1 / 26

HUMAN RESOURCES DEVELOPMENT

HUMAN RESOURCES DEVELOPMENT. NC Back-to-Work 2013- 2014. NC Back-to-Work. HRD and CRC integration. NC Back-to-Work. NC Back-to-Work. Overview. NC Back-to-Work. 2012 – 2013 KEY FINDINGS

ellard
Télécharger la présentation

HUMAN RESOURCES DEVELOPMENT

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. HUMAN RESOURCES DEVELOPMENT NC Back-to-Work 2013- 2014

  2. NC Back-to-Work HRD and CRC integration 2013 HRD - CRC Training Academy

  3. NC Back-to-Work 2013 HRD - CRC Training Academy

  4. NC Back-to-Work Overview 2013 HRD - CRC Training Academy

  5. NC Back-to-Work • 2012 – 2013 KEY FINDINGS • The North Carolina Back to Work program is a skills training program designed to provide credential attainment in high-growth industries to people facing long-term unemployment that was funded by the General Assembly with $5 million in one-time money. That funding was subsequently supplemented by $2.5 million in Workforce Investment Act funds through the Commission on Workforce Development. • This training program was designed to target people who have been unemployed for 26 weeks or more and those who have exhausted their unemployment benefits. In 2011, 46 percent of the state’s unemployed have been out of work for 26 weeks or more. • Sixteen community colleges applied to be Back to Work sites and met the criteria for acceptance. The criteria included the following: 1) the number of long-term unemployed individuals in the college’s service area, 2) the percentage of long-term unemployed individuals in the college’s service area, 3) the availability of jobs for which the NC Back to Work program could prepare students, and 4) the college’s demonstrated willingness and ability to successfully implement the program. • 2013 – 2014 UPDATES • The NC Back-to-Work program provides pre-employment training for entry-level technical jobs. Training will be short-term and focused on skill competencies that lead to industry-recognizedor state-regulated credentials. Integrated into the training program will be employability skills, workplace safety/OSHA credentials, and preparation for the Career Readiness Certification. • Target population expanded to reflect workforce needs: unemployed and underemployed North Carolinians, Military Veterans, and NC National Guard members. • Forty-nine community colleges applied to be NC Back-to-Work sites and met the criteria for acceptance. Five colleges were funded for a second priority as well. Training programs are aligned with approved occupational clusters: manufacturing, construction trades, information technology, transportation and bioag/natural resources. 2013 HRD - CRC Training Academy

  6. Purpose • The NC Back-to-Work program provides pre-employment training for entry-level technical jobs. Training will be short-term and focused on skill competencies that lead to • industry-recognized or state-regulated credentials. • Integrated into the training program will be employability skills, workplace safety/OSHA credentials, and • preparation for the Career Readiness Certification. 2013 HRD - CRC Training Academy

  7. Target Audience 2013 HRD - CRC Training Academy

  8. Training Framework 2013 HRD - CRC Training Academy

  9. Industry Credentials – Occupational Clusters 2013 HRD - CRC Training Academy

  10. Funding 2013 HRD - CRC Training Academy

  11. Colleges Awarded Funds Grant Review Team: NC Community College System Office NC Department of Commerce - Division of Workforce Solutions NC Department of Labor – Apprenticeship NC National Guard 2013 HRD - CRC Training Academy

  12. Allocations * Indicates colleges who were funded for multiple applications 2013 HRD - CRC Training Academy

  13. Use of Funds Allowable • Financial assistance is defined as payment for… • tuition, registration fees, other required student fees • third-party certification costs • books • other required course materials as listed on the course syllabus--- such as uniforms, tools, instructional software, etc. • Student Instruction • Student Support and Coaching Not Allowable: • Registration Fees paid for third-party, training that is 100% online. 2013 HRD - CRC Training Academy

  14. Collaborations Internal and external 2013 HRD - CRC Training Academy

  15. Leadership Team 2013 HRD - CRC Training Academy

  16. Strategies • Outreach & Recruitment • In-take and Assessment • Registration Process • Student Data Form (Data Collection) • Student Support Services • Job Placement Activities • Program Evaluation • Staff Assignment • Leveraging Resources HRD / CRC Roles 2013 HRD - CRC Training Academy

  17. Veterans Support Training Services for Veterans • Career Pathways/Credential Transition • Intense Training in Condensed Timeframes • Career Coaching and Job Placement Strategies • Important Note: • Colleges with collaborations with the NC National Guard, military transition or veterans programs may also provide financial assistance to students enrolled in training programs within the following clusters: law enforcement, emergency management, fire protection, and healthcare. 2013 HRD - CRC Training Academy

  18. Integration Hrd and crc 2013 HRD - CRC Training Academy

  19. HRD Integration • Human Resources Development • Course Offerings • Integration Strategies • Employer site visits • In house job fairs • NCWorks Online Registration 2013 HRD - CRC Training Academy

  20. CRC Integration Career Readiness Certification • Integration Strategies • Entry criteria • Exit credential • Employer Support • Partners • Preferred applicant criteria • Data Collection 2013 HRD - CRC Training Academy

  21. Metrics Assessing performance and success 2013 HRD - CRC Training Academy

  22. Performance Metrics • Received services during intake/assessment • Participated in an HRD course • Enrolled in an occupational-specific training course • Received supportive services while enrolled in an occupational-specific training course • Completed an occupational-specific training course • Earned an industry credential • Earned a CRC credential • Obtained/maintained employment within the occupational field of training program 2013 HRD - CRC Training Academy

  23. Mid-Year Report (Due December 18th) • Performance metrics on student counts • Applications received/approved • Students participating courses • Students earned credentials • Students receiving financial aid • Students placed on job • Financial Assistance to Veterans/National Guard • Industry credential earned (type and number) • Status report: • Progress of Implementation • Obstacles Encountered • Milestones Achieved • Program Implementation Team meeting notes • Leadership Team meeting notes • Employer Engagement Activities • Credentials mapped to employers • Leveraged Resources (grants, initiatives, etc.) • Evidence of Marketing Efforts • Fall 2013 and Spring 2014 course schedules (including HRD) • Schedule • Projected enrollment • # Students receiving financial aid • Indication of instructional support 2013 HRD - CRC Training Academy

  24. Mid-Year Report (Due December 18th) Specific HRD / CRC metrics to be reflected 2013 HRD - CRC Training Academy

  25. Scenarios How are colleges utilizing HRD and CRC? • Pipeline into program • Criteria for entry • Program exit Successes http://myfox8.com/2013/12/02/nc-back-to-work-program-offers-hundreds-of-scholarships/ 2013 HRD - CRC Training Academy

  26. HUMAN RESOURCES DEVELOPMENT QUESTIONS? TOPICS FOR FUTURE DISCUSSION

More Related