This document summarizes a presentation about developing successful industry partnerships for competency-based education programs. It discusses determining regional employer workforce needs through activities like executive roundtables. Employers provide data on in-demand jobs and skills gaps. This informs the development of job-aligned curriculum and accelerated learning opportunities. The presentation provides examples of tools used to engage employers, including surveys to identify needs, staffing plans, and collaborative stakeholder groups. Evidence of meaningful employer commitment is also discussed.

1. Workforce LinkagesFlex-PacedWeb IT Programs
“This product was funded in part by a grant awarded by the U.S. Department of Labor’s Employment and Training Administration. The product was created by the grantee and does not necessarily reflect the official position of
the U.S. Department of Labor. The Department of Labor makes no guarantees, warranties, or assurances of any kind, express or implied, with respect to such information, including any information on linked sites and including,
but not limited to, accuracy of the information or its completeness, timeliness, usefulness, adequacy, continued availability, or ownership.”
Sharing Secrets of Successful Industry Partnerships
CBE4CC Conference
Denver Colorado, Omni Interloken Hotel
June 4-6, 2015
Dave Siefert
Sinclair Community College
Co-Director, DOLTAACCCT 2 Grant
www.sinclair.edu/online/accelerate/

2. Learn how Austin Community College and Sinclair Community College aligns
employer-related regional stakeholders – and their needs, to competency-based
education resulting in employers sustaining a high performing workforces.
You will learn tools, tips and techniques as to what and how to:
• know who your regional stakeholders are;
• accurately determine employer’s workforce needs;
• engage employers in a strategic partnership; and
• to determine and map job’s to CBE.
This is an interactive session…
1.What is this about?

3. Leveraging the earlier session entitled: ”Developing a CBE Industry Partner
Program”, attendees will address during this interactive event:
• challenges,
• lessons learned, and
• insights in creating and improving a CBE industry partner program.
You will learn what it takes to develop a successful industry partner program,
and/or ways to improve your industry program.
1. What is this about?

4. • $12 million dollar awarded Fall, 2012-2016
• Create a replicable model, processes, and tools to implement the
competency-based model
• Focus on Information Technology
• Consortium grant
– Texas: Austin Community College,
– Florida: Broward Community College,
– Ohio: Sinclair Community College,
– Western Governors University, consultant
– Mathematica, grant evaluator
• National Office – Sinclair Community College
Overview of Accelerate IT
Adapting and Adopting Competency-based IT Instruction to Accelerate Learning for TAA-eligible and Adult Learners
TM
Student
Experience
Curriculum
Workforce Delivery
Data Analytics
1.What is this about?

5. TM
SELF ASSESSMENT
1. How do instructors and advisors know what jobs employers need?
2. To what extent ____% are your academic programs aligned to regional
employer identified jobs?
3. What are the benefits of knowing what employers need?
1.What is this about?

6. TM
Grant proposal research (secondary and State
Standards) concluded that the industry is
Information Technology, and the jobs are:
• Software Programmers
• Network Engineers
• Network Managers
2.What is the problem?
Demand
(Employer)
Supply
(Citizen)
From
G
a
p
Supply
(Citizens
)
To
Demand
(Employer)
Demand and Supply
CASE STUDY: What is the value of knowing and the implications of not knowing?

7. TM
3.What is the solution?
1.
Jobs
• Employer-driven
needs
2.
Learning
Opportunities
• Job-aligned unit-
based CBE
3.
Accelerated
Learning
• Precision, unit-based
and personalized,
learning
4.
Placement,
Performance, and
Promotion
• Performance
expectations and
results
2.
Aligned
Accelerated CBE
Education/
Training
Program
3.
Accelerated
Learning
1.
Employer-Driven
Job NeedsHigh Performing
Employee/Organization
Data Analytics
Precision Learning Program
Job Analysis
Student
Experience
Accelerated and Variable Time
Accelerated CBE System

8. Focus on “KNOWING”
* Percentage (%) represent estimated likelihood of quality data – based upon the type of actions taken.
3.
Events
2.
Surveys
1.
Reports
High CredibilityVery Low
Credibility
Secondary | Primary | Direct | Active | Combinatorial
Reacting to Needs Proactive Anticipating Needs
3. What is the solution?
D | A | C
4.
Engagement
Events Relationships

9. Determine state of regional workforce and economy
Strategic
Partnership
3. What is the solution?
1.
Depressed
2.
Declining
3.
Stable
(Status
Quo)
4.
Growing
5.
High
Growth
… and what is the identity and core competence of region?

10. NewPage
Over 200 stakeholder contacts - Demand, Supply and both…
3.What is the solution?

11. AREA OF
FOCUS
(95%)
Watch
List
(50%)
AREA OF
FOCUS
(95%)
Watch
List
(50%)
Response
Based
upon need
(50%)
Reactive | Proactive | Anticipatory
Operational Strategic Strategic Plan
Plan Operational Plan
Executive Management
Middle Management
Line Management
Advisory Boards
Advisory Boards
Executive Business &
Industry Forums
Focus Groups
TACTICAL STRATEGIC
* Percentage (%) represent estimated likelihood of quality data – based upon the type of actions taken.
Target and engage “customer” – employer (Stakeholder #1)
3.What is the solution?

12. TM
Building trusting relationships
1. Who are you?
2. What do you want?
3. Why should I care – how will it benefit me?
4. Why do you care about me?
5. How do I know you can and will do what
you say?
6. What is in it for you?
7. What is it going to cost me?
8. How can I trust you?
9. Where do we start?
3.What is the solution?
1.
Building
2.
Maintaining
3.
Sustaining
Mutual Respect and Trust
1. Starts with reputation and is validated
through introductory meeting
2. Doing what you said…
3. Always thinking of - and engaging…

13. Deploy a Stakeholder Collaborative
STAKEHOLDER
COLLABORATIVE
1.
Employers
3.
Industry-Based
Recruiting
Agencies
4.
Public Workforce
Agencies
5.
Sinclair Internal
Organization
2.
Community
Workforce &
Economic
Development
Organizations
6.
Academia
• KForce
• Manpower
• Robert Half
• TEK-Systems
• Alumni Organization
• Academic Division(s)
• Career Services
• Enrollment Services
• Internship Office
• Workforce Development
• Veterans Office
• Technology First IT Trade Association
•Chamber of Commerce’s
• Dayton Economic Development Org.
• Regional Econ. Dev. Organizations
• Job Center (Health & Family Services)
• Ohio Means Jobs
• Veterans Office
• WIB Boards
• Accelerate IT Executive Strategic Partners Forum
• Accelerate IT Executive Business & Industry Team
• Employers
• Austin C.C.
• Broward C.C.
• Cinci State
• Colin County C.C.
• Western Governors
3.What is the solution?

14. Interview
Employers
1. Conduct Industry Profile and LMI Data Review
4. Target Employers
5. Conduct B&I Executive Meeting
6. Produce Regional Industry Plans and Reports
(Staffing and Incumbent Development Plans, and Workforce Trending, Disruptors and Opportunity
Reports)
9. Academic Department(s) Review, Plan, and
Produce Education (Employer Advisory Board)
7. Strategic Partners Forum (Board) Review
3. Engage Stakeholder Collaborative
2
2. Strategic Partners Forum (Board) Review
8. Targeted Job Analysis Employer Focus Group
Strategic Partnership Framework
3.What is the solution?
Education
& Training
MAPs
1. K,S,C,A
2. Modules
3. Learning Opp’s
4. Program
5. Syllabus
Knowledge
Repository
1. Employers
2. Plans
3. Job Specs
Go to Phase

15. Annual Executive Business & IndustryTeam (Direct and Primary Data)
Workshop Activity 1
For the first activity “What emerging IT jobs in your organization are in greatest
demand?” the top responses from the four groups were:
• Back Office IT Support
• Data Analytics Report Writers
• Data Analytics Data Analyst
• Software Developers (various languages needed)
• IT Regular Business Analysts**
• IT Sales
• Net/Java/PHP Development
• Programmer Analyst
• Project Management**
• Software/QA Testers
• Solution Architect/Application Analyst
Workshop Activity 2
The second activity “What are your incumbent IT workforce training needs?”
identified the following top responses:
• Analytics & Reporting
• Business Intelligence (Data Modeling)*
• Database & SQL Development
• MS Office Tools
• Project Management*
• Software Engineering – move from legacy to modern skills (It was noted, people
who are skilled software engineers are more valuable than a person who are
proficient in a programming language. Software Engineers can easily learn new
languages.)
• System Administration
• Systems Integration
• Windows Server 2012/VM Ware*
Example of Executive Business & Industry Meeting

16. Example of Advanced Manufacturing Business & Industry Roundtable Workforce Analysis
using adopted Accelerate IT Business & Industry Tools
1. Individual
2. Small group
3. Large Group
4. Follow-up

17. Example of a Executive Business & Industry Meeting

18. Collaboration with Technology First – Trade Association
Example ofTrade AssociationWorkforce and Compensation Research
Report
Profile of Dayton Region
2015

19. DisplacedWorkers andVeterans
• Reverse Job Fair
– One example…
– New concept
– Preparation
– Workshops
– Collaborative
– ROI
• Office at the Job Center
• Work with WIB Boards
This product was funded by a grant awarded by the U.S. Department of Labor’s Employmentand
TrainingAdministration.The product was created by the grantee and does not necessarily reflect
the officialposition of the U.S. Departmentof Labor. The Departmentof Labor makes no
guarantees, warranties, or assurances of any kind, express or implied, with respect to such
information,includingany informationon linked sites and including, but not limitedto, accuracy of
the informationor its completeness, timeliness, usefulness, adequacy, continued availability,or
ownership.
Reverse Job Fair (DOL National Best Practice)

20. Evidence of commitment
4. What is the solution?
1.
Personal
Time
2.
Human
Resources
3.
Space
and/or
Equipment
4.
$$$$
5.
Advocacy
6.
Sponsorship

21. 4.What is the solution?
Evidence of commitment (alphabetical sequence)…
1. Academic institution sits on corporate HR’s Strategic Planning Committee.
2. Attend institution sponsored workforce meetings.
3. Collaborative relationship in support of Internship to Hire.
4. Commits organizational resources to Advisory Boards.
5. Develop, promote, and participate in career fairs.
6. Hire/place students in your organization.
7. Interview – including conducting mock interview.
8. Invites High Schools to visit company/organization.
9. Lead the developmentand maintenance of CBE-job-basedaccelerated Academic programs.
10. Member of the Executive Strategic Partner’s Forum – advise and provide oversight to the grant, sharing insights, needs, trends, vision, strategies and plans.
11. Mentors and promotes mentoring to others.
12. Outsources corporate education and training to institution.
13. Participate in boot camps.
14. Participate in Reverse Job Fairs.
15. Participate in the Executive Business & Industry Team Meetings – providing Staffing Plans, Incumbent DevelopmentPlans, workforce trends, disruptors and industry trends.
16. Participates in High School Open Houses.
17. Participates in High School Visits.
18. Participates in Mixers.
19. Promote the grant within their organization and/or the community, brokering meetings with dignitaries.
20. Provide an endowment.
21. Provide community advocacy, e.g., PR in community events and meetings – and in Trade Association.
22. Provide for scholarships.
23. Provide funding for equipment, software, education for faculty and students, etc.
24. Provide internships, apprenticeships and to hire.
25. Provide research data, e.g., labor market, technology, trends, etc.
26. Provide resources including personal time to assist the development, and deploymentof the grant, e.g., planning, marketing and promotion.
27. Reviews resumes.
28. Share Strategic Initiatives with academic institution.
29. Shares Staffing and IncumbentDevelopment Plans with academic institution.
30. Shares Strategy Disruptors with academic institution.
31. Sponsor – submitted a letter of support.
32. Supportmarketing and promotion collateral development.
33. Supports Career Center activities.
34. Supports events at their company, e.g., educational luncheons, cafeteria booths, introductions to HR, Chief Learning Officers, etc.
35. Teach.

22. TM
In closing . . .
More questions? Complete a Q/A Card.