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Creating the Region’s Health Care Talent Supply Chain to meet 21st Century Employer Needs

Creating the Region’s Health Care Talent Supply Chain to meet 21st Century Employer Needs. HCC Guiding Principles: Job creation & advancement for low income adults that meet employer needs Mapping career pathways within sectors which are important to region’s economic growth

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Creating the Region’s Health Care Talent Supply Chain to meet 21st Century Employer Needs

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  1. Creating the Region’s Health Care Talent Supply Chain to meet 21st Century Employer Needs

  2. HCC Guiding Principles: • Job creation & advancement for low income adults that meet employer needs • Mapping career pathways within sectors which are important to region’s economic growth • Commitment to systemic & sustainable change within and across institutions

  3. Career Literacy & Pathways to Employment • Comprehensive system of intake, assessment, guidance and planning prior to formal academic work • Key Train & Work Keys • National Career Readiness Certificate & Profile Plus Assessment for “Fit” & “Talent” • Innovative remediation and readiness supports • School At Work academic & career prep • Academic Completion Advisors, Employer Job Coaches • Employer Engagement & Job Placement

  4. Results2008 - 2012

  5. Employer –Led Industry Responsive • Employers lead the Collaborative as Chair of the Executive Committee • Employers and Gr. Cincinnati Health Council define current workforce needs • All partners sign MOU to signify commitment to founding principles and goals • Collaboration not competition in training & hiring • Policy & process accommodations re: tuition, assessments, academic readiness

  6. Benefits: Employer Perspective • Program Return on Investment • Stewardship of our tuition budget • Overall 12% ROI (tuition plus turnover, re-training, productivity costs) • Enhancement of existing educational partnerships • Dynamic support of current and projected workforce needs • Recognition vehicle for high performers seeking career pathway opportunities • Supports a culture of employee engagement

  7. Benefits: Employee Perspective • Significant barrier mitigation with pre-paid tuition • Success enhanced by cohort experience • Job Coach support • Progressive pathways support flexible entry points • Access to support programs and linkages to available community resources

  8. Where are we Now? • Next Steps • Sustainability • Executive Director

  9. For HCC, collaboration has been imperative to progress thus far, and will remain a foundational element to future success in the development of the region’s health care workforce.

  10. For More Information: HCC Website: www.HealthCareersCollaborative.com William T. Lecher, RN, Senior Clinical Director, Cincinnati Children’s Hospital Medical Center (william.lecher@cchmc.org) Jennifer Skinner, RN, Director of Organizational Effectiveness (Jennifer_Skinner@TriHealth.com) Lawra J. Baumann, Ph.D., HCC Executive Director (Lawra.Baumann@CincinnatiState.edu)

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