Statewide Sectors Network

1. Statewide Sectors Network Jan 17, 2017 Facilitated by Wendy Brors and ShaJuana Williams Colorado Workforce Development Council

2. Agenda 3:00 Open call and welcome 3:03 2017 Outlook 3:10 Sector Partnership Grant Recipient Spotlight 3:15 Innovative Industries 3:25 CareerWise 3:35 Career Pathways Systems 3:40 Sector Partnership Spotlight 3:50 Q&A

3. 2017 Outlook Sector Strategies Career Pathways Work-Based Learning TalentFOUND

4. Grant Recipient Spotlight Region 1 Northeast Advanced Manufacturing Convener: Andrea L’Heureux, Morgan Community College Region 7- Southern Healthcare Convener: Linda Johnson, Pueblo Workforce

5. Andrea L’Heureux Region 1

6. Northeast Colorado Manufacturing Partnership Activities: Monthly B2B Socials (Tax Credits, CAMA, Manufacturer’s Edge, Health Insurance) TRAINcation (6th-8th Grade Summer Bootcamp) Girls Only! Women in Manufacturing

7. Southern Colorado Healthcare Sector Partnership (Linda Johnson) • Sector Grant • Outreach coordinator • Healthcare career education • Training & Education Work Group • HR Sub-Work Group • Career pathways • Image & Assets Work Group • Image Groups – Silos in Pueblo

8. Innovative Industries Internship Program Christina Ostrom, Coordinator colorado.gov/pacific/cdle/innovativeindustries

9. Overview Presentation to Colorado Sector Partnerships 1/17/16 Ryan Gensler, Dir. External Affairs

10. It is increasingly difficult and expensive for Colorado’s businessesto recruit, train, and retain talent • Projected hiring and training costs for skilled roles in CO, $, thousands • Current reality • Recruiting, hiring and training costs Colorado businesses $24K+ per employee • An absence of labor skills will raise the cost of hiring and training skilled talent by 21% over 5 years • Skilled occupations need to be posted ~6x before being filled1 • 21% • 2016 • 17 • 18 • 19 • 2020 • The inability to fill critical roles costs Colorado ~$300m in annual GDP 1 Based on analysis of occupations CareerWise supports Source: Team analysis, McKinsey & Co Analysis 10

11. Apprenticeship programs have proven to help businesses recruit, train, and retain the best talent • 40- 50% • 30-50% • 20-40% Rate of return on apprenticeship program for rural health center and urban manufacturer1 Conversion to full-time employees based on cohort size2 Reduction in long-term hiring costs2 • A 2016 Department of Commerce study of 13 apprenticeship programs found: • “Apprentices were more productive than typical workers. They provided the firm with a pipeline of skilled talent and were less likely to leave the job. They also got work done faster than regular new employees, which saved the company from paying up for excessive overtime“ 1 U.S. Dept. of Commerce case studies of Siemens USA in Charlotte NC and Dartmouth-Hitchcock in Lebanon NH 2 Data from comparable Swiss and Canadian Apprenticeship programs 3 U.S. Dept. of Commerce case study of Blue Cross Blue Shield in South Carolina 11

12. CareerWise coordinates and supports stakeholders to build a state-wide apprenticeship system Stakeholder roles • CareerWise Business Partners • Hire apprentices to fill challenging, entry level roles • Provide students with the experiences and training needed to evolve into full time employees capable of filling critical positions • Training Centers • Provide apprentices with occupation and industry specific skills required by their employer • Supplement work place experiences with targeted technical/functional instruction • K-12 education system • Continues to provide core academic instruction to apprentices • Supports development of foundational interpersonal and job skills 12

13. CareerWise gives Colorado businesses the tools they need to host apprentices Service Description • Recruiting and HR support • Creates a pipeline of career-ready students in partnership with K-12 schools • Builds an apprenticeship marketplace, providing the business with a one-stop shop for apprentice recruitment needs • Provides consulting support on HR policies & tools (e.g., onboarding, payroll, risk management) • 1 • Curriculum development • Defines the competencies, assessment and learning plans for each occupational pathway • Supports mentors and supervisors with training suggestions and progress monitoring tools • Aligns training with relevant industry certifications • 2 • Pathway development • 3 • Facilitate business’ efforts to build internal career progression[s]/rotation[s] • Tie business pathway development to broader competency and curriculum objectives • Developstraining centers • 4 • Ensure students are work-place ready through intensive professionalism bootcamp • Identifies and supports training centers to provide pathway-specific training • Logistics support • Provides a handbook to support integration of apprenticeship programs into business operations • Supports development of systems to manage and evaluate student apprentices • Consults on logistical questions around transportation, scheduling, program structure, etc. • 5 • Interface with • educational institutions • 6 • Ensures programming in grades 9-10 to prepare students for apprenticeships with K-12 partners • Brokers agreements with higher education institutions so that students can earn college credit 15

14. CareerWise is starting with apprenticeships in 4 primary pathways, leading to a variety of occupations • Pathways • Business Operations • Information • Technology • Financial Services • Advanced Manufacturing • CNC programmer • Machinist • Quality control engineer • Logistics manager • Software developer • Network administrator • Database administrator • Network Architect • Underwriter • Compliance analyst • Loan officer • Claims representative • Bookkeeper • Sales manager • Operations manager • HR manager • Sample occupations • Sample business partners 19

15. CareerWise is working with forward-thinking partners for our 2017 pilot, taking place in select regions across the state Pilot program focus regions Moffat Jackson • Front Range 2017 program scope • Students served: ~200 • School District Partners: DPS, Cherry Creek, JeffCo, Highlands Ranch, STEM School and Academy, Arrupe Jesuit Larimer Sedgwick Routt Logan Weld Phillips Rio Blanco Grand Morgan Boulder Gilpin Denver Garfield Yuma Adams Eagle Clear Creek Washington Summit Jeffer-son Arapahoe Mesa Pitkin Douglas Lake • Western Slope 2017 program scope • Students served: ~35 • School District Partners: Mesa 51 Elbert Park Kit Carson Delta Lincoln Teller Gunnison Chaffee El Paso Montrose Cheyenne Fremont Ouray San Miguel Kiowa • Northern Colorado 2017 program scope • Students served: ~15 • School District Partners: Colorado Early College Ft. Collins Crowley Saguache Hinsdale Pueblo Custer Dolores San Juan Mineral Bent Otero Prowers Huerfano Rio Grande Montezuma Alamosa La Plata Archuleta Costilla Conejos Las Animas Baca 21

16. Over the next 10 years, CareerWise will evolve from the pilot phase to national leadership in talent development, serving 20,000 apprentices We are here • 5 • 4 • 3 • 2 • 1 • Sustain (2024-Onwards) • Stage • Scale Statewide • (2020-2024) • Pilot Implementation • (2017-2020) • Pilot • Preparation • (2016-2017) • Design • (Early 2016) • Continue to facilitate business community leadership in work-force training • Respond to a changing economy and labor markets by updating and adjusting training annually • Support efforts to build a national apprenticeship model by sharing lessons learned across the U.S. • Move toward industry-funded, sustainable model • Fill 20,000+ apprentice positions across Colorado • Refine, test and share training programs and blueprints at the national level • Fill 3,000 apprenticeship positions across Colorado in the first three pilot years • Certify 500 business partners in 6 sectors as training companies • Grow apprenticeship pathways as economy evolves • Create apprenticeship marketplace • Define initial sec-tors and required competencies • Identify relevant career pathways • Build organization model and team • Engage 6000+ students in DPS CTE programs • Recruit and on-board industry associations, sector partnerships and business partners • Identify & secure 250apprenticeship positions across Colorado, with Denver as focal point • Begin preparation to evaluate the impact of apprenticeship system 20

17. Career Pathways in ColoradoWhat Businesses Need to Know Lee Wheeler-Berliner, CWDC

18. Colorado Career Pathway System • Engages education, training, and workforce partners in a continuous conversation with one another and with industryto ensure that students move seamlessly through and among support programs, educational institutions and work-based experiencesto build skills and credentials that meet industry demandand prepare them for jobs and careers.

19. Building Career Pathway Programs • Begins with business, using a sector partnership as the home for regional career pathways work • The CWDC’s work is focused on industry-led programs designed to support a strong talent pipeline

20. Statewide Pathways • Advanced Manufacturing—developed • Information Technology—developed • Healthcare—in process • Construction—in process Information is living on careersincolorado.org

21. Sector Partnership Spotlight Region 3 Greater Metro Denver Healthcare Partnership Convener: Jeana Capel – Jones

22. 2016 Denver Metro HealthcareAccomplishments • GMDHP Annual Report • CTE Regional Advisory Board • Launch of Medical Assistant Fast Track • Kaiser Apprenticeships – four Med Lab Techs • SCL Health – On the job training for 10 nurses • Convener: Jeana Capel - Jones

23. 2016 Denver Metro HealthcareAccomplishments • Hope Street initiative on career pathways • Formed employer-led youth team • National media exposure • CWDC grant awarded • Manage seven subject matter workgroups

24. Q&A

25. Save the Date • Feb. 7 - Healthcare Sector Peer Networking Call • Feb. 14 - Manufacturing Sector Peer Networking Call • March 14 - Sectors Network Webinar

27. Thank you.Email with presentation material to follow