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.

1. BUILDING WORKFORCE
STRATEGIES
Michael Bowers
Director, Center for Workforce Development
Columbus State Community College
February 16, 2015

2. Columbus State Community College

3. Credit Student Enrollment: Over 25,000
Average Class Size: 19 students
Counties Served: Franklin, Delaware, Madison, Union
Campuses: Downtown - 85 acres, Delaware – 106
*10 suburban sites
Regional Economic Impact: $737.2 million annually
Associate Degree Programs: 50
Transfer Agreements: 35 colleges & universities
Downtown Campus: $50 million in construction
Columbus State
Fast Facts

4.  Large and comprehensive
 Region’s only open access public higher education
institution
 Net importer of talent
 Hub of education network: K-12 to universities and
workforce
 Transfer partners (2+2 and 3+1 bachelor’s degrees)
 Strategic Focus: Student Success, Workforce and Civic
Engagement
Front Door to Higher Education

5. On-Line Community
• 400 Courses
• 11,000 seats
#1 in online offerings in Ohio
Convenience and Changing Student Profile

6. Workforce
Development

7. • 7th largest state with 11.5 million people
• 5th largest producer of goods
• Ohio #9 Best State for Entrepreneurship &
Small Business
• Top State in Tech-job Ranking – Cyberstates
May 2010
• Ranked 8th for Best High Schools, U.S. News &
Report, 2008
• Overall, the state's schools were ranked #5 in
the country in 2010, with 5 of the top 115
colleges in the nation, roughly 120,000 college
students
Ohio

8. •Fifty-seven of the Fortune 1,000
list of largest U.S. companies are
based in Ohio – The 5th in the
nation
•Ohio is home to nine major
banks and insurance companies,
second only to New York in terms
of concentration in a single state
•Ohio’s total labor pool is 5.9
million people
•200 institutions of higher
learning (more than any other
state on a per-capita basis)
•127,300 jobs generated since
January 2011
•Unemployment 6.9% - lowest
since 2008

9. Regional Assets
A Diverse Economy
(employment by industry sector)
18. Cardinal Health 607. Abercrombie & Fitch
124. Nationwide Insurance 611. Huntington Bancshares
180. American Electric Power 680. Worthington Industries
290. Limited Brands 693. Scotts Miracle-Gro
407. Hexion Specialty Chemicals 882. Pacer International
498. Big Lots 904. Mettler-Toledo
576. Greif Corp. 930. Retail Ventures
991. Bob Evans Farms
The Region is home to
nearly 300 international
companies
15 Fortune 1000 Headquarters
Central Ohio Industry Sectors

10. Central Ohio
•11 counties
•2 million people
•Population growing at 1.3 % annually
•Home to 15 Fortune 1000 headquarters
Career Pathways–Begin with Regional Doorways

11. 1. Advanced Manufacturing
2. Aerospace & Aviation
3. Agribusiness & Food Processing
4. Automotive
5. BioHealth
6. Energy
7. Financial Services
8. Information Technology
9. Polymers & Chemicals
10. Business Functions
Ohio Targeted Industries
Ohio Fortune 500
Cardinal Health #17
Procter & Gamble #22
Kroger #23
Macy’s #103
Nationwide Insurance #118
Goodyear Tire and Rubber #141
Progressive Insurance #161
American Electric Power #172
Eaton Corporation #194
Owens Corning #432
921,000 employers – hiring 50.4% of Ohio's
non-farm private workforce
Regions are Important

12. Workforce Development – is defined as the coordination
of public and private sector policies and programs that
provide individuals with the opportunity for a sustainable
livelihood and helps organizations achieve exemplary
goals, consistent with the societal context (Jacobs & Hawley –
Emergence of Workforce Development).
Workforce definitions vary dependent upon the “seat” you
have at the workforce table. The definition above was
provided to align the context in which the workforce role
is defined in the development of this presentation
material.
Definition

13. Business/Business Associations – exist primarily to “make a profit” with
employing workers as a by-product of their primary goal. Business
associations are business member driven organizations and often play an
advocacy role with varying degrees of focus on workforce issues.
Workforce Development System – primary focus is on the success of an
“individual” and “secondary” focus is on business workforce needs.
Non-profit/community organizations – that are typically built around a mission
with funding streams that guide outcomes and process.
Support Services – can be a mix of non-profit, for profit, education, government,
and foundations that provide services that support individuals in matters
typically non-related to employment such as: food stamps, childcare,
housing, etc.
Government (most specifically those agencies involved in workforce
development)– designated to serve a particular audience and provide a
specific menu of products/services in a particular delivery method meeting
pre-defined success outcomes. Often includes “local” political involvement.
Education – focus is on academic guidelines, success of the individual and
meeting community need which includes business need.
Funders for the work of the partnership – May be comprised of all of the above.
Examples of Partners Found in the Workforce System

14. Board Composition - federally mandated
Federal mandate states:
Board nominated by business, but appointed by
the Mayor and Commissioners (28 members
currently)
Board is to be business majority and business lead
Mandated Appointees
Central Ohio Workforce Investment Board
(WIB – COWIC)

15. Columbus/Franklin County - $7 Million annually
Youth (14-21 years) $2.5 Million
Dislocated Worker $2.1
Adult $2.1
Administrative 10% each category
($684,843)
Fiscal Year from July 1 to June 30
Some fund carryover, two-year life
Local Funds

16. Customized Training
Businesses enter into contract with WIB related to
specific training
Businesses agree to hire, retain or promote
successful graduates
50% (businesses and local board share cost)
 Employer share: training facilities, computers,
management oversight, curriculum development
 Example: OSU Perioperative Technician Program
What Gets Funded?

17. On-The-Job Training
New Hires/Current employees
50% to 76% of wage during training
Limited duration of training
Example: Home Depot
Economic Development Activities
Assistance for Businesses – i.e. advertising money
for Target.
Need to identify ways to assist new businesses
from an economic development perspective
keeping within the “regulations” related to the
funding.
What Gets Funded?

18. Business Services
Marketing the COWIC as the entity for employment process
in Central Ohio and engaging employers in the process.
Activities: labor market data, surveys, job fairs, hosting
new businesses, direct hiring, etc.
Incumbent Worker
New - (Pilot) 2006 – 2007
10% of Adult and Dislocated - $210,910 and $218,663
respectively ($429,573 total)
$ Match from ODJFS up to 10% ($859,146 total)
ODJFS petitioned DOL for an extra 10%
What Gets Funded?

19. Rapid Response
WARN (Worker Adjustment Retraining Notification) - 50
employees or more (workforce percentage)
Service up to date of layoff
(dependent on when services can be delivered).
At Business Site
Meet with affected population
Determine need
Provide information on local services
Provide services geared towards re-employment
What Gets Funded?

20. Youth
Younger 14-18 with skill attainment and
education
Older 19-21 with employment, retention or
certification
Individual Training Accounts
(ITA or WIA Scholarship)
$8,000 over a two-year period
List of growth industries
Certified Training Provider List (ODJFS and FCDJFS
and COWIC)
What Gets Funded?

21. One-Stop System
The act requires that WIA and partner services
are available at a single location (services that
assist obtainment or retention of employment or
wages that provide self-sufficiency)
What Gets Funded?

22. One Stop Services
Core Services
Outreach, intake and orientation
Connection to TANF funds
Skill assessment
Job search
Identification of training needed
Intensive or Training Services
1. Complete Core Services
2. Complete One Stop Workshops, OJN Registered
Franklin County Resident*
Adults at 250% of poverty
Youth as described previously
Dislocated workers – by virtue of dislocation
Incumbent workers – above 250% of poverty
Displaced Homemaker
Veterans

23. Performance, Performance, Performance – based
on:
Employment
Wage/Wage Gain
Credential attained and time to attainment
Retention of Employment at 6 months/12
months
What Spells Success?

24. COLUMBUS STATE COMMUNITY COLLEGE
BUILDING WORKFORCE PIPLELINES
THROUGH INDUSTRY STRATEGIES

25. Career Pathways
High School
College
Work Study
Career

26.  Expand and enhance alignment between degree
offerings and industry workforce needs
 Publish career pathways with relevant, local data
 Develop introductory certificates with multiple on and
off ramps for exit/entry for students between working
and additional education attainment
 Ensure academic content not only has rigor, but
currency in the local labor market in the skills students
receive
Integration of Workforce with
Academic Delivery

27.  Expand and enhance alignment between degree
offerings and industry workforce needs
 Publish career pathways with relevant, local data
 Develop introductory certificates with multiple on and
off ramps for exit/entry for students between working
and additional education attainment
 Ensure academic content not only has rigor, but
currency in the local labor market in the skills students
receive
Integration of Workforce with
Academic Delivery

28. www.OhioHigherEd.org

29. Workforce Strategies
• Governor’s Office of Workforce
Transformation
• Changes to how colleges/universities are funded
• Ohio Board of Regents
• Alignment with Columbus2020
• Consultative customized delivery
• Industry Sector Strategies

30. What is an Industry Sector Strategy?
Sector or Industry Partnerships are a key strategic element within some
of the most successful state and local workforce development efforts in
the country. (Aspen Institute, National Governors Association and the National Network of
Sector Partnerships)
•Organization of stakeholders connected to an industry to develop plans for
building new skilled workforce pipelines where shortages exist
•Enhancing current skill delivery
•Changing how the industry’s existing workers are utilized, trained and deployed
Aligning education against industry skill need can lower
unemployment by 2-3%

31. Attracting & Retaining Talent (ART) Formula
1. Identify and Invite Industry partners (CEO/HR/OD/Line
Management)
2. Collect industry labor market data (LMI) to share
3. Edit LMI with real world facts from business
4. Prioritize and project talent needs
5. Inventory current workforce and education pipelines
6. Define skill sets on priority job classifications
7. Build workforce plan for the industry, with business
8. Fund
9. Execute
10. Identify Sustainability

32. Why This Work is Important
Community ROI:
Supports Economic Development Goals
Creates a Workforce as an Attraction Tool
Positively Impacts Poverty
Business ROI:
Reduced Time to Hire
Reduced Recruitment Costs
Reduced On-the-Job Training
Increased Productivity
Reduced Error Rate
Increased Retention which reduces costs
Increased Customer Satisfaction

33. Largest category of open jobs in Ohio –
Information Technology
“Our IT Department is one of our largest
functions at Motorists Insurance”,
President & CEO John Bishop
Information Technology Career
Development

34. Tech Columbus IT Report – www.techcolumbus.org
Java and .NET skills are the most-often identified technical skills
needed, followed by Enterprise Resource Planning (ERP) systems.
Architecture, design, and integration of applications were also
mentioned.
Business analysis, critical thinking, and process modeling skills
were mentioned by 83 percent of survey respondents. Project
management skills were mentioned by 46 percent, and general data
management and modeling skills were mentioned by 25 percent of
survey respondents.
Communication was the overwhelming soft skill need which,
according to the steering committee, was primarily communication
to top managers and non-IT experts. Ninety two percent of survey
responses indicated this as a priority - followed by the need to
improve interpersonal skills and team skills.

35. Large Central Ohio
Employers
• The State of Ohio
• OSU
• JPMorgan Chase
• Nationwide
• OhioHealth
• Limited Brands
• Honda
• Huntington Bank
• Cardinal Health
• State Farm
• NetJets
• State Auto
Central Ohio - IT

36. IT ART
1. A comprehensive Needs Analysis and Strategic Assessment of the IT Talent
Market today and a forecast for the future.
2. A comprehensive Regional Strategy and Project Plan – based on the results
of the Needs Analysis and Strategic Assessment – to develop, attract, and
retain the talent that is needed to bridge talent gaps today and to remove gaps
that are expected to grow in the future.
3. Develop “quick win” programs targeted at critical areas identified in the CIO
discussions.
Business Analyst – pilot a Business Analyst 80 Hour Certificate for individuals
with a Bachelor Degree in IT and a 120 Hour Certificate for individuals with a
Bachelor Degree in another discipline, aimed at dislocated workers. Include a
re-certification piece for both or continuing education credits by the regional
developing body.
Java Developer – pilot a Java 130 hour Certificate aimed at Bachelor prepared
individuals and incumbent workers only.

37. Key Achievements / Successes
The original goal for the incumbent worker class was 10 students
and 24 were enrolled.
Of the 24 incumbents enrolled, 23 completed the training and
achieved their Master Certificate in Business Analysis
12 Students were enrolled for the dislocated worker class for
Business Analysis even though the goal class size was 10. Head
count was limited to 12 students due to budget constraints or
the class size could have potentially doubled.
All 12 students in the dislocated worker class completed their
training and have obtained a Master Certificate in Business
Analysis
Seven students and the instructor, who was also dislocated,
have found employment at an average annual wage of over
$70,000.

38. Insurance Industry Strategy

39. Insurance
1. Top five occupations :
2. Sales Agents
3. Claims Adjusters/Examiners
& Investigators
4. Underwriters
5. Appraisers
6. Actuaries
Each year 728 new employees are needed to fill these careers Ohio higher education
produces only 56 each year.
Over 7,000 businesses in Ohio employ 120,626 people in the Insurance Industry
Projections with retirements are 26,000 employees needed by 2020

40. Insurance Jobs
Actuaries
Description: Use analytical skills to predict the
risks involved in insuring certain businesses and
occupations. Help set the price of insurance
coverage.
Education: Bachelor's or higher degree, plus
work experience
Salary Range: Columbus Median
$93,007/$44.71
Skills: Mathematics, Critical Thinking, Reading
Comprehension, Complex Problem Solving,
Judgment and Decision Making
Claims adjusters
Description: Investigate accidents and fires to determine
the extent of the damage. Determine whether damages are
covered by an insurance policy, and arrange for repairs.
Education: HS plus Long-term on-the-job training
Salary Range: Columbus Median $47,292/$22.73
Skills: Reading Comprehension, Active Listening, Critical
Thinking, Negotiation, Social Perceptiveness, Judgment &
Decision Making
Agents and brokers
Description: Sell life, property, casualty, health,
automotive, or other types of insurance. May refer clients
to independent brokers, work as independent broker, or be
employed by an insurance company
Education: Bachelor's degree
Salary Range: Columbus Median $55,773/$26.81
Skills: Active Listening, Reading Comprehension, Writing,
Persuasion, Service Orientation, Negotiation, Judgment and
Decision Making, Time Management
Underwriters
Description: Determine whether or not a
company should provide insurance to applicants
seeking coverage.
Education: Bachelor's degree
Salary Range: Columbus Median
$60,003/$28.84
Skills: Reading Comprehension, Active
Listening, Speaking, Complex Problem Solving,
Judgment and Decision Making, Time
Management

41. Michael Bowers
Workforce and Economic Development
Center for Workforce Development
Columbus State Community College
mbowers3@cscc.edu
614-287-5509