how community colleges meet colorado’s ...last year, community colleges trained 891 workers...

HOW COMMUNITY COLLEGES MEET

COLORADO’S WORKFORCE NEEDS

A Report Submitted to: David Skaggs

Executive Director Colorado Department of Higher Education

March 2007

By: Nancy J. McCallin, Ph.D System President

Colorado Community College System

Dr. Nancy J. McCallin, President

March 8, 2007 The Honorable David Skaggs Executive Director Colorado Department of Higher Education 1380 Lawrence Street, Suite 1200 Denver, CO 80204 RE: Colorado Community College System Workforce Training Dear David: As President of the Colorado Community College System I would like to thank you for the opportunity to highlight how our colleges are addressing the workforce needs of business and industry in Colorado. We are committed partners in helping Governor Ritter fulfill the Colorado Promise – “… a promise to our children and grandchildren that we will leave them a better Colorado.” Colorado’s Community Colleges provide all Coloradans with the opportunity to gain skills and pathways to successful career opportunities. Over the coming decade, Colorado will experience tremendous growth in several career areas that require workers to have more advanced technical skills and some postsecondary education. In fact, the fastest growing occupations require some postsecondary training but less than a bachelor’s degree. Colorado’s community colleges are poised to respond to these significant challenges that will ensure a strong workforce and prepare students for high-demand, high-skill jobs that are the first step on the pathway to high-wage careers. Our colleges serve business and industry needs through career and technical education programs, the Workforce Investment Act, non-credit courses tailored to industry needs, customized training, and transfer programs. In total, Community Colleges had 614 separate workforce programs that served 40,960 Coloradans last year alone. Colorado’s Community Colleges career and technical programs served 17,363 postsecondary and 42,777 high school students in 2006. Many of our career and technical education programs enroll students in high demand fields, including healthcare and science-, technology-, engineering-, and math-related fields – the so-called STEM fields. Our non-credit workforce programs and courses provide training to upgrade skills of those employed and those seeking employment. These courses and programs are offered in response to company and employee skill requirements. Customized training is another option offered to industry. Training, often on-site, is provided to incumbent workers in the context of the company’s specific needs.

9101 East Lowry Boulevard, Denver, CO 80230-6011 Tel 303.595.1552 Fax 303.620.4043

www.cccs.edu

9101 East Lowry Boulevard, Denver, CO 80230-6011 Tel 303.595.1552 Fax 303.620.4043 www.cccs.edu

Finally, Colorado Community Colleges serve industry needs through our partnerships with four-year institutions in the high demand job areas that require a baccalaureate or beyond. For example, some of our colleges have established articulated agreements with certain four-year institutions in areas of aerospace and bioscience. These programs are in direct alignment with the needs identified in the recent metro Denver WIRED initiative. In 2005, we transferred 4,728 students to Colorado four-year institutions, 4.1% of our total enrollment. Colorado’s Community Colleges are adaptive and responsive to industry needs in many formats. Given the close relationship and collaboration with Colorado businesses, we are in a unique position to prepare workers for the high demand careers and skill sets of tomorrow. In this packet, you will first find a summary discussion of the six ways in which Community Colleges meet business and workforce needs and the obstacles they face, followed by short fact sheets on each of these topics. Finally, there is a section for each of our thirteen colleges that highlights each college’s specific work force programs. Please feel free to contact me for additional information at (303) 595-1552. Sincerely, Dr. Nancy J. McCallin President

Colorado Community College System Fast Facts

WORKFORCE TRAINING Colorado’s Community Colleges serve the needs of business and industry in many capacities. As the gateway to higher education, community colleges are positioned to help emerging workers and underemployed adults start on a career pathway towards livable wages. Our colleges offer high demand career and technical education programs, relevant workforce-related non-credit programs and courses, customized training for companies, and articulated transfer programs with four year institutions. Career and Technical Education (Pages 5-8) Colorado Community College System colleges offer 366 career and technical education (CTE) programs designed in concert with industry advisory committees. On average, Colorado’s Community Colleges graduate more than 8,000 students per year in these programs. In total, there were 17,363 CTE students in our system in 2006. Table 1 on page 4 provides more specific details. These career and technical programs include preparation for high demand careers including healthcare, aviation technology, automotive technology, civil drafting, and engineering technology, among others. Of those students who complete these CTE programs, generally 80% are then employed. Colorado’s Community Colleges also provide unique signature programs including such diverse fields of study as aquaculture technology, interpreter preparation, mortuary science, horse training management, and gun smithing to provide a wide array of opportunities for our students and to meet industry demands. Workforce Investment Act (Pages 9-11) The Workforce Investment Act (WIA) provides the framework for work place preparation and an employment system designed to meet both the needs of business and of job seekers. WIA is administered by the Colorado Department of Labor and Employment (CDLE). Currently, staff of the Colorado Workforce Development Council located in the Colorado Department of Local Affairs (DOLA) and CDLE jointly write the state workforce plan. Local Workforce Investment Boards (WIBs) oversee the WIA programs throughout the state. The WIBs make critical decisions that impact employment and training goals in their respective regions. Last year, Community Colleges trained 891 workers through the WIA program. We believe we can do more. Colorado’s Community Colleges are uniquely positioned to more closely coordinate publicly funded education, from the primary through post-secondary levels, with social services and workforce/development programs. The aim is to produce a better-trained workforce and promote economic growth.

Updated March 2007 WORKFORCE SUMMARY page 1 of 16


Non-Credit Workforce Programs (Page 12) Non-credit programs and courses offer opportunities for job-seekers and incumbent workers to enhance their employment skills. Our colleges offer more than 100 non-credit workforce-related programs and many more courses not associated with an official program (Table 1). We have over 11,000 students enrolled in these courses annually to obtain skills in areas such as project management, Microsoft Office software, basic programming, process improvement, nursing refresher, and medical transcription. In addition, our colleges provide regulatory training for employees such as OSHA-mandated training. Customized Training (Page 13) While non-credit courses serve to provide general skills in a subject, many companies need their incumbent workers to learn very specific skills with respect to their industry and company. Our colleges serve over 100 Colorado companies per year by providing customized training to their employees, often at the company site. In the most recent years, between 7,000 and 11,000 individuals have been trained annually in industry and company-specific skills (Table 1). Examples of such training included computer skills, Spanish language lessons, and supervisory training in the context of the specific industry. This type of training can be more valuable than general training for many companies. Finally, in this new age of increased global competition, our colleges work with companies in implementing lean business processes for their specific situation, which is crucial in the ability to keep jobs and companies in Colorado. Colorado First and Existing Industries (Page 14-15) A piece of customized training is the Colorado First and Existing Industries Program. This state-funded program provides grants for training through the community colleges for companies relocating here or for existing companies at risk because of technological change and or global competition. In FY 2006, this program provided training to more than 6,000 employees for 101 companies.

Transfer (Page 16) Colorado’s Community Colleges provide a significant number of transfer students to four-year institutions and prepare those students well to succeed at the four-year colleges and universities. In Academic Year 2005, nearly 5,000 students transferred from our colleges to Colorado public four-year institutions. It is estimated that 15% of our students intend to transfer their credits to a four-year college. Often, community colleges afford students an opportunity to “try out” college in a local, non-intimidating environment before making a larger commitment, including perhaps relocation, to attend a university. Our colleges serve to feed the baccalaureate pipeline by providing these



opportunities at an affordable cost. In addition, many of our colleges have specific program agreements with Colorado universities, allowing students to be exposed to a broader range of choices. Obstacles Being responsive to and serving the needs of industry and students in such diverse capacities brings many challenges. The number one obstacle our colleges cite in providing workforce training is a lack of adequate funding. Funding issues affect us on many fronts, including affecting the ability to market and recruit students to high demand programs, the ability to purchase necessary equipment for training, the ability to develop/update curriculum in response to changing industry conditions, the ability to maintain appropriate faculty to student ratios, and the ability to recruit and employ qualified faculty. Meanwhile, the career and technical education programs are at least 40 percent more costly to operate than general education programs. For example, Colorado’s Community Colleges graduate 65% of the nurses in the state, yet a recent study shows that we will need to invest over $10 million in our nursing programs just to keep up with accreditation standards, without even considering the investment that would be necessary to expand the programs to train more nurses. Although our colleges have the primary mission to provide this necessary work force training, we receive the second-lowest state funding per FTE student and had the largest state funding reduction of any institution during the revenue shortfalls. Another obstacle affecting our workforce programs is space issues – in terms of accommodating equipment and student enrollment in various programs – as well as lack of sufficient clinical sites for healthcare students. Finally, another often-encountered obstacle involves the inability to employ adequate faculty. This issue is particularly difficult in some areas such as healthcare, where faculty salaries are quite low compared to industry. Because of our low funding, Community Colleges rely on adjunct faculty to teach two-thirds of our courses. Meanwhile, our full-time faculty members are paid $6,500 per year less than the national average – on average, a full-time faculty member with ten years of tenure in our system earns only $42,087. In other cases, the supply of skilled faculty is not adequate or available when needed.



Table 1: Colorado Community College System Workforce Training Data

Academic Years 2005 and 2006 AY

2005 AY

2006 CTE Certificate and Degree Programs Total Number of CTE Programs 368 366 Total Number Enrolled 17,860 17,363 Total Number of Completers 8,561 8,173 Percent Employed 80% n/a* Workforce Investment Act WIA Number Enrolled 898 891 Non-Credit Programs Number of Non-Credit Programs 176 95 Number Enrolled 10,871 11,683 Customized Training Number of Companies Served 126 153 Number Trained 7,390 11,023

• Data not yet available.



CAREER AND TECHNICAL EDUCATION Career and Technical Education (CTE) programs provide students with the technical and leadership skills needed to be employed in Colorado’s workforce in careers as varied as nursing, information technology, and agriculture. In total, there are 366 career and technical education programs in Colorado, with 17,363 students enrolled. Colorado’s’ Community Colleges train 65% of the state’s nurses and 90% of the state’s first responders. The State Board for Community and Occupational Education (SBCCOE) Oversees all CTE Programs for the State of Colorado The Board approves programs and disburses Colorado Vocational Act (CVA) (CRS 23-8-101) and federal Carl D. Perkins grant funding to programs at the secondary and postsecondary level. The dollars that flow through the SBCCOE to the school districts for career and technical education through the CVA assist in offsetting the high cost of these programs in the high schools. In Fiscal Year 2005-06, the school districts received $19.9 million in CVA funding. The Perkins funding that flows through the SBCCOE is distributed to both secondary and postsecondary recipients. In Fiscal Year 2005-06, secondary recipients received nearly $5.6 million in funding and postsecondary recipients received nearly $7.6 million. Career Pathways In the past five to ten years, community colleges across the country have partnered with industry in developing “career pathways” – clear roadmaps that lead to advancement in an occupation or career through a seamless continuum of education and training. Career pathways are particularly relevant to high-demand industries with anticipated employment growth, providing individuals with employment and advancement opportunities, while providing industry with a supply of skilled workers. The Colorado Promise The Colorado Promise initiative proposed by Governor Bill Ritter aims to halve the number of high school dropouts and double the number of degrees and certificates awarded over the next 10 to 15 years. The Colorado Community College System, which oversees the state’s Career and Technical Education (CTE), is poised to take a lead role in this vital initiative. Colorado CTE forms a powerful infrastructure to assist in achieving these goals:

• CTE programs are tailored to help people develop successful careers through programs streamlined within the Colorado Career Pathways framework.



• CTE programs offer simple transitions from one education system to the next and

emphasize results.

• Each CTE Pathway is built on the foundation of challenging academic standards necessary for college and high-skilled employment success.

• CTE ensures academic standards are coupled with interest-based career courses.

• Beyond high school, each Pathway leads to postsecondary education,

apprenticeships, and training targeting the high-skilled employment sectors.

• CTE high school and postsecondary educators are creating seamless connections between high school, postsecondary education and skilled, high-wage careers.

Community colleges meet the workforce challenge through CTE Programs Colorado community colleges answer the state’s economic development and workforce needs, supplying the highly-skilled workers to meet the demands of the growing high-tech industries in Colorado. Some examples include: process technicians for the oil and gas industry; allied healthcare technicians to meet increasing demands; automotive technicians with the high-tech skills the industry requires; and biotechnicians for the emerging bioscience sector. Table 2 provides a sampling of occupations that require the education that our community colleges provide and that are expected to grow by more than 20 percent from 2004 to 2014 with significant annual job openings projected for the state of Colorado. The table also shows the required CCCS credit hours, tuition and fees, average wage, and the length of time it would take for a graduate earning that wage to repay his or her investment. As you can see, it generally takes between 2 and 4 months for a worker to repay the cost of a community college education.



Table 2: High Growth Occupations in Colorado

Occupational Title

Growth Rate

Total Annual

Openings

Credential

Required Credit Hours

Estimated Tuition

and Fees, Colorado Resident

Average Monthly

Wage

Time to Payoff

Computer Support Specialists

43.6%

700

Associate degree

61

$4,598

$3,950

2 months

Architectural and Civil Drafters

29.9%

120

Certificate

35

$3,106

$3,621

2 months

Electrical and Electronic Engineering Technicians

26.4%

130

Associate degree

61

$4,598

$3,777

2 months

Industrial Engineering/Process Technicians

27.0%

70

Associate degree

65

$5,500

$4,124

2 months

Paralegals and Legal Assistants

51.8%

220

Associate degree

64

$5,109

$3,607

2 months

Respiratory Therapists

44.6%

100

Associate degree

73

$6,140

$3,687

2 months

Emergency Medical Services-Paramedic

35.7%

140

Associate degree

75

$6,384

$2,671

3 months

Medical and Clinical Laboratory Technicians

39.9%

150

Associate degree

65

$5,437

$2,843

2 months

Registered Nurses

45.6%

2,150

Associate degree

78

$9,792

$4,486

3 months

Dental Hygienists

42.0%

180

Associate degree

88

$14,425

$6,048

3 months

Radiologic Technologists and Technicians

40.2%

150

Associate degree

77

$7,933

$3,799

3 months

Aircraft Mechanics and Service Technicians

32.6%

100

Certificate

89

$14,040

$3,891

4 months



Occupational Title

Growth Rate

Total Annual

Openings

Credential

Required Credit Hours

Estimated Tuition

and Fees, Colorado Resident

Average Monthly

Wage

Time to Payoff

Automotive Service Technicians and Mechanics

26.1%

610

Certificate

60

$5,874

$3,073

2 months

Bioscience Technician

31.10%

80

Associate degree

62

$5,000

$2,947

2 months

These programs are expensive to operate Many high-growth occupations that require a community college education are in the healthcare industry, including crucial first responders like registered nurses, paramedics and emergency medical technicians. CCCS colleges play a vital role in training workers to fill vacancies in these high-demand occupations. However, these programs and others that meet industry demands are among the most expensive to operate because they require a low student-to-faculty ratio, hands-on clinical experience, and expensive equipment. Community colleges often compete with industry for faculty to teach in these high-demand programs. CTE Strategic Planning CCCS implemented a CTE Strategic Planning work group that includes CTE administrators, counselors, faculty, as well as representatives from key state agencies. The group is assisting CCCS to:

• Develop new ways to implement the new aspects of the Perkins Transition Plan; • Introduce Colorado CTE administrators to the new Perkins Act and evolving

Career Clusters, Career Pathways and Programs of Study models; and

• Carry the message of Career Pathways to state and local leaders. CCCS is providing leadership and strategically deploying resources to focus Colorado on this educational framework, which is taking advantage of existing infrastructure and necessitates closer collaboration between state agencies, local governments, business and industry, and economic development champions.



WORKFORCE INVESTMENT ACT (WIA) The Workforce Investment Act (WIA) provides increased flexibility for state and local officials to establish broad-based labor market services using federal job training funds for adults, dislocated workers and youth. The law mandates coordination among a range of federal job training programs, including the Employment Service, adult education and literacy programs, welfare-to-work, vocational education and vocational rehabilitation. WIA’s goal is to provide workforce development services to employers and workers through a universally accessible, information-driven, one-stop career center system. WIA in Colorado WIA is administered by the Colorado Department of Labor and Employment (CDLE). Currently, staff of the Colorado Workforce Development (CWD) Council at the Colorado Department of Local Affairs (DOLA) and CDLE staff jointly write the state workforce plan. Local Workforce Investment Boards (WIBs) oversee the WIA programs throughout the state. The WIBs make critical decisions that impact employment and training goals in their respective regions. In some regions, community colleges are included. In other regions, community colleges are excluded because either the WIB does not contract out for training and educational services or it has service agreements with proprietary schools. Colorado Community College System WIA Training Data Academic Years 2005 and 2006 AY

2005 AY

2006 WIA Number Enrolled 898 891

The Collaboration Opportunity In a growing number of regions around the country, local leaders are working to more closely coordinate publicly funded education, from primary through post-secondary levels, with social services and workforce/development programs using WIA dollars. The aim is to produce a better-trained workforce and promote economic growth. Several states are actively supporting the efforts of these regional partnerships. WIA dollars are central to these efforts. In Colorado, WIA discretionary funds are not used in community colleges for work force development. The following are examples of states that have, over many years, significantly utilized the WIA program to bridge the work force challenge with community colleges:



• Board of Governor’s for the California Community Colleges

Adopted a new policy initiative called “Ladders of Opportunity;” Articulated an overarching vision highlighting the central role played by the

community colleges within the larger workforce development system; Engaged leaders from colleges, the state workforce system, legislature, governor’s

staff; Built consensus that culminated in a call for a unified approach to workforce

preparation and career advancement; and Offered all Californians, particularly low-income individuals, an opportunity to attain

jobs.

• Kentucky Community and Technical College System

Designed a system with strong workforce and economic development missions, with the aims of enabling Kentucky workers to acquire the skills they need to advance;

Integrated the community and technical college missions of academic instruction, workforce training, and remedial education;

Launched a Career Pathway Initiative as a strategy for achieving and enhancing the states community and technical colleges to the needs of the state’s residents, employers, and communities;

Focused on employment and educational advancement for low-income adults while meeting employer needs; and

Built state supported initiatives such as the WIA one-stop-center, Kentucky Manufacturing Skills Standards, and the Kentucky Workforce Investment Network System (WINS).

• State of Oregon

Used WIA Incentive Award funding to support the development of career pathways at Oregon’s 17 community colleges;

Pathways were developed in one or more transition area: high school to post-secondary, pre-college (Adult Basic Education, General Equivalency, English as a Second Language, etc) to college, or post-secondary entry for adults re-entering the workforce as well as incumbent workers needing skills upgraded;

Supported by the Governor’s Employer Workforce Fund, one, five-college collaborative group developed 20 occupational roadmaps as tools for advisors, faculty, and students; and

Organized an “Oregon Pathways Academy” in the summer of 2005 and brought together teams, comprised of staff and faculty from professional and technical programs, students’ services as well as representatives from workforce and social services systems.

Meeting the Colorado Promise on Work Force The State’s WIA discretionary funds are invaluable resources for the Governor to utilize for systems improvement projects, statewide workforce policy reform and initiatives, and to implement the Colorado Promise. As the lead agency in Career and Technical



Education and the gateway to higher education for many Coloradans, the Colorado Community College System is uniquely positioned to be the leader on these issues and provide the infrastructure to help achieve the State’s goals. CCCS is developing a framework to provide all Coloradans with pathways to successful career opportunities. Through this framework, educators at the high school and postsecondary levels are beginning to create seamless connections among high school, postsecondary education, and skilled high-wage employment. Each Pathway will be built on the foundation of challenging academic standards that are necessary for college and high-skilled employment success. By linking workforce supply with growing business and industry demand, we will create a prosperous Colorado for this generation and many generations to come.



NON-CREDIT PROGRAMS Colorado’s Community Colleges provide workforce related non-credit programs. Completion of these programs does not lead to a certificate or a degree. Our non-credit programs and courses serve both those students seeking a job and those already employed seeking to enhance their skills. Programs include a short series of related courses and range from event management to safety and health specialist. Examples Examples of non-credit courses include:

• Asbestos training • Web design • OSHA safety training in various topics • Small business development • Microsoft Office applications • Management skills • Process improvement (Six Sigma) • Construction and welding • Communication and public speaking • Logistics and distribution • Water/wastewater treatment • Database design and applications

Students Served Colorado Community College System colleges serve more than 10,000 students annually in workforce related non-credit training. Students include displaced workers, career changers, and current employees looking to upgrade their skills or add skills to their resume.



CUSTOMIZED TRAINING Customized training is generally non-credit, skills-based instruction provided for employees to meet specific needs for an individual company or an industry. While non-credit training is available to a broad and diverse audience, customized training offers a company the ability to directly request training for specific tasks and processes its employees routinely encounter or to meet new requirements necessary for the company to remain competitive. Often, in an effort to better meet the company’s needs, the instructor will “walk through” various employee roles and duties, addressing training gaps and inefficiencies. Skills-Based Instruction Examples Customized training involves a wide assortment of areas. Examples of such training include:

• Spanish skills specific to industry terminology; • Efficiency process skills for various manufacturing sectors; • Customer service skills for debt collectors; • OSHA training for forklift operators; • Basic computer skills for manufacturing operators; • Project management skills for engineers; • Geometric dimension and tolerance skills for the aerospace industry; • SQL database programming for finance staff.

Companies Served For Fiscal year 2006, Colorado Community Colleges provided customized training for more than 150 Colorado companies. The industries served range from manufacturing to information technology. Employees Served More than 11,000 employees were trained through these programs in FY 2006. The occupations of the employees range from assembly line workers to software engineers.



COLORADO FIRST AND EXISTING INDUSTRY PROGRAMS A subset of the customized training offered by our colleges involves the Colorado First and Existing Industry Program, a state-funded program providing grants for customized training for companies meeting specific criteria. Colorado First provides training funds for Colorado companies’ new hires or to companies relocating to the state. The Existing Industry program provides funds for retraining existing Colorado employees, with priority given to companies facing technological change or increasing global competition. In FY2006, 101 Colorado companies with more than 6,000 employees, received training under these programs. While the training is generally provided by the colleges, occasionally a school does not have the staff expertise or capability to provide the needed instruction. In those cases, the company works with the college to identify an appropriate third party to deliver the training and the college manages the grant and monitors the training. The Colorado Office of Economic Development and Colorado Community College System jointly administer the Colorado First and Existing Industry grant program for the entire state, including training done at the local district community colleges. The overall impact of this program, while filling the needs of Colorado employers, serves to promote economic development for the state at a small investment. Recent fiscal year data indicate that the state’s investment in the Colorado First program is repaid in three years or less with increased tax revenue.

• The Colorado First program not only pays for itself, but actually creates new revenue for the state.

• As workers' salaries increase, so does the amount they pay in personal income tax.

• As a result of the Colorado First program, the state's revenue in excess of its investment for program years 2003-2006 is projected to be more than $6 million by FY 2008-09. See the following table.



Return on Investment for Colorado First Program Program Years 2003 to 2006 PY 2003 PY 2004 PY 2005 PY 2006State Cost $406,207 $448,074 $1,288,366 $2,381,156Trainees Previously Employed 537 497 1264 2959Trainees Employed Post-Training 709 785 1490 3464 Average Pre-training Wage $13.69 $15.65 $18.32 $13.84Average Post-training Wage $14.01 $16.25 $19.35 $15.64

$247,004 $476,314 $546,527 $1,273,563Difference in Aggregate Income Tax, Pre- and Post-Training, Year 1 Time to pay off 2 years 1 year 3 years 2 years Remaining Cost to Pay Year 1 $159,203 ($28,240) $741,839 $1,107,593 Year 2 ($62,401) ($456,578) $249,555 ($66,273)

Year 3 ($266,207)($1,298,35

0) ($182,448) ($1,126,96

5) Excess of Revenue Over Cost, $748,186 $4,442,768 $561,551 $1,126,965 by Year 2009 Cumulative Revenue by Year 2009 for Program Years 2003-2006 $6,879,470 Assumptions: Income Tax rate of 4.6% Employee Attrition Rate and Wage Inflation calculations, variable by program year Annual Work Hours of 2080



TRANSFER One of the statutory missions of community colleges is to transfer students to four-year schools. Colorado’s Community Colleges transfer a significant number of students to four-year schools and prepare those students well to succeed.

• In fiscal year 2005 alone, roughly 4,700 students transferred from the Colorado Community College System to public four-year colleges and universities in Colorado. This represented 4.1 percent of our student body.

• The University of Colorado has found that our transfer students perform as well as or better than students who began their education at University of Colorado.

To help eliminate the guesswork of transferring general education course credits, Colorado has developed a statewide guaranteed transfer (GT) program—gtPATHWAYS. This program applies to all Colorado public institutions of higher education, and there are more than 500 lower-division general education courses in 20 subject areas approved for guaranteed transfer. Given the amount of time it takes to gain the credits to achieve a two-year degree and the part-time nature of our students, a rough estimate is that 15 percent of our students are seeking to transfer their credits. While transfer students are mostly viewed as those that complete an associate degree, many students do not actually complete a degree prior to transferring. Often students will experiment with college at the community college level, and then transfer before completing the formal degree requirements. Many of our colleges have developed specific articulation agreements with Colorado four-year institutions for specific areas of major. These agreements serve the students in that they can complete their first two years at a college close to home with lower tuition and smaller classes and still gain college credit before transferring their associate degree into that program at a university. Examples of these specific agreements include:

• Engineering program between Red Rocks Community College and Colorado School of Mines;

• Bioscience program between Community College of Aurora and Metropolitan State College;

• Mass communications program between Pueblo Community College and Colorado State University at Pueblo;

• Aerospace Systems Engineering Technology program between Community College of Denver and Metropolitan State College.


Arapahoe Community College 1

Arapahoe Community College Arapahoe Community College (ACC) responds to business and industry training and education needs through individual meetings, focus groups, advisory committees, local economic development councils such as Southeast Business Partners and Jefferson Economic Council, local chambers of commerce and industry forums. We consult with company leaders and perform workplace assessment services which help us to deliver customized training that is applicable to the organization and their industry. ACC’s Corporate Learning Division’s (CLD) sole responsibility is to develop partnerships with companies and assist them by training their workforce with technologically advanced programs and training to upgrade skills for Colorado’s workforce. CLD also performs liaison duties by listening to business and industry and connecting them with ACC departments to assist with the development of market-driven educational programs. Thank you - Dr. Berton L. Glandon President Arapahoe Community College PO Box 9002 5900 S. Santa Fe Drive Littleton, CO 80160-9002 Phone: 303-797-5701 Fax: 303-797-5708


Degree and Certificate Programs

Corporate Classes CTE Classes College Arapahoe Community College Arapahoe Community College Campus University Center at Chaparral - Parker All campuses Person Completing Survey Cindy Nowak Bob Snead Position Director, Corporate Learning Director of Institutional Research Contact Phone 303.734.3724 303-797-5870 Date 28-Feb-07 3/1/2007

Table 1: Degree & Certificate Programs

Number Programs

Number Enrolled Completers % Employed

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

Program CTE 36 41 2475 2153 882 877 n/a 95% WIA - - 127 70 - - - -

Signature Programs

Non-CTE For-Credit

Broadband Technology

(Jones/NCTI) 8 8 9868 8372 382 383 100% 100%

CTE For-Credit

Mortuary Science - - 106 114 32 32 95% 95%

Paralegal - - 131 134 45 36 95% 95% High

Workforce Demand

Programs

Broadband Technology (Jones/NCTI) Nursing - - 264 261 117 126 95% 95%

• Average Wage: Service technicians: $35-45,000; Maintenance Technicians: $45-60,000; Headend Technicians $60-70,000.

• Description of Program: Jones/NCTI's University Program is the only distance-learning, accredited higher education program designed specifically for the broadband and cable industry.

• Degrees and Certificates: Associate of General Studies, Broadband Business Management, Broadband Technical Management Certificate, Broadband Digital Management Certificate, Broadband Telephony Technology Management


Certificate, Broadband High-Speed Data Technical Service Representative Certificate, Broadband Customer Service Representative Certificate, Broadband Customer Service Management Certificate, Broadband Technical Service Representative Certificate.

• Obstacles: (1) Inability to respond quickly to industry changes/curriculum (2) CCCS registration (Banner) affects upload/transfer of data (3) Students need one or two classes to complete certificates and degrees (4) Jones/NCTI working on marketing program to address the lack of completers in this program.

Mortuary Science • Average Wage: $23.06/hr • Description of Program: Trains students to help the bereaved through life's most

trying period; prepares individuals to become a mortuary science practitioner, funeral director and embalmer.

Paralegal • Average Wage: $17.68/hr • Description of Program: Trains students to become paralegals to permit them to

assist attorneys; educates students to practice the paralegal profession while maintaining high ethical standards.

Nursing • Average Wage: $24.16/hr • Description of Program: This program is designed to prepare individuals for

employment as registered nurses. The practitioner will have developed entry-level skills for work in hospitals and other settings. Clinical nursing courses include supervised patient care experiences at a variety of health care agencies.

Non-Credit Programs College Arapahoe Community College Campus University Center at Chaparral - Parker Person Completing Survey Cindy Nowak Position Director, Corporate Learning Division Contact Phone 303.734.3724 Date 27-Feb-07

Table 2: Non-Credit Programs

Number Programs Number Enrolled

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

OVERALL 103 29 3136 2142

Event Management Certificate - -

0 23

RN Refresher - -

31 46

Medical Transcription - -

50 108


Event Management Certificate • Obstacles: ACYR 04-05: Program did not exist; ACYR 05-06: (1) Funding - Lack

of funding resources (2) Time - Due to reorganization (3) Faculty and Staff - lack of staff (4) Economy.

RN Refresher • Obstacles: (1) Funding - Lack of funding resources (2) Time - Due to

reorganization (3) Faculty and Staff - lack of staff (4) Economy. Medical Transcription

• Obstacles: (1) Funding - Lack of funding resources (2) Time - Due to reorganization (3) Faculty and Staff - lack of staff (4) Economy.

Table 3: Non-Credit Programs Classes Offered

Event Management Certificate RN Refresher Medical Transcription Intro to event management Orientation 9 month program

Event Design and Administration 120 online instruction Orientation

Funding Sources Concepts and SkillsIntroduction to Medical

Transcription

Marketing and Sales Therapeutic AdvancesMedical Terminology and Word

Building

Operations and Logistics Systems and Clinical

UpdatesHuman Anatomy and

PhysiologyStaff and Volunteer Management Contemporary Issues Disease Processes

Entertainment and Community Attractions Critical Thinking Applications and Pronunciations

Meeting Planning - Food, Beverage, Hospitality Med/Surgical Concepts Medical Specialties and Editing

Conventions, Areas, and Sporting Events Psychology of Patients

Beg, Int and Advanced Transcription

Administering Meds Liability 120 hours clinical practicum

Table 4: Non-Credit Public Classes

Number Trained

Program Area ACYR 04-05

ACYR 05-06

A+ Core Hardware 23 - A+ Operating Systems 28 -

Access 1 2 - Access 2 3 - Access 3 1 -

Access XP Advanced 24 8 Access XP Beginning 87 38


ACT 2000 4 - Administering a MS Server 5 -

Adobe Illustrator 11 4 Automotive Body Electrical 1 -

Brakes I 1 - Brakes II 1 -

Certified Information Systems 2 - CISCO CCNP BSCN 19 -

Cvoice 11 - Deploying and Managing M 34 -

Designing a MS Windows Server 35 - Dreamweaver 16 3

EMT Basic Exam Proctor 240 - Event Management 23

Excel 1 5 - Excel 2 2 - Excel 3 1 -

Excel XP Advanced 59 59 Excel XP Beginning 155 178

Excel XP Intermediate 138 132 Flash 2 -

Front Page XP 11 4 HTML Programming 2 -

Implementing, Managing Server 50 - Implementing, MS Window 3 -

iNet 4 - Interconnecting Cisco Network 32 - Introduction to Cisco Network 6 -

Maintaining a MS Windows Server 4 - Managing a MS Windows Server 41 - Managing a Windows XP Server 18 -

Medical Transcription 50 108 Medical Transcription Extension 119 16 Medical Transcription Overview 74 - MS ASP.Net Web Application 2 -

My SQL Beginning 2 - Network+ 25 -

Network+ Test Prep 30 - Object-Oriented Design 30

Office 4 - Outlook Beginning 1

Photoshop 3 3 Photoshop 6 7 -

PhP Beginning 2 2 Planning and Implementing 31 -


Planning and Maintaining a Server 37 - PowerPoint XP Advanced 12 7 PowerPoint XP Beginning 68 18

Programming a MS SQL Serv 5 - Project 2000 3 - Project 2002 13 - Project 2003 5

Quark Express 1 4 Quickbooks Advanced 1 -

Quickbooks for Windows 10 16 RN Refresher 31 46

Security+ 13 - Security+ Test Prep 9 -

Small Business Web Development 17 3 Visual Basic 6.0 6 2

Visual Basic.Net Programming 1 - Web Optimization 7

Windows XP 62 26 Windows XP Configuration 97 -

Word 1 1 - Word 2 2 -

Word XP Advanced 9 20 Word XP Beginning 69 60

Word XP Intermediate 75 49

TOTAL 1972 963 Customized Training College Arapahoe Community College Campus University Center at Chaparral Person Completing Survey Cindy Nowak Position Director, Corporate Learning Division Contact Phone 303.734.3724 Date 26-Feb-07


Table 5: Customized Training

Number Trained Job Skills Obstacles

Company ACYR 04-05

ACYR05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

Alpert Companies 10 18 Project 2000 Electrical,

Business None -

Baxa Corp 66 - Six Sigma - None -

BEA Systems 10 - Accounting Analyst - None -

Benefit Management

& Design 6 - ACT Consulting - None -

CCCS 8 - Project 2003 - None -

CH2M Hill 74 97 Internal Training

Internal Training,

Oracle, Project Management

None None

Collective View 18 18 Finance

Internal Training,

Oracle, Project Management

None None

Douglas County Schools

21 - Project 2003 - None -

E-Bags 25 45 Internal Training Microsoft Office None None

E-Bags 20 - Internal Training - None - Emery

DataGraphics 54 - Microstation - None -

Graebel 2 - InDesign - Low Enrollment -

Group Voyagers - 150 -

E-Business, project

management, Powerpoint

- None

HIS 18 - Effective Communication - None -

I H S Energy 250 145 ISO 9000, Train-the-Trainer Six Sigma None None

IMI Norgren 100 - Lean Manuf, 5S,Blueprint

Reading - None -

ITCAP 31 - Project Management - None -


Jeppesen 51 22 Business Writing Word Beginning None None

Jeppesen 10 10 ESL I Power Point Beginning None None

Jeppesen 35 10 ESL II Business Writing None None

Jeppesen 32 500 ESL III

Lotus Notes, MS Word, Excel, PowerPoint

None

None

Jeppesen 37 34 Interviewing Skills Excel training None None

Jeppesen 44 - Windows XP - None -

Kloppenburg LLC 56 -

Value Stream Mapping, 5S, Kaizen, ISO

Train-the-Trnr

- None -

Medsource Technologies 64 -

Lean Manufacturing,

5S, Kaizen - None -

Regal Plastics - 26 - CRM Training - None Washington

Group - 122 - Project Management - None

- - TOTAL 1164 1179

Colorado Northwestern Community College 1

Colorado Northwestern Community College

Colorado Northwestern Community College meets the workforce training needs of the communities it serves in a variety ways. Mine refresher, tactical responder, cockpit resource management, pilot training, and dental and nursing professional workshops are just some of the specialized training opportunities offered at CNCC during the past few months. On the oil and gas energy front, in partnership with a consortium of regional energy-services contractors, the College provides dedicated classroom space and administrative support for OSHA safety and contractor orientation training through the Central Rockies Industrial Training Center (CRITC). Over a thousand workers have received certifications through the CRITC partnership since the mid-1990’s. New options for the energy services workforce sector have arrived in NW Colorado through the fall 2006 startup of certificate and degree programs in Process Technology-Oil and Gas Emphasis (Rangely Campus), and Powerplant Technology (Craig Campus). These programs are the direct result of financial, facility, and faculty support provided by regional energy providers such as Shell Oil Company and Tri-State Energy. Thirteen powerplant technology and ten process technology students are currently involved in these programs. Workforce-driven CTE programs being developed for 2007-2008 through regional advisory boards include Civil Engineering Technology, Industrial Electrician, Energy & Facilities Management, Horsemanship & Horse Management, Massage Therapy, and Helicopter Flight Training. CNCC continues its twenty-year tradition of law enforcement training by providing P.O.S.T. Academy, P.O.S.T. Refresher Academy, and National Park Service certifications. As of March 1, 2007, current combined enrollment in these workforce training programs is twenty seven. While there are numerous traditional P.O.S.T academies in Colorado, only CNCC offers live, in-person refresher academy instruction (ACC has an on-line version) to mostly agency-sponsored individuals. The National Park Service academy is unique to Colorado and only one of nine such academies in the nation. Colorado Northwestern faculty and staff are dedicated to providing significant, viable workforce training whenever and wherever the need arises in our service area. Robert Horntvedt Vice President of Academic Services Colorado Northwestern Community College 500 Kennedy Dr, Rangely, CO 81648 Office (970) 675-3258 Fax- (970) 675-3354


Degree and Certificate Programs College Colorado Northwestern Comm. College Campuses Rangely/Craig Person Completing Survey Bob Horntvedt/Gene Bilodeau Position VP-Instruction/Dean of Craig Campus Contact Phone 970-675-3258/970-824-1103 Date 3/1/2007


*Ranges from 50% to 100% depending on program (% Completer data is unreliable in some cases because VE-135 data combines cohorts for enrollment but not completion).

Number Programs

Number Enrolled Completers % Employed Obstacles

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

Program Overall Obstacles: (1) Funding, Space, Time, Faculty (2) Residential housing availability in Craig (3) Low enrollments in some programs due to low unemployment and abundant job opportunities (especially in energy-related professions that pay high wages)

CTE 19 19 - 324 - 171 50-100%* -

Funding, Space, Time,

Faculty WIA - - - - - - - - - -

Signature Programs

Overall Obstacles: (1) High cost programs (2) Lack of appropriate and adequate facilities (3) Only one MSN in Northwest Colorado (4) Low number of clinical placements within reasonable distance (5) Aging fleet of aircraft (6) Funding, Space, Faculty

Nursing - - 36 44 33 38 100% 96% - - Dental

Hygiene - - 22 27 20 27 100% 100% - -

Aviation Flight Technology - - - 30 - 17 - 94% - -

High Workforce

Demand Programs

Overall Obstacles: (1) High cost programs (2) Lack of appropriate and adequate facilities (3) Only one MSN in Northwest Colorado (4) Low number of clinical placements within reasonable distance (5) Aging fleet of aircraft (6) Funding, Space, Faculty (7) AMT Program is very high-credit due to FAA regulations and therefore expensive.

Nursing - - 36 44 33 38 100% 96% - - CRJ-Law

Enforcement - - - 6 - 5 - 60% - -

Aviation Maintenance Technology

- - - 8 - 4 - 100% - -


Nursing • Average Wage: $22.00/hr • Industry Partner(s): 41 facilities throughout Colorado

Dental Hygiene • Average Wage: $32.08/hr • Industry Partner(s): Marillac Clinic-Grand Junction, Indian Health Services-

Roosevelt, UT, Northwest Dental Coalition, Craig, Colorado Department of Corrections, Rifle

Aviation Flight Technology • Average Wage: $14.25/hr • Industry Partner(s): Frontier Airlines, United Airlines, Rio Blanco County,

Spectrum Jet Center CRJ Law Enforcement

• Average Wage: $19.60/hr • Industry Partner(s): Rio Blanco County Sheriff, National Park Service, Town of

Rangely, Town of Meeker, City of Craig, City of Vernal, P.O.S.T., numerous agencies throughout the state of Colorado. Many individuals (not noted here) take certification courses for non-credit

Aviation Maintenance Technology • Average Wage: $21.16/hr • Description of Program: Licensed Airframe & Powerplant mechanics are in great

demand. Program enrollments declined significantly in year 2000 but are beginning to rebound now that an AMT worker shortage is widespread.

• Industry Partner(s): West Star Aviation Future Directions: 2006-2007 data will show new program startups in Powerplant Technology and Process Technology-Oil & Gas Emphasis. 2007-2008 data will show new program startups in Civil Engineering Technology, Industrial Electrician, Energy & Facilities Management, Horsemanship & Horse Management, Massage Therapy, Helicopter Flight Training, and an AAS in Cosmetology.

Community College of Aurora 1

Community College of Aurora Please find attached the requested information about the Community College of Aurora’s efforts to meet the economic development needs of our community through job training. The report highlights three of our outstanding and in-demand programs at the Lowry Campus: Emergency Medical Services, the Police Academy, and Diesel Power Mechanics. The report also discusses some of the obstacles faced by those and other workforce programs. CCA has a variety of other workforce programs ranging from Early Childhood Education (at the CentreTech campus) to our nationally-known Film and Video Technology program. Our biotechnology program has just received a WIRED JumpStart grant and will be collaborating over the next 15 months with school districts, private industry, economic development groups, and other higher education institutions to prepare teachers to teach biotechnology skills and to inform students and parents about bioscience careers. Through our Aurora Language Center, we utilize Workforce Investment Act monies to teach English as a Second Language to over 600 adults each semester. The college’s approach to workforce preparation has been to develop long-term relationships with Aurora-area employers and then to build our instructional programs based on what those organizations tell us about the skills their employees need. The EMS, Police, and Diesel programs are all examples of these long-term relationships. Ongoing participation and dialogue with groups such as the Aurora Chamber and the Aurora Economic Development Council augment this approach. Specific help with curriculum design and adjustments comes through program advisory committees that meet regularly with all our occupational programs. Perhaps the most exciting development in our workforce programs is the growing use of sophisticated simulation and other experiential instructional methodologies. The EMS program, for examples, is acknowledged as a national leader in simulation pedagogy for emergency medical services. Please feel free to contact me if you need additional information. Sincerely, Christopher R. Ward, PhD Executive Director, Grants and Planning


Degree and Certificate Programs College Community College of Aurora Campus Programs Listed are at Lowry Person Completing Survey Chris Ward David M. Bailey

Position Executive Director, Grants and Planning Director, Institutional Research

Contact Phone 303-340-7514 303-361-7381 Date March 2, 2007


Number Programs


ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

Program CTE 12 12 2137 2345 455 345 91% - WIA - - 55 42 - - - -

Signature Programs

Diesel Power Mechanics - - 15 20 10 16 100% -

Emergency Medical Provider

- - 110 133 95 103 100% -

Basic Law Enforcement

Training Academy

- - 39 19 32 17 100% 100%

High Workforce

Demand Programs

Diesel Power Mechanics - - 15 20 10 16 100% -

Emergency Medical Provider

- - 110 133 95 103 100% -

Overall Obstacles: (1) Funding, Space, Time, Faculty (2) Students exit high demand programs early (for jobs)

Basic Law Enforcement

Training Academy

- - 39 19 32 17 100% 100%


Diesel Power Mechanics • Average Wage: $17.50-$30.00/hr • Description of Program: Diesel Power Mechanics prepares entry-level technicians

for the Colorado diesel industry, including agriculture, construction, trucking, and power generation through a one-year program. Currently, students all have an industry sponsor.

• Industry Partner(s): Wagner Equipment (Yr 1 of Wagner Apprenticeship) Emergency Medical Provider

• Average Wage: $10-40.00/hr • Description of Program: CCA's innovative and dynamic EMS program uses state-

of-the-art simulation studio environments to teach students the knowledge and skills required for careers in the Emergency Medical Services.

• Industry Partner(s): Rural Metro Ambulance, Aurora Fire Department, Medical Center of Aurora, Phillips Medical, American Medical Response, Laerdal

Basic Law Enforcement Training Academy • Average Wage: $19-20.00/hr • Description of Program: The Academy provides training in the basic law

enforcement skills and education areas required for certification by the Colorado Peace Officers Standards and Training Board (POST) to work as a law enforcement officer in the state. The Academy also provides continuing law enforcement education, as well as POST board certification, for local agencies in specific skill areas such as firearms training.

• Industry Partner(s): Aurora Police, Fire, Public Schools, Department of Homeland Security, Transportation Security Administration, US Federal Air Marshal Service

• Obstacles: (1) Funding, Space, Time, Faculty (2) Students exit high demand programs early (for jobs)


Non-Credit Programs College Community College of Aurora

Lowry and CentreTech (also off campus) Campus

Person Completing Survey Chris Ward Executive Director, Grants and Planning Position

Contact Phone 303-340-7514 Date March 2, 2007


Number

Enrolled Obstacles

Program ACYR 04-05

ACYR 05-06

ACYR04-05

ACYR 05-06 Community ESL 1813 1691 * * UAW Ford ~200 ~200 ** ** *Obstacles: Funding, Faculty, Lack of Support Staff **Obstacles: Staffing: Lack of ability to oversee operations Customized Training College Community College of Aurora Campus CentreTech and off campus Person Completing Survey Chris Ward Position Executive Director, Grants and Planning Contact Phone 303-340-7514 Date March 2, 2007



Company ACYR 04-05

ACYR05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

Corporate Express - 503 -

CCA Managed Grant, Company

Trained - *

*Obstacles: (1) Funding (to develop and market) (2) Time (3) Faculty (specific, requested expertise)

Community College of Denver 1

Community College of Denver

On behalf of the Community College of Denver, I am happy to provide data that demonstrates the wide range and positive impact CCD has on workforce development in Colorado. In addition to earning numerous US Department of Labor awards for workforce innovation the last five consecutive years, CCD has also won the General Assembly’s recognition as a college of excellence for “administrative efficiency and workforce innovation,” and has been recognized frequently by the Lumina Foundation for our work in moving low wage earners to high wage jobs and for increasing the high school to college participation rate for low income and underserved student populations.. The Community College of Denver has worked closely with a broad array of industry sectors in partnership with the Mayor’s Office of Workforce Development and the Colorado Department of Labor. CCD works in strategic partnership with the Denver Chamber of Commerce and The Hispanic Chamber to meet the state’s industry demands and shifting priorities. CCD largely serves lower income, first generation students of diverse backgrounds. While many students are under prepared, they are effectively provided remediation in basic skills content knowledge. Once out of basic skills, students move into the career and technical sectors that provide them stable employment and greater knowledge to continue their education. CCD has been a leader in the health sciences sector helping provide the state’s future technical workforce in nursing, dental hygiene, radiologists, emergency medical technicians, surgical technicians, and veterinary technicians. To meet the preparation challenges of public school students, CCD has been a leader in the Early Childhood arena. CCD has a “children’s college,” serving many low income families, an Early Childhood Career Center in partnership with the Clayton Foundation, and has tripled the number of students enrolled in the early childhood program in partnership with the Mayor’s Early Childhood initiative. Recently we have added the aerospace and energy sectors in partnership with corporations in the metropolitan area. CCD offers 125 degrees and certificates. Last year’s nearly 1,000 graduates included 45% graduating in health sciences; 30% in business and technology related careers and 25% who graduated with arts and science degrees to transfer to the four year sector. CCD is proud of its success and contributions to our state. We look forward to working closely with you to help fulfill Governor Ritter’s Colorado Promise. Sincerely, Christine Johnson, Ph.D. President Community College of Denver Auraria Campus . East Campus . Lowry Campus . North Campus. Parkway . Southwest Campus Member of Colorado Community College System


Survey of Industry CTE Programs and Signature Programs for the Community College of Denver The Community College of Denver has a variety of courses that are either for credit, not-for-credit or certification programs. There were 1,424 students enrolled in CTE programs and 747 completed their programs. That is an average of 62% for the Academic Year 2004-2005. In 2005-2006, there were 1,277 enrolled and 639 students completed their programs. Both years had 31 programs offered. There were three signature programs chosen to highlight: Dental Hygiene, Early Childhood and Essential Skills (the only program of it’s kind in the community college). Dental Hygiene had 28 students enrolled in 2004-2005 and 23 students completed the program. In 2005-2006, 58 students were enrolled and 22 students completed the program. 10 students were hired in 2005. Early Childhood had 89 students enrolled in the 2004-2005 Academic Year and 46 students completed their program. In the 2005-2006 Academic Year, 27 students were enrolled and 18 students completed the program. The program has essentially tripled, however because of reporting requirements for vocational courses only, out of the 170 students actually enrolled, only 27 are reportable. The students are taking academic classes in ECE and fewer than 6 hours of vocational classes. The Essential Skills program had 89 enrolled in 2004 -2005 year and 46 completed the program. In 2005-2006, 63 enrolled and 42 completed the program. Attached is the data to represent this information. Four programs are listed in the high workforce demand: Nursing (RN), Welding, Dental Hygiene and Early Childhood. Dental Hygiene and Early Childhood was discussed earlier. Nursing in the 2004-2005 Academic Year had 137 students enrolled and 91 completed the program. In 2005-2006, 170 students enrolled and 128 completed the program. Welding in 2004-2005 had 57 students enrolled and 11 completed the program. In 2005-2006, 40 students were enrolled and 28 students completed the program. Attached is our Non-credit program under our corporate programs titled Performance Solutions. There are many programs with businesses and grants that been awarded for these programs to proceed. Also attached is a list of programs that are currently running, have been started or in the future under the Center for Arts and Sciences which are also geared towards producing a workforce for the future.


Degree and Certificate Programs College Community College of Denver Campus All Person Completing Survey BJ Wiens Position Research Associate Contact Phone 303-352-3343


Note: The VE135/Perkins reporting definitions for enrolled students require a student to be enrolled in an average of 6 vocational credits per term to be included in the VE135/Perkins report. Therefore, while there are 170 students enrolled in the ECE programs, only 27 students meet the above definition. The 143 students not reflected in this count are either taking a higher proportion of academic classes to vocational courses each term, or are enrolled in < 6 credit hours that are all vocational.

Number Programs

Number Enrolled Completers % Employed Survey Response

Rate

Program ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

CTE 31 31 1424 1277 747 639 62% n/a - n/a WIA - - 160 212 - - - n/a - n/a

Signature Programs

Dental Hygiene - - 28 58 23 22 100% n/a 10 n/a

Early Childhood Education

- - 36 27 30 18 88% n/a 8 n/a

Essential Skills - - 89 63 46 42 100% n/a 4 n/a High

Workforce Demand

Programs

Nursing - - 137 170 91 128 100% n/a 19 n/a Welding - - 57 40 11 28 100% n/a 4 n/a Dental

Hygiene - - 28 58 23 22 100% n/a 10 n/a


- - 36 27 30 18 88% n/a 8 n/a


Customized Training

FY05 Highlights

Customized Training • 26 companies served • 91 projects/classes implemented, including management skills, finance for non-

financial managers, lean manufacturing, software skills, and curriculum development

• Over 1,100 people trained • $230,170 in Colorado First training grant dollars leveraged for Denver companies

FY06 Highlights

Customized Training • 41 businesses/organizations served • 73 projects/classes implemented, including time management, finance for non-

financial managers, lean manufacturing, process improvement, software training, train-the-trainer and curriculum development

• Over 1,400 people trained in customized projects • $554,288 in Colorado First/Existing Industry grant funds leveraged for 14 Denver

companies • 92 students served in off-site credit classes


Number Trained Job Skills

Company ACYR 04-05

ACYR05-06

ACYR 04-05*

ACYR 05-06*

All Packaging 37 Spanish, PowerPoint, Project, Excel, Word

Amber Homes 15 Excel for Accounting Best Foods

Baking/BIMBO 12 Spanish for Sales

Caterpillar 166 PC/Internet, Word, Excel,

Management Training, Six-Sigma Yellow Belt Training

Centerre Construction 10 MS Project Level 1 Class

Centex Home Equity 110 Colorado First Grant


Chart Industries 45 ISO certification Training City & County

of Denver 75 95 Spanish I-III

City & County of Denver 65 65 Grammar, Business

Writing/Math/English

City & County of Denver 50 Part of Paralegal/AA

Business Admin Programs City & County

of Denver 15 Workplace English

City Office of Economical

Development 2 Fast-Track

Photoshop/Illustrator

Clayton Foundation 6 InDesign Training

Dalbey Wealth Institute 15 Excel

Denver Botanical 12 DiSC/Team Effectiveness

Training

Denver Health 12 Community Worker Certification

Denver Mint 12 MasterCam

Denver Rubber 17 Existing Industry and Colorado First Grants

DIA/DOWD 30 200 Coaching for Managers, Customer Service Classes

Resume Writing and Interviewing, Customer

Service, Retail Cash Handling, PC Skills

Distinctive Denver 6 Outlook

Dorsey & Whitney 10 Photoshop Elements

DOWD 30 Career Development Facilitation (CDF)

Certificate

DRCOG 30 Emergency Dispatcher Training

DW Mail 7 Colorado First Grant

EOC Office 5 CDF Certificate Exempla Lutheran 45 25 GED Prep Lab, Medical

Terminology Class GED Prep Lab

Exempla St. Joseph 15 10 Medical Terminology Class GED Prep Lab

Finance America 58 10 Excel, Word, PowerPoint,

Outlook Colorado First Grant


Heritage Die Casting 23

Process Improvement, CMM Machine Operation

Training

ICM Corporation 25

Process Improvement Training for Customer

Service Staff Imagistics 50 E-Mail Protocol Seminar

Imperial Headwear 180

Lean/Process Improvement, Curriculum Development of

Training Manual for Machine Operators, Excel,

Word, Access Classes

Intertech Plastics 15 Access Class

King Soopers 50 42 Supermarket Management Certificate/AA

Supermarket Management Certificate/AA

King Soopers 18 Conversational Spanish Pinon

Management 20 20 Enrichment Class for Elderly Residents

Enrichment Class for Elderly Residents

Ponderosa Industries 32 Machining, Blueprint

Reading, Equipment Repair Pressroom 3 Indesign/Illustrator Classes

ProLogis 25 Colorado First Grant Qdoba Mexican

Grill 75 Diversity Training for National Trainers

Regis 1 DiSC Train-the-Trainer

RTD 10 Photoshop for Web Applications

Severn Trent Labs 1 Online HAZWOPER

Refresher Training

SM Stoller 2 Linux Training Social Security Administration 50 Grammar Tips

Spark Creative 3 PHP Training

Spectrum HR 81

Project Management, Train-the-Trainer, MSSQL2005, Adv Web App Dev, XML,

Adv Excel, Outlook

Store Perform 51 Continuous Improvement/IT Training

The Children’s Hospital 25 15 Medical Terminology

Classes Medical Terminology

Classes


Trustile Doors 60 Colorado First Grant

Vericept Corporation 12 34 Crystal Reports

Finance for Non-Majors, Train-the-Trainer, Network Security, JBoss, Continuous

Improvement Viawest 10 12 InDesign Class Sales Training

V3 1 Photoshop Tutoring Young Electric Sign Company 76 Existing Industry Grant

TOTAL 1121 1142 *Obstacles (ACYR 04-05 and 05-06): Common challenges with customized training projects are finding the time and money to engage in training. LIST OF PROJECTS: Current and Proposed Current ACES (Access to Collaborative Education in the Sciences) Funded by a CIPAII Grant (NASA) administered by the United Negro College Fund Degree Program – Aerospace Systems Engineering Technology Degree 2+2 with MSCD JumpStart WIRED Grant for – JumpStart Into Aerospace WIRED Grant Funded Partners with North High School IAAS (International Association of Astronomical Studies) Program, FASTSTART, and MSCD Aerospace Build Pipeline for ACES Program Confucius Institute Bringing the culture and language of China to the American people Funded by the Chinese Government Will become Tri-institutional with CCD in the lead Partner with Xi’an Siyuan Technical University Offer an Associates degree in Xian Emphasis in Business, American English Literature, and other areas Developing West High School Health Sciences Program Technical Theater Certificate


Building Trades Program Magnet Middle and High School in Architecture, Engineering and Building Trades Career Education Center Trades Programs Emily Griffith Vocational School UCDHSC College of Engineering PCL Construction Trades Association and Unions CCD North Campus Dance Program David Taylor Dance Theater Denver School of the Arts Chinese Language Endorsement for Teacher Certification CCD, MSCD and UCDHSC NSF Grant for Emerging Technologies Nanotechnology, Bioscience and Photonics in Bioscience UCDHSC and CCD Partnership Redeveloping the Foreign Language Program into Center for International Languages and Culture

Front Range Community College 1

Front Range Community College

Front Range Community College provides career technical education and workforce development training to approximately 9,000 students per year in the Denver Metropolitan area, Boulder County and Larimer County through more than 30 different credit and non-credit programs. Non-credit training includes over 3,000 referrals from the Colorado Department of Labor and Employment and a similar number of participants from contracting private companies and organizations. Approximately 2,500 CTE students are enrolled in programs offering college credit and a path in most cases to an Associates Degree. Signature programs at FRCC include Horticulture, Interpreter Preparation, and Veterinary Technology. High workforce demand programs include Automotive Technology, Emergency Medical Services and Paramedic, and Nursing with 1-year LPN and 2-year RN tracks. With few exceptions, CTE programs at FRCC are accredited or affiliated with major national industry and professional organizations. Graduates earn credentials that are known and respected in the industry by passing professional licensure and certification exams. FRCC works closely with the CDLE with more than a dozen credit programs currently listed as eligible for funding under the Federal Workforce Incentive Act in addition to direct contracted non-credit training for CDLE through the Institute for Community and Professional Development.


Degree and Certificate Programs College Front Range Community College Campus All Person Completing Survey Keith Boggs Position CTE Dean Contact Phone 303-404-5155


Number Programs


Program ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

CTE 52 58 3457 3312 2106 2190 61% 66% WIA - - 35 24 - - - -

Horticulture – refer to Attachment 1 for additional information

Signature Programs

FTE Enrolled Completers % Employed

Horticulture 77 70 50 43 80% 80% Interpreter Preparation 40 38 22 56 89% 94%

Veterinary Technology 56 62 17 32 90% 91%

High Workforce Demand

Programs Automotive Technology 96 89 44 52 72% 93%

EMT/Paramedic 202 177 Nursing 467 443 447 442 76% 76%

• Average Wage: $15.05/hr AY 04/05; $16.96/hr AY05/06 • Description of Program: This program develops skills required to work in

floral design, horticulture, irrigation management, landscape construction and management, landscape design, nursery/ greenhouse and garden center management, and turfgrass management. We offer both certificates and the AAS degree.

• Industry Partners: Fort Collins City Forester; Fossil Creek Nursery; Paul Woods Florist; Gulley Nursery.

• Obstacles: Adequate space for greenhouses and outdoor plantings is critical. Interpreter Preparation – refer to Attachment 2 for additional information

• Average Wage: $16.48/hr AY 04/05; $15.86/hr AY 05/06 • Description of Program: This program prepares students for entry-level

employment as sign language interpreters for deaf and hard of hearing people. See details attached spreadsheet.

• Industry Partners:


Table 2: Advisory Board Members

Veterinary Technology

Last Name First Name Work Title

Represents Place of Employment

Crowley Paul Educational Interpreter

Educational Interpreters, IPP Grads Cherry Creek School District

Dyise Tilly Educational Interpreter

Educational Interpreters, Interpreters of Color, Video Relay Service Interpreters, IPP Grads

Adams 12 School District, Sign Language Associates Video Relay Services

Gsell Shirley Deaf Consumers Retired Computer Programmer Gunderson Arlene Faculty IPP FRCC/IPP Jansen Danelle Director of

Services Interpreter Referral Agencies, Community and Video Relay Service Interpreters, IPP Grads

Sign Language Associates

Johnson Leilani Director DO IT Center-UNC, Interpreter Educators/Administrators

University of Northern Colorado

Patterson Donnette Faculty PPCC-Sign Language Interpreter Preparation Program Faculty, Interpreter Educators

Pikes Peak Community College

Powell-Greenfield

Jo Linda Interpreter Freelance Interpreting Community, Interpreters of Color, Grads from other IPPs

Sprint, Private Practice

Remmel Lynda Faculty IPP FRCC/IPP Topliff Ann Interpreter Freelance Interpreting Community,

RID National Certification Local Test Administrator

Private Practice

Vasquez Valentino UNC Faculty

UNC ASL Program, ASL teachers, Deaf Consumers

University of Northern Colorado

Weeams Claricy Interpreter Freelance Interpreting Community, Interpreters of Color, IPP Grads

Private Practice

Wolfangle Patty Retired Deaf Consumer Retired from the Federal Center Wood Julie Interpreter Recent IPP grad Various Colleges in the Metro

Area Wren Janine Teacher for

the Deaf Teachers of the Deaf, Employers in K-12 Schools

Adams 12-Mountain View Elementary School

• Average Wage: $11.74/hr AY 04/05; $12.03/hr AY 05/06 • Description of Program: This program provides training in veterinary health and

the handling of a variety of domestic and exotic animals, as well as laboratory animals encountered in a veterinary practice or biomedical research setting.

• Industry Partners: Dr. Elizabeth Bauer, DVM; Wendy Demmem, CVT; Peter Hellyer, MS, DVM; Eliza French, BS, LATg; David Lee, DVM; Shashi Unnithan, PhD; Marti Morgan, CVT; Liz Whitney, DVM; Gwen Lombard, DVM; Lauaren Kaufman, CVT; Wayne Jensen, DVM

• Obstacles: Equipment for this program is very expensive and it requires laboratory facilities. The space requirements are extensive.


Automotive Technology • Average Wage: $11.25/hr AY 04/05; $13.63/hr AY 05/06 • Description of Program: This program provides students with entry-level skills

and upgrading for those in the automotive field. Graduates use their technical skills to test, diagnose and repair the complex mechanical, chemical ad electronic equipment found in today's automobiles. All Automotive Technology programs are NATEF accredited and all program instructors are ASE certified.

• Industry Partners: Parts and People, Rocky Mountain Automotive, A & B Import Auto, Stan's Towing, CO's BMW, Big O Tires, Truck Toys, City of Loveland, Ed Carroll Motor Company, Markley Motors, Bowers Racing Engines, Mountain View Tire and Service, Snap-On Industrial, BNC Automotive, Mobil Tech QAuto Service, Metric Motors, AMS Machine Shop, Dave's Mobile RV Service, Triple A Auto parts, Saturn, Dellenbach Motors, Champion Chevrolet, Inc., Hawker's Automotive, Spradley Barr Ford, King Pontiac GMC, Maxtech, Pedersen Toyota Volvo, Collins Muffler, AMS LLC Machine Shop, GM Area Service Manager, Markley Motors, Inc., Advantage Automotive, McGee Company, Lundstedt Automotive, Nice Car, Auto Therapy, NAPA Auto Parts, Mountain View Goodyear, Jiffy Lube, American Honda, Pipers Grease Monkey, Davidson's Chevrolet, Weld County Garage, Tynan's KIA, Ferraro Dodge-Jeep-Chrysler, DCX, Stan's Towing, Trammell's Automotive, Houska Automotive Services, Inc., AC Delco, Fort Collins Collision Repair, Nelson's Auto Tech Center, Machine Shop

• Obstacles: Equipment and supplies are expensive. Bays, lifts, etc. require high ceilings and ample space. To be able to add programs like light diesel requires space which is not available. Identifying qualified faculty willing to work for college salaries is difficult.

EMT/Paramedic • Average Wage: $12.23/hr AY 04/04; $11.99/hr AY 05/06 • Description of Program: This certificate program prepares students to provide

emergency medical services to the general public. The Paramedic Certificate is designed to prepare a credential-eligible paramedic who has a clearly delineated scope of responsibility to provide immediate, on-scene patient care to those suffering sudden illness or injury.

• Industry Partners: Poudre Valley Hospital, Glacier View Meadows Volunteer Fire Department, Poudre Fire Authority, Livermore Volunteer Fire Department, Larimer County Sheriff's Department, Poudre Canyon Volunteer Fire Department

• Obstacles: Adequate funding for equipment is sometimes difficult. Ensuring ample clinical sites can be difficult.

Nursing • Average Wage: $16.28/hr AY 04/04; $17.86/hr AY 05/06 • Description of Program: This program prepares students for entry-level

professional nursing practice as a registered nurse. The program is a two-year curriculum. Upon successful completion of the nursing program, the student is awarded an A.A.S. Degree in Nursing.

• Industry Partners: Banner Health, Poudre Valley Hospital, Banner Health Western Region, Banner Health Education Resources, Columbine Health Systems, Centennial Area Health Education Center, Greeley Medical Clinic

• Obstacles: Providing salary levels to compete with industry is not possible within the educational setting. Providing adequate laboratory facilities to support


nursing and regular science curricula stretches facility space and funding. Masters Degree Nursing faculty can be difficult to recruit due to competition with industry. There is a great deal of competition in the health industry for clinical sites. Current programs cannot be expanded to meet industry needs due to the lack of clinical sites. This results in multi-year waiting lists for students.

Non-Credit Programs

College Front Range Community College

Front Range Community College

Campus Larimer Westminster Person Completing Survey Dorothy Hull, PhD M. Zekonis Position Director, ICPD Dean/Director ICPD Contact Phone 970-204-8176 303-404-5431

Table 3a: Non-Credit Programs – Larimer Campus

Non-Credit Programs

Number Programs

Number Enrolled

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR

05-06 44 38 1102 1232

Table 3b: Non-Credit Programs-Westminster FY04-05 Client Training EnrollmentAdams County Government User Specific GIS Training 9Adams County One Stop CNA Training 16Adams County One Stop CNA Training 12Adams County One Stop Supplemental CNA Training 16Adams County One Stop Warehouse Training Program (9 classes) 96Adams County One Stop Workplace Math 9Adams County Sheriff's Office Professional Writing (2 classes) 27

Amgen, Inc. Development of Training Qualifications (3 classes) 69

Amgen, Inc. Development First Level Supervision Training Material 20

Caterpillar Warehouse Training Program (2 classes) 21City of Longmont ASL Instruction - Level I 15City of Longmont Conversational Spanish 14City of Northglenn Beginning Conversational Spanish 20Colorado Dept of Public Health Hazwoper/Emergency Response 32Comprehensive Software Fundamentals of Project Management 25Coors Tek CNC Turning 6


FNB of Colorado Excel and Visual Basic 10FNB of Colorado Excel Macros 12FNB of Colorado Excel Power Tips 12FNB of Colorado Intermediate Excel 8FNB of Colorado Introduction to Excel 8Hunter Douglas Window Fashion Business Writing for Engineers 6Hunter Douglas Window Fashion ESL 32Hunter Douglas Window Fashion G D & T Training (First Half) 3Hunter Douglas Window Fashion Technical Writing 8Hunter Douglas Window Fashion Business Writing 6Metalwest LLC Sigma Flow Implementation 45Micro Motion Conversational Spanish 15North Metro Community Services Management Training Program (5 classes) 75

Owens Corning Lean/Continuing Improvement (Curriculum Development) 20

Shamrock Foods Co. Forklift Certification (2 classes) 12Sirenza Microdevices ISO 14001 Program Implementation 10Sopris Development LLC Print Reading 6St. Vrain Valley School District Spanish - Level I (2 classes) 30Western Summit Constructors Beginning Excel 12 TOTAL TRAINED 737

FY05-06 Client Training EnrollmentAdams County One Stop Call Center Customer Service Training 12Adams County One Stop Sigma Flow Implementation (2 classes) 70

Adams County One Stop Continuous Improvement & Lean Implementation 20

Adams County Government Behavioral Interviewing 16Adams County Government Introductory GIS Training 15

Adams County Government Leadership & Professional Development (8 classes) 160

Adams County Government Time Management: Work Smarter, Not Harder (2 classes) 31

Adams County Sheriff's Office Professional Writing (14 classes) 185Avago Tech Inc OSHA 8-Hour Refresher 58BolderBOULDER MS Project 2003 - Level I 11Boulder County Government Spanish Language Assessment 64


Boulder Scientific Manufacturing Process Technology Operator Training (2 classes) 8

Caterpillar Inc Warehouse Training Program (4 classes) 40City of Broomfield Business Writing 6City of Longmont Spanish Interpreter Training 8City of Northglenn Effective Delegation 11

City of Northglenn Managing Difficult Conversations & Business Writing 19

Colo Community Health Network Beginning Access 11Colorado Dept of Public Health 8 Hr HAZWOPER Refresher 27Colorado School of Mines Machine Shop Operation & Safety 15Coors Tek Inspection Training & Print Reading 12First National Bank of Colo Intermediate Excel (2 classes) 20First National Bank of Colo Intermediate PowerPoint (2 classes) 16Hain Celestial Seasonings Fostering Collaboration-Problem Solving 25Hain Celestial Seasonings On-Site Computer Skills Courses 65Hain Celestial Seasonings Problem Solving 30HEI Inc Six Sigma Green Belt 55Hunter Douglas Adobe Illustrator - Level I 8Hunter Douglas Blueprint Reading Fundamentals 4Hunter Douglas Business Writing: Nuts & Bolts 15Hunter Douglas Effective Email 5Hunter Douglas Introduction to Project Management 15Hunter Douglas Punctuation 8Hunter Douglas Technical Writing 6

Hunter Douglas Time & Workflow Management (2 classes) 24

Inovonics Curriculum Development 35Intrado Inc Effective Meeting Management 20Kmart Distribution Center Spill Response Training 25Lafarge North America Beginning Conversational Spanish 15Lafarge North America Business Writing 15Lafarge North America Spanish Conversation 15Lund International Curriculum Development 20Mark VII Equipment Inc MS Access and Excel Classes 12Mark VII Equipment Inc Beg and Interm Excel 12Mark VII Equipment Inc HR Skills Development 12Metalwest, LLC Sigma Flow Implementation (2 classes) 90Micro Motion Conversational Spanish 20Micro Motion Conversational Spanish I & II 20Micro Motion Curriculum Development 35

Roche Pharmaceuticals Manufacturing Process Technology Operator Training (4 classes) 29

Roche Pharmaceuticals OSHA Emergency Operations (2 classes) 27Shamrock Foods Co Forklift Certification & Recertification (4 37


classes) Special Products ISO 9001: 2000 Program (9 classes) 135St Vrain Valley School District Spanish I & II 24Swisslog Implementing Strategic Change 25Tyco Healthcare Curriculum Development 35Tyco Healthcare Machine Shop Skills (4 classes) 32University of Colorado / Trade Mark VII Excel 12University of Colorado / Trade Mark VII HR 12Workforce Boulder County Beginning Access 10Workforce Boulder County ESL for UCH - Level I & II 6Workforce Boulder County Machine Shop Skills (2 classes) 16 TOTAL TRAINED 1841 Customized Training College Front Range Community College Campus Larimer Person Completing Survey Dorothy Hull, PhD Position Director, ICPD Contact Phone 970-204-1876



Company ACYR 04-05

ACYR05-06

ACYR 04-05

ACYR 05-06

Anheuser Busch 39 18

Business Communications,

Robotics, Management Sensors and Transducers

Electrical, Business

Anheuser Busch 160 121 Outlook/Windows XP Supervisory, MS

Applications Center Partners 31 - MS Applications -

City of Fort Collins 59 34 MS Applications Leadership, Network,

HazWhopper Fort Collins

Housing Authority

1 - MS Applications -

International Program 14 -

Computers and Early Childhood

Development -


Larimer County 108 121 MS Applications, Supervisory Supervisory, Spanish

Larimer County Workforce

Center 30 30 Office Technologies

Program Office Technologies

Program

Platte River Power

Authority 108 - MS Applications -

Poudre School District 21 20 Supervisory Supervisory

Woodward Governor 151 22

TTT, OJT, Manufacturing

Training MS Applications

Agilent 63 - Project Management - In-Situ 5 - Supervisory -

Teledyne Water Pik 44 -

MS Applications, Quality Tools,

Blueprint -

Fiberlok 81 - MS Applications, Crystal Reports,

Kaizen, Lean -

Fort Collins Housing Authority

1 - Advanced Word -

First National Bank - 5 Project Management -

Front Range Community

College - 25 - MS Applications,

Spanish

Hach - 25 - Geometric

Dimension and Tolerance

Lidstone & Assoc. - 1 - Art of Project

Management New Belgium

Brewing - 7 - Art of Project Management

Company Confidential - 176 - Harassment

Thompson School District - 20 - Supervisory

Sears Trostel - 76 - Lean Manufacturing, OJT, Problem solving

Manes - 54 -

Blueprint, Geometric Dimension and Tolerance, Six

Sigma, Computer Skills

Forney - 56 - MS Applications,


Industries Train the Trainer

MM Solutions - 35 - Value Stream

Mapping, Supervisory

PR Pharmaceuticals - 2 - Project Management

Technology Driven Products - 13 -

Train the Trainer, Project Management,

Supervisory Dyko Cytomation - 33 -

Geometric Dimension and

Tolerance

TOTAL 916 894


Attachment 1

Front Range Community College Larimer Campus – Horticulture Advisory Committee

Sue Oberle Cindy Wylie Oberle Botanical School to Life Counselor 832 Timber Lane Mountain View High School Ft. Collins, CO 80521 3500 Mountain Lion Dr 970-581-5672 Loveland, CO 80537 [email protected] 970-613-7860 [email protected] Jim Clark Brad Boda Horticulturist Counselor City of Fort Collins Rocky Mountain High School 215 N. Mason 1300 W. Swallow Rd. Fort Collins, CO 80521 Fort Collins, CO 80526 970-221-6881 cell 970-416-7030 [email protected] [email protected] Judy Boggs Jan Gulley Paul Wood Florist Gulley Greenhouse 111 W. Olive 6029 South Shields Fort Collins, CO 80521 Fort Collins, CO 80526 970-482-9121 970-223-4769 [email protected] Joanna Rago Phil Phelan Loveland Youth Gardeners Bath Garden Center 545 North Roosevelt Ave 2000 East Prospect Loveland, CO 80537 Fort Collins, CO 80524 970-667-7903 970-484-5022 [email protected] Jack Fetig Elizabeth Mogen Fossil Creek Nursery Horticulture Department Alpine Gardens Colorado State University 7029 So. College Ave. 208 Shepardson Ft. Collins, CO 80526 Fort Collins, CO 80523

mailto:[email protected]






Attachment 2

THE FRCC

INTERPRETER PREPARATION PROGRAM Sign language interpreting, which involves providing communication access for Deaf and hearing people, requires linguistic and cultural competence in both American Sign Language (ASL) and English. It is a cognitive process that also requires psychomotor ability in order to provide an effective interpretation. The foundation of the Interpreter Preparation Program (IPP) curriculum is a strong commitment to ASL and recognition of the minority status of American Deaf people, which results in cross-cultural ramifications for interpreters. In addition, our broad-based curriculum addresses the reality of the diverse communication needs of the Deaf and hard-of-hearing community. In preparing future interpreters, the IPP recognizes and respects the uniqueness of individuals with diverse worldviews. Exploring, experiencing and discovering are central to the development of lifelong tools for success in the interpreting profession. The IPP promotes an integration of intellectual, attitudinal and behavioral skills for the development of these tools. A student centered learning environment provides learning opportunities through a variety of methods and technologies. The instructional team is comprised of professionals who are committed to expanding their own knowledge and expertise through continued professional development and working in the field. Learning is reciprocal among students, faculty and staff as well as the Deaf and hearing communities. As the professional body of knowledge evolves, our academic standards will continue to rise. The IPP is designed to prepare students for an entry-level position in the rewarding field of sign language interpreting. Origination of the IPP: The federal Department of Vocational Rehabilitation provided initial funds for establishing 10 interpreter preparation programs—one in each of their 10 regions. FRCC was awarded these funds in 1978. Obstacles Full-time Faculty Position: Our number one obstacle is the need for another full time faculty person. Our program needs a full time Deaf faculty member to coordinate the overall ASL program offerings and expansion of the program. There is a great demand for interpreters and the ASL courses are pre-requisite to the program as well as integrated into the program. However, the two faculty coordinating the program are struggling with the growth of our program as we don’t have enough hours in the day to coordinate and teach the students that we have. We believe our program could double in FTE for the ASL classes if we had another full time person.


TIME: As standards continue to rise for graduates from the program, we continue to struggle with including all that is needed within a 2-year AAS program even with pre-requisite language requirements. We really need to increase the pre-requisite language requirement and eventually transition to a 4-year degree as students do struggle to acquire all the knowledge and skills necessary to meet industry standards. This is also reflected in industry requirements—by 2012 a BA degree will be required by the Colorado Department of Education for interpreters in K-12 schools. Our national professional organization, the Registry of Interpreters for the Deaf, will require a BA degree by 2012 to sit for the national certification exam. We have articulated with Regis University for our graduates to transfer and receive their BAS in Interpreting, but this is not the perfect solution for the long-term. —identified in our 5-year plan:

1. Pool of qualified faculty and staff. It has become increasingly difficult to recruit and retain qualified ASL and IPP faculty. Several factors have come into play. First of all, the interest in ASL has grown tremendously. Therefore the demand for ASL teachers has increased putting us in competition with other schools offering ASL. And, along with this interest, there has been recognition that the standards for ASL teachers needed to be addressed. The passage of CRS-23-1-128, which recognizes ASL for foreign language credit in higher education institutions, has meant that teachers with the greatest qualifications are in high demand. Since many of our positions are part-time, we struggle to compete with better paying and/or full-time employment opportunities.

This is also true within the interpreting profession. However, here, the demand is for interpreters to work in the field. There is such a shortage of interpreters at this time that pay for interpreting work has increased significantly. We can no longer compete with the pay and scheduling for part-time IPP faculty. In both cases, we seek those who truly are educators at heart and therefore choose to teach. The bottom line is that we are seeing greater turnover in our faculty. Our challenge is to continually seek out and support potential faculty as well as current faculty in order to reduce turnover and maintain the caliber and consistency in instruction. Finding substitutes is also an issue for us. We have a narrow pool of qualified people who are available for sporadic work. Compensation and required credentialing of substitute teachers compound this situation. We also have a great need for qualified tutors for ASL and interpreting. The tutoring office works very hard in providing full services and IPP receives a great deal of support in this area. However, we struggle to maintain a sufficient pool of tutors and compensation, again, is a major factor.


2. Caliber of students. As the community and employer standards for interpreter services continue to rise, likewise the program has continued to raise instructional standards to meet this level of expectation. We do have pre-requisite coursework and a screening process, but it is a fact that greater numbers of students struggle to succeed in this rigorous program. There are some students who meet the entry level requirements (as allowed in a two-year institution), but it is increasingly apparent that more and more students are ill equipped for achieving the academic and skill proficiency demanded by the curriculum and ultimately the community and employers. More students have to repeat courses in order to successfully graduate from the IPP. There is a need for developing more effective screening of students, which may include addressing some of the state policies regarding entry requirements.

3. Diversity. The IPP has been working to address this area of weakness for a number of years now. It is a fact that we have improved the diversity of students in the program but not to the level that we feel is desirable. We have seen an increase in the number of men in this female-dominated profession, and have seen more students of color. Nevertheless, even if we have more entering the program, we still do not see all of these students succeed and graduate. We want to continue to improve our recruitment of minority students as well as improve the retention and success of these students.

Lamar Community College 1

Lamar Community College Lamar Community College plays a vital and active role in meeting the workforce needs of southeastern Colorado. Although LCC is the smallest public institution of higher education in Colorado, it is a key anchor for Prowers, Baca, Kiowa and Cheyenne counties and boasts an impressive array of programs and services that contribute to the local workforce. The Lamar Community College Nursing program is essential to quality healthcare in the region, and over half the nurses currently in practice in our area are products of LCC. This program, in a partnership with Otero Junior College, has recently received a grant of almost a million dollars to provide support to increase enrollment, ensure quality, and create a high tech mobile simulation lab to be shared by the two schools. The college has been very active in its support of local business through the Small Business Management Program, the Ag Business Management Program and numerous workshops and continuing education classes that provide professional development opportunities. A notable recent effort is the Southeast Business Retention, Expansion, and Attraction (SEBREA) project which is currently being implemented and will create business support resources in a six county region. Horse Training Management is a long standing signature program that not only benefits the regional equine industry but has a national reputation and attracts students from across the United States. Other important job training programs are in the areas of cosmetology, business, information systems, teacher education and early childhood education. In spite of the success, there is an acknowledged need for Lamar Community College to provide even more support to business and industry. One of LCC’s major challenges is that it operates in a regional economy that has suffered significant setbacks in recent years including a major drought, the closure of the region’s largest private employer, Neoplan USA, and this winter’s blizzards. There are very few vocational training programs in the area, as well as a shortage of living wage jobs. The college must not only provide training, but it must actively participate in economic development, as new business and available jobs go hand in hand. Unfortunately, due to receding budgets over the last six years, several positions devoted to workforce and economic development have been lost and the college currently lacks resources to develop new programs that would assist the region. Numerous opportunities have been identified, and the SBREA project focuses efforts on developments in the alternative energy fields including wind and ethanol production which have great potential for the area. Identifying ways in which high demand programs in allied health fields can successfully be provided in small rural communities is also a major challenge that could be addressed through partnerships and broader state-wide coalitions. Even with some of the challenges the college and the region have faced, great opportunity remains. Sincerely yours,

David M. Smith, PhD Chief Administrative Officer


Degree and Certificate Programs College Lamar Community College Campus Person Completing Survey Dan Minor/Mary Lou Myers Position Dean of Academic Services Contact Phone 719-336-1518 Date 28-Feb-07


Number Programs


ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

Program CTE 7 7 186 237 83 106 90% 96% WIA - - 8 6 - - - -

Signature Programs

Horse Training Management - - 44 68 15 16 100% 100%

High Workforce

Demand Programs

Overall Obstacles: Funding, Space, Time, Faculty Nursing - - 36 50 29 48 100% 100%

Horse Training Management • Description of Program: A.A.S. and several certificate options that prepare

students for employment in a variety of areas in the equine industry. The low degree completion rate is due to students gaining industry employment prior to completing general education requirements; this is currently being addressed.

• Industry Partner(s): 105 total. Associate Degree Nursing

• Description of Program: Degree program leading to LPN and RN practice • Obstacles: (1) Funding, Space, Time, Faculty (2) Demand for clinical space (3)

National accreditation requirement


Non-Credit Programs College Lamar Community College Campus Person Completing Survey Cheryl Sanchez

Associate Dean of Academic Services Position

Contact Phone 719-336-1586 Date 2/28/2007


Summary ACYR

04-05 ACYR

05-06 TOTAL NUMBER PROGRAMS 7 10 TOTAL NUMBER ENROLLED 128 296

Overall Obstacles: (1) Funding, Time, Faculty (2) Expert Facilitators and Technical Support Expert Facilitators and Technical Support Customized Training College Lamar Community College Campus Person Completing Survey Dan Minor/Aubry Humburg Position Dean Academic Services/Business Faculty Contact Phone 719-336-1518 Date 2/28/2007



Company ACYR 04-05

ACYR05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

Neoplan USA and Ranco

Trailers 39 30 Welding

Advanced Computer

Skills

Space, Equipment None

Neoplan USA 57 - Blueprint Reading - Equipment -

Heritage Farms 9 - Workplace Spanish - Faculty -

Heritage Farms 42 - Computer Skills - None -

Morgan Community College 1

Morgan Community College Morgan Community College is the primary workforce trainer in an eleven country region of 11,500 square miles of eastern Colorado. With sites in Fort Morgan, Yuma, Wray, Burlington, Limon and Bennett, the college works extensively with economic development groups, county commissioners and city councils, eastern Colorado Workforce Centers, 29 different school districts, chambers of commerce, and business and industry partners. Our mission is to foster and promote regional economic planning and growth through cross-system efforts with these groups. Through these alliances, the college has encouraged the wider adoption of informed, fact-driven decision making as a critical foundation in the pursuit of effective economic development. MCC is a market-responsive community college and we value our role in economic development and growth. We emphasize in all we offer in our communities, the importance of economic needs, capacity assessments, program evaluation and continuous improvement as the necessary components for successfully driving regional economic development outcomes and growth. We do that in the context of collaborative, cross-organization economic and workforce development initiatives.


Degree and Certificate Programs College Morgan Community College Campus Person Completing Survey Dr. Michele Haney - President Betty McKie - Dean of Instruction Contact Phone 970-542-3105 Date Friday, March 02, 2007


Overall Obstacles: Funding, Space, Faculty

Number Programs


Program ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

CTE 25 25 475 460 345 281 43% 61% WIA - - - 50 - - - -

Signature Programs †

Practical Nursing - - 23 29 22 24 32% 58% Nursing AA - - 33 41 28 35 15% 63%

AG/BUS Financial Analysis - - 36 86 36 72 36% 81%

High Workforce Demand

Programs

Practical Nursing - - 23 29 22 24 32% 58% Nursing AA - - 33 41 28 35 15% 63% Emergency

Medical Services - - 76 44 55 34 82% 38%

Practical Nursing • Description of program: The Practical Nursing Program is designed to prepare the

student to apply for the licensure examination as a registered nurse. The curriculum is specifically constructed to promote career mobility in nursing and follows the criteria for the Colorado Nursing Articulation Model.

• Obstacles: : (1) Funding, Space, Faculty (2) Shortage of Clinic Sites for Nursing Associate Degree in Nursing

• Description of Program: The Associate Degree in Nursing program is designed to prepare the student to apply for the licensure examination as a registered nurse. After successful completion of the program students will be eligible to take the State Licensure Examination for Registered Nursing.

• Obstacles: : (1) Funding, Space, Faculty (2) Shortage of Clinic Sites for Nursing


Agriculture and Business Financial Analysis • Description of Program: Agriculture and Business Financial Analysis is a

program focusing on financial analysis and health of the business. Development and interpretation of financial reports will point to strengths and weaknesses for business analysis purposes.

• Obstacles: (1) Funding, Space, Faculty (2) Water and draught issues for AG programs

Emergency Medical Services • Description of Program: MCC is the center for EMS training in Eastern Colorado.

Training is available for anyone interested in emergency medical services work with ambulance services, hospitals, clinical settings, fire and police departments.

• Obstacles: (1) Funding, Space, Faculty (2) EMS Volunteer Jobs (high turnover rate)

Non-Credit Programs College Morgan Community College Campus Person Completing Survey Betty McKie Position Dean of Instruction Contact Phone 970-542-3208 Date March 2, 2007


Summary ACYR 04-05

ACYR 05-06

TOTAL NUMBER PROGRAMS 4 4 TOTAL NUMBER ENROLLED (Continuing

Education) 176 241

TOTAL NUMBER ENROLLED (Small Business Development Center) 326 414

Overall Obstacles: Funding, Space, Time, Faculty


Customized Training College Morgan Community College Campus Person Completing Survey Betty McKie/Randy Watson Position Dean of Instruction/Director of Continuing Education Contact Phone 970-542-3208 Date March 2, 2007



Company ACYR 04-05

ACYR05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

Rooster Drilling - 33 - First Aid/CPR - Time,

Faculty Gunnison Energy - 30 - First Aid/CPR,

OSHA10-Hour - Time, Faculty

Excell Services-JW

Operating - 18 - Fast Track

Backhoe-Level 1 - Time, Faculty

Schneider Energy - 9 - Beginning Excel

Spreadsheets - Time, Faculty

JW Operating - 20 -

Defensive Driving,

Professional Truck Driving

-

Time, Faculty

McQuid - 11 - First Aid/CPR - Time, Faculty

Ft Morgan HS - 16 - Spanish for Educators - Time,

Faculty Cargil Meat

Solutions - 6 - Microsoft Access - Time, Faculty

Morgan Federal Bank - 23 - Security - Time,

Faculty

TOTAL 166

Northeastern Junior College 1

Northeastern Junior College Northeastern Junior College strives to be responsive to workforce needs of our service area. We employ a fulltime position in our Extended Studies department who works as a liaison with regional businesses. This position seeks opportunities from regional businesses to meet their training needs. In addition, Northeastern Junior College houses the Eastern Colorado Workforce Center. Their location in our administrative building fosters excellent communication and cooperation with workforce training. A recent example is the development and offering of welding classes. The Workforce Center partnered with us to fill three welding classes as quickly as we could open the courses. In addition, they’ve partnered with us on grant applications that directly address workforce issues in our region. Northeastern Junior College has also employed consultants who are experts in specific industries to survey specific opportunities in an effort to uncover unmet needs. Recently we’ve used a consultant to explore specific opportunities in the fields of electrical linesman and electrical technician. Our response in program or course offerings is then tailored to the findings of the survey. Generally speaking, if business and industry contacts indicate workforce shortages, the college tries to assess the situation (surveys, etc.) to determine the best way to meet this need. In some cases, short-term skill training classes may be adequate in preparing individuals for entry level employment. In other cases, the job opportunities may require higher level abilities with significant technical skills. These jobs may also require individuals to work with the general public, thus requiring people skills and the need for general education and communication classes. If there appears to be a long-term need, the college would pursue the creation of an approved Career and Technical Education program. In these situations, an industry advisory committee is formed to provide input and validation of the curriculum. Occasionally, an existing business will request skill training for existing employees. In these situations, the college’s Extended Studies division works with the company to determine the best way to provide this training. The college also has contracts with internet based companies to provide non-credit courses for situations where we do not have faculty with specific expertise and/or would not have enough demand for a class to be offered.


Degree and Certificate Programs College Northeastern Junior College Campus Sterling Person Completing Survey Stanton Gartin Position Vice President of Academic Services Contact Phone (970) 521-6650 Date February 27, 2007


Number Programs


ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

Program CTE 18 18 447 421 281 239 63% 57% WIA - - n/a n/a - - - -

Signature Programs

Obstacles: (1) Funding (2) Faculty--Biggest obstacle is finding experienced individuals who are willing to work in higher education at our low salaries. In some cases it would cut their current pay in half.

Licensed Practical Nursing

- - - 48 - 28 - 64%

Automotive Technology - - - 21 - 7 - 85%

Production Agriculture and Equine

Management

- - - 45 - 16 - 63%


- - - 48 - 14 - 50%

Auto Service Technology - - 58 - 56 - 66% -

High Workforce

Demand Programs

Obstacles: (1) Funding (2) Faculty--Biggest obstacle is finding experienced individuals who are willing to work in higher education at our low salaries. In some cases it would cut their current pay in half (3) Our Equine Management program could expand if we had a larger facility (we lease space from our county).

Licensed Practical - - - 48 - 28 - 64%


Nursing Automotive Technology - - - 21 - 7 - 85%

Cosmetology - - - 43 - 17 - 10%

Note on Non-Credit Programs: The directions specified the "private sector". The training needs we generally provide are for the ‘public sector’. Note on Customized Programs: We have provided little if any "customized training" for the private sector. Occasionally we will have employers needing skilled and trained workers and we strive to provide educational opportunities to individuals who might we interested in working in those industries; i.e. welders. These opportunities are advertised to the general public and classes offered if there is sufficient enrollment.

Otero Junior College 1

Otero Junior College Otero Junior College has been working to address workforce needs especially in the area of meeting demand for health care professionals. Otero Junior College added a non-traditional nursing program over the past two years to meet the needs of individuals who work and are unable to attend the traditional class on campus. This has resulted in the graduation of our first class of non-traditional nursing students this past summer. This program allows students to take courses on weekends and evenings. Twenty five additional nursing graduates resulted from the addition of this program. Otero Junior College and Lamar Community College recently applied for and received a $1 million grant from the United States Department of Labor to provide for mobile clinical and simulation experiences. This grant will assist in meeting the need for clinical experiences for our students. In turn because of this grant Otero Junior College and Lamar Community College will be able to increase our nursing graduates in both traditional and non-traditional programs by 30% over the next three years. Otero Junior College is, also, moving forward in development of a Lineman’s Program to meet the critical worker shortage in the electrical and power industry. Our intent is to have this program up and running during this calendar year. Respectfully submitted; James T. Rizzuto President


Degree and Certificate Programs College Otero Junior College Campus La Junta Person Completing Survey Nancy Mitchell Position Link Coordinator Contact Phone 719-384-6800 Date 1-Mar-07


Number Programs


ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

Program CTE 18 16 606 548 318 303 55% 62% WIA - - 17 23 - - - -

Signature Programs

Law Enforcement - - 24 - 22 - 81% -

Cosmetology - - - 33 - 25 - 80% EMT Basic - - 44 28 37 17 27% 53%


- - - 48 - 14 - 50%

Auto Service Technology - - 58 - 56 - 66% -

High Workforce

Demand Programs

Nursing Assistant - - 53 56 39 43 23% 18%

Practical Nursing - - 48 50 28 34 57% 47%

Overall Obstacles: Funding, Space, Time, Faculty AA Nursing - - 30 28 21 19 47% 84%

Law Enforcement • Average Wage: ACYR 04-05 $12.38/hr • Industry Partner(s): Otero, Crowley, Bent, Pueblo, Prowers, Baca, Kiowa, and Kit

Carson County Sheriff Offices; La Junta, Rocky Ford, Pueblo, and Lamar Police Departments


Cosmetology • Average Wage: ACYR 05-06 $10.80/hr • Industry Partner(s): Beauty Quest, Guys & Dolls, Smart Styles Salon @ Wal

Mart, Gi Jo's Barber Shop, Sharp Image, and Hair Connections EMT Basic

• Average Wage: ACYR 04-05 $9.25/hr ACYR 05-06 $11.56/hr • Industry Partner(s): Tri-County EMS Council-Bent and Crowley Counties, La

Junta, Rocky Ford, Manzanola and Fowler Early Childhood Education and Certificates

• Average Wage: ACYR 05-06 $7.38/hr • Industry Partner(s): Child Development Service-Head Start, Kids Campus,

Kounty Kids and REAP Auto Service Technology Certificates

• Average Wage: ACYR 04-05 $9.89/hr • Industry Partner(s): Checker Auto Parts, Wal-Mart, NAPA Auto Parts, Valley

Tire, Tri-County GM, Big Valley Ford, and Del Rio Auto Repair Service Nursing Assistant

• Average Wage: ACYR 04-05 $8.11/hr ACYR 05-06 $7.56/hr • Industry Partner(s): Long term care facilities - Arkansas Valley Regional Medical

Center, Pioneer Health Care Center, Crowley County Nursing Home, Bent County Health Care Center, and Fowler Nursing Home

Practical Nursing • Average Wage: ACYR 04-05 $13.76/hr ACYR 05-06 $16.69/hr • Industry Partner(s): Sandhaven Nursing Home, Valley Wide, Health Care Center,

Crowley County Nursing Center, Fowler Health Care Center, Bent County Nursing Center, Crowley County Correctional Facility, Prowers Medical Center, Arkansas Valley Regional Medical Center, Southeast Colorado Hospital, Pioneer Health Care Center, Cheyenne County Hospital, Bent County Health Dept., Bent County Correctional Facility, Department of Corrections, Colorado Mental Health Institute at Pueblo, Arkansas Valley Hospice South East Colorado Health Education Center, school districts, and St. Mary Corwin

Associates Degree Nursing • Average Wage: ACYR 04-05 $19.52/hr ACYR 05-06 $20.94/hr • Industry Partner(s): Sandhaven Nursing Home, Valley Wide, Health Care Center,

Crowley County Nursing Center, Fowler Health Care Center, Bent County Nursing Center, Crowley County Correctional Facility, Prowers Medical Center, Arkansas Valley Regional Medical Center, Southeast Colorado Hospital, Pioneer Health Care Center, Cheyenne County Hospital, Bent County Health Dept., Bent County Correctional Facility, Department of Corrections, Colorado Mental Health Institute at Pueblo, Arkansas Valley Hospice South East Colorado Health Education Center, school districts, and St. Mary Corwin

Pikes Peak Community College 1

Pikes Peak Community College Pikes Peak Community College has several ways to meet our workforce needs. Workforce training is marketed on our website and through a partnership with Pueblo Community College and Trinidad State College. Our various advisory committees have representation from local industries that are familiar with training that PPCC can provide. We receive referrals from Pikes Peak Workforce Center, Office of Economic Development and companies that we have serviced in the past. Our primary mission is to first identify the companies needs and expectations for training. Based off the companies need, we try to identify the best faculty and develop curriculum to meet those needs. Company administrators are asked to provide us with feedback with regards to us meeting their needs. In addition, company employees are asked to complete evaluations with regards to how the training benefited them, their position and the overall applicability to their job.


Degree and Certificate Programs College Pikes Peak Community College

Campus Centennial, Rampart Range and Downtown Studio Campus

Person(s) Completing Survey 1) Robin Young 2) Amy V. Martinez

Position

1) Campus Director and Assistant to the Vice President for Educational Services 2) Director, Area Vocational Program/Student Success Services

Contact Phone 1-(719) 502-2063 2-(719) 502-3033 Date February 28, 2007


Number Programs


ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

Program CTE 48 35 3298 3100 1441 1240 33% 30% WIA - - 124 89 - - - -

Signature Programs

Culinary Arts - - 129 15 25 - 56% 80% Nursing - - 286 262 210 - 27% 25%

Fire Science Tech (FTS) - - 238 78 85 - 44% 37%

High Workforce

Demand Programs

Culinary Arts - - 129 15 25 - 56% 80% Nursing - - 286 262 210 - 27% 25%

Culinary Arts

Fire Science Tech (FTS) - - 238 78 85 - 44% 37%

• Average Wage: ACYR 04-05 $12.92/hr ACYR 05-06 $10.59/hr • Industry Partner(s): Industry partners include four and five star resorts such as

The Broadmoor and the Cheyenne Mountain Conference Center. In addition, the Olympic Training Center, Garden of the Gods Club and Alpine Chef Catering are also excellent supporters.

• Description of Program: The Culinary Arts Program is one of few community college accredited by the American Culinary Federation. The program offers a Basic Skills Certificate to Area Vocational Program high school students which


results in the majority of these students returning to PPCC to finish their degree. Recently, the lab training facility was updated. In addition, Manage First Certification series is being offered to all Management Certificate Students by the National Restaurant Association Educational Foundation.

• Obstacles: Funding-Additional funding would be necessary to make the necessary space for additional classroom, lab space, and technology in the classrooms (i.e. projectors, computers, etc). Space-As the program grows, additional space is needed to accommodate classes and labs. Faculty-More FT instructors are needed for teaching and advising.

Nursing • Average Wage: ACYR 04-05 $17.86/hr ACYR 05-06 $17.10/hr • Industry Partner(s): Industry partners include the two largest hospitals in Colorado

Springs--Memorial Hospital and Centura-Penrose St. Francis. Other local partners include: Select LT Care Hospital, as well as Dr. offices and nursing homes. The Nursing program has also worked with Denver hospitals, Boys Ranch, and Pueblo hospitals.

• Description of Program: The Nursing program offers RN AAS with PN exit Option and RN ASS for advanced placement (RN to LPN Track). This program is currently working on state and national accreditation. The program prospers with significant waiting lists, advanced technology (i.e. Nursing Simulation Lab), and passing rates of 92% on the first try for the State Board of Nursing Tests. This program also has a distinguished and accomplished faculty. As well, the Nursing program also began a collaborative relationship with a local high school to offer CNA and EMT classes to 11th and 12th graders interested in health careers and dual credit options.

• Obstacles: Funding-Funding is an obstacle because FT faculty are paid less than they can make in hospitals. This makes it difficult to recruit MSN prepared nurses to teach. Space-Finding an adequate number of clinical sites. There is fierce competition between all nursing programs for a limited number spaces available on clinical units. Faculty-It has been difficult to find PT qualified, competent MSN instructors. MSN prepared instructors are necessary to meet State program requirements.

Fire Science Technology • Average Wage: ACYR 04-05 $25.34/hr ACYR 05-06 $21.34/hr • Industry Partner(s): The FST program has numerous partners and requestors.

They include: Colorado Springs Fire Department, Pueblo Fire Department, NE Teller County, Cripple Creek, Cimmaron Hills Fire Protection District, El Paso County Sheriff's Fire Marshal's Office, Air Force Academy Fire Department, and Fort Carson Fire Department.

• Description of Program: The FST program is recognized and recommended by the US Fire Administration, National Fire Academy. The program offers the AAS through many different scheduling and delivery options to accommodate working professionals as well as students entering the field, both locally and nationally. This is accomplished through on-line classes and traditional class formats. The program also offers credit for prior learning and a highly successful and rigorous high school Area Vocational Program.


• Obstacles: Funding-Funding for an on-site training facility would enhance the quality of the program. At present, the Air Force Academy Fire Department provides the training facility at no cost. However, that facility is not in close proximity to the campus and the arrangement is currently dependent on present administration and staff. The arrangement could cease if administration and staff changes. Additional funding needed for FT faculty. Faculty-It is difficult to find qualified faculty-- fire service experts are not always "good teachers" with a background in education, curriculum design, etc. This program utilizes PT instructors; having FT faculty in this program would be preferable.

Non-Credit Programs College Pikes Peak Community College Campus Centennial, Rampart Range and Downtown Studio Campus Person Completing Survey Robin Young

Campus Director and Assistant to the Vice President for Educational Services Position

Contact Phone (719) 502-2063 Date February 28, 2007


Summary ACYR

04-05 ACYR

05-06 TOTAL NUMBER PROGRAMS 4 0 TOTAL NUMBER ENROLLED 108 - Programs Include: Quickbooks, Accounting, Intro

to Automotive, Office Management Overall Obstacles: None

Customized Programs College Pikes Peak Community College Campus Centennial, Rampart Range and Downtown Studio Campus Person Completing Survey Robin Young

Campus Director and Assistant to the Vice President for Educational Services Position

Contact Phone (719) 502-2063 Date February 28, 2007


Table 3: Customized Programs


Company ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ARINC 15 7 XML Computer Training

Microsoft Excel Faculty* None

Walter Drake 10 7 Microsoft Access Essence for

Success None None

SCA 30 - Heart Saver CPR, Train-the-Trainer - None -

Connect Care - 39 -

Essence for Success,

Automotive - None

CCCS 8 - Project 2003 - None -

Myers Internet 11 -

Program for Internet, E-Commerce Technology

- None -

Springs Fab - 40 -

Intro/Advanced GMAW, Blueprint Reading

- Faculty**

Coleson Foods 30 -

Business Communication and

Report Writing, Excel, Access,

Accounting Fundamentals,

Negotiating/Decision Making Skills

- None -

URS Corp-Project 2000 10 - Microsoft Project

2000 - None -

Rocky Mountain

Health 16 - Business Etiquette - None -

Scotts 5 - Microsoft Word, Excel - None -

Colarelli Construction 10 -

Beginning Keyboarding,

Microsoft Word - None -

Pikes Peak Workforce

Center 13 - Business Etiquette - None -

- - TOTAL 158 93


*Instructor’s level of knowledge was not adequate, student’s understanding of the subject matter was much more advanced. **Company needed instructor to cover several shifts which meant teaching at 11pm and 5am. Able to accommodate the request but had to compensate instructor at a higher rate.

Pueblo Community College 1

Pueblo Community College Pueblo Community College serves the needs of the area workforce by providing high quality customized business and industry training. This training is provided through non-credit classes and training seminars that address workforce trends and skills training. Additionally, the College offers career and technical courses that lead towards an associate degree or certificate that prepares graduates to go directly into the workforce with high-level skills. PCC provides job profiling and skills assessment for new and incumbent workers to identify training needs, and students who enter certificate and degree programs are provided with career and basic skills assessment. In partnership with the Pueblo Workforce Center the College provides valuable resources for local youth to gain pre-employment skills and raise their awareness of career opportunities. PCC provides relevant training to improve competencies and skills in a wide array of subjects ranging from fundamental work readiness skills to topic- specific competencies such as technical, business, safety, computer, and industrial training. Dedicated instructors with “in-the-field” experience bring a real sense of the workplace to the classroom and lab environment.


Degree and Certificate Programs College Pueblo Community College Campus Pueblo Person Completing Survey Barb Dockter

Position Manager, Institutional Data & Reporting

Contact Phone (719) 549-3195 Date 3/2/2007 Table 1: Degree & Certificate Programs

Number Programs


ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

Program Obstacles: Funding, Space, Faculty CTE 37 37 2192 3358 604 587 39% 44% WIA - - 174 188 - - - -

Signature Programs

Dental Hygiene - - 35 33 12 20 100% 90%

Respiratory Care

Practitioner - - 49 72 48 24 27% 83%

Machining Technology - - 33 36 3 5 100% 80%

Welding - - 95 105 4 5 75% 80% High

Workforce Demand

Programs

Dental Assisting - - 33 35 13 18 46% 61%

Emergency Medical Services

- - 43 73 3 46 0% 28%

Nursing Aide - - 7 4 51 43 11% 0% Nursing - - 192 197 141 131 45% 53%

Occupational Therapy Assistant

- - 43 49 9 14 100% 64%

Pharmacy - - 4 6 45 26 36% 35%


Dental Hygiene

Technician Physical Therapist Assistant

- - 36 37 13 8 100% 88%

Psychiatric Technician - - 13 19 9 14 67% 86%

Phlebotomy Technician - - 13 1 25 22 28% 41%

Radiologic Technology - - 64 38 35 22 74% 91%

• Average Wage: ACYR 04-05 $14.56/hr ACYR 05-06 $18.84/hr • Description of Program: The AAS Degree prepares the student to provide dental

hygiene services to patients and educate them in aspects of preventive dentistry. In the on-campus clinic, students provide preventive and therapeutic services for patients under the supervision of Dental Hygiene faculty. Training includes prophylaxis, patient data gathering for dental hygiene diagnosis and treatment planning, fluoride treatment, sealant application, radiographic examination, and nutrition counseling. Training also includes treatment of the periodontally-involved patients and treatment of handicapped, institutionalized, and other medically-compromised patients.

• Industry Partner(s): Pueblo Community Health Center, Colorado Mental Health Institute, Pueblo & Colorado Springs VA Dental Facilities

• Obstacles: None Respiratory Care Practitioner

• Average Wage: ACYR 04-05 $11.71/hr ACYR 05-06 $18.38/hr • Description of Program: This program prepares you to work in a unique area of

health care: the diagnosis, therapy, management, and prevention of diseases associated with cardiopulmonary illness. Due to the demanding training requirements and the critical life support responsibilities of the respiratory therapist, you must have a high degree of personal maturity, strong motivation, a solid science and general studies background, and excellent reasoning skills.

• Industry Partner(s): Parkview, St. Mary Corwin, Apria Home Health Care, Roth Home Health Care, Centura Home Health Care

• Obstacles: (1) Funding- because of cut backs in the state, the budget for the program has been cut. Any additional needs for equipment or supplies must come from monies obtained through grants, or borrowed from hospitals (2) Space – The program enrollment has almost doubled in size. Because of this growth, the lab area is not large enough to accommodate all of the students. Also, there is a lack of storage, and much of the lab area has to be used to store equipment, which takes up needed space (3) Other- because of the increase growth, clinical sites are limited. We have had to go outside of Pueblo area to obtain enough clinical sites to accommodate the growing number of students, and are using simulation to help with the clinical needs.

Machining Technology • Average Wage: ACYR 04-05 $13.54/hr ACYR 05-06 $14.59/hr


• Description of Program: Students will use manual machines to develop "hands-on" fundamental skills such as drilling, reaming, turning, milling, threading, and tool bit grinding. The student will also develop applied math skills to calculate tapers, complete set ups, and figure too offset compensation. These "old school" practices will be supplemented with an introduction to Mastercam, enabling the student to create two dimensional drawings and gain experience with computer-aided manufacturing software.

• Industry Partner(s): Trane,Vision Mechanical, Alstrom(x-cel energy) • Obstacles: None

Welding • Average Wage: ACYR 04-05 $28.63/hr ACYR 05-06 $9.03/hr • Description of Program: The Welding AAS Degree offers advanced instruction if

the student has finished the basic welding courses, or if the student is working at the trade and wishes to upgrade his/her skills. Qualification tests are given, and training is provided in shielded metal arc welding, gas tungsten arc welding, gas metal arc welding, and the oxyacetylene cutting process.

• Industry Partner(s): Trane,Vision Mechanical, Alstrom(x-cel energy) • Obstacles: (1) Funding: Have had the same budget when we had 35 FTE (2)

Space: All time periods are filled, to included Saturdays (3) Faculty: Could use one more full-time faculty member (4) Other: Special Equipment needed Piranha Ironworker sheer, would strengthen and build program

Dental Assisting • Average Wage: ACYR 04-05 $14.56/hr ACYR 05-06 $10.04/hr • Description of Program: This program teaches the student to function effectively

as an integral member of the dental health team. The student is prepared to perform chair-side assisting procedures and maintain accurate patient and dental charting records. Training is also given in rubber dam and matrix band application, dental material manipulation and application, patient education and post-operative instructions, coronal polishing and fluoride application, and infection control procedures.

• Industry Partner(s): The dental assisting program's industry partners are a vital link to the students learning and clinical training. Many local and the surrounding communities participate as partners, which include dental clinics in private practices of general and specialty dentistry, community health centers, a veteran's administration clinic, dental laboratories, and dental supply companies. Specialty practices partners include Endodontics, Periodontics, Pediatric Dentistry, Oral Maxillo Facial Surgery, and Orthodontic clinics.

• Obstacles: (1) Funding: Program cost - immunizations, uniforms, malpractice liability, background check, drug testing (2) Faculty (3) Other: Lack of mandatory education and training requiring state registration or licensure. Dental Assistants can still be on the job trained and are not mandated to sit for the Certified Dental Assistant national board examination from DANB (Dental Assisting National Board). Other obstacles include the increase of proprietary and private dental assisting programs coming into local communities affecting the number of clinical sites available to place student interns. Hard to recruit and maintain male students in a female-dominated profession.


Emergency Medical Services • Average Wage: ACYR 04-05 $35.16/hr ACYR 05-06 $11.39/hr • Description of Program: This program teaches the student to function effectively


• Industry Partner(s): American Medical Response, Pueblo Fire Department, Parkview Hospital, St. Mary Corwin Hospital, Canon City Fire Department, Pueblo West Fire Department, Rye Fire Department

• Obstacles: (1) Faculty: the EMS program has been lacking one full-time faculty position.

Nursing Aide • Average Wage: ACYR 04-05 $8.80-11.00/hr • Description of Program: This program teaches the student the basic skills and

procedures needed to assist hospital clients, long-term care residents, and home health care clients with their daily living activities.

• Obstacles: (1) Funding: The nursing assistant students have a lot of expenses related to their class i.e. background check, UA, immunizations, CPR, and supplies for clinicals. The students don't qualify for financial aid unless they claim health care support technician as their major; so these monies are out of pocket. These expenses are a hardship for the students. Once they graduate they have to pay an additional $95.00 to take their state test.

Emergency Medical Services • Average Wage: ACYR 04-05 $35.16/hr ACYR 05-06 $11.39/hr • Description of Program: This program teaches the student to function effectively


• Industry Partner(s): American Medical Response, Pueblo Fire Department, Parkview Hospital, St. Mary Corwin Hospital, Canon City Fire Department, Pueblo West Fire Department, Rye Fire Department

• Obstacles: (1) Faculty: the EMS program has been lacking one full-time faculty position.

Nursing • Average Wage: ACYR 04-05 $11.15/hr ACYR 05-06 $13.55/hr • Description of Program: This program teaches the student skills of direct patient

care that can apply in any healthcare setting. It offers theoretical and applied instruction in classrooms, simulated laboratories, and clinical settings. It integrates education in adult, gerontological, obstetric, pediatric, and psychiatric-mental health nursing.


• Industry Partner(s): St. Thomas Moore, Hildebrand Care Center • Obstacles: (1) Funding, Space, Faculty

Occupational Therapy Assistant • Average Wage: ACYR 04-05 $8.06/hr ACYR 05-06 $9.24/hr • Description of Program: This program teaches the student to work under the

supervision of a registered occupational therapist to evaluate clients of all ages, design individual rehabilitative programs, create goals, and help clients meet their goals while monitoring their progress.

• Industry Partner(s): University Park Care Center, Life Care Centers, Westwind, Sharmar Village Colorado State Veterans Nursing home; Parkview Hospital, St Mary Corwin Hospital; Memorial Hospital, Penrose-St Francis Hosp. St Thomas More Hosp; Cedar Springs hosp; School for the Deaf and Blind; Blue Sky Developmental center, SPIN Preschool; Dist 60; Dist 70; Widefield School Dist #8; Hildebran care center; Fremont RE 1 schools; Minnequa Medicenter; Pueblo Extended Care Center; Alterra; Fowler Care Center; Pioneer Rehabilitation.

• Obstacles: (1) Enrollment is generally higher in this program; however, during the years for which data is requested reflect the heart of the difficulties with the insurance carriers and Medicare laws (2) Clinical sites not being willing to take students for internships, staff turnover at sites, Medicare laws disallowing students to perform treatment

Pharmacy Technician • Average Wage: ACYR 04-05 $5.15/hr ACYR 05-06 $7.06/hr • Description of Program: This certificate program is offered in one semester. It

provides instruction in basic pharmacy theories and is an important step toward national certification as a pharmacy technician. Learning experiences include lecture, lab, and clinical exposure in local pharmacies

• Obstacles: None Physical Therapist Assistant

• Average Wage: ACYR 04-05 $14.49/hr ACYR 05-06 $11.24/hr • Description of Program: The AAS Degree prepares you to serve as a PTA within

5 semesters. The program is offered 2-2½ days per week except during the clinical experiences, which occur in the third and fifth semester. Learning experiences include lecture and interactive lab opportunities in a spacious lab with state-of-the-art equipment.

• Obstacles: None Psychiatric Technician

• Average Wage: ACYR 04-05 $10.95/hr ACYR 05-06 $12.00/hr • Description of Program: This program teaches you to use basic nursing skills and

psychiatric principles to interact with and care for clients in a therapeutic manner and monitor treatment modalities. The student will learn to perform basic nursing skills, administer medications, conduct one-to-one relationship development, and participate in group therapy.

• Obstacles: (1) Faculty: lack of qualified clinical faculty


Phlebotomy Technician • Average Wage: ACYR 04-05 $7.57/hr ACYR 05-06 $6.41/hr • Description of Program: This is a one-semester certificate program. Courses

cover venipuncture, capillary puncture, quality control, infection control, safety procedures, and laboratory computer systems. Learning experiences include lecture, lab, and clinical exposure in local pharmacies.

• Obstacles: None Radiologic Technician

• Average Wage: ACYR 04-05 $11.71/hr ACYR 05-06 $15.98/hr • Description of Program: The AAS in Radiologic Technology prepares the student

to work as a critical member of today's health team. The student is taught to work with highly complex medical imaging equipment, analyze acquired images for quality, assess patient condition and apply appropriate techniques of patient care and education, and achieve the highest degree of clinical competency.

• Obstacles: None Non-Credit Programs College Pueblo Community College Campus Pueblo Person Completing Survey Juanita S. Fuentes

Director, Community Education and Training Position

Contact Phone 719.549.3255 Date 2/28/2007


Number Programs Number Enrolled

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

OVERALL 8 8 1421 2298 Courses Include: Computer skills training, teacher recertification, professional development, job specific workshops, and customer service training.

The obstacles that we experience in serving the community is flexibility for scheduling classes based on availability of rooms.


Customized Training (CETD) College Pueblo Community College Campus Pueblo Campus Person Completing Survey Juanita S. Fuentes Position Director of Community Education & Training Contact Phone 303.734.3724 Date 26-Feb-07

Table 5: Customized Training (CETD)


Company ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

Pueblo County 25 29 Business Grammar and

Writing AMA classes

Customer Service Training: Customer Service

Attitude, Communication and Conflict Resolution

Kurt manufacturing 4 - Basic Supervision -

Rocky Mountain Steel - 3 -

Workforce Readiness in Applied Mathematics

Applied Technology and Reading for Information

Pueblo Bank and Trust 29 - Computer Skills -

Colorado Dept of health and Environment

- 18 - Computer Skills

South Central BOCES 9 - Access I, II -

Pueblo Chemical

Depot - 46 - Security Guard Training

School District 70 19 23





TOTAL 210 195

Obstacles: (1) Space (Pueblo Bank and Trust, Colorado Dept of Health and Environment, Pueblo Chemical Depot only)


Customized Training College Pueblo Community College Campus Pueblo Person Completing Survey John Vukich

Position Director of Business & Industry Workforce Training

Contact Phone (719) 549-3334 Date 2/27/2007



Company ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

EDP/Colorflex 107 -

Computer Skills, Windows, Math, Blueprint Reading, Intro to GD&T and CNC

Fundamentals

-

Rocky Mountain Steel 51 88

Assessment testing, OSHA Safety, Crane Hand

Signals, Forklift Operator, Computer Fundamentals, Team Building, Applied Math, Mfg. Basic Skills,

Industrial Electricity, Welding, Schematic & Print

Reading, New Employee Orientation

Shop Trigonometry, Mechanical Components, Mechanicla Print Reading,

Intro to PLC's, Industrial Motors &

Controls, AC/DC Circuits, Electrical Schematic Print

Reading, Welding, Mechanical Drawing,

Transducers & Sensors, Hydraulics & Pneumatics,

Isometric Drawings, Applied Math, Computer

Fundamentals, Team Building, Basic Heat

Treating, Industry Specifications,

Crane Fundamentals, OSHA 30 hr, Forklift Operator, use of special Measuring Tools,

Welding, Mechanical Fasteners, Twist Drills

Goodrich Corporation 44 - Effective Communications,

PLC & Electrical -


Troubleshooting, Team Building

Kurt Manufacturing - 23 -

GD&T, Six Sigma, Basic CNC Lathe, Applied Decision Making and

Problem Solving, Excel for Manufacturing, Data

Collection & SPC, Transfer Line

Scotts Company 6 - PLC's, AC/DC Systems,

Electrical Troubleshooting -

Colorado Rural Water Association

- 32 -

Basic Electricity, Motors, PLC's, Sensors &

Transducers, Confined Spaces, Lockout/Tagout,

Hydraulics

General Aluminum

Forging 32 -

Mastercam, CNC Fundamentals, Manufacturing

Basic Skills

-

Flint Energy - 18 - OSHA 10-hour refresher City of Pueblo, Waste Water Department

- 29 - OSHA Hazardous Communications

Coors Tek 61 - Blueprint Reading, GD&T, Metrology -

Goodrich Corporation - 28 -

Technical Writing, Electrical Systems Troubleshooting,

Industrial Electricity

Holcim Cement 20 49 Welding Training

Basic Welding & Cutting, Superficial Electrical ,

Basic Metrology, Applied Math, Basic Hydraulics,

Basic Pneumatics Kurt

Manufacturing 10 - Blueprint Reading, Basic Math -

Colorado Correctional

Industries 14 - OSHA-Confined Spaces

Training -

V-Forge - 12 - Intro. to PLC's, Intermediate

PLC's, Six Sigma Lean, Industrial Electricity AC/DC.

Schlage Lock (Ingersoll

Riand) - 6 - Mastercam v10.0

Sanmina-SCI - 2 - Solidworks CAD


Avalanche Construction - 11 - CPR, First Aid with AED,

OSHA 10 hr for construction

Adam Aircraft - 19 - GD&T: Train-the-Trainer, GD&T Level II

TOTAL 345 326

Overall Obstacles: Timelines for the working world are significantly more aggressive than we typically operate to and for us to respond to their needs in the time-frame they want is difficult at best for us. The challenge is really that the system for managing certificate and degree (credit) programs works well for that business model but for customized corporate training that has to live by it's ability to be responsive we should consider a different approach to how we support and managing this portion of our systems business. I think we are utilizing the system as effectively as possible right now and we get good support on campus but if we want to move the customized Corporate Training sector of what we deliver through the community college system to the next level perhaps we break out these entities and put them under a different business model that provides more flexibility, expeditious processes and somewhat operates functionally like a private entity but under the state's umbrella? Obstacles: (1) Not enough training equipment

• Schlage Lock (Ingersoll Riand) • V-Forge • Holcim Cement • Rocky Mountain Steel Mills • Scotts Company • Colorado Rural Water Association • Goodrich Corporation

Red Rocks Community College 1

Red Rocks Community College

Most of us give little thought to the origin of the power that supplies our homes and businesses with electricity or the clean hot water in our showers, or the gasoline that is available at the corner service station. We drive our cars without a second thought as to where that next tank will come from. We take pride in our local process industries producing cleaner fuels and power sources, and our favorite foods and beverages, yet we give little thought to the constantly evolving production technology that ensures these companies remain competitive and can produce what we want for what we are willing to pay. As a major industry vital to the competitiveness of virtually every other industry sector in our state, the concerns voiced by the process industries of the energy sector and advanced manufacturing partnering with Red Rocks Community College (RRCC) must be a high priority. The concerns of these employers center around two major issues (1) looming retirements will require replacing more than 60 percent of the technical workforce over the next five years, and (2) the lack of a qualified operator and technician candidates for employment due to technological advancements in response to consumer demand for cleaner and more efficient energy sources and products. Process operators and electro-mechanical maintenance technicians are referred to as “multi-industry occupations” under the in-demand jobs section of the Career Voyages website due to the fact that these jobs are found in both energy and advanced manufacturing high growth sectors. A recent job description for Suncor Energy’s Oil Refinery in Commerce City noted the increased educational preference that included an associate’s degree in Process Technology. BP America has declared similar requirements adding that entry level process operators must possess knowledge in advanced math, physics and chemistry. Process operations in the oil and gas industries are becoming exceedingly more complex with stricter environmental regulations. Suncor Energy, along with most of the energy employers in Colorado, have been reduced to recruiting skilled workers from outside Colorado that tend to have higher turnover rates, or settling for less qualified workers and being forced to divert company resources into costly training. These workforce issues have lead the energy employers and advanced manufacturing employers in Colorado to join forces to address the shortage of workers with the knowledge base and experience required to work as process operators and electro-mechanical maintenance technicians. The formation of the Rockies Alliance for Process Technology (RAPT) is an employer lead initiative to proactively respond to the need to develop a pipeline of skilled technical workers prepared for the 21st century energy and advanced manufacturing workplace. RRCC was the first education partner joining RAPT in November of 2004, and as a result RRCC began offering the first process technology AAS degree program in Colorado in the fall of 2005 with seven students. The enrollment for fall of 2006 grew by 300 percent as 30 students entered the Industrial Science and Operations Program (ISOP). The energy industry members of RAPT include employers from five states in the Rocky Mountain Region. The energy and advanced manufacturing employer partners of RAPT that are involved in RRCC’s ISOP with headquarters and plant operations in the metro


Denver area are Xcel Energy, Suncor USA, Coors Brewing Company, and Metro Wastewater Reclamation District. Additional partners that have made significant contributions to RRCC’s ISOP include BP America, Shell Oil Exploration and Production, and Marathon Oil. Industry partners are speaking out concerning the return on investment resulting from partnerships formed with Red Rocks Community College.

Hank Ward, Corporate Reliability Engineer, Molson-Coors, explains the synergistic partnership with Red Rocks:

“Our collaboration with Red Rocks has resulted in a partnership providing substantial benefit to not only Coors and RRCC, but Jeffco’s workforce as well,” says Ward. “We will advise Red Rocks in developing industry- specific curriculum and in return, we will receive the benefits of a technical workforce with the breadth and depth of skills created for area-specific systems and related equipment.” Ken Losasso, Training Supervisor, Suncor Energy USA: “We now require an Associate’s or Technical degree for consideration of employment so the opportunity to partner with Red Rocks Community College is a viable, proactive strategy to recruit and train highly skilled process workers,” he said.

The industry partners have been instrumental in providing instructors, funding for scholarships and laboratory equipment, and ensuring the curriculum taught by the ISOP is aligned with industry standards. Hiring industry professionals as instructors fosters the teaching of real world operations that begins to reinforce hands on applications of math and science as students learn about the flow, level, temperature and pressure as raw products take on chemical and physical changes. In the last year, RRCC’s Construction Technology Program has partnered with Jefferson County and Denver Public Schools to develop courses introducing students to Renewable Energy Technologies, which is a centerpiece of Governor-elect Bill Ritter’s agenda. Governor Ritter has made commitments to achieve an increase in the renewable energy sources powering our state from 10 percent to 20 percent and adding energy-efficiency requirements to construction standards for state buildings1. A Partnership with the Jefferson County School District since 2005 has resulted in the development of an 11-14 grades pipeline. The college level PRO 100 Introduction to Process Technology is taught as a science course in the participating high schools. To date more then 200 high school students from six high schools are enrolled in the process technology science courses. Efforts are underway to offer the college level course ENY 101, Introduction to Renewable Energy Technologies, as a science course in the high schools as well. A pilot ENY program at Lakewood High School and DPS’s Career Education Center enrolled 71 students in 2006. High school students may earn up to six college credits when completing these courses that transfer into the ISOP and Construction Technology AAS degrees. While student interest has remained high in these 1 Couch, M. P. (2006. December, 31). Renewable Energy Likely to Top Agenda. http://denverpost.com

http://denverpost.com/


very interactive and hands-on science courses that include visits to the plants of the employer partners, a majority of the students have struggled with the mathematic and scientific concepts required to analyze the computerized readouts and perform the calculations necessary when managing distributed controls systems commonly found in process industries. Of the first high school graduates completing the process technology courses matriculating to RRCC’s ISOP in the fall of 2005, 60 percent did not qualify according to placement testing scores to enroll in college level math. Thirty percent also were not reading at the college level. Responding to the significant workforce issues as outlined above requires a multi-pronged career awareness campaign in partnership with a wide range of service providers to attract populations that include high school students, under and unemployed adults and incumbent workers pursuing career advancement through the attainment and mastery of additional skill sets. Barriers: Basic Skill Deficits More than 50 percent of the high school graduates entering the ISOD program have basic skill deficits that require remediation before the student can enter the process technology courses at the college level. Efforts are underway to develop developmental process technology curriculum that keeps students engaged in the ISOD program while improving the students’ basic skill competencies in math, writing and reading. More than 60% of the students that enter traditional developmental education courses will drop out before graduation. Engaging the students immediately in the ISOD and helping them to see the relevance of math, writing and reading as part of a career pathway is expected to improve retention levels of students entering college with low basic skill competencies. Space Industry partners have made significant contributions in cash and inkind donations of equipment and materials to recreate the industrial working environment in the laboratories and classrooms. Due to the lack of space we have been unable to accommodate a large percentage of the donated equipment. These donations would greatly enhance the learning and ensure the technical skill mastery of the students prior to graduation. Students would have opportunities to demonstrate understanding of operations, protocols and maintenance procedures using the industrial equipment found in the plants of our industry partners.


Company: Suncor Energy (U.S.A) Inc.

Address: 5801 Brighton Blvd Commerce City, CO 80022 Position: Process Operator Suncor Energy (U.S.A.) Inc. seeks highly focused, qualified process operators at our Denver-based refinery. Suncor Energy, Inc. is a growing integrated energy company.

Job Description:

A process operator is responsible for operating and maintaining plant processes that utilize a continuous flow of materials and run 24 hours a day. The process operator is the employee who uses process safety information, safe work practices, and operating procedures to operate and maintain process plant equipment in order to produce a quality product or service. The process operator job:

• Maintains a safe work environment • Evaluates and communicates about data • Operates process equipment to blend, distill, react, separate, move and load

materials • Reads flow, and temperature and pressure gauges • Starts, stops, and regulates pumps, compressors, and blowers • Turns valves and switches to regulate temperature • Records meter and gauge data • Inspects equipment such as furnaces, distilling units, lines, and pumps • Draws samples from tanks, towers, and piping for testing

Qualifications:

• BS/BA degree or Associates degree in Process Technology • Technical Knowledge and Skills • Good decision making skills • Able to communicate effectively, solves problems, and values diversity in the

workplace • Form and maintain interpersonal relationships that positively affect the

organization

Starting Pay - $17.02 an hour

Interested qualified persons should send a copy of their resume to the above address. Attention: Human Resources. Suncor Energy Inc. is an equal opportunity employer committed to the value of a diverse workforce. OPPORTUNITY CLOSING DATE: October 1st


Degrees and Certificates College Red Rocks Community College Campus Lakewood and Arvada Person Completing Survey Joan Smith Position Exec Director, Research Contact Phone 303-914-6276 Date 26-Feb-07


*Note: New program as of Fall 2005. No graduate data available yet.

Number Programs


Program ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

CTE 28 29 1741 1744 857 796 93% 92% WIA - - 67 64 - - - -

Signature Programs

Construction Technology - - 254 233 70 55 100% 95%

Medical Imaging -

Sonography - - 30 28 16 15 100% 50%

Physician Assistant - - 65 70 23 27 100% 73%

Fire Science - - 280 269 107 112 89% 95% High

Workforce Demand

Programs

Industrial Science &

Operations* - - - 23 - - -

Construction Technology • Average Wage: ACYR 04-05 $20.00/hr ACYR 05-06 $20.00/hr • Description of Program: HVAC, Plumbers, Electricians, Building Maintenance,

Construction Management/Supervision • Industry Partner(s): Genesee Heating, Setpoint Systems, Integrated Control

Systems, Arappco Engineering, Bell Plumbing and Heating, and Lockheed


Martin, Haselden Construction, Milender White Construction Company, The Weitz Company, Mortenson, and Palace Construction

Medical Imaging-Sonography • Average Wage: ACYR 04-05 $20.00/hr ACYR 05-06 $18.25/hr • Description of Program: In the Radiologic Technology program at Red Rocks

Community College, you will learn the skills necessary to work in the field of Diagnostic Imaging. Radiologic Technologists make split-second decisions, assist physicians, help ill and critically injured patients, and work with state-of-the-art medical equipment. This career requires people who are highly skilled in performing the tasks of the field. The highly skilled professionals that perform ultrasound examinations in a clinical facility are known as sonographer, ultrasonographer, or ultrasound technologist. There are various specialties within the field that include the abdomen, obstetrics and gynecology, vascular, neurosonography, and echocardiography to name a few.

• Industry Partner(s): Exempla (LMC, St. Joe’s, Good Samaritan), Vascular institute of the Rockies, Littleton Adventist Hospital, Kaiser Permanente, Rose Medical center, Concord Orthopedic group, Vail valley medical center.

Physician Assistant • Average Wage: ACYR 04-05 $26.00/hr ACYR 05-06 $26.00/hr • Description of Program: Only general practice PA training program in CO.

Graduates complete MS in Health Care Leadership simultaneous to PA certificate.

• Industry Partner(s): Numerous health care practices and private practitioners through the CO region. Nationally accredited program by ARC-PA.

• Obstacles: (1) Space: classroom and lab space limits place restrictions on enrollment. Obstacles with availability of clinical placements limit enrollment in allied health programs. Enrollment in PA and RAD is limited by program specific accreditation standards requiring low teacher student ratios (2) Funding

Fire Science • Average Wage: ACYR 04-05 $16.45/hr ACYR 05-06 $19.13/hr • Description of Program: Graduates are prepared for entry-level positions as fire

fighters • Industry Partner(s): Fire Departments throughout Rocky Mountain Region

Industrial Science & Operations • Average Wage: Industry partners indicate $20/hour starting salary for Process

Operators • Description of Program: A Process Operator monitors, manipulates and controls

mechanical, physical and/or chemical changes throughout many processes to produce a final product made from raw materials. Demand for process operators is worldwide.


• Industry Partner(s)

Industry Partner Name Resources and Services Provided by Employer Partners 2005-2006

Suncor Energy Provide cash for equipment and student scholarships. Provide cash for Mobile Training Center. Provide industry experts to work as program instructors. Industry representatives review and approve curricula modifications and graduate capstone assessments. Provide student internship site and support and faculty externship site. Conduct new hire training in RRCC’s process technology labs starting January 2007.

Xcel Energy Provide cash for Mobile Training Center. Provide surplus equipment donation. Provide industry experts to work as program instructors. Industry representatives review and approve curricula modifications and graduate capstone assessments. Provide student internship site and support and faculty externship site. Provide seasoned process technician employees to mentor minority and female RRCC ISOP students.

Metro Water Reclamation District

Provide industry experts to work as program instructors. Industry representatives review and approve curricula modifications and graduate capstone assessments. Provide student internship site and support and faculty externship site.

Coors Brewing Company Pay salaries of 16 crafts persons to work one day per week with electro mechanical faculty to complete electro mechanical curriculum guides. Provide surplus equipment donation. Provide industry experts to work as program instructors. Industry representatives review and approve curricula modifications and graduate capstone assessments. Provide student internship site and support and faculty externship site.

Shell Oil, Marathon Oil, BP America

Provide cash for Mobile Training Center. Industry representatives review and approve curricula modifications and graduate capstone assessments. Provide student internship site and support and faculty externship site. Provide cash for scholarships.


Non-Credit Programs College Red Rocks Community College Campus Lakewood and Arvada Person Completing Survey Joan Smith Position Exec Director, Research Contact Phone 303-914-6276


Summary ACYR

04-05 ACYR 05-06

TOTAL NUMBER PROGRAMS 3 3 TOTAL NUMBER OF COURSES 88 88 TOTAL NUMBER ENROLLED* 2461 3116

Overall Obstacles: Funding and limited space.

*Enrolled numbers do not include out of state students enrolled online or through contracted out of state training. Customized Training Programs College Red Rocks Community College Campus Lakewood and Arvada Person Completing Survey Joan Smith Position Exec Director, Research Contact Phone 303-914-6276 Date 26-Feb-07



Company ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

Arapahoe County 13 15 Business Spanish Business Spanish

Centrix 54 79 Computer skills Computer skills


Children’s Hospital 401 212 Computer skills Computer skills

CIRSA - 12 Powerpoint LTAP 29 - Computer skills - COBE - 79 - Computer skills

Gambro BCT 15 - Business Spanish - Travelers Express

Moneygram 13 7 Business Spanish Spanish

Lockheed Martin - 8 - Communication

skills

FEMA - 8 Computer skills/CISCO -

Western Roofing 13 - Business Spanish -

State of Colorado Facilities

- 22 Computer skills -

Coors Brewing - 12 - Writing/grammar

Trinidad State Junior College 1

Trinidad State Junior College While Program Advisory Committees have been an integral part of Career and Technical Programs at Trinidad State Junior College, never in the history of the College have business and industry committed to workforce development by dedicating monetary, and equipment resources to produce trained personnel to meet the needs of business and industry in our local service areas. Employers from the gas and well, automotive, and gunsmithing industries, have committed the following to the TSJC Trinidad campus:

• Phil Long Family of Dealerships– original commitment was $550,000

dollars to be donated over a three year period in equipment, personnel, training opportunities, and student scholarships. Recently Phil Long increased that commitment to $1 million dollars. This partnership provides training on state of the art equipment and affords TSJC students training opportunities that would otherwise be financially impossible. In addition to providing equipment, tools, and parts, Phil Long also provides ten vehicles per months for instructors to “bug” with problems providing the students additional training opportunities.

• Gas and well companies, such as Pioneer and Purgatory Valley

Construction have donated over a $1 million dollars to the EPIC program. The curriculum was written by industry partners and TSJC to train prospective employees in the areas of: Welding (Arc/Fusion/Mig & Tig Welders/welding fabrication/repair & service technicians), Diesel Mechanics (trained to work on diesel engines, fuel systems, power trains/electrical and hydraulic engines), and Heavy Equipment Operators (Class B CDL/backhoe/ front-end loader/dozer/excavator/motor grader operators.) In addition to the monetary commitment, a partner of Purgatory Valley Construction donates his time each month to serve as a faculty member without compensation from TSJC. This business and industry partnership qualified the College to apply for and receive a $1.5 million grant from the U.S. Department of Labor to expand the EPIC program.

• Finally, one of our oldest, most renowned programs, the Gunsmith

Program, has recently accepted a CNC milling machine as a donation from Brownells (a respected manufacturer and supplier in the gun industry). This machine will enable students to train not only as a custom rifle maker but also train on the latest technological necessity of any true milling shop. During the 2007 Shot Show in Orlando, Florida, President Woods, Dr. Veltri, and three of the Gunsmith Instructional staff met with industry and other college leaders to discuss: needs of the industry to produce a prepared workforce, curriculum changes, certification needs, and the future of the industry. These individuals will meet again at the 2007 NRA


show in St. Louis, Missouri to review survey data and curriculum matrices collected Dr. Veltri. A plan of action will be determined and certification needs will be addressed. TSJC and Brownells are the leaders of this forum.

In addition, customized training was implemented on the Trinidad Campus Spring 2005 and since inception has trained 6,890 local employees. The goal of Trinidad State Junior College is to lead Southern Colorado in the establishment of business and industry partnerships for ALL Career and Technical Programs. The Automotive Program and other programs continue to offer concurrent enrollment opportunities to local service area high schools. All CTE programs will become an opportune career pathway to the 9th-12th grade student population on both the Trinidad Campus and the Valley Campus located in Alamosa, Colorado.


Degree and Certificate Programs

College Trinidad State Junior College Trinidad State Junior College

Campus Alamosa Campus Trinidad Person Completing Survey Mike Maestas Sandra K. Veltri

Position Vice President Dean of Career & Tech. Ed./Student Services

Contact Phone 719-589-7025 719-846-5559 Date 2/26/2007 2/26/2007


Number Programs


ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

Program CTE 37 38 712 666 442 399 67% 82% WIA - - 131 86 - - - -

Signature Programs

Gunsmithing - - 53 31 10 16 80% 69% Aquaculture - - 17 15 9 7 100% 90% Cosmetology - - 70 53 46 35 90% 73%

Criminal Justice - - 43 33 43 16 100% 56%

High Workforce

Demand Programs

Nursing - - 35 29 31 23 89% 100% Engineering

Tech - - 19 21 14 10 74% 70%

Manufacturing Tech - - 25 22 23 14 92% 100%

Overall Obstacles: Funding, Space, Faculty CNA - - 55 62 49 45 89% 95%

Gunsmithing • Average Wage: ACYR 04-05 $6.25/hr ACYR 05-06 $7.25/hr • Description of Program: Custom gun making/repair


• Industry Partner(s): Gun Manufacturers & Vendors-ex. Gander Mt. Cosmetology

• Average Wage Trinidad: ACYR 04-05 $9.18/hr ACYR 05-06 $8.39/hr • Average Wage Alamosa: ACYR 04-05 $6.25/hr ACYR 05-06 $6.50/hr • Description of Program: Prepares hair designers/salon professionals/prepares

students for State Exam • Industry Partner(s): Salons and other professionals/local service market

Criminal Justice/CLETA • Average Wage: ACYR 04-05 $14.10/hr • Description of Program: Prepares students to become public and social safety

officers/agents • Industry Partner(s): Law Enforcement Agencies

Massage Therapy • Average Wage: ACYR 05-06 $29.80/hr • Description of Program: Massage Specialists/Holistic Health • Industry Partner(s): Salons, Medical Professionals, Sports

Engineering • Average Wage: ACYR 04-05 $10.00/hr ACYR 05-06 $17.43/hr • Description of Program: Trains for Civil Engineering Technicians. Many

students continue on to Bachelor’s degree. • Industry Partner(s): Civil Engineering Professionals, City Municipalities

Nursing • Average Wage: ACYR 04-05 $15.00/hr ACYR 05-06 $20.16/hr • Description of Program: Prepares RNs and LPNs • Industry Partner(s): Hospitals, Nursing Homes, Clinics

Aquaculture Technology • Average Wage: ACYR 04-05 $15.05/hr ACYR 05-06 $17.00/hr • Description of Program: Provides natural resource Mngt. Skills • Industry Partner(s): Colorado Division of Wildlife

Manufacturing Technology • Average Wage: ACYR 04-05 $10.09/hr ACYR 05-06 $11.00/hr • Description of Program: Provides diesel/welding skills with general eds • Industry Partner(s): Local service market

Certified Nurse Aide • Average Wage: ACYR 04-05 $7.55/hr ACYR 05-06 $8.00/hr • Description of Program: Prepares students for State Exam • Industry Partner(s): 7 Long Term Care facilities and Hospitals


Non-Credit Programs College Trinidad State Junior College Campus Trinidad Person Completing Survey Sandra K. Veltri

Position Dean of Career & Tech. Ed./Student Services

Contact Phone 719-846-5559 Date 2/26/2007


Number Programs

Number Enrolled Obstacles

Company ACYR 04-05

ACYR05-06

ACYR04-05

ACYR 05-06

ACYR 04-05

ACYR 05-06

Colorado Department of Transportation

1 0 1 53

Received notification too late to

start

Faculty

Customized Programs College Trinidad State Junior College Campus Trinidad Person Completing Survey Terrie L. Baros

Position Director of Customized Business and Industry Training

Contact Phone 719-846-5723 Date 27-Feb-07



Company ACYR 04-05

ACYR05-06

ACYR 04-05

ACYR 05-06

Seniors, Inc., COG and

Century S&L 16 Customer service

Pioneer 32 351 Forklift Operator Safety CPR/First Aid

Pioneer 273 52 OSHA electrical safety OSHA electrical safety


Pioneer 706 110 OSHA hazardous materials handling

OSHA hazardous materials handling

Pioneer 16 Forklift Operator safety

Pioneer 957 3687 General safety standards General safety standards Trinidad Police

Department 15 Verbal Judo

Hot Oil Heat Wave 16 CPR/First Aid

CIG, San Isabel Electric, XTO 60 Field/Dig safety

Public 31 Writing proposals/advertising

Auction Dealers 11 Advertising skills

LA County 111 Workplace communication skills

Pueblo Chemical

Depot 44 OSHA hazardous materials

handling

City of Trinidad & Hi-

Tech Oil 15 CAD skills

Kelly’s & Schrepfer Industry

11 Confined space safety and regulatory requirements

Schrepfer Industries 5 Trench safety

Brady Construction 7 OSHA general safety

Overall obstacles: Faculty availability especially during weekday, appropriate venue for advertising within budget, parking, and traffic flow within large training groups


Future High School Programs College Trinidad State Junior College Campus Alamosa Campus Person Completing Survey Mike Maestas Position Vice President Contact Phone 719-589-7025 Date 2/26/2007

Table 4: High School Programs

Location Project Title Description Start Date

Alamosa High School

August 2007

TSJC Education Center (This project includes CISCO, literacy enrichment, and the Kick Start College Program).

TSJC will provide CISCO Certification training at Alamosa High School. High School students will take 5 credit hours per semester for two semesters. At the end of one academic year students will be able to sit for the National Certification Exam. Alamosa High School will provide financial support for this program through the concurrent enrollment process.

Alamosa High School

August 2007

Literacy / Community Enrichment Program

TSJC will provide math and reading tutors at Alamosa High School to assist both High School students and community members. Students would have access to ESL courses and GED Prep courses through TSJC. TSJC will also have our Americorps Team visit with all students at the beginning of each semester. Students volunteering 300 hours in one year will earn a $1000 scholarship towards any Title IV institution in Colorado.

Alamosa High School

Kick Start College Program

August 2007

TSJC will offer General Psychology and Intro. To Sociology classes on the AHS Campus. Up to 20 students per semester will be able to take college level courses on their high school campus. TSJC will provide the instructor and AHS will provide financial support through the concurrent enrollment process.


Monte Vista High School

ORACLE Training Program

August 2007

TSJC will provide ORACLE training at Monte Vista High School. This 6 credit hour program will be taught by a TSJC instructor and will receive financial support through the concurrent enrollment process from the Monte Vista School District. At the end of one academic year, students will be eligible to take the National Certification Exam.

Monte Vista High School

Cosmetology Training February 2007

Beginning in February 2007, TSJC opened a cosmetology lab inside of Monte Vista High School. Currently there are 9 High School students enrolled in 6 credit hours. TSJC is providing the instructor and the Monte Vista School District provides financial support through the concurrent enrollment process.

how community colleges meet colorado’s ...last year, community colleges trained 891 workers...

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