Building Workforce Strategies 2015
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Columbus State Community College provides workforce development strategies to build workforce pipelines for in-demand industries. It focuses on developing career pathways with academic programs aligned to industry needs. It also integrates workforce skills into academic programs and collaborates on industry sector strategies to understand talent needs. For information technology, it piloted certificate programs for business analysts and Java developers to address skills gaps. For insurance, it identified in-demand occupations and developed strategies to close talent shortages through higher education partnerships.
Building Workforce Strategies 2015
- 1. BUILDING WORKFORCE STRATEGIES Michael Bowers Director, Center for Workforce Development Columbus State Community College February 16, 2015
- 2. Columbus State Community College
- 3. Credit Student Enrollment: Over 25,000 Average Class Size: 19 students Counties Served: Franklin, Delaware, Madison, Union Campuses: Downtown - 85 acres, Delaware – 106 *10 suburban sites Regional Economic Impact: $737.2 million annually Associate Degree Programs: 50 Transfer Agreements: 35 colleges & universities Downtown Campus: $50 million in construction Columbus State Fast Facts
- 4. Large and comprehensive Region’s only open access public higher education institution Net importer of talent Hub of education network: K-12 to universities and workforce Transfer partners (2+2 and 3+1 bachelor’s degrees) Strategic Focus: Student Success, Workforce and Civic Engagement Front Door to Higher Education
- 5. On-Line Community • 400 Courses • 11,000 seats #1 in online offerings in Ohio Convenience and Changing Student Profile
- 7. • 7th largest state with 11.5 million people • 5th largest producer of goods • Ohio #9 Best State for Entrepreneurship & Small Business • Top State in Tech-job Ranking – Cyberstates May 2010 • Ranked 8th for Best High Schools, U.S. News & Report, 2008 • Overall, the state's schools were ranked #5 in the country in 2010, with 5 of the top 115 colleges in the nation, roughly 120,000 college students Ohio
- 8. •Fifty-seven of the Fortune 1,000 list of largest U.S. companies are based in Ohio – The 5th in the nation •Ohio is home to nine major banks and insurance companies, second only to New York in terms of concentration in a single state •Ohio’s total labor pool is 5.9 million people •200 institutions of higher learning (more than any other state on a per-capita basis) •127,300 jobs generated since January 2011 •Unemployment 6.9% - lowest since 2008
- 9. Regional Assets A Diverse Economy (employment by industry sector) 18. Cardinal Health 607. Abercrombie & Fitch 124. Nationwide Insurance 611. Huntington Bancshares 180. American Electric Power 680. Worthington Industries 290. Limited Brands 693. Scotts Miracle-Gro 407. Hexion Specialty Chemicals 882. Pacer International 498. Big Lots 904. Mettler-Toledo 576. Greif Corp. 930. Retail Ventures 991. Bob Evans Farms The Region is home to nearly 300 international companies 15 Fortune 1000 Headquarters Central Ohio Industry Sectors
- 10. Central Ohio •11 counties •2 million people •Population growing at 1.3 % annually •Home to 15 Fortune 1000 headquarters Career Pathways–Begin with Regional Doorways
- 11. 1. Advanced Manufacturing 2. Aerospace & Aviation 3. Agribusiness & Food Processing 4. Automotive 5. BioHealth 6. Energy 7. Financial Services 8. Information Technology 9. Polymers & Chemicals 10. Business Functions Ohio Targeted Industries Ohio Fortune 500 Cardinal Health #17 Procter & Gamble #22 Kroger #23 Macy’s #103 Nationwide Insurance #118 Goodyear Tire and Rubber #141 Progressive Insurance #161 American Electric Power #172 Eaton Corporation #194 Owens Corning #432 921,000 employers – hiring 50.4% of Ohio's non-farm private workforce Regions are Important
- 12. Workforce Development – is defined as the coordination of public and private sector policies and programs that provide individuals with the opportunity for a sustainable livelihood and helps organizations achieve exemplary goals, consistent with the societal context (Jacobs & Hawley – Emergence of Workforce Development). Workforce definitions vary dependent upon the “seat” you have at the workforce table. The definition above was provided to align the context in which the workforce role is defined in the development of this presentation material. Definition
- 13. Business/Business Associations – exist primarily to “make a profit” with employing workers as a by-product of their primary goal. Business associations are business member driven organizations and often play an advocacy role with varying degrees of focus on workforce issues. Workforce Development System – primary focus is on the success of an “individual” and “secondary” focus is on business workforce needs. Non-profit/community organizations – that are typically built around a mission with funding streams that guide outcomes and process. Support Services – can be a mix of non-profit, for profit, education, government, and foundations that provide services that support individuals in matters typically non-related to employment such as: food stamps, childcare, housing, etc. Government (most specifically those agencies involved in workforce development)– designated to serve a particular audience and provide a specific menu of products/services in a particular delivery method meeting pre-defined success outcomes. Often includes “local” political involvement. Education – focus is on academic guidelines, success of the individual and meeting community need which includes business need. Funders for the work of the partnership – May be comprised of all of the above. Examples of Partners Found in the Workforce System
- 14. Board Composition - federally mandated Federal mandate states: Board nominated by business, but appointed by the Mayor and Commissioners (28 members currently) Board is to be business majority and business lead Mandated Appointees Central Ohio Workforce Investment Board (WIB – COWIC)
- 15. Columbus/Franklin County - $7 Million annually Youth (14-21 years) $2.5 Million Dislocated Worker $2.1 Adult $2.1 Administrative 10% each category ($684,843) Fiscal Year from July 1 to June 30 Some fund carryover, two-year life Local Funds
- 16. Customized Training Businesses enter into contract with WIB related to specific training Businesses agree to hire, retain or promote successful graduates 50% (businesses and local board share cost) Employer share: training facilities, computers, management oversight, curriculum development Example: OSU Perioperative Technician Program What Gets Funded?
- 17. On-The-Job Training New Hires/Current employees 50% to 76% of wage during training Limited duration of training Example: Home Depot Economic Development Activities Assistance for Businesses – i.e. advertising money for Target. Need to identify ways to assist new businesses from an economic development perspective keeping within the “regulations” related to the funding. What Gets Funded?
- 18. Business Services Marketing the COWIC as the entity for employment process in Central Ohio and engaging employers in the process. Activities: labor market data, surveys, job fairs, hosting new businesses, direct hiring, etc. Incumbent Worker New - (Pilot) 2006 – 2007 10% of Adult and Dislocated - $210,910 and $218,663 respectively ($429,573 total) $ Match from ODJFS up to 10% ($859,146 total) ODJFS petitioned DOL for an extra 10% What Gets Funded?
- 19. Rapid Response WARN (Worker Adjustment Retraining Notification) - 50 employees or more (workforce percentage) Service up to date of layoff (dependent on when services can be delivered). At Business Site Meet with affected population Determine need Provide information on local services Provide services geared towards re-employment What Gets Funded?
- 20. Youth Younger 14-18 with skill attainment and education Older 19-21 with employment, retention or certification Individual Training Accounts (ITA or WIA Scholarship) $8,000 over a two-year period List of growth industries Certified Training Provider List (ODJFS and FCDJFS and COWIC) What Gets Funded?
- 21. One-Stop System The act requires that WIA and partner services are available at a single location (services that assist obtainment or retention of employment or wages that provide self-sufficiency) What Gets Funded?
- 22. One Stop Services Core Services Outreach, intake and orientation Connection to TANF funds Skill assessment Job search Identification of training needed Intensive or Training Services 1. Complete Core Services 2. Complete One Stop Workshops, OJN Registered Franklin County Resident* Adults at 250% of poverty Youth as described previously Dislocated workers – by virtue of dislocation Incumbent workers – above 250% of poverty Displaced Homemaker Veterans
- 23. Performance, Performance, Performance – based on: Employment Wage/Wage Gain Credential attained and time to attainment Retention of Employment at 6 months/12 months What Spells Success?
- 24. COLUMBUS STATE COMMUNITY COLLEGE BUILDING WORKFORCE PIPLELINES THROUGH INDUSTRY STRATEGIES
- 25. Career Pathways High School College Work Study Career
- 26. Expand and enhance alignment between degree offerings and industry workforce needs Publish career pathways with relevant, local data Develop introductory certificates with multiple on and off ramps for exit/entry for students between working and additional education attainment Ensure academic content not only has rigor, but currency in the local labor market in the skills students receive Integration of Workforce with Academic Delivery
- 27. Expand and enhance alignment between degree offerings and industry workforce needs Publish career pathways with relevant, local data Develop introductory certificates with multiple on and off ramps for exit/entry for students between working and additional education attainment Ensure academic content not only has rigor, but currency in the local labor market in the skills students receive Integration of Workforce with Academic Delivery
- 29. Workforce Strategies • Governor’s Office of Workforce Transformation • Changes to how colleges/universities are funded • Ohio Board of Regents • Alignment with Columbus2020 • Consultative customized delivery • Industry Sector Strategies
- 30. What is an Industry Sector Strategy? Sector or Industry Partnerships are a key strategic element within some of the most successful state and local workforce development efforts in the country. (Aspen Institute, National Governors Association and the National Network of Sector Partnerships) •Organization of stakeholders connected to an industry to develop plans for building new skilled workforce pipelines where shortages exist •Enhancing current skill delivery •Changing how the industry’s existing workers are utilized, trained and deployed Aligning education against industry skill need can lower unemployment by 2-3%
- 31. Attracting & Retaining Talent (ART) Formula 1. Identify and Invite Industry partners (CEO/HR/OD/Line Management) 2. Collect industry labor market data (LMI) to share 3. Edit LMI with real world facts from business 4. Prioritize and project talent needs 5. Inventory current workforce and education pipelines 6. Define skill sets on priority job classifications 7. Build workforce plan for the industry, with business 8. Fund 9. Execute 10. Identify Sustainability
- 32. Why This Work is Important Community ROI: Supports Economic Development Goals Creates a Workforce as an Attraction Tool Positively Impacts Poverty Business ROI: Reduced Time to Hire Reduced Recruitment Costs Reduced On-the-Job Training Increased Productivity Reduced Error Rate Increased Retention which reduces costs Increased Customer Satisfaction
- 33. Largest category of open jobs in Ohio – Information Technology “Our IT Department is one of our largest functions at Motorists Insurance”, President & CEO John Bishop Information Technology Career Development
- 34. Tech Columbus IT Report – www.techcolumbus.org Java and .NET skills are the most-often identified technical skills needed, followed by Enterprise Resource Planning (ERP) systems. Architecture, design, and integration of applications were also mentioned. Business analysis, critical thinking, and process modeling skills were mentioned by 83 percent of survey respondents. Project management skills were mentioned by 46 percent, and general data management and modeling skills were mentioned by 25 percent of survey respondents. Communication was the overwhelming soft skill need which, according to the steering committee, was primarily communication to top managers and non-IT experts. Ninety two percent of survey responses indicated this as a priority - followed by the need to improve interpersonal skills and team skills.
- 35. Large Central Ohio Employers • The State of Ohio • OSU • JPMorgan Chase • Nationwide • OhioHealth • Limited Brands • Honda • Huntington Bank • Cardinal Health • State Farm • NetJets • State Auto Central Ohio - IT
- 36. IT ART 1. A comprehensive Needs Analysis and Strategic Assessment of the IT Talent Market today and a forecast for the future. 2. A comprehensive Regional Strategy and Project Plan – based on the results of the Needs Analysis and Strategic Assessment – to develop, attract, and retain the talent that is needed to bridge talent gaps today and to remove gaps that are expected to grow in the future. 3. Develop “quick win” programs targeted at critical areas identified in the CIO discussions. Business Analyst – pilot a Business Analyst 80 Hour Certificate for individuals with a Bachelor Degree in IT and a 120 Hour Certificate for individuals with a Bachelor Degree in another discipline, aimed at dislocated workers. Include a re-certification piece for both or continuing education credits by the regional developing body. Java Developer – pilot a Java 130 hour Certificate aimed at Bachelor prepared individuals and incumbent workers only.
- 37. Key Achievements / Successes The original goal for the incumbent worker class was 10 students and 24 were enrolled. Of the 24 incumbents enrolled, 23 completed the training and achieved their Master Certificate in Business Analysis 12 Students were enrolled for the dislocated worker class for Business Analysis even though the goal class size was 10. Head count was limited to 12 students due to budget constraints or the class size could have potentially doubled. All 12 students in the dislocated worker class completed their training and have obtained a Master Certificate in Business Analysis Seven students and the instructor, who was also dislocated, have found employment at an average annual wage of over $70,000.
- 39. Insurance 1. Top five occupations : 2. Sales Agents 3. Claims Adjusters/Examiners & Investigators 4. Underwriters 5. Appraisers 6. Actuaries Each year 728 new employees are needed to fill these careers Ohio higher education produces only 56 each year. Over 7,000 businesses in Ohio employ 120,626 people in the Insurance Industry Projections with retirements are 26,000 employees needed by 2020
- 40. Insurance Jobs Actuaries Description: Use analytical skills to predict the risks involved in insuring certain businesses and occupations. Help set the price of insurance coverage. Education: Bachelor's or higher degree, plus work experience Salary Range: Columbus Median $93,007/$44.71 Skills: Mathematics, Critical Thinking, Reading Comprehension, Complex Problem Solving, Judgment and Decision Making Claims adjusters Description: Investigate accidents and fires to determine the extent of the damage. Determine whether damages are covered by an insurance policy, and arrange for repairs. Education: HS plus Long-term on-the-job training Salary Range: Columbus Median $47,292/$22.73 Skills: Reading Comprehension, Active Listening, Critical Thinking, Negotiation, Social Perceptiveness, Judgment & Decision Making Agents and brokers Description: Sell life, property, casualty, health, automotive, or other types of insurance. May refer clients to independent brokers, work as independent broker, or be employed by an insurance company Education: Bachelor's degree Salary Range: Columbus Median $55,773/$26.81 Skills: Active Listening, Reading Comprehension, Writing, Persuasion, Service Orientation, Negotiation, Judgment and Decision Making, Time Management Underwriters Description: Determine whether or not a company should provide insurance to applicants seeking coverage. Education: Bachelor's degree Salary Range: Columbus Median $60,003/$28.84 Skills: Reading Comprehension, Active Listening, Speaking, Complex Problem Solving, Judgment and Decision Making, Time Management
- 41. Michael Bowers Workforce and Economic Development Center for Workforce Development Columbus State Community College [email protected] 614-287-5509