join Laura as she look at practical ways to learn from each other’s experiences, successes and mistakes. Using tips from inside and outside of the sector. Let’s evaluate and learn from our mistakes rather than repeat them.
Building manageing a_european_recruitment_teamblackcat07
Organisations who will need to grow their internal recruitment teams for expansion hiring projects across Europe.
It will highlight how the Internal Recruiter role and responsibilities have changed over the last 15 years and what are the skills you would expect an Internal Recruiter to know or learn when you hire them.
It will give you the opportunity to learn from the mistakes of others who have tried and not been as successful in growing an internal recruitment team - as they had hoped.
Real insight from a real European TA Leader "Eoin Hanley".
The Team at Resource Central hope your hiring projects are successful and if you need any support or have any questions, please contact martin@weareresourcecentral.com and he will be glad to help.
How Xerox Services is Driving Learning Culture with New L&D TechnologiesDavid Blake
Bersin by Deloitte research suggests that the single biggest driver of business impact tends to be the strength of an organization’s learning culture. But most of today’s workers are increasingly overwhelmed, distracted and impatient. They’re also now empowered to direct more and more of their development, often using outside resources. As a result, building a culture of continuous, everyday learning is a growing challenge for many L&D teams. New tools and emerging technologies can help, but building and sustaining an effective learning culture also demands that L&D professionals embrace new ways of thinking and working.
In this presentation you will learn:
-What learners can teach L&D professionals about learning
-What types of technologies can enable continuous learning
-How Xerox Services University is leveraging a culture of continuous experimentation to build a habit of everyday learning
What: The Workforce Forum | Recruiting, Training, and Retaining Top Talent
Who: Coordinated by The Chamber For a Greater Chapel Hill-Carrboro and presented by Chapel Hill Media Group, Duke Energy, and Durham Technical Community College.
When: Thursday, July 22, 2021 from 8:30-10:00am
Why: Each year, local employers leave tens of thousands of dollars on the table in cash, tax credits, and in-kind support to recruit, train, and retain workers. The purpose of this forum is to help local employers know what workforce resources are available, why they matter, and how to take advantage of them.
Flow: This forum will demystify the current workforce system and resources available to help local businesses, and begin the community-wide conversation on what it means and what it takes to have a local talent pipeline that meets current and projected demands.
Framing: The Workforce Ecosystem and Talent Pipeline
Katie Loovis, Vice President of External Affairs, The Chamber
Segment 1: Recruiting Resources
• Andrea Fleming, Director of Existing Industry Services, Alamance Chamber
• Luca Romano, VP of Operations, AKG of America
• Caraina Garris, Manager, NC Works Career Center of Orange County
• Nora Spencer, Founder and CEO, Hope Renovations
Segment 2: Training Resources
• Beth Payne, Dean of Corporate Services, Durham Technical Community College
• Roxana Shevack, HR Manager, Morinaga America Foods, Inc
Segment 3: Retaining Resources
• Tammy Wall, Director, Regional Partnership Workforce Development Board
• Jackie Jones, Associate Director of Human Resources, Piedmont Health
About the Critical Issues Series: Coordinated by the Chamber's Government Affairs Committee, the 2021 Critical Issues Series (formerly known as the Policy Series) includes ten forums and features influential guest speakers who address timely topics for Greater Chapel Hill-Carrboro related to the economy, economic and workforce development, public policy, and local elections.
Josh Bersin’s HR Predictions for 2014. Building a Strong Talent Pipeline for ...Sage HR
Employers will be challenged to attract, retain and develop people in 2014. Organizations will need bold, innovative talent and human resources strategies to compete for skills amidst a global economy recovery. As retention concerns mount, organizations will focus on building a passionate, highly-engaged workforce.
Josh Bersin will expand on these challenges and more in Predictions for 2014: Building a Strong Talent Pipeline for the Global Economic Recovery. Available now to Bersin WhatWorks® members and on a complimentary basis to non-members, this annual report provides a preview of business, training and talent management developments in 2014.
VISIT HR BLOG -> cake.hr/blog
Presentation by Gillian Ong (Ms), SkillsFuture Singapore for the 11th Meeting of the OECD Southeast Asian Regional Policy Network on Education and Skills, 24 November 2021
Ms. Gillian Ong, Manager of the Strategic Planning Division at SkillsFuture Singapore, shared some of the many innovative policies being implemented in her country to respond to global megatrends. She introduced SkillsFuture Singapore and the various initiatives they offer across the life course to upskill and reskill the national workforce.
Join Laura as she look at practical ways to learn from each other’s experiences, successes and mistakes. Using tips from inside and outside of the sector. Let’s evaluate and learn from our mistakes rather than repeat them.
Building manageing a_european_recruitment_teamblackcat07
Organisations who will need to grow their internal recruitment teams for expansion hiring projects across Europe.
It will highlight how the Internal Recruiter role and responsibilities have changed over the last 15 years and what are the skills you would expect an Internal Recruiter to know or learn when you hire them.
It will give you the opportunity to learn from the mistakes of others who have tried and not been as successful in growing an internal recruitment team - as they had hoped.
Real insight from a real European TA Leader "Eoin Hanley".
The Team at Resource Central hope your hiring projects are successful and if you need any support or have any questions, please contact martin@weareresourcecentral.com and he will be glad to help.
How Xerox Services is Driving Learning Culture with New L&D TechnologiesDavid Blake
Bersin by Deloitte research suggests that the single biggest driver of business impact tends to be the strength of an organization’s learning culture. But most of today’s workers are increasingly overwhelmed, distracted and impatient. They’re also now empowered to direct more and more of their development, often using outside resources. As a result, building a culture of continuous, everyday learning is a growing challenge for many L&D teams. New tools and emerging technologies can help, but building and sustaining an effective learning culture also demands that L&D professionals embrace new ways of thinking and working.
In this presentation you will learn:
-What learners can teach L&D professionals about learning
-What types of technologies can enable continuous learning
-How Xerox Services University is leveraging a culture of continuous experimentation to build a habit of everyday learning
What: The Workforce Forum | Recruiting, Training, and Retaining Top Talent
Who: Coordinated by The Chamber For a Greater Chapel Hill-Carrboro and presented by Chapel Hill Media Group, Duke Energy, and Durham Technical Community College.
When: Thursday, July 22, 2021 from 8:30-10:00am
Why: Each year, local employers leave tens of thousands of dollars on the table in cash, tax credits, and in-kind support to recruit, train, and retain workers. The purpose of this forum is to help local employers know what workforce resources are available, why they matter, and how to take advantage of them.
Flow: This forum will demystify the current workforce system and resources available to help local businesses, and begin the community-wide conversation on what it means and what it takes to have a local talent pipeline that meets current and projected demands.
Framing: The Workforce Ecosystem and Talent Pipeline
Katie Loovis, Vice President of External Affairs, The Chamber
Segment 1: Recruiting Resources
• Andrea Fleming, Director of Existing Industry Services, Alamance Chamber
• Luca Romano, VP of Operations, AKG of America
• Caraina Garris, Manager, NC Works Career Center of Orange County
• Nora Spencer, Founder and CEO, Hope Renovations
Segment 2: Training Resources
• Beth Payne, Dean of Corporate Services, Durham Technical Community College
• Roxana Shevack, HR Manager, Morinaga America Foods, Inc
Segment 3: Retaining Resources
• Tammy Wall, Director, Regional Partnership Workforce Development Board
• Jackie Jones, Associate Director of Human Resources, Piedmont Health
About the Critical Issues Series: Coordinated by the Chamber's Government Affairs Committee, the 2021 Critical Issues Series (formerly known as the Policy Series) includes ten forums and features influential guest speakers who address timely topics for Greater Chapel Hill-Carrboro related to the economy, economic and workforce development, public policy, and local elections.
Josh Bersin’s HR Predictions for 2014. Building a Strong Talent Pipeline for ...Sage HR
Employers will be challenged to attract, retain and develop people in 2014. Organizations will need bold, innovative talent and human resources strategies to compete for skills amidst a global economy recovery. As retention concerns mount, organizations will focus on building a passionate, highly-engaged workforce.
Josh Bersin will expand on these challenges and more in Predictions for 2014: Building a Strong Talent Pipeline for the Global Economic Recovery. Available now to Bersin WhatWorks® members and on a complimentary basis to non-members, this annual report provides a preview of business, training and talent management developments in 2014.
VISIT HR BLOG -> cake.hr/blog
Apprenticeships are an effective means of employers developing their own talent. They also offer a viable alternative to university for people looking for a direct and affordable route to skilled jobs and careers. However, many employers have yet to recognise the full benefits of apprenticeships, even though their value extends to most sectors and occupations.
The CIPD’s new guide on apprenticeships gives practical advice on how employers can tailor high-quality apprenticeship programmes that meet their current and future skills needs.
Originally presented to the Ontario Chamber of Commerce, TRIEC describes the important role that we play in helping employers understand the benefits of hiring skilled immigrants, as well as how to open up hiring and integration practices.
The presentation details the objectives of TRIEC, as well as the programs and supports offered through the organization and its partners.
My colleagues Linda Fowler and Hamilton Galloway made this presentation to the Heartland Conference, an important workforce development conference that covers the Midwest region.
In their presentation, they outline some of the work that we've been doing in Southeast Wisconsin and in Will County, Illinois. Linda, Hamilton and I are working together to develop new methods and tools that can bridge the gap between economic and workforce development.
We all know that the competition for talent is fierce. More importantly, the rules of the game are changing. With the rise of social recruiting and shifts in what Millennials want out of their careers, it's more important than ever to be aware of the recruitment landscape and have a strategic plan when you arrive on campus this Fall.
Universum America's Vice President of Advisory Services, John Flato, will explore trends on:
- Winning your best hiring class through technology
- Adapting to a globalizing recruitment stage
- Aligning yourself with Millennial career preferences
This webinar will not just explore changing in campus recruiting, but how you can adapt.
Best Practices Roundtable is your opportunity to learn how to run a high ROI mentoring internship program. Learn how to:
Set the goals for the program and organize it
Measure the ROI of the program
Select appropriate Students
Select and empower matched Mentor/Supervisors
Launch the program for maximum impact
Use evaluations for continuous Improvement
150723 inspiring next generation career successv6ME+
Businesses are spending heavily on recruiting and developing young talent through direct entry graduate schemes and other early careers programmes, yet 25% of companies have unfilled positions due to graduates having a lack of employable skills.
Whilst the transformation in Further Education funding has increased the focus of universities on employability, this is failing to engage a large number of students and provide the personalised support in their moment of need. Many young people are feeling overwhelmed as they take their first steps on their career resulting in high numbers of employees being disengaged and uninspired in their work.
So, who's doing anything about it?
There's a gaping divide in who owns the problem, with employees looking for their employers to take the lead and provide visibility of their future careers options and businesses looking for individuals to take control.
ME+® fills the gap, putting people in control of their own careers and guiding them to achieve their ambitions.
MLT Career Prep 2012 Online Info Session RecordingMLT Org
This is a recording of the January 27th Online Info Session for MLT Career Prep.
If you are currently a sophomore in college, have strong grades and leadership experience, you should consider Career Prep. Career Prep provides participating undergraduates, Fellows, with the skills and roadmap they need to get on the career fast-track after college.
Taking Your Internship Program to the Next LevelNAFCareerAcads
See how today’s students turn into future business leaders. Learn about a six-year internship program developed by MassMutual’s IT Academy. With a
focus on school collaboration, mentoring, training, networking and hands-on experience, the program allows students to apply knowledge in the workplace
and creates an experienced talent pool from which MassMutual frequently hires. Come learn how school and community partnerships play a key role in the success of the program.
Presenters: Mary Kay Brown and Paul Scoville, Springfield Public Schools, and Pam Mathison, and Shane Robitaille, MassMutual
WBL IN ACTION Event Slides Feb. 17, 2015innovatetk
Educators, work-based learning partners, superintendents, and those involved in Linked Learning get together to adopt and celebrate common definitions and effective practices along the College & Career Continuum for Tulare and King Counties. www.innovatetk.com/wbl-in-action
2015 Hal Roger Scholars - Entrepreneurial Training WorkshopBerea College
One 5-hour program element within Rogers Scholars Program designed to introduce upcoming high school juniors in Southern and Eastern Kentucky develop the skills they need to seize their potential as the region’s next generation of business and entrepreneurial leaders. Since the Rogers Scholar program’s inception in 1998, 996 high school students have graduated and secured scholarships valued at more than $7.2 million in 17 participating colleges and universities. Echoing Green's Work or Purpose Principles, T-Shaped people, opportunity recognition, the Ice House Entrepreneurship Program, human-centered design, the Business Model Canvas, and the Business Model You, as well as lessons from October Sky and the Marshmallow Challenge were introduced to illustrate pedagogical methods that impact students' entrepreneurial and leadership propensity.
Global Perspectives of innovative employment and job creation initiatives: Au...OECD CFE
Presentation by Randall Eberts, President, W.E. Upjohn Institute for Employment Research, United States.
Presentation done at the Working Communities International Congress 2013: Uniting to improve social and economic participation (Sydney, Australia) on 20-21 June 2013.
For more information http://www.oecd.org/cfe/leed/wcic2013.htm
Thank you for your considered support and lovely to see so many of you last night at the Royal Society for our annual round-up for Ambassadors and Advisors.
I was pleased to be able to report our progress and outline our plans for the next 12 months and am very grateful to you for all your suggestions which we will take on board and report to you on progress.
Key asks were as follows:
1. Please feel free to use this presentation (attached) in conversations you have with educators, governors, local government etc - as you know, it is packed full of data and evidence!
2. Please let me know if you can think of any company or individual who you think we should approach to sponsor our Annual Awards Ceremony, which is upcoming on the 13th of September and being held at the Crick Institute. A one-pager pdf is attached with all the information we think you might need.
3. I mentioned we were looking to hire several engineers so we could reach more young people with our programmes - if you can help with that in the form of a referral or secondment, please please please do so
4. Please save the 13 September as a special date for our Educator Awards and the 6 Dec our next Advisor / Ambassador meeting.
Similar to Sector career pathways and apprenticeship 2.0 presentation august 2018 motherlode (20)
Presentation by Jared Jageler, David Adler, Noelia Duchovny, and Evan Herrnstadt, analysts in CBO’s Microeconomic Studies and Health Analysis Divisions, at the Association of Environmental and Resource Economists Summer Conference.
Understanding the Challenges of Street ChildrenSERUDS INDIA
By raising awareness, providing support, advocating for change, and offering assistance to children in need, individuals can play a crucial role in improving the lives of street children and helping them realize their full potential
Donate Us
https://serudsindia.org/how-individuals-can-support-street-children-in-india/
#donatefororphan, #donateforhomelesschildren, #childeducation, #ngochildeducation, #donateforeducation, #donationforchildeducation, #sponsorforpoorchild, #sponsororphanage #sponsororphanchild, #donation, #education, #charity, #educationforchild, #seruds, #kurnool, #joyhome
Canadian Immigration Tracker March 2024 - Key SlidesAndrew Griffith
Highlights
Permanent Residents decrease along with percentage of TR2PR decline to 52 percent of all Permanent Residents.
March asylum claim data not issued as of May 27 (unusually late). Irregular arrivals remain very small.
Study permit applications experiencing sharp decrease as a result of announced caps over 50 percent compared to February.
Citizenship numbers remain stable.
Slide 3 has the overall numbers and change.
Many ways to support street children.pptxSERUDS INDIA
By raising awareness, providing support, advocating for change, and offering assistance to children in need, individuals can play a crucial role in improving the lives of street children and helping them realize their full potential
Donate Us
https://serudsindia.org/how-individuals-can-support-street-children-in-india/
#donatefororphan, #donateforhomelesschildren, #childeducation, #ngochildeducation, #donateforeducation, #donationforchildeducation, #sponsorforpoorchild, #sponsororphanage #sponsororphanchild, #donation, #education, #charity, #educationforchild, #seruds, #kurnool, #joyhome
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
Up the Ratios Bylaws - a Comprehensive Process of Our Organizationuptheratios
Up the Ratios is a non-profit organization dedicated to bridging the gap in STEM education for underprivileged students by providing free, high-quality learning opportunities in robotics and other STEM fields. Our mission is to empower the next generation of innovators, thinkers, and problem-solvers by offering a range of educational programs that foster curiosity, creativity, and critical thinking.
At Up the Ratios, we believe that every student, regardless of their socio-economic background, should have access to the tools and knowledge needed to succeed in today's technology-driven world. To achieve this, we host a variety of free classes, workshops, summer camps, and live lectures tailored to students from underserved communities. Our programs are designed to be engaging and hands-on, allowing students to explore the exciting world of robotics and STEM through practical, real-world applications.
Our free classes cover fundamental concepts in robotics, coding, and engineering, providing students with a strong foundation in these critical areas. Through our interactive workshops, students can dive deeper into specific topics, working on projects that challenge them to apply what they've learned and think creatively. Our summer camps offer an immersive experience where students can collaborate on larger projects, develop their teamwork skills, and gain confidence in their abilities.
In addition to our local programs, Up the Ratios is committed to making a global impact. We take donations of new and gently used robotics parts, which we then distribute to students and educational institutions in other countries. These donations help ensure that young learners worldwide have the resources they need to explore and excel in STEM fields. By supporting education in this way, we aim to nurture a global community of future leaders and innovators.
Our live lectures feature guest speakers from various STEM disciplines, including engineers, scientists, and industry professionals who share their knowledge and experiences with our students. These lectures provide valuable insights into potential career paths and inspire students to pursue their passions in STEM.
Up the Ratios relies on the generosity of donors and volunteers to continue our work. Contributions of time, expertise, and financial support are crucial to sustaining our programs and expanding our reach. Whether you're an individual passionate about education, a professional in the STEM field, or a company looking to give back to the community, there are many ways to get involved and make a difference.
We are proud of the positive impact we've had on the lives of countless students, many of whom have gone on to pursue higher education and careers in STEM. By providing these young minds with the tools and opportunities they need to succeed, we are not only changing their futures but also contributing to the advancement of technology and innovation on a broader scale.
Sector career pathways and apprenticeship 2.0 presentation august 2018 motherlode
1. Using Sector Strategies and
Apprenticeship 2.0 to Link
Education and Employment in
the Motherlode
Vinz Koller
Senior Strategist for Capacity Building
2. Our Practice
We help public servants,
philanthropists, and other world-
changers find what works in solving
their communities' toughest
challenges.
We provide rigorous and responsive
evaluation, research, and technical
assistance services rooted in a
commitment to equity and a focus
on learning – so we all grow smarter
by working together.
4. 4
The Degree Gap
Fuller, J., Raman, M., et al. (October 2017). Dismissed By Degrees.
Published by Accenture, Grads of Life, Harvard Business School.
5. 5
Fuller, J.,
Raman, M.,
et al.
(October
2017).
Dismissed
By Degrees.
Published by
Accenture,
Grads of Life,
Harvard
Business
School.
The
Degree
Gap
6. How do we best
gain work
experience and
employability
skills?
6
7. Evidence from CO: Where are key
skills best learned?
From Dr. Katie
Caves, KOF, ETH
Zurich
8.
9. 9
Increasing Interest in Sector Strategies
• Increased employer demand for workers with specialized
occupational skills
• Research suggests that sector strategies:
– Benefit job seekers ( earnings, job quality)
– Benefit employers ( productivity, operating costs)
• Federal support for sector strategies is high
– High-Growth Job Training Initiative,
Community-Based Job Training Grants,
and so on
– WIOA emphasis on sector strategies
11. 11
Sector-Based Strategies at Local
Areas
• Placed general emphasis on target sectors
• Implemented initiatives that included some, but not all,
of the activities at the center of the framework:
1. Provided training in targeted demand sectors
2. Facilitated partnerships, assessed sector need, and
strategized solutions
3. Designed and executed training in partnership with target-
sector employers
4. Operated sector-focused AJCs
12. 12
Provided Training in Demand Sectors
All 28 study local areas provided training
in regional demand sectors
Numberofstudylocalareas
26 26
21 20
14
Manufacturing Health Care and
Social Assistance
Logistics Information
Technology
Construction
Target sectors
STRATEGY #1
13. 13
Central Valley Infrastructure
Employment Project
• Stakeholders:
– Fresno Regional Workforce Board
– Fresno Works Consortium
– California High-Speed Rail Authority
– Regional trade unions
• Goal: Meet projected need for skilled workforce
to build high-speed rail line
• Outcome: Pre-apprenticeship and
journeyman training for 325
dislocated workers
EXAMPLE
14. Six Key Elements Framework
Build Cross-Agency
Partnerships &
Clarify Roles
Identify Sector or
Industry & Engage
Employers
Design Education &
Training Programs
Identify Funding
Needs & Sources
Align Policies &
Programs
Measure System
Change &
Performance
Career
Pathways:
Six Key Elements
15. 15
Building Partnerships
•Workforce Development Board
•Community College(s)
•Adult Basic Education Providers
•TANF Providers
•Community-Based Organizations
Key Agency Partners: Local Level
•State Workforce Agency
•Adult Basic and Postsecondary Education
•Economic Development
•Human Services
Key Agency Partners: State Level
16. 16
Career Pathways Top 4
Engage Employers
Earn and Learn
Use Data Strategically
Measure Outcomes
17. Practice Theory
3-4 days per week of
in-company training
and industry courses
1-2 days per week of
classroom instruction at
Vocational School
Employee
How is it that Apprenticeship has
become the new gold standard?
Student
18. What is the rap on vocational
education and apprenticeship in the
US?
18
20. 2
How can apprenticeships be
profitable?
5.7.20
Program
duration
Marginal product
of participant
Training costs
Marginal product
Training costs
Time
Before
program
After
program
Unskilled
wage
Post-
training
wage
Source: Own depiction based on Lerman (2014)
21. 21
Cost/benefit ratio for Swiss companies
offering apprenticeships in million Sfr
0
1000
2000
3000
4000
5000
6000
5350 5824
474
Net benefit
Productive
output of
apprentices
Gross costs
25. Features of Swiss apprenticeship system
25
Public-private partnership
Integrated into education
system: Permeability
Labour market orientation
28. 28
Occupations New
Apprentices
In 2016
Commercial Employee 14250
Retail Clerk 5077
Health Care Worker 4147
Social Work Practitioner 3170
Electrician 2159
IT Technician 1976
Cook 1750
Draughts Person 1630
Logistician 1618
Mechanical Engineer 1568
Top Ten Apprenticeship Occupations
29. 29
Funding of apprenticeship system
60%
30%
10%
Total costs: approx. $9b/year
Private Sector
State
Federal
Training costs & wages of
apprentices
Vocational
schools
Career
guidance
Supervision
Development
Strategic oversight
31. What would Youth
Apprenticeship at scale
look like in California?
• 800,000 Apprentices (10x)
• Business would invest $18.75
b. and earn back $20.65 b.
• Young people would add $18
b. to the economy.
• Reduce their student debt by
$18 b.
• Youth unemployment rate
would drop to 3%
33. More Information
Vinz Koller
Senior Strategist for
Capacity Building
Social Policy Research
Associates
Vinz_Koller@spra.com
www.spra.com
831-277-4726
Editor's Notes
Trends that we are all familiar with over the last 50-60 years:
The red line shows how the jobs which only require HS Education are in steady decline – they accounted for more than 80% in the 50‘s and now account for fewer than 10%.
The purple line shows a steady increase in needed voc ed.
But the really dramatic increase is in jobs needing tertiary education (this is secondary plus advanced training) and even more dramatic is the need for Experience and for Soft Skills.
The College and the Degree discussions in the US is analogous to the saying that if all you have a hammer, then every problem looks like a nail.
The college is the hammer, and the problem is talent development…
But perhaps the college and degree is not the right threshold…
FIGURE 3: DEGREE GAP: THE DIFFERENCE BETWEEN THE PERCENT OF JOB POSTINGS REQUIRING A COLLEGE DEGREE AND THE PERCENT OF INCUMBENT WORKERS WITH A COLLEGE DEGREE
In the Supervisor of Production Workers occupation, 67% of employers request a college degree in postings, but only 16% of the current workforce has a college degree. This amounts to a 51% degree gap.
Employers require applicants to Supervisors of Office Workers positions to have a bachelor’s degree, even though most supervisors currently employed in the occupation don’t have one.
Grantees formed cross-agency teams (local and state level)
Notes:
ENGAGING EMPLOYERS. Work up-front with employers to determine local hiring needs and design training programs that are responsive to those needs, from which employers will hire.
EARN AND LEARN. Offer work-based learning opportunities with employers – on-the-job training, internships, pre-apprenticeships, and Registered Apprenticeships – as training paths to employment.
SMART CHOICES. Make better use of data to drive accountability, inform what programs are offered and what is taught, and offer user-friendly information for job seekers to choose programs and pathways that work for them.
MEASURING MATTERS. Measure and evaluate employment and earnings outcomes.
Apprentice wage depends on e.g. unions
Cost Timing depends on financing of general education by government
Wage compression affected by e.g. labour market frictions, unions
Cost benefit – Even at a cost of $50K-$150K per apprentice over 3-4 years, the businesses get a full return on their investment
http://www.new-talents.ch/de/
http://www.new-talents.ch/de/
http://www.new-talents.ch/de/
Meet Michael Hübscher, Manager of Huebscher woodwork construction and millwork company in a small town near my home town.
His shop has 65 employees – among them 12 apprentices! Here is Simon, Raoul, Noah and Fabian – who started this year.
They are young, probably 16 or 17.
They all sign simple 2-page contracts (employer/ apprentice/ parent or guardian
or the 2017/2018 Academic Year:
75 Youth Apprentices
48 Employer/Hosts
9 Youth Apprentice Pathways including:
Industrial Mechanics
Machining
HVAC Tech
Computer Programming
Computer Networking
Cyber Security
Hotel Operations
Culinary Arts
Medical Office Assistant
Goals for the 2017/2018 Academic Year:
200 Youth Apprentices
99 Employer/Hosts
15 Apprentice Pathways with the addition of the following new pathways :
Automotive Tech
CAD Tech
Emergency Medical Tech (includes Pre-Fire)
CNA to Pre-Nursing
Security to Pre-Law Enforcement
Accounting
At $656 Billion, the Ohio economy is almost exactly the same size as the Swiss economy and yet has four times fewer apprentices. Imagine what the Ohio economy would look like if its apprenticeship investment were on the Swiss scale.
Instead of the XY apprentices Ohio currently has, it would have more than 180,000. Ohio businesses would invest around $5 billion annually into their training and earn around $5.5 billion on that investment during the training period.
Even when in apprenticeships, young people would add $4.5 billion per year in consumer power to the Ohio economy, while reducing student debt by almost $4 billion per year. The youth unemployment rate would drop to 3%.