This presentation provides an overview of the workforce system in Florida as it prepares to deploy Recovery Act funds as an investment in 21st century talent solutions.
This document discusses opportunities for upskilling North Carolina's existing workforce, particularly the hundreds of thousands of "non-completers" who have some postsecondary experience but no credentials. It notes that 905,000 NC residents are non-completers, and targeting this group could help address employer challenges in finding workers and individual challenges in career mobility. The document explores how NC's workforce and education systems can better connect non-completers to opportunities to complete their degrees or certificates through strategies like part-way home programs, work-based learning, and credentialing military experience.
The speaker discusses three "tug-of-wars" in higher education: [1] Funding versus Accountability, noting that increased accountability is needed to obtain more funding; [2] Tuition versus Financial Aid, which are interrelated; and [3] Institutional Independence versus Need for Systemic Governance. Regarding funding versus accountability, the speaker states accountability must be improved for universities to receive more funding from the state government. The speaker also recommends the New Florida Initiative to increase graduates and research with $2 billion in new state funding.
AMBCC Education and Workforce DevelopmentMichael Hill
The AMBCC Education and Workforce Development Committee is comprised of members in the labor/staffing industry, recruiters and human resource professionals.
Talent Pipelining - You're Not as Attractive as You Think You AreLindsey Barnett
This document discusses talent pipelining, which is a proactive approach to recruitment where organizations identify critical roles, understand their employer brand, and build a pipeline of pre-qualified candidates. It notes that talent has more choice now and organizations are not always as attractive to candidates as they think. It also provides statistics on talent shortages globally and in Australia. The document emphasizes identifying critical roles to focus on, separating sourcing from recruiting roles, and communicating an authentic employer brand to engage both active and passive candidates.
The Workforce Investment Board of Solano County is a non-profit established in 1999 to link employers with employees. It aims to serve Solano County businesses by providing HR services like posting jobs, publishing on job sites, and pushing jobs out through email networks to expand the applicant pool. The WIB also helps businesses through programs that underwrite costs like the Youth Program and On-the-Job Training program. Additional services include recruiting support, loss aversion counseling, rapid response for downsizing, and information on tax credits for hiring targeted groups.
Project Overview - Pilots for the NorthLouise Quinn
This document summarizes a pilot project to train skilled aviation workers from the Cree Nation in Northern Quebec. The project will train three successive cohorts of pilots over 4 years using an integrated learning model. Industry partners will offer work placements and mentors. Candidates will be recruited from the 9 Cree communities and undergo a 3-month orientation on literacy and essential skills before entering the DEP en Pilotage program. Literacy training will be embedded in the technical aviation curriculum delivered at the Sabtuan Regional Vocational Training Centre. The goal is to address skills shortages in the aviation industry while providing training opportunities for underserved Cree adults.
This document discusses opportunities for upskilling North Carolina's existing workforce, particularly the hundreds of thousands of "non-completers" who have some postsecondary experience but no credentials. It notes that 905,000 NC residents are non-completers, and targeting this group could help address employer challenges in finding workers and individual challenges in career mobility. The document explores how NC's workforce and education systems can better connect non-completers to opportunities to complete their degrees or certificates through strategies like part-way home programs, work-based learning, and credentialing military experience.
The speaker discusses three "tug-of-wars" in higher education: [1] Funding versus Accountability, noting that increased accountability is needed to obtain more funding; [2] Tuition versus Financial Aid, which are interrelated; and [3] Institutional Independence versus Need for Systemic Governance. Regarding funding versus accountability, the speaker states accountability must be improved for universities to receive more funding from the state government. The speaker also recommends the New Florida Initiative to increase graduates and research with $2 billion in new state funding.
AMBCC Education and Workforce DevelopmentMichael Hill
The AMBCC Education and Workforce Development Committee is comprised of members in the labor/staffing industry, recruiters and human resource professionals.
Talent Pipelining - You're Not as Attractive as You Think You AreLindsey Barnett
This document discusses talent pipelining, which is a proactive approach to recruitment where organizations identify critical roles, understand their employer brand, and build a pipeline of pre-qualified candidates. It notes that talent has more choice now and organizations are not always as attractive to candidates as they think. It also provides statistics on talent shortages globally and in Australia. The document emphasizes identifying critical roles to focus on, separating sourcing from recruiting roles, and communicating an authentic employer brand to engage both active and passive candidates.
The Workforce Investment Board of Solano County is a non-profit established in 1999 to link employers with employees. It aims to serve Solano County businesses by providing HR services like posting jobs, publishing on job sites, and pushing jobs out through email networks to expand the applicant pool. The WIB also helps businesses through programs that underwrite costs like the Youth Program and On-the-Job Training program. Additional services include recruiting support, loss aversion counseling, rapid response for downsizing, and information on tax credits for hiring targeted groups.
Project Overview - Pilots for the NorthLouise Quinn
This document summarizes a pilot project to train skilled aviation workers from the Cree Nation in Northern Quebec. The project will train three successive cohorts of pilots over 4 years using an integrated learning model. Industry partners will offer work placements and mentors. Candidates will be recruited from the 9 Cree communities and undergo a 3-month orientation on literacy and essential skills before entering the DEP en Pilotage program. Literacy training will be embedded in the technical aviation curriculum delivered at the Sabtuan Regional Vocational Training Centre. The goal is to address skills shortages in the aviation industry while providing training opportunities for underserved Cree adults.
The document discusses middle-skills jobs, which require more than a high school degree but less than a four-year college degree. It notes that these jobs make up over half of the Michigan workforce and close to half of all job openings in the state by 2016 will be in middle-skills fields like healthcare, construction, and manufacturing. However, many students and workers fail to complete the one-to-two year training programs required for these jobs due to financial barriers and other responsibilities like work and family. The document calls for a focus on improving completion rates through measures like increased financial aid, childcare support, and flexible work schedules.
Judy Whitlock has over 20 years of experience in human resources and benefits administration, currently serving as the Benefits & Leave Administrator at Trident University International where she manages benefits programs and assists with employee relations. Prior to her current role, she held director and manager level positions at Western University of Health Sciences and Whittier College where she oversaw benefits administration, retirement plans, and employee onboarding. She has extensive expertise in benefits, payroll, compliance, and training and seeks to utilize her problem solving and relationship building skills.
Finding Funds for Your CTE Program (Perkins, Writing Grants, Enhancing Educat...Dave Hansen
In this presentation, learn how to use Perkins, Enhancing Education Through Technology, and other funding sources to cover the costs of implementing industry certification programs at your school. We also provide some additional funding resources information, grant writing tips, and a high-level overview of a few industry certifications that align well with common primary and secondary education courses. We offer suggestions and a great resource for using Perkins funding to cover CTSO expenses.
Women Wanted: Attracting Women to Technical Fields in QatarWesley Schwalje
Over the past several decades Qatar has dramatically reformed its education and training system to align it with macroeconomic policies aimed at advancing towards a knowledge-based economy. However, technical vocational education and training (TVET) has not been a significant focus of educational reform. Though the need for a technically trained labor force was recognized by policy makers in Qatar as early as the 1940s when Qatar began exporting oil, dedicated TVET institutions began to emerge only in the late 1990s with establishment of several postsecondary institutions, two secondary institutions for boys, government-run training academies, and the emergence of a private training market.
Education| Ontario -| Issues and Solutions | September 2018paul young cpa, cga
This document discusses issues and potential solutions related to education in Ontario. It provides a biography of author Paul Young and his background. Key points made in the document include:
- Graduation rates have improved across Canada but money from political parties is not improving how tax dollars are delivered to students.
- Rural Ontario needs a new economic development strategy and education is not well aligned with today's and future jobs.
- Too many students lack critical thinking skills and have been treated as "special" rather than prepared for the real world.
- There is a need for more emphasis on subjects like financial planning, science, technology and writing in secondary school programs.
- The document outlines an agenda to discuss specific topics in more depth
The document summarizes the key findings of the Outward Bound Trust regarding the UK government's proposed apprenticeship levy. The main points are:
- The levy of 0.5% on company payrolls over £3 million will be used to fund three million new apprenticeships by 2020.
- It will be collected through PAYE starting in April 2017. Employers will receive an allowance of £15,000 and a 10% top-up from the government to spend on apprenticeships.
- Funds must be spent on approved apprenticeship training within 18 months or will expire. Employers can only spend funds on approved training providers listed on the new Digital Apprentices
The document discusses promoting refugee and migrant integration through education and employment in Ireland. It covers several topics:
- Work allows immigrants to learn the language and culture faster, build self-confidence, and connect with their new community.
- Important steps for employment include learning how to write a CV and access further education or training to meet job requirements.
- The course will teach about how the Irish job market works, employee rights and responsibilities, types of work available, and how to start a business.
- Ireland provides free primary and secondary education to all children regardless of immigration status. The education system includes links to further education programs and supports for refugees and asylum seekers.
- Various resources are available to help with job
The aviation and aerospace industries face a shortage of future talent as many current employees approach retirement age. To address this, companies must attract and develop new talent through creative partnerships. They are starting early education programs, interactive exhibits, and competitions to inspire students to pursue careers in these fields. Companies also form partnerships with universities, governments, and each other to establish training programs and create centers of excellence. Mentorship programs pair retiring employees with new hires to transfer critical knowledge before they leave. While recruitment challenges remain, these innovative strategies aim to develop the future workforce that these industries will need.
The document discusses how small businesses can benefit from outsourcing tasks globally to reduce costs. It provides examples of common outsourced tasks such as marketing, customer service, and web development. Additionally, it discusses challenges with outsourcing such as communication issues and ensuring quality control from remote teams. The presentation emphasizes teaching business students how to identify capable talent, define project specifics, and manage virtual outsourced teams.
A Barometer of HR Trends and Prospects 2013 by CIPDElizabeth Lupfer
The CIPD conducts annual surveys of HR professionals in the UK to track trends in areas such as resourcing and talent planning, reward management, learning and development, and absence management. The 2012 surveys found that while recruitment difficulties remained high, organizations were increasingly focused on retaining existing talent. Training budgets had declined for many organizations since the previous year. Overall the surveys provided a benchmark for practitioners to gauge challenges in attracting and developing talent amid ongoing economic uncertainty.
The region’s Premier annual Compensation & Benefits event run successfully since 1996 where Top level experts from Top employers will share insights into real world strategies and techniques in Compensation & Benefits. For Registrations contact Sowmya on +971 4 4072730 or email: sowmya.yellappa@informa.com
The article discusses the lack of women in the engineering industry and efforts being made to address it. While progress has been made in improving gender ratios in the workplace overall, engineering still has a long way to go. However, the industry has been taking significant steps, such as the work of Women in Science, Engineering and Technology (WiSET), to rectify the situation and encourage more women to enter the field. WiSET has found that a lack of confidence due to few other female role models remains a challenge in attracting women to engineering careers.
This document outlines how the author will support their friend through different situations and emotions. They promise to help get revenge if their friend is sad, try to help if they are blue, know if they smile due to getting laid, rag on them if scared, tell worse stories if worried, use simple words to explain if confused, and point and laugh if they fall, because their friend is their friend until the end.
The document outlines an "ant philosophy" consisting of four parts: 1) Ants never quit and will find another way if stopped; 2) Ants think about and prepare for winter during the summer; 3) Ants stay positive during winter by remembering it won't last; and 4) Ants gather as much food as possible during summer to prepare for winter. The overall lesson is to never give up, think ahead, stay positive, and do all you can.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
The document summarizes paradoxes of modern times, noting that while people have more material possessions and knowledge, they have less time, common sense, judgment, wellness, values, and life satisfaction. It argues people should make more time for family, friends, experiences, and inner reflection rather than always rushing and focusing on survival and accumulating more things. The key message is to appreciate each day as special and not delay telling loved ones how you feel.
The document discusses keeping God first in all areas of life, not just church on Sundays. It encourages the reader to not be ashamed of God and to pass the message on to others if they truly love God. It asserts that without God, one is nothing, but with God one can do all things through Christ.
Your boss informs you that there will be no salary increases, bonuses, or paid overtime for the year, expenses will not be reimbursed, and the annual Christmas party has been cancelled. This disappointing news from management about compensation and benefits cuts would likely generate an unhappy reaction from employees who were expecting or relying on these rewards and traditions.
The document lists various international airlines including Air Canada, Air France, Air New Zealand, Emirates, Etihad, Eurofly, Japan Airlines, Lufthansa, Singapore Airlines, Thai Airways, Virgin Atlantic. It then jokingly presents a fictional airline called Kerala Airways and tells the reader to get back to work.
The document discusses middle-skills jobs, which require more than a high school degree but less than a four-year college degree. It notes that these jobs make up over half of the Michigan workforce and close to half of all job openings in the state by 2016 will be in middle-skills fields like healthcare, construction, and manufacturing. However, many students and workers fail to complete the one-to-two year training programs required for these jobs due to financial barriers and other responsibilities like work and family. The document calls for a focus on improving completion rates through measures like increased financial aid, childcare support, and flexible work schedules.
Judy Whitlock has over 20 years of experience in human resources and benefits administration, currently serving as the Benefits & Leave Administrator at Trident University International where she manages benefits programs and assists with employee relations. Prior to her current role, she held director and manager level positions at Western University of Health Sciences and Whittier College where she oversaw benefits administration, retirement plans, and employee onboarding. She has extensive expertise in benefits, payroll, compliance, and training and seeks to utilize her problem solving and relationship building skills.
Finding Funds for Your CTE Program (Perkins, Writing Grants, Enhancing Educat...Dave Hansen
In this presentation, learn how to use Perkins, Enhancing Education Through Technology, and other funding sources to cover the costs of implementing industry certification programs at your school. We also provide some additional funding resources information, grant writing tips, and a high-level overview of a few industry certifications that align well with common primary and secondary education courses. We offer suggestions and a great resource for using Perkins funding to cover CTSO expenses.
Women Wanted: Attracting Women to Technical Fields in QatarWesley Schwalje
Over the past several decades Qatar has dramatically reformed its education and training system to align it with macroeconomic policies aimed at advancing towards a knowledge-based economy. However, technical vocational education and training (TVET) has not been a significant focus of educational reform. Though the need for a technically trained labor force was recognized by policy makers in Qatar as early as the 1940s when Qatar began exporting oil, dedicated TVET institutions began to emerge only in the late 1990s with establishment of several postsecondary institutions, two secondary institutions for boys, government-run training academies, and the emergence of a private training market.
Education| Ontario -| Issues and Solutions | September 2018paul young cpa, cga
This document discusses issues and potential solutions related to education in Ontario. It provides a biography of author Paul Young and his background. Key points made in the document include:
- Graduation rates have improved across Canada but money from political parties is not improving how tax dollars are delivered to students.
- Rural Ontario needs a new economic development strategy and education is not well aligned with today's and future jobs.
- Too many students lack critical thinking skills and have been treated as "special" rather than prepared for the real world.
- There is a need for more emphasis on subjects like financial planning, science, technology and writing in secondary school programs.
- The document outlines an agenda to discuss specific topics in more depth
The document summarizes the key findings of the Outward Bound Trust regarding the UK government's proposed apprenticeship levy. The main points are:
- The levy of 0.5% on company payrolls over £3 million will be used to fund three million new apprenticeships by 2020.
- It will be collected through PAYE starting in April 2017. Employers will receive an allowance of £15,000 and a 10% top-up from the government to spend on apprenticeships.
- Funds must be spent on approved apprenticeship training within 18 months or will expire. Employers can only spend funds on approved training providers listed on the new Digital Apprentices
The document discusses promoting refugee and migrant integration through education and employment in Ireland. It covers several topics:
- Work allows immigrants to learn the language and culture faster, build self-confidence, and connect with their new community.
- Important steps for employment include learning how to write a CV and access further education or training to meet job requirements.
- The course will teach about how the Irish job market works, employee rights and responsibilities, types of work available, and how to start a business.
- Ireland provides free primary and secondary education to all children regardless of immigration status. The education system includes links to further education programs and supports for refugees and asylum seekers.
- Various resources are available to help with job
The aviation and aerospace industries face a shortage of future talent as many current employees approach retirement age. To address this, companies must attract and develop new talent through creative partnerships. They are starting early education programs, interactive exhibits, and competitions to inspire students to pursue careers in these fields. Companies also form partnerships with universities, governments, and each other to establish training programs and create centers of excellence. Mentorship programs pair retiring employees with new hires to transfer critical knowledge before they leave. While recruitment challenges remain, these innovative strategies aim to develop the future workforce that these industries will need.
The document discusses how small businesses can benefit from outsourcing tasks globally to reduce costs. It provides examples of common outsourced tasks such as marketing, customer service, and web development. Additionally, it discusses challenges with outsourcing such as communication issues and ensuring quality control from remote teams. The presentation emphasizes teaching business students how to identify capable talent, define project specifics, and manage virtual outsourced teams.
A Barometer of HR Trends and Prospects 2013 by CIPDElizabeth Lupfer
The CIPD conducts annual surveys of HR professionals in the UK to track trends in areas such as resourcing and talent planning, reward management, learning and development, and absence management. The 2012 surveys found that while recruitment difficulties remained high, organizations were increasingly focused on retaining existing talent. Training budgets had declined for many organizations since the previous year. Overall the surveys provided a benchmark for practitioners to gauge challenges in attracting and developing talent amid ongoing economic uncertainty.
The region’s Premier annual Compensation & Benefits event run successfully since 1996 where Top level experts from Top employers will share insights into real world strategies and techniques in Compensation & Benefits. For Registrations contact Sowmya on +971 4 4072730 or email: sowmya.yellappa@informa.com
The article discusses the lack of women in the engineering industry and efforts being made to address it. While progress has been made in improving gender ratios in the workplace overall, engineering still has a long way to go. However, the industry has been taking significant steps, such as the work of Women in Science, Engineering and Technology (WiSET), to rectify the situation and encourage more women to enter the field. WiSET has found that a lack of confidence due to few other female role models remains a challenge in attracting women to engineering careers.
This document outlines how the author will support their friend through different situations and emotions. They promise to help get revenge if their friend is sad, try to help if they are blue, know if they smile due to getting laid, rag on them if scared, tell worse stories if worried, use simple words to explain if confused, and point and laugh if they fall, because their friend is their friend until the end.
The document outlines an "ant philosophy" consisting of four parts: 1) Ants never quit and will find another way if stopped; 2) Ants think about and prepare for winter during the summer; 3) Ants stay positive during winter by remembering it won't last; and 4) Ants gather as much food as possible during summer to prepare for winter. The overall lesson is to never give up, think ahead, stay positive, and do all you can.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
The document summarizes paradoxes of modern times, noting that while people have more material possessions and knowledge, they have less time, common sense, judgment, wellness, values, and life satisfaction. It argues people should make more time for family, friends, experiences, and inner reflection rather than always rushing and focusing on survival and accumulating more things. The key message is to appreciate each day as special and not delay telling loved ones how you feel.
The document discusses keeping God first in all areas of life, not just church on Sundays. It encourages the reader to not be ashamed of God and to pass the message on to others if they truly love God. It asserts that without God, one is nothing, but with God one can do all things through Christ.
Your boss informs you that there will be no salary increases, bonuses, or paid overtime for the year, expenses will not be reimbursed, and the annual Christmas party has been cancelled. This disappointing news from management about compensation and benefits cuts would likely generate an unhappy reaction from employees who were expecting or relying on these rewards and traditions.
The document lists various international airlines including Air Canada, Air France, Air New Zealand, Emirates, Etihad, Eurofly, Japan Airlines, Lufthansa, Singapore Airlines, Thai Airways, Virgin Atlantic. It then jokingly presents a fictional airline called Kerala Airways and tells the reader to get back to work.
This document summarizes 7 of the most beautiful oases from around the world. It describes the Ubari Oasis in Libya located between sand dunes and lakes that is home to the Tuareg people. It also discusses the tiny oasis settlement of Huacachina in Peru with its lagoon and palm trees that serves as a resort. Additionally, it mentions the Ein Gedi oasis along the Dead Sea in Israel that has been inhabited since ancient times.
This document contains a summary of People Capital's education finance solution and business plan. People Capital aims to address the $113 billion education funding gap by developing a web-based platform that connects student loan borrowers with individual and institutional lenders. The company leverages its proprietary Human Capital Score, which uses data like school, major, GPA and test scores to predict a student's future income and credit risk, improving upon traditional credit scores. People Capital plans to provide a full suite of services including loan origination, servicing and secondary market capabilities. The company has completed development of its credit scoring technology and platform beta, and is now focused on growth through customer acquisition and further product enhancements.
The California Community Colleges Economic and Workforce Development program (EWD) invests in the skills of California’s workforce – now and in the future – through highly specialized industry training, technical consulting and business development.
Jobs for Veterans Act - Cyber Security NeedsRob Wilson
The document discusses opportunities in the cybersecurity field and a training program offered by Military Network to help veterans transition to cybersecurity careers. Some key points:
- There is a major shortage of cybersecurity professionals, with over 200,000 unfilled jobs in the US and a projected shortfall of 1.5 million globally by 2019.
- Military Network offers IT training, certification preparation, and job placement assistance to help veterans and active military personnel transition to high-paying private sector cybersecurity careers.
- Their training options cover a range of cybersecurity and IT fields, from networking to security to programming, and can be done remotely through an online mentoring program.
MyFutureNC Policy Brief: A Focus on Non-CompletersMolly Osborne
This document discusses opportunities for upskilling North Carolina's existing workforce, particularly non-completers - those with some postsecondary experience but no credentials. It notes that North Carolina is projected to add over 550,000 jobs by 2024 requiring postsecondary education. However, many North Carolinians lack necessary skills and education to fill these jobs. The document explores aligning the state's workforce programs and education institutions to help non-completers earn credentials through initiatives like career pathways programs, work-based learning, programs for former students, and granting credit for military experience.
This document discusses the connection between education and economic prosperity in Northern Ontario. It introduces Northern College and its role in developing the current and future workforce through programs, courses, consulting services and customized training. It examines the region's labour market outlook and need to develop the workforce through strategies like retaining and training existing workers, tapping into Indigenous and immigrant populations. Funding opportunities that support workforce training are also outlined, such as the Canada Training Benefit, Second Career program, COJG, and apprenticeship incentives. The presentation emphasizes that education and training are key to having a strong, thriving community and economy.
Reenvisioning Retail: The Future of Retail (Hosted by Lives Empowered)project-equity
This document discusses the future of retail and employee ownership. It summarizes a presentation on how retail jobs are becoming more skilled and how employee ownership can benefit both businesses and workers. The presentation outlines how retail jobs require skills in areas like sales, marketing, business, and supply chain management. It also discusses how employee ownership leads to higher wages, job stability, and business success compared to traditional ownership structures. The document advocates for government and philanthropic support of employee ownership as a way to address economic insecurity and wealth inequality.
Presentation explaining how the unemployed, military families, and disadvantaged youth can take advantage of government resources to pay for their professional certificates at Kennesaw State University.
UNITED STATES DEPARTMENT OF LABOR Employment and Training Ad.docxdickonsondorris
UNITED STATES DEPARTMENT OF LABOR
Employment and Training Administration
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Apprenticeship?
What is Registered Apprenticeship?
Introduction
The Registered Apprenticeship system has been utilized to meet the needs of America's skilled workforce for over 75 years. It is a unique, flexible training system
that combines job related technical instruction with structured on-the-job learning experiences. Registered Apprenticeship is a leader in preparing American workers
to compete in a global 21st Century economy because the system keeps pace with advancing technologies and innovations in training and human resource
development.
The Registered Apprenticeship system provides the opportunity for workers seeking high-skilled, high- paying jobs and for employers seeking to build a qualified
workforce. In this regard, the Registered Apprenticeship system effectively meets the needs of both employers and workers.
Registered Apprenticeship is highly active in traditional industries such as construction and manufacturing, but it is also instrumental in the training and
development of emerging industries such as healthcare, energy, and homeland security.
It's an Immediate Job
Apprentices start working from day one with incremental wage increases as they become more proficient on the job. Apprenticeships range from one to six years,
but the majority are four years in length. In 2011, more than 130,000 individuals nationwide became apprentices.
It's On-the-Job Learning and Education
The "Earn and Learn" training model of Registered Apprenticeship provides a unique combination of structured learning with on-the-job training from an assigned
mentor. Related instruction, technical training or other certified training is provided by apprenticeship training centers, technical schools, community colleges,
and/or institutions employing distance and computer-based learning approaches. The goal is to provide workers with advanced skillsets that meet the specific needs
of employers.
It's a Credential
Upon completion of a Registered Apprenticeship program, participants receive an industry issued, nationally recognized credential that certifies occupational
proficiency, is portable, and can provide a pathway to the middle class. In many cases, these programs provide apprentices with the opportunity to simultaneously
obtain secondary and post-secondary degrees. In 2011, over 55,000 participants nationwide graduated from a Registered Apprenticeship program.
What are the Advantages of Registered Apprenticeship?
The Registered Apprenticeship system provides a wide array of benefits.
For apprentices, benefits include:
• Improved ...
Columbus State Community College provides workforce development strategies to build workforce pipelines for in-demand industries. It focuses on developing career pathways with academic programs aligned to industry needs. It also integrates workforce skills into academic programs and collaborates on industry sector strategies to understand talent needs. For information technology, it piloted certificate programs for business analysts and Java developers to address skills gaps. For insurance, it identified in-demand occupations and developed strategies to close talent shortages through higher education partnerships.
The global profile of poverty has been predominantly rural, young, and undereducated. More than 40 percent of the global poor live in economies affected by fragility, conflict, and violence, and that number is expected to rise to 67 percent in the next decade. Half of the poor are children. Women represent majority of the poor in most regions and among some age groups. About 70 percent of the global poor aged 15 and over have no schooling or only some basic education. Impact sourcing reaches into those populations with opportunities for enduring, meaningful careers that foster hope. If someone has the will, we will teach them the skills.
Workforce Led Economic Development - Pensacola, FLJohn Prumatico
This document proposes a "Project Blue Sky" initiative to address workforce skill shortages in the Pensacola, Florida area that are hampering economic development and job creation. It would create a database of resumes of highly skilled workers to recruit nationally and match them to current and future job opportunities in the area's target industries like aerospace, IT, manufacturing and healthcare. The goal is to build a pipeline of specialized talent to attract expanding companies and make the area more competitive for recruitment by addressing its lack of experienced workers. Potential partners, funding sources and a phased implementation plan are outlined. Risks and mitigation strategies are also discussed.
1) The document discusses how the gap between available talent and jobs requiring certain skills is widening. Many employers report difficulty filling positions due to a lack of applicants with the necessary skills, experience, or qualifications.
2) It notes trends like emerging markets reshaping the global economy, rapid technological changes, and talent becoming a major driver of economic growth. However, 52% of US employers report trouble filling jobs as the US continues dealing with high unemployment.
3) The document advocates shifting from a "just-in-time" hiring approach to a strategic workforce plan that identifies current and future skill needs, ways to develop existing staff, and partners with education to better align curricula with employer demands.
The document discusses the Strong Workforce Task Force, which was created to recommend policies and practices to: 1) prepare students for high-value jobs that exist in California, 2) attract high-value jobs to California regions, 3) create jobs through workforce training, and 4) finance initiatives through state and federal resources. The task force aims to increase economic competitiveness by providing skills training that matches employer needs. It notes California will need 1 million more individuals with certificates or degrees by 2025 to meet job demand, and that "some college" is becoming the new minimum entry requirement for many jobs.
The document provides an overview of the skills gap trend report by The Skills Network. It highlights the top in-demand hard skills, including finance, auditing, and accounting based on job postings. Nursing is also listed as one of the top hard skills. The document also notes the soft skills most required by employers and discusses sectors most impacted by the pandemic such as hospitality and those that are booming like healthcare. Regional breakdowns of skills needs are also included.
FutureWorks Career Center is a nonprofit One-Stop Career Center located in Springfield, MA that serves job seekers and businesses. Their 3-year strategic plan aims to: 1) align their performance to a demand-driven business model; 2) increase visibility and usage among businesses and job seekers; and 3) empower staff to deliver innovative services. Their 'Big 4' goals are to increase placements, business services performance, and staff development. Key objectives include increasing job seeker participation, skills assessments, unemployment claimant membership, business contacts, marketing, and job postings.
This document discusses the role of accreditation agencies in overseeing public financing of tertiary education. It notes that while agencies can act as gatekeepers, solely focusing on institutional needs and inputs is not enough. To be effective, agencies need a national strategic approach involving employers, government and institutions to understand future labor demands, track skills gaps, and incentivize outcomes aligned with national development priorities through metrics, transparency of decisions, and income-contingent student repayments. This may require a centralized national higher education commission or board to coordinate sector-specific accreditation, institutional auditing and oversight of all publicly-funded institutions.
Similar to Workforce Florida presentation to FAPSC (20)
UCF Effective Delegation Monkeys at Work 04 28 2014Steve Urquhart
This document provides guidance on effective delegation. It discusses how managers often take on too many tasks and responsibilities from their direct reports, referred to as "monkeys". It outlines six rules for managing tasks delegated from subordinates, including clearly defining the task and ensuring the person has enough information and resources to complete it. The document also discusses different types of improperly delegated tasks, such as those passed upward from subordinates or sideways between peers. Overall, it emphasizes the importance of proper delegation to avoid becoming overburdened and allow subordinates to build initiative.
The document discusses the future of HR and how it will be impacted by emerging technologies. It argues that HR is evolving from a focus on administration to talent management. New technologies like crowdsourcing platforms and automation through artificial intelligence will disrupt traditional jobs and the concept of permanent employment. However, history has shown that new jobs are often created to leverage new technologies, and that leadership will be key to managing ongoing changes. The future of HR depends on adapting to this new dynamic environment of continuous change.
The document describes an allegory about five monkeys in a cage with a banana hanging above by a string. When the monkeys try to climb the stairs to reach the banana, they are sprayed with cold water. Over time, any monkey that tries to climb the stairs is attacked by the others, even as the original monkeys are replaced. Eventually none of the monkeys will try to climb the stairs, not because of the cold water, but because that is how it has always been done based on what the other monkeys do. The allegory illustrates how socialization and organizational culture can influence behavior and demand compliance.
Effective delegation and monkey managementSteve Urquhart
When someone on your team comes to you with a problem and you agree, consciously or otherwise, to do something about it, the monkey is now off their back and on yours. How can managers avoid these “upward-leaping” monkeys? This session, inspired by the book “The One Minute Manager Meets the Monkey,” will provide insights into effective delegation, with an emphasis on how managers, team leaders, and project managers – pretty much anyone who finds themselves in a managing role – can meet their own priorities, give back other people’s monkeys, and help people learn to solve their own problems.
This document provides an overview of change management concepts and best practices. It discusses how change management addresses the human side of change to help people successfully transition through change. It outlines common reasons for resistance to change and identifies clear communication, leadership commitment, training, and reinforcement as key factors for successful change implementation. The document also introduces the ADKAR change management model and framework as a systematic approach for preparing for and managing organizational change.
This document outlines a 30-day playbook for using social media to help a workforce succeed. It recommends drafting a team, understanding audiences, and having a game plan. Each week focuses on a different aspect: week 1 on recycling content; week 2 on engaging audiences; week 3 on "special teams"; and week 4 on goals. It provides strategies for using Facebook, Twitter, YouTube and blogs and recommends posting frequencies. The time commitment of a community manager is discussed, along with best practices like being authentic, consistent, and gracious.
This document discusses non-traditional work opportunities such as freelancing, crowdsourcing, and virtual work. It provides an overview of different models like coworking, talent-as-a-service, and vet sourcing programs that help veterans transition to freelance work. The document also outlines a proposed 4-week training program to help participants learn necessary skills, complete hands-on work, and match to available projects to transition to freelance work.
Steve Urquhart from T21 Solutions gave a presentation to the UCF Sales Club about acing job interviews. He explained that resumes and cover letters often don't get candidates past initial screening and that interviewers will research applicants online. Urquhart stressed that interviews are opportunities for candidates to showcase how they will help companies solve problems and that appearance, preparation, research, and follow up are critical to standing out among other applicants. He provided tips on common interview questions and resources for practicing interview skills.
VETsourcing is a not-for-profit initiative introduced by T21 Solutions, LLC as a way to connect military veterans, particularly those with disabilities and other limitations that would preclude traditional employment, with paid work opportunities and projects that will help them earn a living, sharpen their skills, and become increasingly competitive for full-time placements, additional project assignments and greater earning potential.
This is the presentation I will use as a backdrop for a guest lecture session at Webster University, specifically how to use LinkedIn as a career development tool. Feedback and suggestions are always appreciated!
Preview of my presentation for the Southeastern Employment and Training Association (SETA) Spring Conference 2011, "The Power of Social Networks" [seta.org]
While companies are hesitant to hire due to economic uncertainty and many jobs being permanently lost, there is a large unemployed workforce willing to work. A new talent solutions company connects this able workforce with companies' project needs through crowdsourcing, providing a hand up rather than a handout by matching talent to opportunities using an innovative online model enabled by technology.
This document provides an agenda for a résumé coaching workshop. The workshop covers introductions, why résumés still matter in today's job market, how the hiring process has changed, tips for an effective cover letter, and a sample résumé review exercise. The agenda emphasizes that résumés must be tailored to target specific jobs and avoid screening tools, and that cover letters are an important part of the application package.
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During the budget session of 2024-25, the finance minister, Nirmala Sitharaman, introduced the “solar Rooftop scheme,” also known as “PM Surya Ghar Muft Bijli Yojana.” It is a subsidy offered to those who wish to put up solar panels in their homes using domestic power systems. Additionally, adopting photovoltaic technology at home allows you to lower your monthly electricity expenses. Today in this blog we will talk all about what is the PM Surya Ghar Muft Bijli Yojana. How does it work? Who is eligible for this yojana and all the other things related to this scheme?
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Presentation by Herman Kienhuis (Curiosity VC) on Investing in AI for ABS Alu...Herman Kienhuis
Presentation by Herman Kienhuis (Curiosity VC) on developments in AI, the venture capital investment landscape and Curiosity VC's approach to investing, at the alumni event of Amsterdam Business School (University of Amsterdam) on June 13, 2024 in Amsterdam.
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The report *State of D2C in India: A Logistics Update* talks about the evolving dynamics of the d2C landscape with a particular focus on how brands navigate the complexities of logistics. Third Party Logistics enablers emerge indispensable partners in facilitating the growth journey of D2C brands, offering cost-effective solutions tailored to their specific needs. As D2C brands continue to expand, they encounter heightened operational complexities with logistics standing out as a significant challenge. Logistics not only represents a substantial cost component for the brands but also directly influences the customer experience. Establishing efficient logistics operations while keeping costs low is therefore a crucial objective for brands. The report highlights how 3PLs are meeting the rising demands of D2C brands, supporting their expansion both online and offline, and paving the way for sustainable, scalable growth in this fast-paced market.
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Cover Story - China's Investment Leader - Dr. Alyce SUmsthrill
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
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Workforce Florida presentation to FAPSC
1. Educated Choices for
Florida’s Future
Staying Focused on 21st Century Talent
and Smart Workforce Investments
Steve Urquhart
Vice President, Workforce Performance
Workforce Florida, Inc.
May 14, 2009
3. Top Workforce Trends (2009)
Welcome to the “new normal” …
1. Trimming perks and benefits
2. Upgrading talent rosters
3. Postponing retirement
4. Transferring skills
5. Relocating
6. Going back to the classroom
Source: CareerBuilder Q2/2009 U.S. Hiring Forecast
5. Today’s Workforce Challenge
Helping Floridians find and retain employment
during the current economic downturn
with an eye toward securing the state’s future
as the economy rebounds
6. Tomorrow’s Workforce Challenge
8 Out of 10 New Jobs
will require some post-secondary
education and training
…but Fewer Than Half of high school
freshmen continue education beyond high school
Complete Associate’s
Enter Complete High Continue to
or Bachelor’s Degree
High School in 4 College
in 6 Years
School Years Immediately
7. Rising to the Challenge
Our Goals:
• Maximize state and local partnerships to
enable success in Florida’s communities
• Maximize public and private investment in
workforce development
• Diversify Florida’s economy and talent base
• Develop world-class talent, 21st Century skills!
8. 3
Power of e
economic
development
3
employment
education
9. Defining Workforce Development
• The people side of economic development
• Helping workers and the businesses that employ
them stay competitive
• Enhancing skills through lifelong learning
• Returning adversely affected workers to
employment as soon as possible
• Linking training and education to
local/regional/state economic development priorities
• Enabling individuals to earn wages that are self-
sufficient to take care of themselves and their
families
18. The Bottom Line:
• Florida’s economic future depends on the
strength of its workforce
• Economy and talent requirements are
changing rapidly
• Skilled talent is in high demand
19. Florida’s Talent Generation System
Univ./
Career
K-12 Higher
Colleges
Ed
Florida Florida
TECHNOLOGY (VIRTUAL)
leadership businesses
• Governor • Current
• Legislature • Prospective
• WFI • Entrepreneurs
PHYSICAL FOOTPRINT
• EFI • …
• Board of
Governors
• Fla Chamber
INVENTORY
•…
Banner
Non-
CAPE
Ctrs
trad.
24. Workforce Tools
• Federal Training Funds
• Quick Response Training
• Incumbent Worker Training
• Targeted Occupations List
• Labor Market Data
• Employ Florida Marketplace
25. Workforce Tools
Federal Training Funds
• $1,250,000,000 - dislocated worker
employment and training activities;
• $1,200,000,000 - youth activities,
including summer employment for youth;
• $400,000,000 - Wagner-Peyser activities;
• $250,000,000 specificically to support
reemployment services for unemployment
insurance claimants;
• $500,000,000 - adult employment and
training activities
26. Workforce Tools
Federal Training Funds
• $750,000,000 - competitive grants for
worker training and placement in high
growth and emerging industry sectors,
•$200,000,000 - dislocated worker
assistance national reserve;
•$50,000,000 - YouthBuild activities
27. Workforce Tools
ARRA Funding for Florida’s
Workforce
• Florida’s workforce system will receive
$165 million in federal stimulus funds over
three years.
• Formula distribution for grants:
•$19.6M adult job training;
•$43.3M summer youth programs;
•$81.4M dislocated worker program;
•$20.6M for job placement assistance.
• Majority of funds are distributed to Regional
Workforce Boards - local impact.
28. Workforce Tools
ARRA Funding Opportunity
•ARRA provides for competitive grants for
worker training and placement in high growth
and emerging industry sectors
$750 million
• $500 million is targeted for careers in
energy efficiency and renewable energy as
defined in the Green Jobs Act
• $250 million for projects in high growth/
emerging sectors with priority for projects that
prepare workers for careers in the health care
sector and projects that are tied to Recovery
Act investments (e.g., infrastructure)
29. Workforce Tools
Quick Response Training (QRT)
• Established in 1993
• Provides grant funds for customized
entry- level skills training for:
• New and existing/expanding Florida
businesses
• Creating new high-quality jobs in
qualified target industries
• Customized training not available
at local level
30. Workforce Tools
Incumbent Worker Training (IWT)
• Established 1999
• Provides expense reimbursement
grants to businesses for the
purpose of providing skills upgrade
training to currently employed full-
time workers
• “For profit” companies
• Full-time existing employees
• Company responsible for 50% of
direct training costs
31. Workforce Tools
Targeted Occupations List
• Provides Florida Department of
Education training codes and
corresponding community college
degrees
• High-skill/high-wage positions according
to state wage definitions
• Can assist educational institutions in
guiding students toward career
paths/jobs in Florida that pay good wages
• Helps keep talent in Florida
32. Workforce Tools
Labor Market Statistics
Timely and reliable labor statistics improve economic decision-
making and include data such as:
• Employment & Wages: current employment,
projections & wages by industry and occupation,
occupational profiles & career information
• Labor Force: Labor force, employment,
unemployment & unemployment rates
• Economic Indicators: Florida Price Level Index,
Consumer Price Index, income and unemployment
claims data
• Population: age, race, gender, income, veteran’s
status & education information
33. Workforce Tools
Employ Florida Marketplace
• Provides one point of entry to Florida’s
workforce system for job seekers,
employers, students, training
providers and others looking for
workforce services and resources
anywhere in the state
• Links all workforce services – state
and local – to each other
• Also offers services by telephone –
(866) FLA-2345
34. Workforce Tools
Access to Federal Workforce
Training Funds
• Workforce Investment Act
(WIA)
• Temporary Assistance to Needy
Families (TANF)
35. Workforce Tools
• Targeted Occupations List • Quick Response Training
• Labor Market Data • Incumbent Worker Training
• Employ Florida Marketplace • Lifelong Learning
Opportunities
• Federal Training Funds
All available at www.employflorida.com
36. Building Competitiveness
through Effective Partnerships
• Align workforce and education to state priorities
• Build stronger educational pipeline
• Expand opportunities for continuous learning
• Enhance workers’ career management abilities
• Strengthen work supports for retention and
advancement
Source: The Next Generation of Workforce Development Policy: Connecting Workforce & Economic Development
National Governors’ Association
37. Next steps to connect:
What you can do
• Connect, convene and dialogue with all
partners
• Instill urgency and focus
• Get involved!
• Be a part of your region’s workforce
solutions
“What can we do better together than
apart?”
38. Building Florida’s Future
Investing in developing Florida’s talent is
more important now than ever
Consider:
• Florida is on track to become the nation’s third-largest state
• More than 70 percent of the current labor force will still be in the state’s
workforce in 2020, underscoring the need for lifelong learning and skills
development
Florida’s Workforce System is:
Coping with the economic slowdown by:
Keeping business needs on the radar
Training workers for jobs in growing industry sectors
Developing innovative new solutions through our partnerships
Preparing for the future by:
Bolstering talent pipeline development
Focusing on sectors that diversify the state economy
Supporting job creation
40. Rules of (talent) attraction?
#1. Scarcity of attractive, meaningful
employment (e.g., high value, high wage
jobs)
#2. Attractiveness of place - creative
class factors not available in Florida, e.g.
culture, intellectual and artistic outlets, etc.
#3. Perceptions of long-term outlook
for Florida's financial health (e.g., failing to
make appropriate investments in talent,
innovation, technology, etc)
41. FLORIDA’S LEADERS
ROI
Customer
Financial
Targeted Strategic
Investments Plan
OUTCOMES/EFFECT
Balanced Diversified
PARTNERSHIPS
Scorecard Talent Base
Innovation Learning/Growth