Employer Partnerships and Active Collaboration

1. Employer Partnerships and Active Collaboration 2018 Conference - National Council for Workforce Education Clearwater Beach, Florida Wednesday, September 26, 2018

2. Presenters Debra Mikulka and Christa Smith, Washburn University, Topeka, KS Kansas Technical Re/training Among Industry-targeted Networks (KanTRAIN) Department of Labor Trade Adjustment Assistance Community College and Career Training (TAACCCT) Round 4 grant debra.mikulka@washburn.edu christa.smith@washburn.edu kantrain.org

3. What are we doing here? Employer Engagement: What did we do? What are you doing? What did we learn? What works?

4. Mad Minute Moment! • Your interest in the topic • Examples of successful employer engagement

5. Who Are We Talking About? KanTRAIN Consortium Institutions with Advanced Manufacturing Workforce Training • Flint Hills Tech augmented/virtual welding focus • Garden City CC industry focused training • Washburn Tech advanced systems • WSU Tech automation focus

6. Employer Partnerships What did we do? • Leveraged TAACCCT funds to hire a consultant to evaluate career pathways and certification alignment to industry demand • Examined career pathways and analyzed gaps • Identify third-party, industry-recognized credentials • Link career pathways to employment within regional labor markets • Provided recommendations for further work

7. How did we do it? • Determined need for a Consultant • Instituted a Formal RFP and bidding process • Selected WorkEDConsulting and partners • The New Growth Group, LLC • National Institute for Metalworking Skills (NIMS)

8. Methodology 1. Certification Evaluation • Career pathways document review • Site visits to consortium institutions 2. Certification Review by Employers • Interviews with key regional employers • Labor market information 3. Certification Acceptance • Report of findings, recommendations, etc.

9. Mad Minute Moment! What does Active Collaboration with Employers Mean to You?

10. Measuring Progress: Did we do what we said we would do? 18 employers were interviewed • Overview of the business and key workforce challenges in the relevant occupations; • Program curriculum and certification review, including a discussion of the relevance of each course and industry certification to the employer’s work; • Opinions about the state of the manufacturing industry’s workforce, generally, and future workforce trends. All individuals interviewed were either direct supervisors of individuals working in relevant occupations, human resource professionals, or had direct knowledge of work requirements 1. Employer Interviews

11. 2. Labor Market Demand Assessment • Following interviews with employers, evidence was sought for demand for certifications and skill sets being delivered in each KanTRAIN program. • Traditional (administrative) and real-time labor market information were assembled, including brief demographics and quick facts, occupational levels and trends, job posting volume, and key word usage in postings (which includes certification names and a variety of other key terms).

12. Finding 1: There is evidence of strong occupational and program demand. • Administrative and real-time LMI reveals strong and growing demand for nearly all advanced manufacturing occupations in all our regions. • The employers interviewed reflected hiring needs for targeted occupations at their businesses and indicated colleges were fulfilling an important training and development need in their communities. • In nearly all cases, employers reflected one of two challenges: (1) finding people with adequate technical skills and experience to fulfill jobs, and/or (2) finding people who could pass the drug screen and meet employment (soft) skill expectations. • Regarding employment skills, several employers specifically noted that completers of programs provide an important “signal” to employers that those individuals have demonstrated both subject-matter interest and persistence to complete a program.

13. Finding 2: The skillsets and coursework being delivered by KanTRAIN colleges are relevant in the labor market. • Each employer was asked to describe the tasks required of relevant employees, and, while looking at the course list and credentials for each program, reflect on whether the program provided adequate preparation for their workforce. There was no evidence of misalignment anywhere in the consortium. • In all cases, employers indicated satisfaction with program content. In some cases, employers made statements indicating employer-specific differences in demanded skill sets, which indicates that colleges are finding a middle ground that satisfies different training needs. • Several conversations yielded insights about potential future curriculum or certification needs. Additionally, there may be opportunities for incumbent worker training or “learn and earn” partnerships with several of the companies.

14. Finding 3: Demand skillsets contained in industry certifications is strong, even when employers are unfamiliar with the certifications themselves. • Certifications occupy an uncertain space in the minds of many employers. Among interviewees, with a few notable exceptions, employers rarely recognized the brand names of certifications. It was not common for certifications to be required in hiring processes. Several employers indicated that possession of a certification would not make a difference in a hiring decision. Others indicated they like the signal a certification sends, which is interpreted by employers as more interest in a field and demonstration of persistency by completing a program. • While not recognizing the brands of several industry certifications, employers did indicate they value competencies and skills obtained through the pathway leading to the certification. • The OSHA 10 certification was widely recognized, although not uniformly required in hiring. Additionally, welding employers recognized and valued AWS certifications. HVAC employers valued the Building Automation Systems and EPA certifications.

15. Shifting Employer Engagement to Active Collaboration What is it? • Continuous feedback and response loops with employers…think spiral! What did we do? • Action focused advisory boards • Data-based decision making • Student and employer interaction • Targeted employment and recruitment efforts and outcomes • Industry-standard credentials and training program and work placement

16. How do you assess workforce demand?

17. How do you assess labor market demand?

18. Do your employers recognize your credentials?

19. Whatdidwelearn? • Needs to be alignment between industry-recognized credentials and career pathways with employer skill and competency demands • Informing employers about industry-recognized credentials, associated skills and competenciesis equally important as listening to employers about hiring and skills needs • Continuous engagement is validated by local labor market data, employer surveys, and data collection furthering alignment of labor supply with labor demand • Aneed for stronger employer partnerships and understanding demand for skills and competencies

20. Best Practices and Great Ideas

21. Thank you!Visit kantrain.org for more information about the KanTRAIN grant!

22. Questions?