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ENGAGING EMPLOYERS FOR WORK-BASED LEARNING

ENGAGING EMPLOYERS FOR WORK-BASED LEARNING. Pathways to Prosperity Workshop August 27, 2015 Randall Wilson, PhD, Senior Research Manager, JFF. DISCUSSION GOALS. Take inventory: where do you stand in engaging employers? Define employer engagement

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ENGAGING EMPLOYERS FOR WORK-BASED LEARNING

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  1. ENGAGING EMPLOYERS FOR WORK-BASED LEARNING Pathways to Prosperity WorkshopAugust 27, 2015Randall Wilson, PhD, Senior Research Manager, JFF

  2. DISCUSSION GOALS • Take inventory: where do you stand in engaging employers? • Define employer engagement • Present a continuum of roles and methods for engaging employers • Offer good practice models for each stage of engagement • Suggest lessons for effective employer engagement

  3. TAKING INVENTORY • What employers have you successfully engaged for P2P? • How did you connect with them? (How will you connect?) • What have they committed to doing for your project? • How do you explain the value of work-based learning to employers? (What’s in it for them?) • What challenges have you encountered in engaging employers? • EXERCISE: Take 5 minutes and develop a 1-2 sentence “value statement” explaining the benefit of P2P participation to a prospective employer.

  4. WHAT IS EMPLOYER ENGAGEMENT? “Employer engagement is the interaction between employers and educational, training and workforce development organizations that results in measurable improvement in desired outcomes for both parties.” (JFF Strategic Plan, Employer Engagement Framework)

  5. WHY ENGAGE EMPLOYERS? • To address the mismatch between supply--youth and adult skills and educational preparation; and demand—workforce needs of employers • To align education and training initiatives with employer needs and expectations • To build partnerships for developing a quality workforce while meeting the needs of youth and adults for quality employment and career advancement

  6. K-12/District K-12/District WHO ENGAGES EMPLOYERS? Community College Community College Intermediary Intermediary EMPLOYERS EMPLOYERS Workforce Development Provider (CBO) Workforce Development Provider (CBO)

  7. USING “A RESOURCE GUIDE TO ENGAGING EMPLOYERS”

  8. A RESOURCE GUIDE TO ENGAGING EMPLOYERS • Guide developed for Accelerating Opportunity states and colleges • Usable by broader workforce and education field • Responds to low level of employer engagement • Few partners • Little engagement beyond “advisory committees” • Low awareness of employer engagement approaches • Synthesizes best of recent literature and practice

  9. KEY PRINCIPLES Effective Employer Engagement is – • Continuous vs. episodic or “one-off” (more than advisory) • Strategic vs. transactional (high-impact partnerships) • Mutually Valuable – creating value for employers as well as customers • Wide-Ranging – going beyond “usual suspects” • Comprehensive – engaging in a variety of roles and activities • Intensive – engaging employers in depth on skills, program needs • Empowering – employers assume leadership roles, from the start • Varied – using many channels, including employer associations

  10. LEVEL 1: ADVISING • Consulting employers for hiring, skill, and curricular advice • Most common form of engagement • May be one-on-one or in group format • Convening employers prompts interaction, builds further relationships • Complements other forms of labor market data Lessons: • Use a variety of methods, including one-on-one interviews, focus groups, surveys, and presentations • Allow time in joint employer meetings for non-workforce topics

  11. LEVEL 2: BUILDING EDUCATIONAL CAPACITY • Involving employers in classroom visits, instruction, teacher training • Advise on, loan, or donate technology • Sponsor and mentor interns; assess project-based learning • Provide on-site classrooms at the worksite • Accommodate employee-learners Lessons: • Develop varied work-based learning opportunities with employers (from job shadows and OJT to apprenticeships) • Promote systems change in both education and the workforce (credit for experiential learning; supervisors as mentors and teachers)

  12. LEVEL 3: CO-DESIGNING CURRICULA AND PATHWAYS • Educators engage employers in aligning curricula and competencies with labor market needs • Employers offer real time advice, help set program standards • Supports contexualization of curricula • Presumes a strong or growing relationship, fosters mutual trust Lessons: • Request authentic workplace materials, scenarios, and examples from employers to assist in contextualizing the instruction. • Ask employers to identify the credentials they value for occupations in the chosen pathway(s).

  13. LEVEL 4: CONVENING WORKFORCE PARTNERSHIPS • Convening employers, business associations, schools, workforce providers on a regional scale • Identifying labor market gaps, promoting systems changes across providers • Leveraging public and private funding • Coordinating pathway and program development Lessons: • Ensure that employer representation is as wide as possible across a sector or industry • Identify a host organization to serve as a neutral broker

  14. LEVEL 5: LEADING AND SUSTAINING PARTNERSHIPS • Multi-employer, multi-college partnerships • Employers assume leadership and drive the partnership • Facilitates employer adoption of systems changes and investment in less-skilled workers, non-traditional candidates Lessons: • Where feasible, establish formal structures and memoranda of agreement to govern partnerships and establish accountability. • Support and sustain employer partnerships with a “backbone” or intermediary organization to support collaboration with higher education and service providers.

  15. FURTHER LESSONS FOR ENGAGING EMPLOYERS • Know your employers: industry, growth trends, affiliations • Cast a wide net: reach out to multiple levels in the organization • Speak “business:” translate education or workforce terms • Milk the cows every day: maintain and sustain relationships • Bring value to the table: relevant curricula, programs of study • Build on business networks: “champions” recruit new employers • Make employer participation user-friendly: clear, coordinated • Pursue systems change: move beyond program needs

  16. QUESTIONS AND DISCUSSION

  17. RANDALL WILSON, PHD rwilson@jff.org TEL 617.728.4446 FAX 617.728.4857 info@jff.org 88 Broad Street, 8th Floor, Boston, MA 02110 (HQ) 122 C Street, NW, Suite 650, Washington, DC 20001 505 14th Street, Suite 900, Oakland, CA 94612 WWW.JFF.ORG

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