Revolutionizing Employment Transitions with JDX: A Data-Driven Approach

1. @USCCFeducation @jason_tyszko The next generation of data on in-demand jobs, skills, competencies, and credentials

2. Discussion Questions • What experience do you have engaging employers and how effective is it? • What data do you have about employer needs and what it the source? In your estimation, is it sufficient? • Is your institution or are your programs trying to improve student outcomes in terms of employment transitions?

3. A growing employer-led movement to build high-performing talent supply pipelines that deliver an ROI for learners, workers, and employers. TPM is made up of a growing network of over 230 partner organizations in 29 states and Canada, involving thousands of employers

4. JDX emerged from the TPM movementas a means to improve the employer signaling challenge.

5. The Problem Disconnect between employers, education partners, and job seekers High costs of developing validated, competency-based job postings from scratch Increasing demands on HR professionals’ time More dynamic, fast-paced labor market

6. The Solution The JDX is a set of open data resourcesthat support employers and their HR partners in signaling in-demand jobs and skills—and other hiring requirements—as structured, linked data on the open web. Send better, faster, clearer signals through the JDX Pilot test with employers and HR technology partners Extend and improve the JobPosting Schema

7. JDX JobSchema+ What is structured data and why is it important?

8. JDX JobSchema+ What is linked data and why is it important?

9. Current JobPosting Schema • Job Title • Occupation/Occupational Category • Hiring Organization • Industry • Employment Type • Job Location • Base Salary • Salary Currency • Incentive Compensation • Job Benefits • Estimated Salary • Work Hours • Responsibilities • Skills • Experience Requirements • Qualifications • Education Requirements • Special Commitments • Date Posted • Valid Job Posting Timeline

10. JDX JobSchema+ Improvements and Extensions Improvements • Job Title Connections to Occupation and Occupation Categories • Hiring Organization Connections to Industry Categories • Work Hours • Special Commitments Extensions • Business Unit/Facility • Employer Overview • Job Overview • Employment Duration, Time, and Type • Job Location and Remote Work • Required and Preferred Skills • Required and Preferred Work Experience • Required and Preferred Credentials • Base Salary • Assessments • Expected Start Date • Reporting Relationships • Work Environment/Physical Demands • Other Job Requirements

11. What will the JDX Do? Job Analysis and Competency Profiling • Select from competency frameworks and lists • Improve validation of competency requirements with experts • Create validated job descriptions and postings Job Description Creation • Create job descriptions and postings conforming to JobPosting Schema+ • Feedback and recommendations to improve job descriptions and postings Job Information Distribution (i.e., posting) • Distribute job descriptions and postings to talent sourcing partners • Expand to include real-time updates to talent sourcing partners

12. The JDX Open Data Infrastructure

13. JDX Applications Receives feedback on: • Conformity with data specifications • Strength in communicating requirements

14. JDX Impact and Shared Benefits Benefit to Education, Workforce, and Credentialing Providers: • Improved curriculum, credential, and assessment alignment • Improved career guidance and services • Reduced time and cost, and improved quality of employer engagement Benefit to Learners and Workers: • Improved career navigation for active and passive job applicants • Improved job matching, placement, and upskilling with mitigated bias • Reduced time and cost through personalized learning • Benefit to Employers and HR Partners: • Scalable competency and skill-based hiring with improved ability to tap into hidden talent • Seamless integration with HR processes and workflows • Reduced time and cost in hiring and onboarding

15. The Scope of the JDX Pilot • Data Work Group • Standards Orgs (e.g., HR Open Standards Consortium, PESC and IMS Global) • Employers • Education Groups (e.g., C-BEN, NILOA) • Expert consultants • Advisory Committee • Industry Associations (e.g., NAM) • Federal and State Agency Stakeholders (e.g., DOL) • Experts (e.g., WorkCred, NILOA) • Pilot Sites • Pilot Sites • Kentucky • Arizona • Michigan • California • Florida • Indiana • Pennsylvania • Federal Government

16. JDX Evaluation The Main Question: Do the JDX tools and resources help employers send a better, faster, clearer signal to education and training providers? Additionally: • Is the JDX “sustainable” in terms of being widely adopted and used? • Will a clearer signal lead to better outcomes for employers and job seekers?

17. JDX Timeline JDX prototype finished    Summer 2019 JDX pilot-testing begins        Summer2019 Pilot-testing and evaluation Fall2019

18. Discussion Questions • Is it clear what the JDX does and how it works? • What other JobSchema+ improvements or extensions should we consider? • Is the value proposition clear for higher education? • What use cases can the JDX help address that are important to APLU and CIMA? • Who in your institution or in your networks needs to be consulted or informed? • Would your institution or state be interested in being an early adopter?

19. @USCCFeducation @jason_tyszko T3 Innovation Network Building an open, public-private data and technology infrastructure for a more equitable talent marketplace

20. T3 Innovation Network 240+ organizations working together to build an open, distributed, public-private data and technology infrastructure for a more equitable talent marketplace. An infrastructure to support improved signaling and communication across all major stakeholders.

21. Empowering Learners/Workers with their Data Making Competencies the New Currency Making All Learning Count

22. Contact Information Jason A. Tyszko Vice President jtyszko@uschamber.com @USCCFeducation @USCCFeducation workforce@uschamber.com