building workforce strategies 2015
TRANSCRIPT
BUILDING WORKFORCE STRATEGIES
Michael BowersDirector, Center for Workforce Development
Columbus State Community College
February 16, 2015
Columbus State Community College
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 StateFast Facts
Large and comprehensive Region’s only open access public higher education
institutionNet importer of talentHub 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
On-Line Community• 400 Courses• 11,000 seats
#1 in online offerings in Ohio
Convenience and Changing Student Profile
Workforce Development
• 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 – CyberstatesMay 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
•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
Regional Assets
A Diverse Economy (employment by industry sector)
18. Cardinal Health 607. Abercrombie & Fitch124. Nationwide Insurance 611. Huntington Bancshares180. American Electric Power 680. Worthington Industries290. Limited Brands 693. Scotts Miracle-Gro 407. Hexion Specialty Chemicals 882. Pacer International498. Big Lots 904. Mettler-Toledo576. 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
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
1. Advanced Manufacturing2. Aerospace & Aviation3. Agribusiness & Food Processing4. Automotive5. BioHealth6. Energy7. Financial Services8. Information Technology9. Polymers & Chemicals10. Business Functions
Ohio Targeted Industries
Ohio Fortune 500Cardinal Health #17
Procter & Gamble #22Kroger #23
Macy’s #103Nationwide Insurance #118
Goodyear Tire and Rubber #141Progressive Insurance #161
American Electric Power #172Eaton Corporation #194
Owens Corning #432
921,000 employers – hiring 50.4% of Ohio's non-farm private workforce
Regions are Important
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
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
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)
Columbus/Franklin County - $7 Million annually
Youth (14-21 years) $2.5 MillionDislocated Worker $2.1Adult $2.1
Administrative 10% each category ($684,843)Fiscal Year from July 1 to June 30Some fund carryover, two-year life
Local Funds
Customized TrainingBusinesses enter into contract with WIB related to specific trainingBusinesses agree to hire, retain or promote successful graduates50% (businesses and local board share cost) Employer share: training facilities, computers, management oversight, curriculum development Example: OSU Perioperative Technician Program
What Gets Funded?
On-The-Job TrainingNew Hires/Current employees
50% to 76% of wage during trainingLimited duration of trainingExample: Home Depot
Economic Development ActivitiesAssistance 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?
Business ServicesMarketing 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 WorkerNew - (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?
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 SiteMeet with affected population
Determine needProvide information on local services
Provide services geared towards re-employment
What Gets Funded?
YouthYounger 14-18 with skill attainment and
educationOlder 19-21 with employment, retention or
certification
Individual Training Accounts(ITA or WIA Scholarship)
$8,000 over a two-year periodList of growth industries
Certified Training Provider List (ODJFS and FCDJFS and COWIC)
What Gets Funded?
One-Stop SystemThe 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?
One Stop ServicesCore ServicesOutreach, intake and orientationConnection to TANF fundsSkill assessmentJob searchIdentification of training needed
Intensive or Training Services1. Complete Core Services2. Complete One Stop Workshops, OJN RegisteredFranklin County Resident*Adults at 250% of povertyYouth as described previouslyDislocated workers – by virtue of dislocationIncumbent workers – above 250% of povertyDisplaced HomemakerVeterans
Performance, Performance, Performance – based on:
EmploymentWage/Wage GainCredential attained and time to attainmentRetention of Employment at 6 months/12 months
What Spells Success?
COLUMBUS STATE COMMUNITY COLLEGE BUILDING WORKFORCE PIPLELINESTHROUGH INDUSTRY STRATEGIES
Career Pathways
High School
College
Work Study
Career
Expand and enhance alignment between degree offerings and industry workforce needs
Publish career pathways with relevant, local dataDevelop 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
Expand and enhance alignment between degree offerings and industry workforce needs
Publish career pathways with relevant, local dataDevelop 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
www.OhioHigherEd.org
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
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%
Attracting & Retaining Talent (ART) Formula
1. Identify and Invite Industry partners (CEO/HR/OD/Line Management)
2. Collect industry labor market data (LMI) to share3. Edit LMI with real world facts from business 4. Prioritize and project talent needs5. Inventory current workforce and education pipelines6. Define skill sets on priority job classifications7. Build workforce plan for the industry, with business8. Fund9. Execute10. Identify Sustainability
Why This Work is ImportantCommunity ROI:Supports Economic Development GoalsCreates a Workforce as an Attraction ToolPositively Impacts PovertyBusiness ROI: Reduced Time to HireReduced Recruitment CostsReduced On-the-Job TrainingIncreased ProductivityReduced Error RateIncreased Retention which reduces costsIncreased Customer Satisfaction
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 CareerDevelopment
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.
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
IT ART1. 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.
Key Achievements / SuccessesThe 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 Analysis12 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.
Insurance Industry Strategy
Insurance
1. Top five occupations :2. Sales Agents3. Claims Adjusters/Examiners
& Investigators4. Underwriters5. Appraisers6. 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
Insurance JobsActuaries 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 experienceSalary Range: Columbus Median $93,007/$44.71Skills: Mathematics, Critical Thinking, Reading Comprehension, Complex Problem Solving, Judgment and Decision Making
Claims adjustersDescription: 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 trainingSalary Range: Columbus Median $47,292/$22.73Skills: Reading Comprehension, Active Listening, Critical Thinking, Negotiation, Social Perceptiveness, Judgment & Decision Making
Agents and brokersDescription: 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 degreeSalary Range: Columbus Median $55,773/$26.81Skills: Active Listening, Reading Comprehension, Writing, Persuasion, Service Orientation, Negotiation, Judgment and Decision Making, Time Management
UnderwritersDescription: Determine whether or not a company should provide insurance to applicants seeking coverage. Education: Bachelor's degreeSalary Range: Columbus Median $60,003/$28.84Skills: Reading Comprehension, Active Listening, Speaking, Complex Problem Solving, Judgment and Decision Making, Time Management
Michael Bowers
Workforce and Economic DevelopmentCenter for Workforce DevelopmentColumbus State Community College