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Georgia Work Ready Initiative

Georgia Work Ready Initiative. Work Ready Regions project leaders meeting September 10-12, 2008. Work Ready Survey Results. Certified Work Ready Communities. Goal: Percent existing and available workforce earn Work Ready Certificates Increase county high school graduation rate To Date:

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Georgia Work Ready Initiative

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  1. Georgia Work Ready Initiative Work Ready Regions project leaders meeting September 10-12, 2008

  2. Work Ready Survey Results

  3. Certified Work Ready Communities Goal: Percent existing and available workforce earn Work Ready Certificates Increase county high school graduation rate To Date: 19 counties exceeding expectations 43 counties on track to reach graduation rate goals 13 have attained graduation rate goals

  4. Work Ready Regions Regional industry-clusters to develop Georgia’s talent pools aligned to strategic industry Build upon Certified Work Ready Communities Economic asset mapping to determine actual regions

  5. Statewide Results to Date: WRC at no cost to all Georgians!

  6. August 200824065 Certificates Earned Governor announces second round of WRC’s and AWRC’s 20 new counties are awarded grants to accelerate their community efforts and find best practices 15 more counties begin the 36 month CWRC process 49 2007 WRC’s + 24 2007 AWRC’s + 20 2008 AWRC’s + 15 2008 WRC’s = 108 GA Counties participation as Work Ready Communities In-Progress Over 2/3 of GA counties participating in Work Ready

  7. Identifying and eliminating the skills gap Work Ready Certificate data 2002-2006 Skills gap Based on Georgia Work Ready job profiling data from 2003 through 2007 “Work Ready Gold is equivalent to college-readywithout remediation.” College and Workforce Training Readiness, ACT, 2006

  8. ROI to Georgia:Progress made in eliminating the skills gap Skills gap Based on Georgia aggregate Work Ready Certificate data from January through May 2008 “Work Ready Gold is equivalent to college-readywithout remediation.” College and Workforce Training Readiness, ACT, 2006

  9. What are Work Ready Regions Goals? • Measure the skills gap • Eliminate the skills gap • Hold all counties accountable to become CWRC • Use workforce research and surveys to determine needs • Use career pathways to develop talent • Build industry network of similar companies • Help industry network develop plan to manage common training needs in public-private partnership

  10. What are Goals of WRR for Phase I Specific goal: • Go for Gold • 25% of available workforce reach Gold level certificates • Available workforce is high school students, college students,GED and unemployed Secondary goal attained from well-developed plan: • Prepare for life-long learning • Gold is college and work ready without remediation • Cannot look for easy fix -- • Improve quality of life of lower skilled worker • Important to focus on transitioning workforce moving from lower to higher skills • General churn of workforce is a sign of innovative region • Critical to build a successful strategy to manage churn

  11. What are goals of CWRC? • Work Ready Certificate producers • Increase high school graduation rate Regions should hold counties accountable to attain goals! • If you give them funds, expect results • Hold them to account monthly • Develop monthly reporting metrics and have conference calls/meetings

  12. The mushy ‘gray’ area • WRR and CWRC must be separate entities that complement each other – • Regions should not be performing CWRC work • Regions should minimize overlap in county team leaders and Region project leaders • Funds have specific uses • CWRC – produce WRC, increase grad rate, other job profiles • Regions – produce Gold and industry specific job profiles • Funding info sheet

  13. What is the plan to achieve those goals? • Monthly Go for Gold graphs • New metric – • Go for Gold plan • GOWD will hold monthly conference calls with each WRR project leadership team to discuss results to date

  14. 22% of Goal for Total Certificates 13

  15. Score Card: Go for GoldResults to Date for Innovation Crescent

  16. Go for GoldResults to Date for Chattahoochee Valley Aerospace

  17. Go for GoldResults to Date for Heart of GA Adv Manufacturing

  18. Go for GoldResults to Date for mgWRAP

  19. Go for GoldResults to Date for Eastern Passage

  20. Go for GoldResults to Date for West Georgia ARC

  21. Go for GoldResults to Date for Auto Alley

  22. Go for Gold Plan • Innovation Crescent example: • August - 235 Gold out of 1512 WRC • Should be at 378 Gold • Difference is 143 • However, should be at 2620 Available Workforce and 655 Gold by March • Six months to make up difference • To get current, find 143 of the 1119 Silver that are one assessment from Gold • Use incentives to motivate them to gap training to increase skill level • TO get to 655 Gold by March, 70 Gold per month

  23. Develop a successful Go for Gold plan • Build a strong foundation • Develop a strategic plan to identify those that are most likely to successfully move to Gold • USE SKILLS GAP TRAINING TO PREPARE FOR GOLD • You have one shot to get them to Gold! • Incentivize results • Motivate people to move to Gold • May be survey what incentive they would want to get there? • Industry using, recognizing, hiring is critical • Remember – the VERY BEST INCENTIVE is a good paying job!! • Develop of plan to communicate companies on board

  24. Work Ready Best Practices Gwinnett County “preferred WR” Workforce Boards requiring WR DeKalb certifications increased from 82 to 593 in two months (Using as part of WIA Orientation) 23

  25. Use of ARWB/NEGA WIB Mobile Units for additional capacity NEGA – 277 assessments on Unit MOU’s with 5 Technical Colleges to proctor assessments 24

  26. Skills Gap Training

  27. Innovation Crescent

  28. Go for Gold Wrap Up • Use funds to produce results not process • Build a solid foundation • Help transitioning workforce move to higher skill levels • Utilize DCA, LWIB and service-based organizations to assist • Prepare young workforce for Gold WRC • Manage numbers • 25% of available workforce • 35% college and technical college at gold • Four year colleges are asking for WRC in one credit courses • 30% high school gold • 20% transitioning workforce gold • 10% GED

  29. Profiling Activity GT Profiles currently on the calendar and in process: English Second Language instructor Quality Engineer Electrical Apprenticeship Welder and/or Customer Service Habasit Belting – job to be determined UPS Freight “Employers are very impressed once we deliver the formal Job Profile Report.  We ask to present this to the executive team.  More often than not, this presentation results in a second profile request.  We have also experienced requests for training as a result of the profile – computer training, customer service training, etc.” 28

  30. Profiles Completed Duetz Corporation Hi-Hope LS related Quality Tech Spectral Response Inc LS Related Spinner Atlanta Inc. WIKA Instruments LS Related Unisa Fenner Donlop 29

  31. Innovation Crescent Industry Network status Approach Individual meetings with CEO or C-level HR in eight leading companies (July-Aug) CibaVision, Immucor, Merial, Noramco, Quintiles, Sciele, Solvay Pharmaceuticals, UCB Issued invitation to join with this commitment to 40 additional employers 30

  32. First meeting goals: October 8 Innovation Crescent overview and background Role of industry network Regional workforce needs Communicate Work Ready Certificates and job profiling capacity Network will operate as standing committee under Georgia Bio 31

  33. Useful Data for Industry Network Group Employer database from Fanning used to conduct Talent Survey Mapping of Employers by industry sector, commuting patterns and Assets showing much more extensive LS industry than anticipated Life Science Occupations – Current Density versus Growth chart Results of Selig and Fanning Talent Survey 32

  34. Georgia Bio will hold its first Life Science Workforce Forum 2008: A Catalyst for Transforming Georgia’s Bioscience Talent Monday, November 17, at the U.S. Centers for Disease Control and Prevention (CDC). The event will begin at 1:00 pm with a keynote address by David Satcher, M.D., Ph.D., former CDC Director, Surgeon General, and President of Morehouse School of Medicine. The November Forum is intended to bring together pre- and post-secondary educators, employers, and economic developers to communicate current and future issues and challenges in developing the workforce to grow the life sciences sector in Georgia.

  35. Next Steps: Home Team 9/23/08 Cluster Analysis – Monitor Georgia Bio Life Science Summit 9/24/08 BRAC meeting 9/25/08 Visit to Research Triangle 10/2-4/08 IC Network Meeting 10/8/08 Life Science Workforce Summit 11/17/08 Annexation of Western Innovation Crescent Planning stages and proposal submitted 10/15/08 34

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  37. How to Market Work Ready Regions?

  38. www.hireworkready.org

  39. Team Questions • How can you better organize your region efforts to maximize using your CWRC teams? • How can we be of support to the CWRC teams in order to make the Regional Goals?

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