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East Central Team RED Region Briefing February 20, 2014

East Central Team RED Region Briefing February 20, 2014 Michael Baker Manager – Strategic Planning & Grants DCEO Office of Employment & Training. A Question for the Employers…. Are you satisfied with the quality and quantity of skilled workers applying for your job openings?.

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East Central Team RED Region Briefing February 20, 2014

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  1. East Central Team RED Region BriefingFebruary 20, 2014 Michael BakerManager – Strategic Planning & GrantsDCEO Office of Employment & Training

  2. A Question for the Employers… Are you satisfied with the quality and quantity of skilled workers applying for your job openings?

  3. “We need more skilled workers…NOW!” • Manufacturers in Illinois: • Are struggling to fill skilled jobs vacant just through regular turnover and retirements • Must replace 30,000 production workers every year for the next 15 years (Source: Bureau of Labor Statistics) • Want better job candidates – that possess basic skills needed for manufacturing

  4. The Challenge 82% of Manufacturers in USA report moderate to severe shortages of skilled workers

  5. 2012 Illinois Manufacturing SnapshotSource: IDES Economic Information & Analysis

  6. “I need a good paying job…NOW!” • Barriers to Accelerated Re-Employment: • Traditional academic calendar • Time required to earn a degree • Minimal income while training • If the job seeker has a family to support, these difficulties are exponentially harder

  7. Program Model OverviewMeeting the Demands of Employers and Jobseekers

  8. ATIM is a DIFFERENT Approach in Workforce Development • ATIM is an experiment in workforce innovation • A formal statistical evaluative analysis to measure the impact • Will guide future national and state workforce policy

  9. ATIM is a DIFFERENT Approach in Workforce Development • “Pull Model” vs. “Push Model” • Acceleration! • Reduce time from enrollment to employment • “Lean” Principles • Training • Toward industry-recognized, stackable credentials • To meet regional employer demand • Reducing Hiring Risks for Employers

  10. 1. Employer Demand-Driven “Pull Model” What determines the type and quantity of training offered in a region? Employer involvement is CRITICAL in a Pull ModelThe Workforce System needs to know: Occupations Skills / Competencies Timing Quantity Location

  11. 2. Accelerated – from Enrollment to Employment • More responsive to employer demand • Reduce the time it takes to train • Open Entry / Open Exit • Not tied to school calendar • Tailored training • Exit based on demonstratingindustry standard competencies

  12. 3. Industry Recognized Stackable Credentials • Nationally portable • Provide known skill sets • Reduces uncertainty of technical qualifications • Chicken / EggIf employer is unawareby name, they like when told of the skills mastered • National Institute of Metalworking Skills • Mfg. Skills Standards Council • American Welding Society • American Production & Inventory Control Society

  13. 4. Training in What Counts • Class-Size and/or On-the-Job Training • Industry Recognized competency checklists for each occupation Common Understanding between: • Employer • Trainer • Case Manager • Trainee • Demonstrate competency by passing credential tests and providing samples of work where appropriate

  14. 5. Reducing Hiring Risks • “Having a credential is great, but how can I be sure they’ll be a good worker?” • Try Before Buy • Work Experience & Internships • Short-term • May be paid by ATIM, other funds or the employer • Learn & Earn model to reduce trainee drop outs • Drug Screened • Background CheckOK • Employer OJT Wages reimbursed 50-90% • May use participating Placement Agencies

  15. FOLLOW UP QUESTION TO EMPLOYERS: Are you dissatisfied with the quality and quantity of skilled workers applying for your job openings… enough to join us in the attempt to make things better?

  16. REGIONAL Employers Must Invest in the Solution • Provide regular updates on demand • Occupations • Skills / Competencies • Timing • Quantity • Location • Provide Work-Based Learning Opportunities • Career Exploration through Work Site Tours & Job Shadowing • Work Experience / Internships (ATIM pays) • OJT Placements (ATIM pays wage reimbursement 50 – 90%) • Priority Interviews for ATIM graduates

  17. ATIM WEBSITEWWW.ILWORKNETMANUFACTURING.COM • Apply Online • More Information • Regional Maps • Participating Offices • Targeted Occupations • Occupational Info • FAQs • Page dedicated to employer outreach

  18. ATIM WEBSITE - Employer Page • Video • Key program elements • Benefits / ROI • Downloadable flyer

  19. NS CC ATIM Regions NC • Employers, training providers and clients in “gray counties” may still be able to participate C SW

  20. KEY REGIONAL CONTACTS

  21. Outreach • Leverage your existing resources • Chambers of Commerce • Economic Development • Industry Groups • Other employer groups • Civic boards & commissions • Other

  22. For more information • www.ilworknetmanufacturing.com • Michael Baker – DCEOmichael.baker@illinois.gov217-558-6423 • Jim Nelson – Illinois Manufacturers’ Associationjnelson@ima-net.org217-522-1240

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