Workforce Development 2.0
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The document discusses Workforce Development 2.0, emphasizing the importance of adopting a systems perspective, using skills as a common language, and creating new career pathway maps. It outlines five key realities for effective workforce development, including managing regional skills banks and fostering strategic collaborations. The implications for policy suggest the need to transition from outdated programs to innovative investments in skill assessments and training opportunities.
Workforce Development 2.0
- 1. Workforce Development 2.0: How to Design a New Public Workforce System Ed Morrison Purdue Center for Regional Development AUBER | Indianapolis October, 2011
- 2. Lessons from around the country Location of Strategic Doing presentations and workshops
- 4. A few key concepts To move toward Workforce Development 2.0
- 5. Workforce Development 2.0 Comes down to the 5 realities 1. Understanding a systems perspective 2. Adopting skills as a common language 3. Designing new visual maps for careers 4. Managing our regional “skills bank” 5. Accelerating open innovation: Collaborating quickly
- 6. Our outdated ideas Many of us have an obsolete mental model 4 Years of Career K through 12 College del explains less This mo of wha t goes on t han 25%
- 7. Reality 1: Take a systems view Less than 50% are prepared for high income careers 4 Years of College 3 2 Years of Early College Career Childhood K through 12 Certifications 2 5 1 $10.00 per hour 4 Entry level Unemployed Working Dependency poor Cycle Source: Ed Morrison, This material is distributed under a Creative Commons Attribution-ShareAlike 3.0 license.
- 8. Workforce Development in a Nutshell Less than 50% are prepared for high income careers Source: Ed Morrison, This material is distributed under a Creative Commons Attribution-ShareAlike 3.0 license.
- 9. Reality 2: Skills as a common language Bridge the communications gaps
- 10. Advance Manufacturing Competency model Source: US DOL
- 11. Reality 3: New career pathway maps Using skills as path markers Active listening + Active learning + Mechanical + Mechanical + Oral Production/ Comprehension + Mechanical Welder Machinist Oral Expression + Processing + Visualization + Engineer Mathematics Problem Sensitivity + Information Ordering Source: EMSI
- 12. Manufacturing Career Map Source: EMSI
- 13. Student/Parent Career Map for Nursing A high level health career roadmap for parents of young children might look something like this... Early Childhood K through 12 4 Years of College Education Middle and High 2 Years of College Skill Health Care Ready for Career School Certifications Reading by Grade 2 Career exploration Career guidance Grades 4-8 Grades 9-12 Alegebra by Chemistry, Grade 9 Physics, Biology Early college Source: Strategy-Nets
- 14. Nursing Career Map A nursing career map from the UK Source: UK Department of Health
- 15. Reality 4: Regional Skills Banks Understanding Occupational Clusters http://www.statsamerica.org/innovation Source: Purdue Center for Regional Development, EMSI, and Indiana University Business Research Center
- 16. Skills Mapping: An Example JOHNSON SPACE CENTER Explora3on "Marketable Skill" for Petroleum Life Core/Support Competency Industry Refining & Sciences & Systems Engineering; Project Chemical Healthcare 1.1 SpacecraL SE&I Management Products 2.1.1 Integrated Mission Architecture Defini3on & Analysis Systems Architect 2.1.2 Explora3on Trade Studies & Analysis Acquisi8on/Procurement P Engineering Discipline/Domain 2.1.3 Vehicle Design & Integra3on Exper8se Pyrotechnics/Explosives; Hypervelocity 2.1.4 Al3tude, Impact, and Materials Tes3ng Physics/Analysis; Sta8s8cs; Engineering 2.2.1 Technology Assessment & Planning Technology Research & Development P S SoCware Development; Integrated 3.1.1 Mission Planning & Flight Design Mission Planning Logis8cs/Project Management/ 3.1.2 Flight Opera3ons & Training Simula8on P S Sports Medicine; Bioengineering; 4.1.1 Human Health & Performance Biomedical R&D; Nutri8on R&D S Telemedicine; Bioengineering; 4.1.2 Space Medicine and Health Care Systems Environmental Engineering; S 4.1.3 Human Factors Biomedical R&D; Human Factors S S = Strong Likelihood of Skills Match P = Possible Likelihood of Skills Match Source: Regionerate Blank = No known likely Skills Match
- 17. Reality 5: Strategic Collaborations Building metrics driven collaborations quickly 4 Years of College 3 2 Years of Early College Career Childhood K through 12 Certifications 2 5 1 $10.00 per hour 4 Entry level Unemployed Working Dependency poor Cycle
- 18. Washington State: Industry Skill Panels
- 22. Strategic Doing Develops strategy for collaborations Where are we going? How will we get there?
- 23. Where are we going? How will we get there?
- 24. Workforce 2.0 Implications for new policy Scrap old programs: Move from fixing problems to “linking and leveraging” assets We need investments in: • One Stop infrastructure for skill assessments and career guidance • Vouchers for subsidizing training tied to skill assessments • Seed investments in productive collaborations • Applied research on new tool development and dynamic evaluation
- 25. Thank you Ed Morrison Economic Policy Advisor Purdue Center for Regional Development [email protected]