This document discusses a new approach to workforce development called Workforce Development 2.0. It outlines five realities that define this new approach: 1) taking a systems perspective, 2) using skills as a common language, 3) designing new career pathway maps, 4) managing a regional skills bank, and 5) accelerating open innovation through collaboration. It provides examples of how different states and organizations are implementing programs aligned with these realities, such as industry skills panels, industry partnerships, and youth network pilots. The goal is to build metrics-driven collaborations to better prepare more individuals for high-income careers.

1. Workforce Development 2.0:
How to Design a New Public
Workforce System
Ed Morrison
Purdue Center for Regional Development
AUBER | Indianapolis
October, 2011

2. Lessons from around the country
Location of Strategic Doing presentations and workshops

3. Collaborations to innovate

4. A few key concepts
To move toward Workforce Development 2.0

5. Workforce Development 2.0
Comes down to the 5 realities
1. Understanding a systems perspective
2. Adopting skills as a common language
3. Designing new visual maps for careers
4. Managing our regional “skills bank”
5. Accelerating open innovation: Collaborating quickly

6. Our outdated ideas
Many of us have an obsolete mental model
4 Years of Career
K through 12
College
del explains less
This mo
of wha t goes on
t han 25%

7. Reality 1: Take a systems view
Less than 50% are prepared for high income careers
4 Years of
College
3 2 Years of
Early College Career
Childhood K through 12
Certifications
2
5
1
$10.00
per hour
4
Entry
level Unemployed
Working
Dependency poor
Cycle
Source: Ed Morrison,
This material is distributed under a Creative Commons Attribution-ShareAlike 3.0 license.

8. Workforce Development in a Nutshell
Less than 50% are prepared for high income careers
Source: Ed Morrison,
This material is distributed under a Creative Commons Attribution-ShareAlike 3.0 license.

9. Reality 2: Skills as a common language
Bridge the communications gaps

10. Advance Manufacturing Competency model
Source: US DOL

11. Reality 3: New career pathway maps
Using skills as path markers
Active
listening +
Active learning +
Mechanical + Mechanical + Oral
Production/ Comprehension + Mechanical
Welder Machinist Oral Expression +
Processing +
Visualization +
Engineer
Mathematics
Problem
Sensitivity +
Information
Ordering
Source: EMSI

12. Manufacturing Career Map
Source: EMSI

13. Student/Parent Career Map for Nursing
A high level health career roadmap for parents of young
children might look something like this...
Early
Childhood K through 12 4 Years of College
Education
Middle and High
2 Years of College Skill Health Care
Ready for Career
School
Certifications
Reading by
Grade 2
Career exploration Career guidance
Grades 4-8 Grades 9-12
Alegebra by Chemistry,
Grade 9 Physics, Biology
Early college
Source: Strategy-Nets

14. Nursing Career Map
A nursing career map from the UK
Source: UK Department of Health

15. Reality 4: Regional Skills Banks
Understanding Occupational Clusters
http://www.statsamerica.org/innovation Source: Purdue Center for Regional Development, EMSI, and
Indiana University Business Research Center

16. Skills Mapping: An Example
JOHNSON
SPACE
CENTER
Explora3on
"Marketable
Skill"
for
Petroleum
Life
Core/Support
Competency Industry Refining
&
Sciences
&
Systems
Engineering;
Project
Chemical
Healthcare
1.1
SpacecraL
SE&I Management
Products
2.1.1
Integrated
Mission
Architecture
Defini3on
&
Analysis Systems
Architect
2.1.2
Explora3on
Trade
Studies
&
Analysis Acquisi8on/Procurement P
Engineering
Discipline/Domain
2.1.3
Vehicle
Design
&
Integra3on Exper8se
Pyrotechnics/Explosives;
Hypervelocity
2.1.4
Al3tude,
Impact,
and
Materials
Tes3ng Physics/Analysis;
Sta8s8cs;
Engineering
2.2.1
Technology
Assessment
&
Planning Technology
Research
&
Development P
S
SoCware
Development;
Integrated
3.1.1
Mission
Planning
&
Flight
Design Mission
Planning
Logis8cs/Project
Management/
3.1.2
Flight
Opera3ons
&
Training Simula8on P
S
Sports
Medicine;
Bioengineering;
4.1.1
Human
Health
&
Performance Biomedical
R&D;
Nutri8on
R&D
S
Telemedicine;
Bioengineering;
4.1.2
Space
Medicine
and
Health
Care
Systems Environmental
Engineering;
S
4.1.3
Human
Factors Biomedical
R&D;
Human
Factors
S
S
=
Strong
Likelihood
of
Skills
Match
P
=
Possible
Likelihood
of
Skills
Match
Source: Regionerate
Blank
=
No
known
likely
Skills
Match

17. Reality 5: Strategic Collaborations
Building metrics driven collaborations quickly
4 Years of
College
3 2 Years of
Early College Career
Childhood K through 12
Certifications
2
5
1
$10.00
per hour
4
Entry
level Unemployed
Working
Dependency poor
Cycle

18. Washington State: Industry Skill Panels

19. Pennsylvania: Industry Partnerships

20. Indiana: Re-engagement Pathways

21. Strategy-Nets:Youth Network Pilots

22. Strategic Doing
Develops strategy for collaborations
Where are we going? How will we get there?

23. Where are we going?
How will we get there?

24. Workforce 2.0
Implications for new policy
Scrap old programs: Move from fixing problems to
“linking and leveraging” assets
We need investments in:
• One Stop infrastructure for skill assessments
and career guidance
• Vouchers for subsidizing training tied to skill
assessments
• Seed investments in productive collaborations
• Applied research on new tool development
and dynamic evaluation

25. Thank you
Ed Morrison
Economic Policy Advisor
Purdue Center for Regional Development
edmorrison@purdue.edu