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Slide show developed to show the benefits of regional collaboration on attracting, retaining and developing an IT talent pipeline in SW MO to remain globally competitive.
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IT WORKFORCE DEVELOPMENTGrowing and Sustaining an IT Talent Pipeline in
Southwest Missouri
Think About… What did your business/job look like 10
years ago… Did your business/job even EXIST 10
years ago? What will your business/job be in 10
years? Will you have the right education/skills? Will southwest Missouri have an IT talent
pool to meet your employment needs? http://youtu.be/4Q75KhAeqJg
What’s the Issue?Percent of Tomorrow’s Talent Pool Already At Work
Source: MERIC, US Census Bureau
0%
2%
4%
6%
8%
10%
12%
14%
16%
18%
Under 10 10 to 19 20 to 29 30 to 39 40 to 49 50 to 59 60 to 69 70+
Perc
ent o
f Pop
ulat
ion
2005 2015 2025
What’s the Issue?Change in Missouri's Population Composition by Age
Source: MERIC, US Census Bureau
Populations Impacted by Recession
Source: US Bureau of Labor Statistics, LAUS
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
16-19 20-24 25-34 35-44 45-54 55-64 65 +
Une
mpl
oym
ent R
ate
Age
2008 Unemployment by Age and Gender
Male
Female
The Hard Truth The US is the only highly-developed democracy where young
adults are less likely to have completed high school than the previous generation.1
>1mil young adults drop out of high school each year—12 mil+ adults without a high school credential are in the labor force today.
At the same time, almost twice as many jobs over the next decade will require a postsecondary credential or college degree, up from 25% today to about 45% over the next decade.2
93 million score at the lower levels of national assessments of functional literacy skills and are unprepared to enroll in the postsecondary education or job training programs that can prepare them for current and future jobs.3
Will southwest Missouri have an IT talent pool to meet your employment needs?
What Can Be Done?
• Collaborative solutions – industry, education, workforce system
• Focus on both short and long term
• Multilayered strategies– targeted awareness and training for different age groups and skill levels
• Variety of training options – multiple entry and exit points within the education and workforce system at all grade levels and age groups
REGIONAL IT TRENDS
Our Region*
http://quickfacts.census.gov
Barry Christian Dade Dallas Greene Lawrence Polk Stone Taney Webster
Population: projected to exceed 700,000 Greater than state of
state of Wyoming, North Dakota, and Alaska!
5,988 square miles
By County:
*Using Ozark Regional Economic Partnership as model for region
Outlook on IT: Ozark Region*
*Ozark Region consists of Christian, Dallas, Greene, Polk, Stone, Taney and Webster Counties. Information gathered from www.missourieconomy.com
State Outlook
Statewide IT Snap Shot
3,250 IT Service Firms 38,100 workers 1.7% of total state employment Average wage: $76,267
Information Taken from the IT Services Industry Brief (http://www.missourieconomy.org/pdfs/itservices_industBrief_mo_2009.pdf)
Ozark Region Occupational Projections 2006-2016
The Future of IT…
is southwest Missouri committed to sustaining and growing its own IT industry.
TOGETHER
Regional IT Consortium
Private and public sector partners working collaboratively, sharing knowledge
A way to attract, develop and retain an IT talent pipeline serving southwest Missouri businesses in order to maintain global competitiveness.
REGIONAL ECONOMIC SUSTAINABILITY
Other Regional Projects
Who’s Involved Business leaders IT Professionals Education Employment
services Government Community
Economic Development Leaders
Gain the Advantage Identify the skills IT
employees need now/future
Provide a high-tech, innovative place for IT professionals to come together, discuss current trends, training needs, jobs, etc.
Attract and retain IT professionals
Attract students to the IT profession
Successful regions learn the discipline of Strategic Doing
Successful regions apply Strategic
Doing to align their assets
toward their opportunities as well as build trust
Our Challenge: Seeing with New Eyes Our Opportunity: Civic Leadership in
the Age of Networks
Next Steps for Building Regional Leadership Networks
Workforce development takes place in a civic space outside the four walls of any one organization
Regional innovation needs a network with tight core and open boundaries
How Do We Get There From Here?
Develop new habits and disciplines of civic leadership to engage
Build and align networks in this civic space to get stuff done.
Next Steps for Building Regional Leadership Networks
Step 1: Create a neutral civic space
Step 2: Establish new habits of “thinking together”
Step 3: Move from “thinking together” to “acting together”
Step 1: Create neutral civic space
Find a physically neutral space
Establish clear rules of civility
Establishing clear rules of civility helps
announce “this place is
different”
Step 2: Establish new habits of thinking together
Map your assets
Map your challenges/needs
Guide the conversations
Leverage the Internet
Mapping assets helps people see connections
Leveraging the Internet keeps peopleconnected…opens the door to others
Wired-nation.net
Bioscienceregions.net
innovating-networks.near-time.net/wiki
Step 3: Move to “acting together”
Establish core team with clear roles and responsibilities
Develop a network of partners
Build habits of strategic doing
Draw your own circles of engagement
Guide conversations to “next steps”
Move people to a new place
Branding/Ownership Ideas for branding
our consortium Show Me IT Southwest Missouri
Area IT Consortium– SMAITC
Southwest Missouri Regional IT Consortium– SMRITC
Ozarks Regional IT Partnership—ORITP
IT Consortium Vision Facilitate an infrastructure able to provide a qualified
and skilled workforce to meet the needs of the IT industry. The consortium will accomplish this by ensuring that appropriate enabling and sustaining systems are in place. As we reach our goal, we’ll see all employers workforce needs met by: An improved image of skilled labor careers K-12 education, post-secondary education, and other training
programs include and actively promote skilled IT careers Expanded alternative and non-traditional labor pools being
utilized Active industry engagement in education and training
programs Identifying and reinforcing workforce indicators for desired
results Engaged state and local workforce boards in meeting skilled
workforce challenges of the industry
If your actions inspire others to dream more, learn more, do more and become more, you are a leader.
John Quincy Adams
