The Four Pillars of the CGIAWorkforce Development Structure

Workforce Development

FORECAST

RECRUIT

TRAIN EMPLOY

Copyright © 2011 Ascendant Strategy Management Group – Page 2

The CGIA Workforce Development – Strategy MapMission: The CGIA Workforce Development Committee facilitates strategic partnerships to recruit, train, and

employ skilled craft professionals along the Central Gulf Coast.

Stakeholders: CGIA Members

Key business processes: (what do we need to do well)

CGIA has a system for workforce development that I have access to and advocates for my needs in WFD

RECRUITInspire the Future

Supply of Skilled Craft Professionals

TRAINInfluence the Suppliers of

Education/Training

FORECASTForecast Employment

Supply / Demand

Evaluate and align programs to meet

member needs

Promote full utilization of the

CLMA (forecasting model)

WFD Committee, subcommittees and CGIA Staff

Leverage strategic partnerships to effectively accomplish goals

Engage our members and increase participation

There is an adequate supply of skilled craft professionals in the

region

Influence Public Policy

FundingGrow membership

support

Focus grant funding on mission-related

programs

Leverage existing craft recruiting

efforts

EMPLOYEnsure a smooth path

to employment

Influence Public Perception

Systematic approach to

connect graduates of endorsed programs to

career opportunities with

members

Copyright © 2013 Ascendant Strategy Management Group – Page 3

CGIA Workforce Development Balanced ScorecardPerspective Objectives Measures Initiatives

Stakeholders CGIA has a system for workforce development that I have access to and advocates for my needs in WFD

CGIA member satisfaction survey (are we moving in the right direction- need to establish baseline):• Do you have access to a workforce development system?• Do you have adequate supply of craft professionals for vacancies? • Where are your shortages and why?

 Initiatives – Key activities we need

to do to execute on this strategy (different than what we’re doing now)• Establish WFD

budget needs (prior to Feb 13 CGIA Board meeting) (likely a staff activity)

• Build CGIA member Program Review Team (Identify and train)

• Create measure tracking system to capture career awareness presentations, program reviews, policy engagement

• Establish grant subcommittee

• Establish a CGIA Career Awareness Speakers Bureau (train, build plan, etc.)

• Identify advocacy opportunities across CGIA region (matrix like we did for training programs)

There is an adequate supply of skilled craft professionals in the region

Key business processes:1.) Forecast Employment- supply/demand

2) Recruit- Inspire the future supply of skilled craft professionals3.)Influence the suppliers of education/ training. 4) Ensure a smooth transition to employment.

Promote full utilization of the CLMA (forecasting model)

• %/ # of CGIA owners and contractors fully utilizing CLMA (have to define fully – all projects in region are being entered)

Leverage existing craft recruiting efforts

• #’s of students, teachers, guidance counselors, returning military, other targeted populations reached through CGIA career awareness presentations

• %/ #’s of CGIA members who deliver career awareness presentations• #’s of hits on CGIA website to career awareness presentation

Influence Public Perception

Evaluate and align programs to meet member needs

• # of programs reviewed• # of programs endorsed • #’s of opportunities where CGIA members engage in workforce

development and education policy in CGIA region• #’s of workforce development/ education policies influenced (capture

anecdotally)

Influence Public Policy

Systematic approach to connect graduates of

endorsed programs to career opportunities with members

• % of trainee graduates from CGIA endorsed programs who move into careers with CGIA member companies

• % of CGIA members who hire out of CGIA endorsed programs

Council, Staff,& Others

Engage our members and increase participation

• % of Attendance at WD committee meetings• % of CGIA members who give career awareness presentations• % of CGIA members who serve on program advisory councils• % of CGIA members who engage in all (recruit, train, employ) actions• # of non-member strategic partnerships • # of active, non-member partners• # of CGIA members who engage in strategic partner activities

Leverage strategic partnerships to effectively

accomplish goals

Funding Grow membership support • $’s of workforce development grants• $’s of strategic fundraising for workforce development committee

activity sponsorships• $’s of members dues (WFD committee work gets new members –

maybe a % of dues that are earmarked for WFD activities?)• Established WFD committee budget (to include human resource needs)

(goal would be within x% of established budget)

Focus grant funding on mission-related programs

Forecasting Task Force Mission:

• Be the primary driver of full utilization of the Construction Market Labor Analyzer in the Central Gulf.

• Coordinate with other forecasting / labor market analysis efforts in the Central Gulf.

• Act as the development and validation agency for a single, specific, and regularly produced “of record” supply / demand forecast for the Central Gulf.

FORECAST

Forecasting Task Force:

Action Items

• Continue to encourage CGIA members to enter demand (project) and supply data into the system.

• A number of CGIA industry members have completed the process and are updating their information regularly.

• Regular (twice per year) reports from the CLMA to CGIA members

FORECAST

Recruit

• Promote craft professional recruiting by working closely with and levering exiting nation recruiting efforts such and NCCER’s “Build Your Future Campaign” and “Go Build Alabama” as applicable by state.

• Work with highs schools, parent groups, and student groups to change public perception about careers in construction.

• Work with state and local governments to change public education policy to more accurately reflect the need for and quality of careers in construction.

• Gather best practices for recruiting skilled labor in our regions and share

Recruiting / Awareness Mission

Recruit

Action Items

1. Encouraging CGIA members to download the Career Awareness and Recruiting presentation from the CGIA website.

2. Schedule at least one presentation to a school group, teachers’ group, counselors’ group, parents’ group, etc… between now and the end of the current school year.

3. A single presentation that allows all of us to provide a consistent message to students, educators, and parents.

4. Provide feedback to Career Awareness and Recruiting Subcommittee Chairman Tom McNeal on:– Name of presenting organization and name of presenter– Name of organization to whom presentation was made– Number of individuals present for the presentation– TPMcNeal@southernco.com

Recruiting / Awareness

Training Task Force Mission• Identify, audit, and validate existing construction

workforce development programs in the Central Gulf.

• Create a list of “CGIA Endorsed” construction workforce development programs.

– Gold Level:• Endorsement and presentation of CGIA Banner• Ability to utilize CGIA Logo on all school marketing materials• CGIA to assist in school/program/and workforce education

advocacy• CGIA member company employment assistance for program

graduates• CGIA member companies to provide guest instructors, host field

trips, and serve on program advisory councils

TRAIN

Training Task Force Mission– Silver Level:

• Ability to utilize CGIA Logo on construction program marketing materials

• CGIA member company employment assistance for program graduates

• CGIA member companies to provide guest instructors, host field trips, and serve on program advisory councils for endorsed programs

– Bronze Level:• CGIA member involvement and guidance

TRAIN

Training Task Force Mission• Relay specific demand / supply forecast information to

the CGIA endorsed programs and be the “industry voice” to ensure training programs are focusing their efforts where the greatest gaps in supply/demand is forecast.

• Assist CGIA endorsed programs in the development of meaningful “Adopt a Program” agreements between the training provider, CGIA member owners, and CGIA member contractors.

TRAIN

Training Task ForceAction Items• Training Program Review Tool has been completed and pilot

reviews have taken place.

• Considering the incorporation of the CGIA TRAINING PROVIDER CONFIDENCE INDEX– The CGIA Training Provider Confidence Index is an indicator designed

to measure the confidence of industry in a training provider's ability to meet their workforce needs.

• Goal to conduct a minimum of 20 program reviews during period from May 1 to August 30

TRAIN

Training Task Force

TRAIN

Training Task Force

TRAIN

• Screen shot of review tool here

Employment Task Force• Mission - Work with CGIA member owners and contractors

to develop a “Construction Career Placement Program” to efficiently transition individuals from training programs to meaningful careers in the construction industry.

Action Items• Development of CGIA Endorsed Program Graduate form to

circulate to all CGIA members listing all graduates contact info and craft skills.

• SAWDC to provide “case management” to move students from training to careers.

EMPLOY