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NCWE: National Council for Workforce Education. An affiliate council of the American Association of Community Colleges (AACC ) - PowerPoint PPT Presentation
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NCWE: National Council for Workforce Education
An affiliate council of the American Association of Community Colleges (AACC)
A national forum for administrators, faculty, business, labor, military, and government in workforce education, to affect and direct the future role of two-year and other post-secondary institutions in workforce education and economic development
The link between policy and workforce education and economic development by providing support, research, and critical information to members on current and future trends and policies.
http://www.ncwe.org/?page=workforce_economic
EMPLOYER ENGAGEMENT STRATEGIES
Nan Poppe, Ed.D.Louisiana Accelerating Opportunity CoachNational Council for Workforce Education
Darlene G. Miller, Ed.D.Executive Director
National Council for Workforce Education
Girard Melancon, Ph.D.Executive Director for Adult, Community and Continuing Education
Baton Rouge Community College
AGENDA
Framing the Issue Why is Employer Engagement Hard Effective Strategies Success Stories at Baton Rouge Community
College Questions
www.ncwe.org
FRAMING THEISSUE
EMPLOYER/EDUCATORDISCONNECT
A newly released Gallup poll (sponsored by the Lumina Foundation) revealed that 14% of Americans and only 11% of business leaders – strongly agree that post secondary graduates have the skills and competencies to succeed in the workplace
Concomitantly, a survey conducted by Inside Higher Ed in conjunction with Gallup found 96% of Chief Academic Officers believe they are successfully preparing students for the workforce
EMPLOYER/EDUCATORDISCONNECT
College for America commissioned a study that is soon to be released finds the difficulty in finding well qualified applicants is a key challenge for 85% of HR and director-level respondents and it is across all sectors!!
The stark reality is that there is a disconnect between what employers want and need to fill the skills gap and how educators view their education/training programs and the
competencies of their graduates!
THE OBVIOUS YET HARD TO ATTAIN
ANSWER
COLLABORATION BETWEEN EMPLOYERS
AND EDUCATORS Educators need to actively work with industry
leaders to understand the skills gap and to truly understand the competencies and skills that employers want and need to achieve growth and prosperity
Only strong engagement and collaboration will lead to strong curricula that meets both accreditation requirements and business needs.
COMPETING DEMANDS!
Technology and the daily influx of emails, tweets, etc have made our lives very, very busy
Employers are concerned about the bottom line making it hard to be away from their daily operations
Industries must shift and change to remain competitive in a global economy
Federal funding has decreased significantly for job training initiatives: the federal job training programs budget has been cut over $3.3T in the past 10 years
CHANGE AND DEMAND ARE CONSTANT
BALANCING ACT
Employers are our Customers they don’t always know what they need and then they change their minds!
LIKE A BEING ON AROLLER COASTER
BALANCING ACT
It takes time and energy to get employers to identify their needs, then verify, then re-verify, and in a very short time frame down the road, re-examine and start all over again!
Constant verification with the real-time labor market data which is time-consuming, labor intensive yet absolutely necessary
RESULTS FROM RIDING ON THE ROLLER
COASTER
Solve an anecdote and never uncover the root problem
Create entry level cohort training without employer verification that there is a shortage at the entry level
RESULTS FROM RIDING ON THE ROLLER
COASTER
If we offer the programs through credit, because of our academic structure (curriculum committee) and accreditation there is oftentimes a time lapse between strategy and training delivery which results in obsolete skills
Employers demand training but then don’t hire
STRATEGIES TO ENGAGE EMPLOYERS OVER THE
LONG-TERM
EMPLOYER ENGAGEMENTSTRATEGIES
College Employer Engagement Strategy that is part of the College’s Strategic Plan Who is responsible What type of resources do they need to achieve
success What are the goals and expected outcomes How will you measure success Plan must include feedback loops to all member of the
college, particularly technical faculty Ongoing and continuous – “the cows need to be milked
daily”
EMPLOYER ENGAGEMENTSTRATEGIES
Employ Labor Market Data Tools Burning Glass EMSI Local WIB Data
LMI data must be used to drive programmatic decision making!
EMPLOYER ENGAGEMENTSTRATEGIES
Collaboration and Partnerships with WIBS and Economic Development Agencies Sector Strategy Economic Development Strategy Career Pathways
Include all partners in a gap analysis to understand needs versus supply pipeline
CONTINUOUS COMMUNICATION IS KEY!
EMPLOYER ENGAGEMENTSTRATEGIES
Strengthening Faculty and Employer Connections Employer involvement in curriculum and
program design Bring employers into the classroom (panels,
demonstrations, etc) Faculty summer internships with employers (can
be supported with Perkins Funds!) Employer involvement in facilities design and
equipment purchases
EMPLOYER ENGAGEMENTSTRATEGIES
Deep and Long-Term Engagement Corporate Philanthropy
It is estimated that community colleges receive less than 2% of corporate contributions to higher education
Work with employers to influence public policy Get employers to a wide array of college events Work with employers to strengthen college to
career connections with K-12 Partner to address identified skilled workforce
shortages or sector strategies
SUCCESS STRATEGIESAT BRCC
BRCC SUCCESSSTRATEGIES
Power rests in relationships and self-interest moves people
Timing and engaging the right partner is everything
Don’t overcommit yet don’t be risk adverse
BRCC SUCCESSSTRATEGIES
Employers can be your best cheerleaders
Engage employers with projects and celebrate wins
Employers are a great source for information, instructors and students
