Many employers struggle to recruit and retain the diverse talent they need. Many workforce training programs struggle to achieve positive employment outcomes for their participants, especially populations that have been historically marginalized by traditional approaches. KRA Corporation is a national leader in Workforce Development with 40+ years of providing services and solutions in communities across the country. Aspire Ability’s expertise is empowering employers to recruit and develop qualified talent and enabling training programs to better prepare participants for gainful employment. Come connect with these two organizations as they discuss their shared commitment to diversity and provide best practices, including deploying a workplace competency approach and fostering cultural sensitivity, which will impact and inform your DEI initiatives and programs.
Perspectives on Building Tomorrow's Workforcetduhe
ConnectEDU hosted a panel discussion featuring speakers from Microsoft, the National Academy Foundation, and Seattle Public Schools. Topics included:
- Ways organizations like Microsoft are engaging students and working with institutions
- How institutions are equipping educators and their students with more career information and exposure
- Best practices for making meaningful connections between education, skills, and career opportunity
- Technologies that facilitate career education and access
Some best practices in economic development and workforce development collabo...Colleen LaRose
Economic development and workforce development collaborate in many different ways, from developing one program or initiative together to working in new, transformative and even technological ways to assure that the skills qualifications of workers match employer's needs in their regions. This slideshare provides a cornucopia of examples from across the country that demonstrate some of the many unique ways economic development and workforce development are learning to work together. If after reviewing this, you would like some assistance in how to create a strong economic development and workforce development collaborative strategy in your region, please email colleen@nereta.org or call me at (908) 995-7718.
What major trends will affect companies and the workforce in 2017? In this McCormick Group presentation, we report on the future of hiring and employment, what subject matter experts are saying, and how companies can recruit and retain the best employees.
This is a sample of a career portfolio which provides the five basic sections: 1) Cover Letter, 2) Resume/ References, 3) Recommendations, 4) Certificates/Credentials and 5) Programs/Services. The 5th section will vary depending on the job that you are interviewing for, and will display information applicable to the job of interest. The sample provided is a snapshot of work history as of 5-2017.
Accelereren op leven lang ontwikkelen met (micro)credentials, badges en actio...SURF Events
In het kader van een leven lang ontwikkelen helpen onderwijsinstellingen studenten, alumni en werknemers om hun kansen op de voortdurend veranderende arbeidsmarkt te vergroten en een positieve bijdrage te leveren aan de samenleving van vandaag en morgen. Hoe kun je micro credentialing hiervoor inzetten en waarom is dat belangrijk, hoe zorg je ervoor dat alumni en medewerkers betrokken zijn en blijven? In 2 x 15 minuten laten we je graag met concrete voorbeelden zien hoe onderwijsinstellingen Canvas Credentials en Impact inzetten als onderdeel van hun leven lang ontwikkelen strategie.
Perspectives on Building Tomorrow's Workforcetduhe
ConnectEDU hosted a panel discussion featuring speakers from Microsoft, the National Academy Foundation, and Seattle Public Schools. Topics included:
- Ways organizations like Microsoft are engaging students and working with institutions
- How institutions are equipping educators and their students with more career information and exposure
- Best practices for making meaningful connections between education, skills, and career opportunity
- Technologies that facilitate career education and access
Some best practices in economic development and workforce development collabo...Colleen LaRose
Economic development and workforce development collaborate in many different ways, from developing one program or initiative together to working in new, transformative and even technological ways to assure that the skills qualifications of workers match employer's needs in their regions. This slideshare provides a cornucopia of examples from across the country that demonstrate some of the many unique ways economic development and workforce development are learning to work together. If after reviewing this, you would like some assistance in how to create a strong economic development and workforce development collaborative strategy in your region, please email colleen@nereta.org or call me at (908) 995-7718.
What major trends will affect companies and the workforce in 2017? In this McCormick Group presentation, we report on the future of hiring and employment, what subject matter experts are saying, and how companies can recruit and retain the best employees.
This is a sample of a career portfolio which provides the five basic sections: 1) Cover Letter, 2) Resume/ References, 3) Recommendations, 4) Certificates/Credentials and 5) Programs/Services. The 5th section will vary depending on the job that you are interviewing for, and will display information applicable to the job of interest. The sample provided is a snapshot of work history as of 5-2017.
Accelereren op leven lang ontwikkelen met (micro)credentials, badges en actio...SURF Events
In het kader van een leven lang ontwikkelen helpen onderwijsinstellingen studenten, alumni en werknemers om hun kansen op de voortdurend veranderende arbeidsmarkt te vergroten en een positieve bijdrage te leveren aan de samenleving van vandaag en morgen. Hoe kun je micro credentialing hiervoor inzetten en waarom is dat belangrijk, hoe zorg je ervoor dat alumni en medewerkers betrokken zijn en blijven? In 2 x 15 minuten laten we je graag met concrete voorbeelden zien hoe onderwijsinstellingen Canvas Credentials en Impact inzetten als onderdeel van hun leven lang ontwikkelen strategie.
In 2016, The Council reached out to a base of nearly 700 CDA holders who earned their certificate through a high school CTE CDA program.
Most of the students who responded to the survey said the CTE CDA prepared them to work with children. A large majority also said CDA training helped them decide to pursue higher education.
The University of San Diego web team and Joan B. Kroc School of Peace Studies hosted a town hall for the School of Peace Studies community and shared information about the website redesign process. This included details about core Kroc School marketing themes, goals, and audience considerations.
Presented in Winnipeg December 7, 2019: framing the need, describing open badges the solution, providing lots of examples and use cases, then describing CanCred Factory and Passport solutions and suggesting next steps.
This recession is different. It will change the approach of young professionals to the work world. It will also change the ways that universities do business, as parents and students demand a high return on their tuition investment in the form of well-paying jobs. Are careers offices ready? How can they become a strategic asset to their colleges and universities? A new model is essential.
Chegg talked to educators, employers and current college students to examine why a current skills gap exists. The report reveals an important perspective to the ongoing skills gap and extends the narrative on Chegg’s findings from last year’s “Bridge That Gap” study (www.chegg.com/pulse).
The following presentation was shared at the ASU/GSV Education Innovation Summit on April 22nd, 2014. Presented by Chegg CEO Dan Rosensweig.
Building a Resilient Workforce – Attracting, Retaining and Preparing Workers for Jobs That Have Not Yet Been Created – Karen Pollard, EDP, CEcD, Deputy City Manager/Director of Community Development, Rochester NH. (Presented at the Northeast Economic Developers Association conference in Portland Maine September 2013)
Breakthroughs in badging, moving beyond colorado community colleges' policies...cccschamp
Presentation for the Online Learning Consortium's Annual International Conference Orlando FL Oct. 2015 Badge initiatives are happening in higher education and beyond. Badges are being issued by businesses, associations, institutions and credentialing agencies certifying learner achievement. Colorado Community College System (CCCS) has entered into the badging movement slowly and deliberately.
A skills-based approach to employment creates a more equitable job market for all. In this deck, learn how your organization can become a skills-based employer by posting positions that reflect the skills you need, selecting candidates based on their skills, and helping incumbent employees develop new skills.
View related videos:
Welcome to the Future of HCM https://www.youtube.com/watch?v=lpuYpJWD58k
EDUCAUSE 2017 Beyond "Alternative Credentials": The Coming Disruption in Care...Jonathan Mott
So-called “alternative credentials” have been steadily gaining traction in the U.S. post-secondary career and job-preparation markets. We are rapidly approaching a tipping point at which credentials from coding (and other) “boot camps,” professional certifications, badges, and certificates no longer warrant the modifier “alternative.” In this session, we share case studies of projects with clients focused on designing, developing, and delivering competency-based, job-market-aligned credentials in healthcare, education, software development, project management, criminal justice, and business. In particular, we underscore the need for backward design and the right technological infrastructure to support modularized learning that yields marketable microcredentials.
Publishers and OER are generally thought to mix like oil and water. Learning Objects, a Cengage Business Unit, is making significant strides to bridge this gap by designing and delivering OER-based courseware for colleges and universities. In this session, we provide an overview of our efforts to provide instructors, curriculum designers, and academic leaders with reliable, high quality, effective, learning materials that are easy to implement, support, and scale to large numbers of students. In doing so, we are constantly evaluating (together with our institutional partners) the balance between affordability, total-cost-of-learning, and learning outcome achievement. We provide some early insights into this process and the broader LO / Cengage OER strategy.
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In 2016, The Council reached out to a base of nearly 700 CDA holders who earned their certificate through a high school CTE CDA program.
Most of the students who responded to the survey said the CTE CDA prepared them to work with children. A large majority also said CDA training helped them decide to pursue higher education.
The University of San Diego web team and Joan B. Kroc School of Peace Studies hosted a town hall for the School of Peace Studies community and shared information about the website redesign process. This included details about core Kroc School marketing themes, goals, and audience considerations.
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This recession is different. It will change the approach of young professionals to the work world. It will also change the ways that universities do business, as parents and students demand a high return on their tuition investment in the form of well-paying jobs. Are careers offices ready? How can they become a strategic asset to their colleges and universities? A new model is essential.
Chegg talked to educators, employers and current college students to examine why a current skills gap exists. The report reveals an important perspective to the ongoing skills gap and extends the narrative on Chegg’s findings from last year’s “Bridge That Gap” study (www.chegg.com/pulse).
The following presentation was shared at the ASU/GSV Education Innovation Summit on April 22nd, 2014. Presented by Chegg CEO Dan Rosensweig.
Building a Resilient Workforce – Attracting, Retaining and Preparing Workers for Jobs That Have Not Yet Been Created – Karen Pollard, EDP, CEcD, Deputy City Manager/Director of Community Development, Rochester NH. (Presented at the Northeast Economic Developers Association conference in Portland Maine September 2013)
Breakthroughs in badging, moving beyond colorado community colleges' policies...cccschamp
Presentation for the Online Learning Consortium's Annual International Conference Orlando FL Oct. 2015 Badge initiatives are happening in higher education and beyond. Badges are being issued by businesses, associations, institutions and credentialing agencies certifying learner achievement. Colorado Community College System (CCCS) has entered into the badging movement slowly and deliberately.
A skills-based approach to employment creates a more equitable job market for all. In this deck, learn how your organization can become a skills-based employer by posting positions that reflect the skills you need, selecting candidates based on their skills, and helping incumbent employees develop new skills.
View related videos:
Welcome to the Future of HCM https://www.youtube.com/watch?v=lpuYpJWD58k
EDUCAUSE 2017 Beyond "Alternative Credentials": The Coming Disruption in Care...Jonathan Mott
So-called “alternative credentials” have been steadily gaining traction in the U.S. post-secondary career and job-preparation markets. We are rapidly approaching a tipping point at which credentials from coding (and other) “boot camps,” professional certifications, badges, and certificates no longer warrant the modifier “alternative.” In this session, we share case studies of projects with clients focused on designing, developing, and delivering competency-based, job-market-aligned credentials in healthcare, education, software development, project management, criminal justice, and business. In particular, we underscore the need for backward design and the right technological infrastructure to support modularized learning that yields marketable microcredentials.
Publishers and OER are generally thought to mix like oil and water. Learning Objects, a Cengage Business Unit, is making significant strides to bridge this gap by designing and delivering OER-based courseware for colleges and universities. In this session, we provide an overview of our efforts to provide instructors, curriculum designers, and academic leaders with reliable, high quality, effective, learning materials that are easy to implement, support, and scale to large numbers of students. In doing so, we are constantly evaluating (together with our institutional partners) the balance between affordability, total-cost-of-learning, and learning outcome achievement. We provide some early insights into this process and the broader LO / Cengage OER strategy.
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Transforming Today’s Workforce Training Programs into Tomorrow’s DEI Talent Solutions
1. Maple Lawn Corporate Center | 11830 West Market Place, Suite M | Fulton, Maryland 20759 | (301) 562-2300 p | (301) 495-2919 f | www.KRA.com
Transforming Today’s Workforce Training Programs into
Tomorrow’s DEI Talent Solutions
2. Dr. Kordilia Noble
Mr. Joseph Seymour
Dr. Jonathan Mott
Dr. Brian Johnson
April 11-14, 2022 • Washington DC
3. “We believe that achieving strong operating
results — the right way — starts with our
teammates,
and we know we must reflect the
diversity of the clients and
communities we serve.
Our diversity makes us stronger,
and the value we deliver as a company is
strengthened when we bring broad
perspectives together to meet the
needs of our diverse stakeholders.”
3
April 11-14, 2022 • Washington DC • Tomorrow’s DE&I Talent Solutions, KRA Corporation & Aspire Ability
4. of Chief Academic Officers
believe they are effectively
“preparing students for the world
of work.”
96%
of Business Leaders agreed that
higher ed institutions are:
“graduating students with the
skills and competencies that MY
business needs.”
33%
4
4
April 11-14, 2022 • Washington DC • Tomorrow’s DE&I Talent Solutions, KRA Corporation & Aspire Ability
5. “New technologies frequently
require specific new skills that
schools don’t teach
and that
labor markets don’t supply.”
45%
of employers
can’t find workers
with the skills they need.
5
April 11-14, 2022 • Washington DC • Tomorrow’s DE&I Talent Solutions, KRA Corporation & Aspire Ability
6. Diversifying hiring pools is essential.
One study found that the odds of a
minority being hired were
193x
higher
when there were at least two minority
candidates in the finalist pool.
6
April 11-14, 2022 • Washington DC • Tomorrow’s DE&I Talent Solutions, KRA Corporation & Aspire Ability
7. A 2017 BCG study found that companies with more diverse
leadership teams realized
19
PERCENTAGE
POINTS
more innovation revenue
than less diverse organizations.
7
April 11-14, 2022 • Washington DC • Tomorrow’s DE&I Talent Solutions, KRA Corporation & Aspire Ability
8. In an HP study, women indicated they
would only apply for a role if they met
100%
of the requirements. In contrast, men
would apply if they believed they met
only 60% of the requirements.
8
April 11-14, 2022 • Washington DC • Tomorrow’s DE&I Talent Solutions, KRA Corporation & Aspire Ability
9. In a 2016 study,
Black and Asian job seekers who
“whitened” their applications were called
back for interviews at
DOUBLE
the rate of candidates
who did not.
9
April 11-14, 2022 • Washington DC • Tomorrow’s DE&I Talent Solutions, KRA Corporation & Aspire Ability
10. HOW
can we accomplish this?
We need to INTENTIONALLY address the
BROKEN
talent ecosystem.
HOW
can organizations and schools
INTENTIONALLY improve??
10
April 11-14, 2022 • Washington DC • Tomorrow’s DE&I Talent Solutions, KRA Corporation & Aspire Ability
11. Job Market Data is Misaligned and Opaque
LIFELONG LEARNERS
RESUMES
LINKEDIN
JOB
APPLICATIONS
11
April 11-14, 2022 • Washington DC • Tomorrow’s DE&I Talent Solutions, KRA Corporation & Aspire Ability
22. TRANSPAREN
T STRATEGIC
DEVELOPMEN
T PATHWAYS
Career Development
Pathways
INTENTIONALLY DESIGNED OBJECTIVE PATHWAYS
22
April 11-14, 2022 • Washington DC • Tomorrow’s DE&I Talent Solutions, KRA Corporation & Aspire Ability
Job Competency
Mapping
KNOWLEDGE
SKILLS
and ABILITIES
Competency
Assessment
OBJECTIVE
VALID
COMPETENCY
PROFILES
INDIVIDUALIZE
D
TARGETED
PLANS
Personalized
Development
Plans
23. CASE STUDY: Utah Valley University
LIFELONG LEARNERS
RESUMES
LINKEDIN
JOB
APPLICATIONS
COMPETENCY
PROFILES
JOB-ALIGNED
COMPETENCIE
S
VALIDATED
JOB
COMPETENCY
MAPS
23
April 11-14, 2022 • Washington DC • Tomorrow’s DE&I Talent Solutions, KRA Corporation & Aspire Ability
24. CASE STUDY: Utah Valley University
LIFELONG LEARNERS
RESUMES
LINKEDIN
JOB
APPLICATIONS
COMPETENCY
PROFILES
with
VERIFIABLE
CLAIMS
WORK-
ALIGNED
KSAs
documented from
DEGREES & PROGRAMS
VALIDATED
JOB
COMPETENCY
MAPS
DEGREE
PROGRAMS
JOB
COMPETENCY
MAPS
(w/ Multiple Employers)
Alignment!
PROCESS
How this works
with UVU and
other schools.
24
April 11-14, 2022 • Washington DC • Tomorrow’s DE&I Talent Solutions, KRA Corporation & Aspire Ability
EXPANDED
PROJECT @UVU
9 additional employers
1 new program w/
10 employers
Internal job alignment
COMPETENCY
RECORDS &
Credential
Wallets
25. So what?
THREE THINGS YOU CAN DO IMMEDIATELY
Identify HIGH-DEMAND, HIGH-GROWTH jobs and create
JOB COMPETENCY MAPS for them
Work with EDUCATIONAL PROVIDERS to ensure
ALIGNMENT between programs and jobs
Create personalized, TRANSPARENT
& OBJECTIVE UPSKILLING PATHWAYS
25
April 11-14, 2022 • Washington DC • Tomorrow’s DE&I Talent Solutions, KRA Corporation & Aspire Ability
26. Now what?
26
April 11-14, 2022 • Washington DC • Tomorrow’s DE&I Talent Solutions, KRA Corporation & Aspire Ability
Identify HIGH-DEMAND, HIGH-GROWTH jobs and
create JOB COMPETENCY MAPS for them
REIMAGINED BUSINESS SERVICES
27. Now what?
27
April 11-14, 2022 • Washington DC • Tomorrow’s DE&I Talent Solutions, KRA Corporation & Aspire Ability
Work with EDUCATIONAL PROVIDERS to ensure
ALIGNMENT between programs and jobs
REALIGNED TRAINING OPPORTUNITIES
28. Now what?
28
April 11-14, 2022 • Washington DC • Tomorrow’s DE&I Talent Solutions, KRA Corporation & Aspire Ability
Create personalized, TRANSPARENT
& OBJECTIVE UPSKILLING PATHWAYS
REFOCUSED CAREER COACHING
29. Q&A
29
April 11-14, 2022 • Washington DC • Tomorrow’s DE&I Talent Solutions, KRA Corporation & Aspire Ability
30. REFERENCES
Bank of America. “2020 HUMAN CAPITAL MANAGEMENT REPORT.” October 2020.
Scott Jaschik & Doug Lederman. “The 2014 Inside Higher Ed Survey of College & University Chief Academic Officers.”
Conducted by Gallup®, Inside Higher Ed (2014).
Preety Sidhu & Valerie J. Calderon. “Many Business Leaders Doubt U.S. Colleges Prepare Students.” Gallup News
(February 25, 2014).
James Bessen. “Employers Aren’t Just Whining — the “Skills Gap” is Real.” Harvard Business Review, August 2014.
Stefanie K. Johnson, David R. Hekman, and Elsa T. Chan. “If There’s Only One Woman in Your Candidate Pool, There’s
Statistically No Chance She’ll Be Hired.” Harvard Business Review. April 2016.
Boston Consulting Group. “The Mix That Matters: Innovation Through Diversity.” February 2017.
Nancy F. Clark. “Act Now to Shrink the Confidence Gap.” Forbes, April 2014.
ManpowerGroup. “Solving the Talent Shortage: Build, Buy, Borrow and Bridge.” Published 2018.
30
April 11-14, 2022 • Washington DC • Tomorrow’s DE&I Talent Solutions, KRA Corporation & Aspire Ability
32. 54%
of employers
conduct formal,
post-hire training
to fill gaps.
32
April 11-14, 2022 • Washington DC • Tomorrow’s DE&I Talent Solutions, KRA Corporation & Aspire Ability
33. 26%
of Americans
QUIT THEIR JOBS
because they were
dissatisfied with the
Training & onboarding
process.
33
April 11-14, 2022 • Washington DC • Tomorrow’s DE&I Talent Solutions, KRA Corporation & Aspire Ability