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eci Super Region Roundtable Thelma Keller Convention Center - Effingham October 30, 2013

eci Super Region Roundtable Thelma Keller Convention Center - Effingham October 30, 2013. A Question for the Employers…. Are you satisfied with the quality and quantity of skilled workers applying for your job openings?. “We need more skilled workers…NOW!”. Manufacturers in Illinois:

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eci Super Region Roundtable Thelma Keller Convention Center - Effingham October 30, 2013

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  1. eci Super Region RoundtableThelma Keller Convention Center - EffinghamOctober 30, 2013

  2. A Question for the Employers… Are you satisfied with the quality and quantity of skilled workers applying for your job openings?

  3. “We need more skilled workers…NOW!” • Manufacturers in Illinois: • Are struggling to fill skilled jobs vacant just through regular turnover and retirements • Must replace 30,000 production workers every year for the next 15 years (Source: BLS Analysis) • Want better job candidates – that possess basic skills needed for manufacturing

  4. “I need a good paying job…NOW!” • It is difficult for job seekers to: • Wait for the academic calendar to start a training program with sequential courses • Go without a good paying salary for months or years while they pursuetraditional degree programs • Succeed in traditional training programs while simultaneously trying to earn income - sometimes from multiple low paying jobs • If the job seeker has a family to support, these difficulties are exponentially harder

  5. Program Model OverviewMeeting the Demands of Employers and Jobseekers

  6. A Statewide Public – Private Partnership • Illinois Pathways Manufacturing Learning Exchange (IMA Education Foundation) • Department of Commerce and Economic Opportunity Social Policy Research – State Evaluator Southern Illinois University – Illinois workNet • Department of Employment Security • Community College Board

  7. ATIM is a DIFFERENT Approach in Workforce Development • ATIM is an experiment in workforce innovation • A program design that emphasizes: • “Pull Model” vs. “Push Model” • Integration of Program Services (WIA / UI / Post-Secondary Ed / Private Training Providers etc.) • Acceleration! • “Lean” PrinciplesLimit down time, only invest effort in value added activity • A formal statistical evaluative analysis to measure the impact • Treatment Group vs. Control Group to measure impact

  8. 1. Employer Demand-Driven “Pull Model” What determines the type and quantity of training offered in a region? Employer involvement is CRITICAL in a Pull ModelThe Workforce System needs to know: Occupations Skills / Competencies Timing Quantity Location

  9. 2. Accelerated – from Enrollment to Employment • More responsive to employer demand • Reduce the time it takes to train • Open Entry / Open Exit • Not tied to school calendar • Tailored training • Exit based on demonstratingindustry standard competencies

  10. 3. Industry Recognized Stackable Credentials • Nationally portable • Provide known skill sets • Reduces uncertainty of technical qualifications

  11. 4. Training in What Counts • Class-Size and/or On-the-Job Training • Industry Recognized competency checklists for each occupation so all understand the skills to be acquired in training • Employer • Trainer • Case Manager • Trainee • Demonstrate competency by passing credential tests and providing samples of work where appropriate

  12. 5. Reducing Hiring Risks • “Having a credential is great, but how can I be sure they’ll be a good worker?” • “Try Before Buy” • Work Experience & Internships • Short-term • May be paid by ATIM, other funds or the employer • Learn & Earn model to reduce trainee drop outs • Drug Screened • Background CheckOK • Employer OJT Wages reimbursed 50-90% • May use participating Placement Agencies

  13. Are you dissatisfiedwith the quality and quantity of skilled workers applying for your job openings… …enough to join us in making things better?

  14. REGIONAL Employers’ Investment • Provide regular updates • Occupation(s) & Job Opening(s) • Skills / Competencies • Timing – How soon needed? • Quantity • Work Location • Provide Work-Based Learning Opportunities • Career Exploration through Work Site Tours & Job Shadowing • Work Experience / Internships (ATIM pays) • OJT Placements (ATIM pays wage reimbursement 50 – 90%) • Priority Interviews for ATIM graduates

  15. NS CC ATIM Regions NC • Super Region Employers can work with program staff in the Central and Southwest ATIM Regions • Employers and training providers in “gray counties” may still be able to participate C SW

  16. For more information • www.ilworknetmanufacturing.com • Michael Baker – DCEOmichael.baker@illinois.gov217-558-6423 • Jim Nelson – Illinois Manufacturers’ Associationjnelson@ima-net.org217-522-1240

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