Board of Directors Meeting - CareerSource Florida · Board of Directors Meeting Agenda FEBRUARY 20, 2014 • 8:30 A.M. – 12:30 P.M. ET FSU TURNBULL CONFERENCE CENTER 555 W. PENSACOLA

Board of Directors Meeting

February 20, 2014

Board of Directors Meeting Agenda FEBRUARY 20, 2014 • 8:30 A.M. – 12:30 P.M. ET

FSU TURNBULL CONFERENCE CENTER 555 W. PENSACOLA ST., TALLAHASSEE, FL 32306

Chairman’s Welcome & Remarks Dwayne Ingram

Regional Workforce Board Updates

Florida Workforce Chairs’ Alliance (FWCA) Steven Parrish Florida Workforce Development Association (FWDA) Richard Williams

Consent Agenda

Approval of Minutes Tab 1

Action Items

Career & Professional Education Industry Certification List Approval Jayne Burgess Tab 2

QRT Contracts for Board Approval Jay Barber Tab 3 o Tech Date – St. Petersburg College o Northrop Grumman – Brevard College

President’s Report Chris Hart Florida’s Talent Supply System: How Education is Building the Talent Pool Tab 4 Facilitator: Dr. Ed H. Moore, President, Independent Colleges & Universities of Florida Panelists

Dr. Cammy Abernathy, Dean of Engineering, University of Florida Dr. Lois M.R. Ellis, Director of Nursing Programs, Santa Fe College Frank Kinney, Vice President for Research, Florida Institute of Technology Kathie Schmidt, Career and Technical Education Director, St. Lucie County

Schools

Video: Success in the New Economy – How Prospective College Students Can Gain a Competitive Advantage Chairman’s Closing Remarks Dwayne Ingram

UPCOMING MEETINGS

Workforce Florida Executive Committee Meeting April 16, 2014

Workforce Florida Board of Directors/Councils Meetings May 20-21, 2014

Orlando, FL

nroberts

Sticky Note

Marked set by nroberts

Consent Item 1

APPROVAL OF MINUTES

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In accordance with Article VII, Section 7.3, of the approved By-Laws, the Corporation is required to keep correct and complete books and records of account and shall keep minutes on the proceedings of the Board. Draft minutes for the November 7, 2013, Board of Directors meeting, the January 15, 2014 Board of Directors meeting and the January 15, 2014 Executive Committee meeting have been prepared for approval by the Board.

* * * * * * * * * *

NEEDED ACTION

To approve the draft minutes of the previous Board meetings to include any modifications or changes noted by the Board.

CareerSource Florida Board of Directors Quarterly Meeting

February 20, 2014

Approved____________________

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DRAFT MINUTES OF THE WORKFORCE FLORIDA INC. BOARD OF DIRECTORS MEETING

November 7, 2013 Call to Order/Chairman’s Welcome & Remarks Board Chairman Dwayne Ingram called the meeting to order at 8:30 a.m. ET. At the Chairman’s invitation, Center for Business Excellence CEO/President Robin King led the board in the Pledge of Allegiance. Roll Call/Quorum Chairman Ingram requested a roll call. A quorum was present with the following board members in attendance:

Mr. Dwayne Ingram, Chairman Ms. Jennifer Grove, Vice Chairman Mr. Robert “Bob” Campbell Mr. Steve Capehart Sec. Charles Corley Dr. Duane De Freese Mr. Kevin Doyle Mr. Matthew Falconer Mr. Benedict Grzesik Chancellor Randy Hanna Ms. Elli Hurst Ms. Leslie Ingram Mr. William “Bill” Johnson Dr. William “Bill” Law

Mr. Rick Matthews Dr. Ed H. Moore Mr. Alex Moseley Mr. Andy Perez Ms. Linda Reiter Ms. Maria D. Rodriguez Mr. Ric Shriver Mr. Britt Sikes Dr. Linda Sparks Mr. Rod Duckworth (for Comm. Stewart) Mr. Al Stimac Mr. Mike Tomas Ms. Christy Daly (for Sec. Wansley Walters)

Board members not in attendance were Governor Rick Scott, Dr. Brittany Birken, Interim Secretary Esther Jacobo, Sen. Bill Montford, Rep. Jeanette Nunez, Exec. Dir. Jesse Panuccio, Rep. Keith Perry, Mr. Steven Sonenreich and Mr. Rodney Wickham. Chairman Ingram invited Chancellor Randy Hanna to greet the board and provide brief remarks, as the November meeting was his first as a new member. Mr. Hanna said he looks forward to working with the board and it partners to ensure Florida’s current and future workforce needs are met. Chairman Ingram thanked Ms. King, Center for Business Excellence Board Chair Denise Breneman and former President Rick Fraser for their partnership and assistance in facilitating the previous day’s events at Embry Riddle Aeronautical University and the Daytona International Speedway. He thanked the following sponsors for their support: Coldwell Banker Commercial AI Group, the Florida Chamber, Mileo Group, Inc., Avasant, the Center for Business Excellence, the CEO Business Alliance, the Florida High Tech Corridor Council, Florida Hospital/Memorial Medical Center, Gulf Power Company, Team Volusia EDC, The Academy – Miami Campus, U.S. Imaging Solutions, a DEX imaging company, Flagler County Department of Economic Opportunity and Volusia County Economic Development.

Draft Minutes of the 11-7-13 Board of Directors Meeting

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Chairman Ingram asked for a moment of silence in memory of board member Don Gugliuzza, who passed away unexpectedly in October. He thanked Florida Workforce Chairs’ Alliance Chair Lenné Nicklaus-Ball for co-hosting the October Workforce System Leadership meeting, and thanked the local board leaders who attended for their input and time commitment. He noted the value of the discussion with Governor Rick Scott and the opportunity to exchange ideas and suggestions for enhanced efficiencies, including improved ways of engaging partners to promote the resources of the state workforce system. He also mentioned his attendance and presentation at the Market Watch Workforce Now Summit, and reminded members to support and consider attending the upcoming Workforce Leadership Conference and Professional Development Academy in Orlando. He thanked council chairmen and vice chairmen for their willingness to continue serving in their roles as Workforce Florida undergoes a review of governance and organizational structure. Consent Agenda Chairman Ingram introduced the Consent Agenda. CONSENT ITEM 1 – Approval of Minutes Motion: To approve the draft minutes of the previous board meetings to include any

modifications or changes noted by the board. Additional information on this item is contained in the board meeting agenda packet. CONSENT ITEM 2 – Approval of Annual Financial Audit Motion: To approve the annual financial audit for the fiscal year ending June 30, 2013,

conducted and prepared by James Moore & Co., CPAs, to the full Board of Directors for approval.

Additional information on this item is contained in the board meeting agenda packet. CONSENT ITEM 3 – ITA Waiver Committee Recommendation Clarification Motion: To approve the correction of Regional Workforce Board 9’s Individual

Training Account (“ITA”) reserve requirement waiver from 25% to the 20% originally reviewed and recommended by the WFI Waiver Review Committee.

Additional information on this item is contained in the board meeting agenda packet. Chairman Ingram called for a motion for the three consent items. Motion: Mr. Al Stimac Second: Dr. Ed Moore The motion passed unanimously. President's Report


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Chairman Ingram introduced President Hart to provide the President’s Report. President Hart reviewed the most recent labor market statistics, which show Florida’s continued economic growth. He noted Workforce Florida’s challenge and opportunity is filling those jobs and also new positions coming online in the new economy. He went over the most recent job placements report, noting constant progress within the state workforce system, which has come close to the Governor’s goal of 50,000 placements monthly. He requested a round of applause for regional workforce boards and executive leaders. President Hart also noted that the workforce system has met 10 of 12 federal common measures for the year, exceeding measures in two categories. President Hart said the new, unified statewide brand for Florida’s workforce system, CareerSource Florida, will roll out in February after months of implementation and close collaboration with regional partners. He reminded all that while the name and logo are changing, the new brand is much more than that – it is an experience of professionalism that employers and job seekers are promised no matter which regional board or career center they visit or work with. He shared a letter to the editor that was written to the Daytona Beach News-Journal by a job seeker about her positive experience at the Center for Business Excellence, the host region for the November meetings. He thanked the regional team and applauded their continued commitment to exceptional customer service and superior results. President Hart provided an update on the internal organization and efficiency review underway at Workforce Florida. He referenced the Project Portfolio Management system and Policy Development Processes as recommended by North Highland, noting these improvements will help ensure the board and team focus on strategic policy and the right projects to move the state workforce system forward. President Hart mentioned the review will include roles and responsibilities of the board and the Workforce Florida team. President Hart provided an overview of the Daily Job Placement Report, noting changes over time as input from regional partners, the Department of Economic Opportunity (DEO) and others is incorporated. He said the most recent adjustments will allow regions to measure expectations against themselves and also against the state as a whole. Global Talent Competitiveness Council Chairman Ingram thanked the Global Talent Competitiveness Council and staff for their work in preparing the previous day’s panel discussion with Infrastructure Industry leaders, and today’s panel with Target Industry leaders. He noted the outstanding volunteer leadership of Council Chairman Ric Shriver on the Waiver Review Committee as well as the Global Talent Competitiveness Council while managing his many work-related duties in his national leadership position with HCA. Chairman Ingram presented Mr. Shriver with Workforce Florida’s inaugural Don Gugliuzza Legacy Award, to be presented to individuals who go above and beyond in their board service, exemplifying leadership in continuous improvement that leaves a lasting legacy on Florida’s workforce system. Chairman Shriver expressed his appreciation. He reviewed some of the comments from the prior day’s panel discussion, noting the overriding theme was the need for collaboration between all the different components of the workforce system: Department of Education, DEO, the Governor’s Office, Workforce Florida and Florida’s employers. He said the question continues to be how to connect the dots and get the components working more effectively together. Comments from


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board members included the need to stimulate conversation with Florida’s employers to help them understand the importance of workforce planning and development, and help them understand the value of using regional workforce boards to fill the tens of thousands of open positions in the state. Chairman Shriver said Workforce Florida should determine its priorities based on the data that has been gathered through its projects over the past three years and put an action plan together. He said progress is needed on these findings, both qualitative and quantitative. He encouraged board members to meet with their local regional board executives, go through findings and identify policy recommendations to advance the state workforce system in meeting the needs of the people and businesses we serve. He thanked SRA Research, the HAAS Center, Fairfield Index and ICF International for their efforts in compiling data and recommendations. He introduced board Vice Chairman Jennifer Grove to provide an overview of progress over the past three years leading to today’s discussion. Ms. Grove recapped her presentation from the Global Talent Competitiveness Council, noting one of the common responses from panelists was a definite and clear sense of urgency for actions to address industry talent needs across workforce and education. She noted another identified need is consistent, clear and accurate data to drive both the education and workforce systems, and the importance of looking at occupational skill sets in demand across industries. She asked board members to consider these elements in determining next steps that will drive future efforts and help the workforce system stay focused on the right projects, given limited resources. Target Industry Leaders Panel Chairman Shriver introduced Ms. Emily DeRocco as the facilitator for the Target Industry Leaders panel. He noted that she launched a Washington DC-based strategic consulting practice in 2012 focused on linking education, workforce and economic advancements to achieve a competitive advantage. Ms. DeRocco previously served as the president of the Manufacturing Institute and as the Assistant Secretary of Labor under President Bush, chairing and vice-chairing numerous boards and commissions. Ms. DeRocco said she sees Florida on the cusp of what she hopes will be a national movement toward a two-pronged effort – ending a perceived dichotomy between education and workforce development, and linking talent development and education with workforce development, and economic vision and strategies so that job creators are able to find in this country the educated and skilled workforce to help them be competitive. She said change has become the new reality, adding that globalization has changed everything about the rules of competition, and it has changed the market forces that are impacting the industries represented on today’s panel. She said 68 to 75 percent of new jobs require postsecondary education, as opposed to the vast majority, just a generation ago, requiring a high school diploma. Ms. DeRocco said our economic development systems, our workforce development system and our public education system are exactly that – public systems. She said government is risk-adverse, and may need incentives for innovation. She said changing these public systems to link and leverage their assets to meet today’s needs is the challenge.


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In summarizing, Ms. DeRocco said three areas of focus at the federal level are a major move to business leadership, with the demand side, business, determining education reform and workforce development; growing interest in what she calls the new federalism: a new relationship between the federal, state, and local governments with a shift toward a bottom-up rather than a top-down approach; and learning outcomes now. Ms. DeRocco introduced the Target Industry Leaders panelists, most of whom are also board members and members of Workforce Florida’s Target Industry Cluster Task Forces: Bob Campbell, Program Director, Honeywell Technology Solutions Inc.; Duane De Freese, Senior Vice President, Chief Technology Officer, Aqua Fiber Technologies Corporation; Jane Landon, Senior Vice President, Chief Technology Officer, Web.com; Rick Matthews, Vice President, Manufacturing Operations and Melbourne Site Manager, Northrop Grumman; and Mike Tomas, President and CEO of Bioheart Inc.

Mr. Campbell noted he was a member in 2012 of the Homeland Security and Defense Industry Cluster Task Force, which he said was valuable during federal sequestration in bringing the industry together. Mr. Campbell said 73 percent of the workforce his industry employees come from the military. Challenges he identified include the following: issues related to the national debt; the need for ongoing state support for keeping Florida’s military bases; the importance of ensuring the state workforce system aggressively reaches out to businesses, noting his own industry does not use the state’s resources effectively; and the need for a closer partnership between business and universities. He said a close relationship is critical as the industry changes and develops new technologies, which his industry then asks the universities to embrace and teach. Dr. De Freese served on Workforce Florida’s Clean Tech Industry Cluster Task Force. He noted that Clean Tech is a new industry, describing it as an integration of energy, efficiency and the environment. He said Clean Tech runs through every industry, in every cluster that is successful in the 21st Century. He said there are four major needs in the Clean Tech industry: a bold, statewide vision that includes ocean and coastal issues; better leveraging of opportunities including proximity to the Space Coast and the aviation/aerospace industry, noting his industry has yet to make those synergistic links; connected leadership and state guidance to make sure subsectors are talking to each other; and better connectivity between education and the Clean Tech industry.

Dr. De Freese said STEM education and competencies are critical, but not enough on their own. He sees communication skills as key, but also raised the issue of how to infuse entrepreneurship into the new workforce. He said Florida will have to make investments, not of just money, but of time and talent, to make Florida a global leader in clean technology. Ms. Landon noted one of the challenges in the IT industry is its diversity. In her company, technology is the foundation to build and provide business services. She said the growth of her company has been threefold over the last three years, but she worries every day whether she can find the staff needed to fuel the growth of her company because its products and services are founded in technology and information technology, and she doesn’t want to send her company overseas to grow.


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She said companies that had largely outsourced their workforce lost touch with what was needed to be competitive, suffered through the 90s and 2000s and have not yet recovered. Moving here from New York, she said she has been very impressed with what Florida has done strategically with IT academies and teaching young people about technology. She referenced the previous evening’s visit to Embry-Riddle Aeronautical University and how much she appreciated the president’s passion for engaging students in aviation/aerospace careers. She said she believed the key is connecting with students and exposing them to different fields early on. She added Florida needs to do a better job of marketing itself and its universities. She said people outside Florida think of it as a retirement and vacation state, unaware of the innovation and opportunities here. Ms. Landon said she wants to see Florida be successful, and in the broader sense, see the U.S. be successful. She said she doesn’t believe we are educating for the needs of the future. Ms. DeRocco noted one in four American jobs are in retail, and said what keeps retail CEOs up at night is not customer service and sales, but technology concerns due to the move to internet sales. Mr. Matthews said he has always believed in the importance of connecting economic development to the education system with the needs of business as a driver. He said he spoke from the background of a long military career and now a career in global security as part of the Homeland Security and Defense industry, which he said includes about 3.5 million jobs nationally. He said his industry is undergoing a major shift, with federal sequestration and dwindling defense spending only part of the equation. He said affordability is critical, and noted the value of being able to discuss the business climate along with talent needs during Homeland Security and Defense Industry Cluster Task Force meetings. He noted much of what he had prepared to say had been covered by earlier speakers, which goes to show that the same issues cut across every industry.

Mr. Matthews noted about 75 percent of the homeland security industry is small to medium-sized businesses. He said there is a large supply chain, but many smaller companies have gone out of business. This is creating a big challenge for the industry as a whole and a shift as larger companies do more in-sourcing of work because of fewer suppliers. He echoed concerns about the aging workforce expressed earlier, adding that the situation increased the challenges of attracting and retaining talent and locating the workforce needed. He said the competition for talent will be keener as more workers retire. He said technology skills are needed in everything, but so is the ability to do the hands-on hard work of assembling and maintaining aircraft and other machinery. He said it is sometimes difficult to find people with even basic workforce skills.

Mr. Matthews said STEM education is critical, but added he thinks it is a strategic imperative for his industry to have diversity in STEM candidates, noting that historically, aviation and aerospace positions are primarily held by white males and the talent pool must be expanded. He said from a policy standpoint, it is important to invest in charter and high schools in areas with students who are underrepresented in STEM fields. He said policy has to tie economic development together with education and business. Mr. Tomas said he grew up in new technologies, but as a businessman, not an engineer. He worked in early internet technology, then early cell phones and alpha numeric pagers. Now in life


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sciences, he said he believes life sciences and biotech are part of the healthcare industry. He said information technology infuses or at least collaborates with all industries.

He said in all of these fields, there were no qualified people to do the work when the fields were first growing. He noted that when he considered the last 10 people he has hired, the jobs they are doing did not exist 10 years ago. He talked about the development by his company of regenerative medicine to help heart disease patients. He said the big challenge for his company has been the regulatory process, and U.S. regulatory agencies have delayed this treatment from being available in the U.S. because of pressure from pharmaceutical companies. So, he said, you have to take a U.S.-based, Florida-based technology, with a Florida-based physician and go to a third world country to get treated. He said his company has treated many patients around the world, and is trying to bring the technology here, but another challenge is finding talent. He started working with universities in Florida, including the Entrepreneurship Center at FIU, the University of Miami and the Entrepreneur Institute at Miami Dade College. He said the goal is establishing what jobs we are going to need and creating the programs to fill them. Mr. Tomas said another need is helping educate skilled people who have lost jobs on how to fill new jobs. He said he is involved in creating a network of accelerators, incubators to help such people launch small companies in areas where they will be needed. Challenges include funding, which sometimes runs out before a product can get to market.

Ms. DeRocco noted the incredible level of complexity, knowledge and skills needed at the top of the talent pipeline for each of the target industries represented, but also the commonality. When talking about recent hires, they were for jobs that didn’t exist before, making it hard to create a clear-cut job description with a knowledge, skills and abilities list and then tell the state colleges or universities to develop this educational pipeline. Therefore, students would not be ready because the cycle is too fast and industries have needs to fill now. But, she said, a possible strategy is to look for the common denominators, the foundational skill sets that are going to prepare individuals to be learners at the higher levels of education and skills that could start in a clean tech environment, move to an aerospace environment or move to a life sciences environment over time with increased learning and with the engagement of the individual sector.

She said she thinks STEM is one of those foundation elements. She asked how many of the panelists have trouble attracting young people to pursue the education necessary to come to them for a job – and everyone on the panel raised their hands. She asked how many believe there is not enough knowledge among educators, counselors, parents, students and workers who are in transition about those jobs that you would have and what they need to know to get them, and again everyone on the panel raised hands. Other concerns she posed which had concurrence from the panel and board members in attendance:

• A loss of appreciation for the importance of skilled crafts and trades, and therefore people are not pursuing those careers;

• A belief that K-12 needs to do a better job in the foundational STEM skills; soft skills and straightforward academic foundation;

• Unintended consequences of convincing everyone that children have to go to college;


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• Not enough integration in our educational programming of academic or hands-on or applied learning;

• A recognition of the importance of the integration of an industry-recognized credential or standards for learning into the pathways in high school or colleges.

She said it appeared that those in the room would vote for these points being common issues across all sectors, whether they are infrastructure sectors or target cluster sectors, and perhaps define what the public workforce system’s role is in leading this economic development education and workforce development scenario. Chairman Shriver invited questions from the board. Ms. Grove spoke to the concept of the three-legged stool – of technical skills; communications, leadership and business acumen so one can grow within a small to medium sized organization; and entrepreneurial training. She said in addition to academic skills, which she believes Common Core standards will help with, she believes in integrating, once one gets to higher education, technical and other schools within universities to create an interdisciplinary curriculum. Ms. DeRocco asked whether manufacturing should be part of the discussion, noting that the U.S. could be the global leader in advanced manufacturing in Clean Tech technologies, in information technologies, in aerospace and in homeland security and defense. She asked if the board had thoughts from a policy perspective. Dr. De Freese noted that just a week prior, his clean tech company was involved in something called Whole Effluent Toxicity Testing. He described the challenge of explaining to young workers with limited education what was needed for this regulatory test. He said there is a “scaling issue” related to manufacturing in Clean Tech – creating needed components one at a time for testing then beginning to commercialize while still in research and development. He said there is a great need to plan for how to mass produce technology and then build the systems, noting water and wastewater infrastructure is still based on a 100-year-old model. He said opportunities for manufacturing, advanced composites and new system design – especially automation – are phenomenal and his opinion is that America should be leading the way. Mr. Campbell concurred that manufacturing positions are critical, and Ms. Landon added that information technology is interwoven with manufacturing and there is a great need for more technologists. She said Florida needs to do a better job of marketing the opportunities in information technology that exist here in order to keep and attract talent. Ms. DeRocco suggested a model currently embraced at the national level called “the rise of regions,” where economic development occurs at the regional level. She said it is within regional economies that the environment and partnerships occur in education, workforce development investment, business, cluster development, marketing, etc. Dr. De Freese concurred, noting challenges with the development of myregion.com. He talked about the importance of recognizing that today’s young workforce is not focused on finding jobs they intend to keep for the next 30 years, and that the lifestyles and social aspects of a community are now a key consideration in taking a position. He said this new focus should be considered in community planning. Board member Randy Hanna said he is curious about what challenges panelists face when they


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are working with higher education. He asked whether the institutions have the desire, ability and capacity to meet the industry’s needs, or are they more focused on traditional models. Mr. Tomas discussed his experience with assisting in the launch of entrepreneurial efforts through Rokk3r Labs in Miami Beach. He said the investment group now has 34 companies in its portfolio thanks to close association and work with multiple universities. He said the amount of effort depends on the university, with one of the challenges being while the leadership may be on board and a great partner, ideas and efforts can get bogged down once they start being worked through the various levels at the university, just like in business. Dr. De Freese suggested one way to get faculty to work closely with the university and business is to incentivize it and make it part of tenure consideration. Another concern of his is the common perception in academia that “business is not our client.” Ms. Landon noted some of the countries in which she had had the most success are those where government actually incentivizes universities to work with business, using Canada as an example. Chairman Ingram asked whether any of the panelists had specific workforce policy recommendations. Mr. Tomas said the states of Vermont and Hawaii have become EB5 Visa Regional Centers, paving the way for international investment, noting the only requirement is to create 10 jobs for every half a million dollars invested in the regional center. He also suggested better use of the SBA’s Small Business Investment Company Program to help businesses find capital to start up. Dr. De Freese said Florida needs a statewide strategic growth plan with aspirational vision. Board member Andy Perez said the board should revisit the definition of target and infrastructure industries, perhaps on an annual basis, as these definitions define the direction of future economic development and education. He noted that definitions within the industries themselves continue to change and evolve over time. Mr. Perez said it is not the role of academia to dictate workforce development. He said businesses must truly engage. He added that if we don’t provide the career structure that South Florida Workforce Executive Director Rick Beasley always states is pivotal, including entry points, we will lose our future talent because there is so much information readily available from millions of sources. He noted the critical and comprehensive information readily available through Florida’s Labor Market Statistics Center, directed by Rebecca Rust. Board member Elli Hurst noted how important K-12 education is in addition to higher education, as students are shaping their futures at the K-12 level. She added bringing jobs back to the U.S. is critical, and she is working with other states and Canada to create programs directly tied to universities to bring jobs back to the U.S. Board member Bill Law asked whether Bright Futures scholarships could connect students with programs that lead to high-paying, entry-level positions. He asked whether a Customer Relationship Management model would be appropriate. He noted his college has an excellent relationship with the Superintendent of Schools in his county, who is frank in saying there is no ability to take on any additional requirements or projects given workload and time constraints. Dr. Law said in business, successful companies often go directly to customers, circumventing existing structures to brand what they want people to know. He said this might be a lesson for our system. Dr. Law concluded by suggesting board members read the current issue of Florida Trend, which


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has an article about a Pinellas County firm that is involved in re-shoring manufacturing jobs with St. Petersburg College’s help. President Hart noted that each of the panelists served on one of Workforce Florida’s Target Industry Cluster Task Forces, committing to four daylong intense, closed-door sessions where industry members discussed right skills at the right time, for today and tomorrow. They reviewed supply/demand gap analyses and provided insights into the customer satisfaction survey indices Workforce Florida commissioned. He said this panel provided some insights into all that was gleaned from those task force meetings. He provided a quick overview of outcomes from those meetings. From the Homeland Security and Defense task force, a governor’s roundtable was convened to discuss impacts on the defense industry of federal sequestration, with the Governor providing the resulting information to Washington, DC. With the Clean Tech task force, a direct result was Workforce Florida’s strong relationship with the University of Florida, noting a conversation with Provost Joe Glover that has resulted in a new effort to help business take advantage of the many programs that the university has. The Information Technology task force just met with Enterprise Florida to share insights related to IT growth and talked directly with the person building the business marketing plan and strategy for the state. Intelligence from the Aviation/Aerospace task force helped in shaping the new business customer focus of both Enterprise Florida and DEO. The Life Sciences task force provided recommendations directly to Enterprise Florida. President Hart noted that key leaders from these industries are now connected through the task forces with the Governor’s Washington office to assist with regulatory and other federal hurdles. He thanked everyone for their continuing commitment of both time and talent to Florida’s future. Overview of Good Policy Elements & Next Steps Chairman Shriver encouraged board members to review information in the board packet on how the board works with regional partners to identify potential policy recommendations. He referred members to the matrix on page 5 of the meeting packet, entitled Recommendations and Policy Considerations, noting it includes direct marketplace insights expressed by Florida businesses and presents both challenges and opportunities. He said the findings and recommendations provide the board as Florida Workforce system leaders a foundation for developing an action plan to lead the nation in building a word class talent development system. Chairman Shriver introduced Program Director Jayne Burgess to explain the action item, which is an example of one such policy recommendation. Action Items Ms. Burgess said the proposed revision to previous Targeted Occupations List policy guidance passed unanimously in the prior day’s Global Talent Competitiveness Council Meeting. She explained that the recommendation is a critical update that incorporates skilled talent development in the consideration of criteria and occupations on the approved Targeted Occupations List. She said under existing policy, regional partners are constrained in how they are able to use funds for Individual Training Accounts. She said the policy revision is intended to promote regional alignment and economic growth as well as eliminate inefficiencies in the current process. The new policy will create regional and local flexibility and occupational targeting, incorporating business and industry feedback to complement traditional labor market information.


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She thanked DEO’s Labor Market Statistics Center team, directed by Rebecca Rust, and ICF International for assistance in the research and development of the recommendation. Additional information on this item is contained in the board meeting agenda packet. Board member Rick Matthews asked whether the policy change would increase workload on regional workforce boards. Ms. Burgess said the policy change would enhance flexibility, adding some of the regions seek approval from their local boards for their Targeted Occupations List. ACTION ITEM 1 – Regional Targeted Occupations List Policy Motion: Approval of the Global Talent Competitiveness Council proposed Regional

Targeted Occupations List Policy recommendation. Direct staff to revise the previous Targeted Occupations List policy guidance to incorporate recommendations as approved and work with DEO to develop implementing administrative policy guidelines.

Motion: Dr. Duane De Freese Second: Dr. Linda Sparks Chairman Ingram asked whether there was any public comment. Florida Workforce Development Association President and Chipola Regional Workforce Board Executive Director Richard Williams, in responding to the question of workload, noted regional workforce boards have five-year plans. Most regions include a reference in the plans to working with local economic developers and others to determine their Targeted Occupations list. He said as long as the reference is included, a full amendment to the plan requiring a rules process and public hearings to incorporate the updated policy would not be needed. Ms. Burgess said Workforce Florida will work closely with DEO to ensure the policy can be implemented with minimal additional workload at the regional level. Chairman Ingram called for a vote. The motion passed unanimously. CONNECT Update Chairman Ingram introduced DEO Workforce Services Division Program Manager Lois Scott for an update on Project Connect. Ms. Scott noted the department’s 50-year-old legacy system for unemployment compensation was determined to be nearing the end of functionality, with 35 to 40 percent of staff time devoted to waiting for the system to respond and claimants’ inability to access the system at peak times due to capacity issues. The legislature appropriated 68 million dollars to establish a new system to process unemployment compensation claims and the project was competitively procured, with Deloitte Consulting selected in March of 2011. Ms. Scott discussed the department’s work to prepare proactively for the change, including several communications to claimants and adding staff to call centers and at the regional level to address claimant concerns. The new system was launched October 15, and has had a series of issues, but she reported most problems had been resolved. The department continues to work with Deloitte to address issues as they occur, and work with regions to ensure they have support needed to address customer volume.


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Florida Workforce Chairs’ Alliance (FWCA) Chairman Ingram invited FWCA Chair Lenné Nicklaus-Ball to address the board. Ms. Nicklaus-Ball thanked Chairman Ingram for the meeting in October of regional board chairs, Chairman Ingram and Governor Rick Scott. She noted 14 chairs attended, with valuable and candid dialogue related to efficiency issues and the need to improve sharing and implementation of best practices. She expressed her appreciation to members of FWCA and the state board, noting that the association is more focused now on collectively achieving common goals and working in partnership with regions and stakeholders in the public and private sector. She said she anticipates the association will work closely with regional executives during the coming legislative session to address funding issues, specifically the reduction in Temporary Assistance to Needy Families (TANF) funding. She said Workforce Alliance Past Chair Steve Parrish with be taking over as chair of FWCA. Chairman Ingram thanked her for her service and continued partnership. Florida Workforce Development Association (FWDA) Chairman Ingram introduced FWDA President Richard Williams. Mr. Williams noted that the two constants in his years of service have been change, and that business is the customer. He mentioned his appreciation for the change in the Targeted Occupations List policy, which will provide additional flexibility to the regions. He expressed gratitude to the board for moving words into actions. Mr. Williams echoed the importance of reaching students at the middle school age to help them begin working on career paths, and asked if funding could be made available to better use information gathered and provided by Rebecca Rust and DEO’s Labor Market Statistics Center. He added that meeting needs remains a challenge given the reduction in TANF funds, and regions are continuing to work with the state on solutions. Vice Chairman Jennifer Grove requested FWCA and FWDA provide policy recommendations for improvements at the regional as well as state level. She asked for specifics on what best practices may be in place at regions around the state that could be employed by more regions. She said it would be helpful for the state board to have regions identify stumbling blocks related to infrastructure or financial requirements at the regional level, so that the state board could look at systematic solutions as well as state-level efficiencies. Chairman’s Closing Remarks Chairman Ingram recognized Mr. Williams and his board chair, Raymond Russell, for top job placements in August and September. He recognized Workforce Solutions Board Chair Angie Metcalf and CEO Richard Stetson for top job placements in October. He again thanked sponsors for their support of Workforce Florida and board events this quarter.


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Chairman Ingram reminded board members about the Workforce Leadership Conference and Professional Development Academy December 2-6. With no new business or public comment, he thanked hosts, sponsors and Workforce Florida staff. The meeting adjourned at approximately 12:24 p.m. ET. * * * * * * * * * * * * * * * * * * * * * * Board Secretary Certification In accordance with Article VII, Section 7.3, I hereby certify that this summary reflects the proceedings by the Board of Directors of Workforce Florida, Inc., has been reviewed by the board, and approved or approved with modifications which have been incorporated herein. __________________________________________ _________________ Chris Hart IV Date Board Secretary


Page 13 of 13

DRAFT MINUTES OF THE WORKFORCE FLORIDA INC. BOARD OF DIRECTORS MEETING

January 15, 2014 Call to Order/Chairman’s Welcome & Remarks Mr. Andy Perez called the meeting to order at 10 a.m. ET. Roll Call/Quorum Mr. Perez requested a roll call. A quorum was present with the following board members in attendance:

Mr. Robert “Bob” Campbell Mr. Steve Capehart Sec. Charles Corley Dr. Duane De Freese Mr. Kevin Doyle Mr. Matthew Falconer Mr. Benedict Grzesik Ms. Elli Hurst Ms. Leslie Ingram Mr. Mike Carroll (for Sec. Esther Jacobo) Mr. William “Bill” Johnson

Mr. Rick Matthews Dr. Ed H. Moore Mr. Alex Moseley Rep. Jeannette Nunez Mr. Andy Perez Ms. Maria D. Rodriguez Mr. Steven Sonenreich Dr. Linda Sparks Mr. Al Stimac Mr. Rodney Wickham

Board members not in attendance were Governor Rick Scott, Chairman Dwayne Ingram, Vice Chairman Jennifer Grove, Dr. Brittany Birken, Chancellor Randy Hanna, Dr. William “Bill” Law, Sen. Bill Montford, Exec. Dir. Jesse Panuccio, Rep. Keith Perry, Ms. Linda Reiter, Mr. Ric Shriver, Mr. Britt Sikes, Commissioner Pam Stewart, Mr. Mike Tomas, and Sec. Wansley Walters. ACTION ITEM 1 – QRT Contracts for Board Approval Mr. Perez noted any regional partners or members of the public who wished to comment on the board’s action item would be provided the opportunity after the motion, second and discussion. He introduced Workforce Florida General Counsel Jay Barber for an overview of the action item – two Quick Response Training Grant contracts that fall under the board’s Conflict of Interest policy. Mr. Barber noted that in any contract where a board member has any relationship with a contract vendor, the contract is brought to the board for approval by a two-thirds vote. The potential conflict of interest must be fully disclosed; the board member whose interest

Draft Minutes of the 1-15-14 Board of Directors Meeting Page 1 of 3

is involved must abstain from the vote and the board must approve the contract by a two-thirds vote of the quorum that is present. The two contracts under consideration are Quick Response Training contracts with Northrup Grumman, by whom board member Rick Matthews is employed, and with the Northwest Florida Manufacturer’s Council, with which Vice Chairman Jennifer Grove is associated. Mr. Barber noted neither board member would personally benefit from the contacts.

Contractor Amount WFI Board Member Involved

Type of Contract

WFI Contracting Policy Exemption

Board Member Personally

Benefit From Contract?

Northrop Grumman

Up to $716,783 on

QRT contract.

Rick Matthews, Vice President

Quick Response Training

Receipt of workforce services under

workforce programs

No

NW Fla. Manufacturers

Council

Up to $73,367 on QRT contract.

Jennifer Grove, For NW Fla.

Manufacturers Council



workforce programs

No

Additional information on this item is contained in the board meeting agenda packet. Motion: Approve the above-listed contracts by a 2/3 vote when a quorum has

been established. Motion: Ed Moore Second: Elli Hurst Mr. Matthews abstained from the vote and Ms. Grove was not present. Mr. Perez called for a vote. Board member Matthew Falconer abstained. The motion passed. Mr. Perez introduced President Chris Hart IV for remarks. President Hart noted the meeting was Workforce Florida’s final board meeting, as the board will transition to CareerSource Florida in February as part of the statewide branding initiative for Florida’s workforce system. He provided a brief overview of February’s upcoming board meeting February 20 and related activities, including plans for a robust dialogue with education leaders as the board continues to explore opportunities to deliver the right skills at the right time in the marketplace. He said the board and regional partners would be invited to attend the inaugural CareerSource Florida Day at the Capitol on Wednesday, February 19, which would include a welcome session beginning at 8:30 with several of Florida’s state and local


leaders scheduled to speak. Board members and partners will have legislative visits in the afternoon, culminating with a reception at the Governor’s mansion. With no further business, Mr. Perez adjourned the meeting at approximately 10:17 a.m. ET.

* * * * * * * * * * * * * * * * * * * * * *

Board Secretary Certification In accordance with Article VII, Section 7.3, I hereby certify that this summary reflects the proceedings by the Board of Directors of Workforce Florida, Inc., has been reviewed by the board, and approved or approved with modifications which have been incorporated herein. __________________________________________ _________________ Chris Hart IV Date Board Secretary


DRAFT MINUTES OF THE WORKFORCE FLORIDA INC.

BOARD OF DIRECTORS EXECUTIVE COMMITTEE MEETING

January 15, 2014 Call to Order Mr. Andy Perez called the meeting of the Workforce Florida Executive Committee to order at approximately 10:18 a.m. ET on January 15, 2014, by welcoming all to the meeting. Roll Call/Quorum A quorum was present with the following Executive Committee members in attendance:

Mr. Kevin Doyle Ms. Leslie Ingram Dr. Ed H. Moore

Mr. Alex Moseley Mr. Andy Perez Mr. Rodney Wickham

Board members not in attendance were Chairman Dwayne Ingram, Vice Chairman Jennifer Grove, Mr. Ric Shriver and Mr. S. Britt Sikes. Welcome & Chairman’s Remarks Mr. Perez noted one action item on the agenda and said regional partners or members of the public who wished to comment on the action item would be provided an opportunity after the motion, second and discussion. He invited Workforce Florida Executive Vice President and Chief Financial Officer Scott Fennell to explain the action item. ACTION ITEM 1 – Performance Incentives and ITA Policy Clarification Mr. Fennell noted the action item involves clarification of two policies – a 2010 policy on performance incentives and a policy approved more recently in response to statutory changes to the requirement for Individual Training Accounts at the regional workforce boards. He noted an additional change the Executive Committee is being asked to consider – allowing staff to add a sentence to the end of the last paragraph before the needed action section that states:

“The earned incentive awards will be awarded to a regional workforce board that does not meet its ITA requirement for the first year if, at the end of the second year, the regional workforce board meets the increased percentage it is required to meet as corrective action.”

Draft Minutes of the 01-15-14 Executive Committee Meeting Page 1 of 4

Mr. Fennell said the 2010 incentive policy required 50 percent of Adult and Dislocated Worker charges to be for Individual Training Accounts; subsequent to that policy and based on changes to statute, Workforce Florida created a policy that allowed for waiver provisions for Individual Training Accounts and also for the corrective action that last sentence clarifies. This action item, if approved, would allow Workforce Florida to utilize the waiver policy and that corrective action provision in determining if regional workforce boards have met the requirements of the 2010 performance incentive policy. Additional information on this item is contained in the Executive Committee meeting agenda packet. Motion: Approval of Performance Incentive Policy and ITA Policy

Clarifications as stated above. Direct staff to make any and all revisions to the Performance Incentive Policy and Performance Incentive Policy Guidance and ITA Policy and ITA Policy Guidance to make the two consistent and incorporate the above clarifications.

Motion to accept changes: Mr. Kevin Doyle Second: Mr. Alex Moseley Motion to approve: Dr. Ed H. Moore Second: Mr. Alex Moseley The motion passed unanimously Legislative Update Mr. Perez invited Workforce Florida Director of Organizational Support April Money to provide a legislative update. She noted House and Senate have been holding interim committee meetings and the 2014 Legislative Session would begin on March 3, 2014, ending on May 2. Ms. Money noted education and pension reform would again be major topics this year. She said the Governor’s budget would be called the “It’s Your Money Tax Cut Budget,” with $500 million in proposed tax cuts. She said agency budgets are expected to be released no later than February 1. Mr. Perez asked whether any information was available yet regarding restoration of reductions to Temporary Assistance to Needy Families (TANF) funds. Ms. Money said she had not yet received information from the Governor’s office on TANF funding.


President’s Update Mr. Perez invited President Chris Hart IV to provide an update. President Hart noted the workforce system is halfway through its fiscal year and is in good financial shape. He shared that the workforce system has assisted with 253,432 job placements as of the six months ending in December, compared to just over 246,000 for the same time last year. With regard to Federal Common Measures, he reported Florida is meeting all 12 measures and exceeding measures in four categories, which is excellent. He also provided an update on the workforce system goal to double the number of businesses engaged in the system, and noted several boards were doing well. CareerSource Florida Implementation Update Mr. Perez introduced Vice President of External Affairs and Board Relations Adriane Glenn Grant to provide an update on the statewide branding initiative. Ms. Grant said much work is underway across the state to implement the new CareerSource Florida brand. She said regional leadership has been outstanding, supportive, action-oriented and focused on the goal. She said the system would be ready to make history on February 10 as the first state in the nation to align its State Workforce Investment Board, all of its local Workforce Investment Boards and its career centers under a common brand. Ms. Grant said every board is currently on track to meet the six criteria to receive incentive funds for timely implementation. The formal launch will occur with a media event in Miami hosted by South Florida Workforce, and regions across the state will host their own local launch events. She said a statewide advertising campaign will include coverage in Florida Trend in March April and May. She noted that there had been a delay in implementation of the online brand orientation program, and that the Department of Economic Opportunity was working to provide alternatives to ensure as many workforce professionals as possible would be able to access the program prior to launch. Workforce Florida Organization and Efficiency Update Mr. Perez introduced Mr. Fennell for an update on the Programmatic and Structural Efficiency Review underway at Workforce Florida. Mr. Fennell noted that the review came at the request of Chairman Dwayne Ingram who wanted to ensure the board and staff are focused on aligned priorities and accomplishing them as efficiently as possible. Working with North Highlands, processes and business functions have been mapped and extensive work has been done to design what the organization needs to look like to ensure an appropriate focus on policy development and strategic planning. An implementation plan is being developed, with a phased approach to enhancements in the next several months to include the organizational structure and the board governance model.


Closing Remarks In closing, Mr. Perez asked if Workforce Florida staff could provide an update on whether our Industry Clusters are still current with Enterprise Florida's targeted industries. He thanked participants and partners and adjourned the meeting at approximately 10:40 a.m.

***************************

Board Secretary Certification

In accordance with Article VII, Section 7.3, I hereby certify that these minutes reflect the proceedings by the Board of Directors of Workforce Florida, Inc., have been reviewed by the Board, and approved or approved with modifications which have been incorporated herein. __________________________________________ _________________ Chris Hart IV Date Board Secretary


Action Item 1

CAREER AND PROFESSIONAL EDUCATION (CAPE) ACT

INDUSTRY CERTIFICATION LIST

* * * * * * * * * *

The Florida Career and Professional Education Act was enacted in 2007. The purpose of the Act was to provide a statewide planning partnership between business and education communities in order to attract, expand and retain targeted, high-value industry and to sustain a strong, knowledge-based economy. The objectives of the Act are to:

• improve middle and high school academic performance by providing rigorous and relevant curriculum opportunities;

• provide rigorous and relevant career-themed courses that articulate to postsecondary-level coursework and lead to industry certification;

• support local and regional economic development; • respond to Florida's critical workforce needs; and • provide state residents with access to high-wage and high-demand careers.

The implementation of the Act requires cross-agency coordination between CareerSource Florida, the Department of Economic Opportunity (DEO) and the Florida Department of Education (DOE). The law requires DEO to define industry certifications based upon the highest available national standards. Through an on-line process and submission period August 15 - October 31, various entities (school districts, vendors, workforce boards, associations, etc.) submit certifications for consideration. These submissions are initially reviewed and analyzed by DEO to ensure they meet the eligibility requirements. Representatives from CareerSource Florida, DOE and DEO reviewed the findings after DEO’s initial research and analysis and formulated recommendations to present to CareerSource Florida’s Board of Directors for final consideration and approval. By law, CareerSource Florida is responsible for publishing an annual Comprehensive Industry Certification List and by administrative ruling is required to submit this approved Comprehensive List to DOE by March 1st. It is from the Comprehensive Industry Certification List that DOE identifies program-to-certification linkages, identifies certifications deemed sufficiently rigorous academically and, thus, eligible for bonus FTE funding.

Last fall, various business and industry groups, regional workforce boards, school districts and career and professional academies used the on-line process through CareerSource Florida’s website to submit certifications for consideration as additions to the 2014-2015 Comprehensive Industry Certification List. At the close of the submission period

October 31st, 89 unduplicated responses were received and forwarded to DEO for research and analysis. Along with the initial review/analysis, the Labor Market Statistics


February 20, 2014

Approved_________________

1

Unit at DEO researched all submissions and assigned the appropriate Standard Occupational Classification Code(s) (SOC) to each submission.

The initial review process by DEO determined if the proposed certification is: 1) linked to occupation(s) on Florida’s Statewide Demand Occupations List or aligned with an Enterprise Florida Emerging Industry; 2) nationally recognized; 3) a product of a third independent party; and 4) has a proctored exam. Following the in-depth analysis/review of all submissions by the DEO, representatives from CareerSource Florida, DOE, and DEO held a series of meetings between September and January to discuss the findings and formulate final recommendations for presentation to the CareerSource Florida Board. For submissions that did not meet the eligibility criteria, submitters were notified and given the opportunity to present additional information to substantiate their request by teleconference or in person on January 16th.

The current Comprehensive 2013-2014 Industry Certification List includes 428 certifications. This list was reviewed and revisions/deletions made from changes by the certifying entities, i.e. changes in testing, certifications no longer being available, etc. were identified and are recommended for removal from the Comprehensive Industry Certification List.

In order to meet the March 1st deadline in presenting an approved Comprehensive Industry Certification List to DOE, the CareerSource Florida Board considers and approves the list annually at its February Board of Directors meeting. The proposed attached listing includes the following for the 2014-2015 Comprehensive Industry Certification List:

1. Submissions Recommended For Addition 2. Submissions Not Recommended for Addition 3. Pending Submissions 4. Submissions Already on the Comprehensive Industry Certification List 5. Current Comprehensive Industry Certification List Corrections/Removals 6. 2013-2014 “Daggered” Certifications – Final Determination

NEEDED ACTION

• Approval of recommended additions to the 2014-2015 Comprehensive Industry Certification List.

• Approval of modifications to the current 2013-2014 Comprehensive Industry Certification List. The modified 2013-2014 list with newly approved certifications and modifications will constitute the 2014-2015 Industry Certification List.

• Authorize CareerSource Florida staff, in collaboration with DEO and DOE staff, to make any necessary revisions to certifications on the approved Comprehensive Industry Certification List that may evolve from changes by the certifying entities relating to the release of newer versions, upgrades or other changes that may occur relating to eligibility issues of certification requirements.

2

1

Certification Title Issuing Organization/Provider

Adobe Certified Associate (ACA) Illustrator Adobe Systems

Adobe Certified Associate (ACA) InDesign Adobe Systems

Apple Certified Pro - Final Cut Pro X Level Two Apple Inc.

Apple Certified Pro - Logic Pro X Apple Inc.

Apple Certified Support Professional Apple Inc.

ASE Auto Maintenance and Light Repair (G1) National Institute for Automotive Service Excellence

Autodesk Certified Professional - 3ds Max Advanced Technologies Solutions

Autodesk Certified User - Revit Architecture Autodesk

Certified Phlebotomy Technician (CPT) National Healthcareer Association

Certified Solidworks Associate - Academic Dassault Systems Solidworks Corporation

HVAC Excellence Employment Ready - Air Conditioning HVAC Excellence

HVAC Excellence Employment Ready - Basic Refrigeration and Charging Procedures

HVAC Excellence

HVAC Excellence Employment Ready - Electric Heat HVAC Excellence

HVAC Excellence Employment Ready - Electrical HVAC Excellence

HVAC Excellence Employment Ready - Gas Heat HVAC Excellence

HVAC Excellence Employment Ready - Heat Pump HVAC Excellence

HVAC Excellence Employment Ready - Light Commercial Air Conditioning

HVAC Excellence

HVAC Excellence Employment Ready - Oil Heat HVAC Excellence

HVAC Excellence Employment Ready - Residential & Light Commercial Hydronic Heat

HVAC Excellence

HVAC Excellence Employment Ready - System Diagnostics & Troubleshooting Fuel Oil Combustion

HVAC Excellence

IEMSR - Emergency Medical Responder International EMS Registry

JNCIA-Junos (Juniper Network Certified Internet Associate)

Juniper Networks

Microsoft Technology Associate (MTA) - Software Testing Fundamentals

Microsoft

Pre-Apprenticeship Certificate Training (PACT), Facilities Maintenance

Home Builders Institute

Toon Boom Certified Associate - Harmony Toon Boom Animation Inc.

Toon Boom Certified Associate - Animate Pro Toon Boom Animation Inc.

Toon Boom Certified Associate - Storyboard Pro Toon Boom Animation Inc.

1. 2014-15 Comprehensive Industry Certification List Recommended Additions

2

Submission title Reason Not Recommended

A*S*K Certification - Fundamental Marketing ConceptsThis is an assessment not a certification. Does not align with an occupation on 2014-2015 Statewide Demand Occupations List or with an Enterprise Florida Emerging Industry

Apple Certified Associate - Final Cut Pro XTests not proctored. Vendor decided not to change testing protocols

Apple Certified Associate - iWorkTests not proctored. Vendor decided not to change testing protocols

Apple Certified Associate - Mac IntegrationTests not proctored. Vendor decided not to change testing protocols

Apple Certified Associate - Mac ManagementTests not proctored. Vendor decided not to change testing protocols

ASE Student Certification: Automobile - Automatic Transmission/Transaxle

Does not meet standard eligibility criteria as it is a certificate of completion that is signed by a principal or proctor and the not credentialing agency.

ASE Student Certification: Automobile - BrakesDoes not meet standard eligibility criteria as it is a certificate of completion that is signed by a principal or proctor and the not credentialing agency.

ASE Student Certification: Automobile - Electrical/Electronic Systems


ASE Student Certification: Automobile - Engine Performance


ASE Student Certification: Automobile - Engine RepairDoes not meet standard eligibility criteria as it is a certificate of completion that is signed by a principal or proctor and the not credentialing agency.

ASE Student Certification: Automobile - Heating and Air Conditioning


ASE Student Certification: Automobile - Maintenance and Light Repair


ASE Student Certification: Automobile - Manual Drive Train and Axles


ASE Student Certification: Automobile - Motor Vehicle Light Repair (MLR)


ASE Student Certification: Automobile - Suspension and Steering


ASE Student Certification: Collision Repair and Refinish - Mechanical and Electrical


ASE Student Certification: Collision Repair and Refinish - Non-structural Analysis and Damage Repair


ASE Student Certification: Collision Repair and Refinish - Painting and Refinishing


ASE Student Certification: Collision Repair and Refinish - Structural Analysis and Damage Repair


Basic Principles for ConstructionThis is a curriculum that is one of the required components to obtain a certification.

Child Development Associate (CDA)Does not align with an occupation on 2014-2015 Statewide Demand Occupations List or with an Enterprise Florida Emerging Industry

CIW Data Analyst Specialist Certification not ready as it is still under development.

CIW HTML5 and CSS3 Specialist Certification not ready as it is still under development.

2. 2014-15 Comprehensive Industry Certification List Submissions Not Recommended for Addition

3


CIW Multimedia Specialist Certification not ready as it is still under development.

CIW Social Media Strategy Specialist Certification not ready as it is still under development.

CIW User Interface Design Specialist Certification not ready as it is still under development.

FAA Light Sport Pilot CertificationCertification is not occupationally specific. Cannot be linked to an occupation on the Statewide Demand Occupations List or an Enterprise Florida Emerging Industry.

FAA Light Sport Repairman This a certificate, not a certification.

FANUC Certified Education Robot Training (CERT) Program- iRVision

Does not adhere to required testing administration policies as the teacher is permitted to grade exams.

FANUC Certified Education Robot Training (CERT) Program- Material Handling

Does not adhere to required testing administration policies as the teacher is permitted to grade exams.

FGBC Certified Green Building SpecialistDoes not align with an occupation on 2014-2015 Statewide Demand Occupations List or with an Enterprise Florida Emerging Industry

Global Travel and Tourism CertificateDoes not align with an occupation on 2014-2015 Statewide Demand Occupations List or with an Enterprise Florida Emerging Industry

Health and Wellness TherapistCould not determine who is certifying agency. No website available. Unable to contact submitter for further information.

IEMSR - Safety AssistantDoes not align with an occupation on 2014-2015 Statewide Demand Occupations List or with an Enterprise Florida Emerging Industry

Internet & Computing Core Certification (IC3)Certification is not occupationally specific. Cannot be linked to an occupation on the Statewide Demand Occupations List or an Enterprise Florida Emerging Industry.

ManageFirst - Customer Service This is a separate module within a curriculum - not a certification.

ManageFirst - Hospitality and Restaurant Management This is a separate module within a curriculum - not a certification.

ManageFirst - Hospitality and Restaurant Marketing This is a separate module within a curriculum - not a certification.

ManageFirst - Hospitality Human Resources Mgmt. and Supervision

This is a separate module within a curriculum - not a certification.

NASM Certified Personal Trainer (CPT)Does not align with an occupation on 2014-2015 Statewide Demand Occupations List or with an Enterprise Florida Emerging Industry

NJATC Electrical Apprenticeship Level 1Program is limited to students enrolled in a registered apprenticeship program.





NJATC Electrical Pre-Apprenticeship Level 1Program is limited to students enrolled in a registered apprenticeship program.

NJATC Electrical Pre-Apprenticeship Level 2Program is limited to students enrolled in a registered apprenticeship program.

NOCTI Apparel and Textile Production and MerchandisingThis is an assessment not a certification. Does not align with an occupation on 2014-2015 Statewide Demand Occupations List or with an Enterprise Florida Emerging Industry

NOCTI Criminal Justice This is an assessment, not a certification.

Online Marketing Certified ProfessionalCertification is not occupationally specific. Cannot be linked to an occupation on the Statewide Demand Occupations List or an Enterprise Florida Emerging Industry.

2. 2014-15 Comprehensive Industry Certification List Submissions Not Recommended for Addition (Continued)

4


OSHA 10 HourDoes not align with an occupation on 2014-2015 Statewide Demand Occupations List or with an Enterprise Florida Emerging Industry

PACT CORE Curriculum: An Introduction to the Building Trades

A curriculum that is one of the required components to obtain a certification.

ParaPro AssessmentCertification is not occupationally specific. Cannot be linked to an occupation on the Statewide Demand Occupations List or an Enterprise Florida Emerging Industry.

Skills USA Connect-Exam for Criminal Justice This is an assessment, not a certification.

Skills USA Connect-Marine Service TechnologyThis is an assessment not a certification. Does not align with an occupation on 2014-2015 Statewide Demand Occupations List or with an Enterprise Florida Emerging Industry

Staff CredentialDoes not align with an occupation on 2014-2015 Statewide Demand Occupations List or with an Enterprise Florida Emerging Industry

Two and Four Stroke Gasoline EnginesDoes not align with an occupation on 2014-2015 Statewide Demand Occupations List or with an Enterprise Florida Emerging Industry

Cert Title Issuing Organization/Provider

NCCER Millwright - Level 1 NCCER



Cert Title Issuing Organization/Provider

CIW E-Commerce Specialist *New Certification replacing the Old E-Commerce Specialist

Certification Partners

Apple Certified Pro (ACP) - Final Cut Pro X Apple Inc.

Apple Certified Technical Coordinator Apple Inc.

Autodesk Certified Associate - AutoCADThe certifying agency has retired this certification as of July 31, 2013.

Autodesk Certified Associate - AutoCAD Civil 3DThe certifying agency has retired this certification as of July 31, 2013.

Autodesk Certified Associate - InventorThe certifying agency has retired this certification as of July 31, 2013.

Autodesk Certified Associate - Revit ArchitectureThe certifying agency has retired this certification as of July 31, 2013.

Autodesk Certified Associate - 3dsMax DesignThe certifying agency has retired this certification as of July 31, 2013.

Cisco Certified Internetwork Expert Storage Networking (CCIE Storage Networking)

The certifying agency has retired this certification as of July 1, 2013

CompTIA CTP+The certifying agency retired this certification on December 31. 2012.

3. 2014-15 Comprehensive Industry Certification List - Pending Submissions

4. 2014-15 Comprehensive Industry Certification List Submissions Already on the List

5. 2014-15 Comprehensive Industry Certification List- Removals/Corrections

2. 2014-15 Comprehensive Industry Certification List Submissions Not Recommended for Addition (Continued)

5

Cert Title Reason

ICE - Residential Air Conditioning and Heating Certification (ARI)

The certification does not exist. The ICE exams are assessments not certifications and are administered by North American Technician Excellence

National Pharmacy Technician CertificationNational Healthcareer Association has taken over administration of this exam. This has been replaced with NATHA010.

Certified Surgical Technologist (CST)Issued by national Board of Surgical Technologist and Surgical Assisting. Replaced with DOE Code NSTSA001.

Physical Therapists Assistant (PTA)This agency does not license or certify. It directs candidates to contact their state licensing agency directly.

Apple Certified Pro (ACP) - Logic ProThe certifying agency has retired this certification effective Spring 2014

Dental Hygienist Florida Department of Health. New DOE Code FDMQA010.

Cert Title Cert Title

ASE Electronic Diesel Engine Diagnosis Specialist Test - L2

ASE Transit Bus Technician - H4 - Brakes

ASE Master Medium/Heavy Truck (T Series) ASE Transit Bus Technician - H5 - Suspension and Steering

ASE Master School Bus Technician (S Series) ASE Transit Bus Technician - H6 - Electrical/Electronic Systems

ASE Medium/Heavy Truck Technician - T1 - Gasoline Engines

ASE Transit Bus Technician - H7 - Heating Ventilation and Air Conditioning (HVAC)

ASE Medium/Heavy Truck Technician - T2 - Diesel Engines

ASE Transit Bus Technician - H8 - Preventive Maintenance And Inspection (PMI)

ASE Medium/Heavy Truck Technician - T3 - Drive Train ASE Truck Equipment Technician - E1 - Truck Equipment Installation and Repair

ASE Medium/Heavy Truck Technician - T4 - Brakes ASE Truck Equipment Technician - E2 - Electrical/Electronic Systems Installation and Repair

ASE Medium/Heavy Truck Technician - T5 - Suspension and Steering

ASE Truck Equipment Technician - E3 - Auxiliary Power Systems Installation and Repair

ASE Medium/Heavy Truck Technician - T6 - Electrical/ Electronic Systems

Calibration Technician - CCT

ASE Medium/Heavy Truck Technician - T7 - Heating, Ventilation, and A/C (HVAC)

Certified Corrections Officer (CCO)

ASE Medium/Heavy Truck Technician - T8 - Preventive Maintenance Inspection (PMI)

Certified Corrections Officer/Provisional (CCO/P)

ASE School Bus Technician - S1 - Body Systems and Special Equipment

Certified Employee Benefits Specialist

ASE School Bus Technician - S2 - Diesel Engines Certified Food Manager (CFM)

ASE School Bus Technician - S3 - Drive Train Certified Professional Secretary (CPS)

ASE School Bus Technician - S4 - Brakes Certified Temporary-Staffing Specialist (CTS)

ASE School Bus Technician - S5 - Suspension and Steering

CompTIA PDI+

ASE School Bus Technician - S6 - Electrical/Electronic Systems

Water Treatment Plant Operator Level A

ASE School Bus Technician - S7 - Air Conditioning Systems and Controls

Water Treatment Plant Operator Level B

ASE Transit Bus Technician - H1 - Compressed Natural Gas (CNG) Engines

Water Treatment Plant Operator Level C

ASE Transit Bus Technician - H2 - Diesel Engines Water Treatment Plant Operator Level D

ASE Transit Bus Technician - H3 - Drive Train

6. Daggered on 2013-14 Comprehensive Industry Certification List- Now Eligible - Will Remain on 2014-2015 Comprehensive Industry Certification List

5. 2014-15 Comprehensive Industry Certification List- Removals/Corrections (Continued)

6

Cert Title Reason for Daggering

ASE Collision Repair and Refinishing Technician - B2 - Painting and Refinishing

Does not align with an occupation on 2014-2015 Statewide Demand Occupations List or with an Enterprise Florida Emerging Industry

ASE Collision Repair and Refinishing Technician - B3 - Non-Structural Analysis and Damage Repair


ASE Collision Repair and Refinishing Technician - B4 - Structural Analysis and Damage Repair


ASE Collision Repair and Refinishing Technician - B5 - Electrical/ Mechanical Components


ASE Master Collision Repair & Refinishing (B Series)Does not align with an occupation on 2014-2015 Statewide Demand Occupations List or with an Enterprise Florida Emerging Industry

Certified Insurance Fraud InvestigatorDoes not align with an occupation on 2014-2015 Statewide Demand Occupations List or with an Enterprise Florida Emerging Industry

Certified Solidworks Associate (CSWA) The certifying agency does not require the exam to be proctored.

Certified Solidworks Professional (CSWP) The certifying agency does not require the exam to be proctored.

Microsoft Dynamics AX This is a product not a certification

Microsoft Dynamics CRM This is a product not a certification

Microsoft Dynamics GP This is a product not a certification

Microsoft Dynamics NAV This is a product not a certification

Microsoft Dynamics SL This is a product not a certification

Professional Certified InvestigatorDoes not align with an occupation on 2014-2015 Statewide Demand Occupations List or with an Enterprise Florida Emerging Industry

6. Daggered on 2013-14 Comprehensive Industry Certification List- Re-evaluated Will Be Removed from 2014-2015 Comprehensive Industry Certification List

Action Item 2

APPROVAL OF CONTRACTS UNDER CAREERSOURCE FLORIDA CONTRACTING POLICY

* * * * * * * * * * *

Pursuant to the CareerSource Florida Contracting Policy, CareerSource Florida is not to enter into a contract with one of its own board members, with an organization represented by its own board member or with any entity where a board member has any relationship with the contracting vendor; however, the Contracting Policy further provides that, at the Board’s discretion, the a contract may be exempted from the preceding prohibition by the following exemption:

“A contract with a member receiving a grant for workforce services under federal, state or other governmental workforce programs.” (Paragraph II(c), CSF Contracting Policy)

If, in the Board’s discretion, the Board chooses to exempt the contract, the approval process must meet the requirements of Section III of the Contracting Policy:

a) The conflict of interest of the Board member must be fully disclosed. b) The Board member must abstain from the vote. c) The Board must approve by a 2/3 vote when a quorum has been established.

The following contracts are submitted for the Board’s review and approval:

Contractor

Amount

CFS Board

Member Involved

Type of Contract

CSF Contracting Policy Exemption

Board Member

Personally Benefit From

Contract? Northrop Systems

Corporation Grumman - Melbourne

Up to $1,596,400 on QRT contract.

Rich Matthews,

Vice President



workforce programs

No

Tech Data Corporation

Up to $23,163 for admin. costs on QRT contract.

Dr. Bill Law, President, St.

Petersburg College


“Agency” (as defined in s. 112.312(2), F.S

No

* * * * * * * * * *

NEEDED ACTION

Approve the above-listed contracts by a 2/3 vote when a quorum has been established.


February 20, 2014 Approved_________________

Florida’s Talent Supply System: How Education is Building the Talent Pool Dear CareerSource Florida Board Members: Attached please find materials in support of next week’s Education Panel “Florida’s Talent Supply System: How Education is building the Talent Pool” at our Board meeting facilitated by our fellow Board Member Dr. Ed. Moore. We are honored that the following individuals will be joining us on the panel:

Dr. Cammy Abernathy, Dean of Engineering, University of Florida Dr. Lois M. R. Ellis, Director of Nursing Programs, Santa Fe College Frank Kinney, Vice President for Research, Florida Institute of Technology Kathryn Schmidt, Career & Technical Education Director, St. Lucie County

Schools Materials include:

1. Education Panel Discussion Agenda 2. “Solving for the Common Denominator” – Emily DeRocco 3. Target and Infrastructure Industry Panels – Common Themes from Target and Infrastructure Industry Panels November 2013 4. Talent Supply Chain Initiative – A Summary 5. “Success in the New Economy” – Video Transcription 6. “The Diminishing Returns of a College Education” by Kathleen Parker Washington Post 7. Education Panelists – Photos and Bios

We encourage you to think about the questions below as you review the background materials and as you listen to the panelists from Florida’s educational system. 1. What can CareerSource Florida do as a Board to develop strategic policy to

strengthen collaboration between all partners in the talent supply system? 2. How can we better engage business in recognizing their role in shaping a

Florida market-responsive talent supply system? 3. What are the roadblocks that hinder the development of a world class talent

supply system? 4. What can we do better together across Education, Economic Development

and Workforce to produce market responsive talent to meet current and emerging needs?

5. Are there substate or regional Best Practices that merit statewide replication?

Florida’s Talent Supply System: How Education is Building the Talent Pool

February 20, 2014

Facilitator Dr. Ed H. Moore, President, Independent Colleges & Universities of Florida Panelists Dr. Cammy Abernathy, Dean of Engineering, University of Florida

Dr. Lois M.R. Ellis, Director of Nursing, Santa Fe College

Frank Kinney, Vice President for Research, Florida Institute of Technology

Kathie Schmidt, Career and Technical Education Director, St. Lucie County Schools

I. Introduction and Expectations Dr. Moore

II. Success Stories to Share

Panelists a. What is replicable statewide?

III. What’s Next?

Panelists a. Strategies currently underway b. Board discussion

IV. Recommendations

All a. Recommendations for the workforce system b. Recommendations for education c. Recommendations for the business community

“SOLVING FOR THE COMMON DENOMINATOR”

Shared talent-related challenges expressed by company leaders from Florida’s targeted and infrastructure industries at the November 2013 Workforce Florida Board of Directors meeting with concurrence by board members: Career Awareness

How do we attract more young people into our jobs/careers? What is the best way to convey information about jobs in my industry to

students, parents and potential workers? How can we dispel the myth that all young people must go to college to be

successful? What is my role as an industry leader?

Foundational Workforce Skills (K – 12) How can we ensure all students achieve a strong academic foundation—

especially in STEM areas? What is the best way for students to acquire essential “soft” workplace

skills?

Marketplace-Relevant Skills How can we achieve a better balance in our education systems between

theory and applied or hands-on learning? Nationally portable, industry-recognized skills matter in developing a

technically-proficient workforce and attest to workplace readiness. o How can we track awarded credentials to demonstrate Florida’s

skilled talent (repository)? o Is there a seamless, well-understood pathway tying credentials to

higher education?

Community Workforce Planning What are the educational assets of the K-20 system in my community? How do these assets support our economic development targets? How can we market/tell the story of our talent supply system as a

competitive advantage?

1

Educational Common Themes Infrastructure and Targeted Industry Panelists

Workforce Florida Global Talent Competitiveness Council And Board of Directors Meetings

November 6 & 7, 2013

The following findings are from the Customer Satisfaction Index Report for Targeted Industry Clusters and Infrastructure Industries – Executive Summary of Comparison of Survey Results and Common Themes Across Five Targeted and Six Infrastructure Industries – SRA Research Group – December 2013

As part of the analysis of each industry, SRA Research Group identified the themes which were common to employers surveyed in all industries and contribute to their level of satisfaction with available workers in their state. Comments from the Infrastructure and Target Industry Cluster panelists that relate to the common themes are included below.

1) Employers saw room for improvement in Florida’s K-12 system in terms of preparing students for careers. Employers indicated the perceptions of Florida’s K-12 educational system can also be an issue when trying to attract top talent from out-of state.

Students coming out of high schools are lacking math and science skills as well as lack of mechanical skills in younger population.

Florida needs to do a better job of marketing itself and its universities It’s important to connect economic development to the education system with the

needs of business as a driver. K-12 needs to do a better job in the foundational STEM skills; soft skills and

straightforward academic foundation. In additions to higher education, K-12 education is important as students are

shaping their future at the K-12 level.

2. It was suggested that higher educational institutions should look for ways to work together toward a common goal of delivering talent to employers. Employers suggested they can see a benefit in educational institution working together and treating employers, rather than students, as their customer.

Policy has to tie economic development together with education and business. Government needs to incentivize universities to work with business (Canada) There is a common perception in academia that “business is not our client.”

2

A way to get faculty to work closely with the university and business is to incentivize it and make it part of tenure consideration.

Do institutions of higher education have the desire, ability and capacity to meet the industry’s needs or are they more focused on traditional models.

3. There is an opportunity for Florida’s educational system and employers to be more collaborative. Employers appear to be taking the lead in active/collaborative efforts with educational facilities.

There is a need for closer partnerships between business and universities. A close relationship is critical as the industry changes and develops new technologies that industry needs the universities to embrace and teach.

4. Employers need to understand they cannot rely exclusively on schools to train workers, as jobs are too specific/niche oriented in many areas.

Healthcare - new graduates need additional training to work in areas like critical care.

Need data to provide to colleges and training facilities to train people properly.

5. Career awareness and education need to start earlier.

Transportation infrastructure industry needs to do a better job of marketing. State needs to get information to students earlier. Kids coming out of school are not interested in transportation construction. Industry needs to get into the high and middle schools with career day

opportunities Industry needs to partner and work with RWBs to be able to offer trainee

positions. Awareness and skills needed need to be more visual to students. The key for students is to engage them and expose them to different fields early

on. There is not enough knowledge among education, counselors, parents, student

and workers about jobs and what they need to know to get them.

6) According to employers, high schools both in Florida and peer states performed below other educational institutions in terms of preparing future workers.

Industries are having trouble attracting young people to purse the education necessary to come to them for a job.

3

There is not enough integration in our educational programming of academic or hands-on or applied learning.

We are not educating for the needs of the future.

7. There appears to be a lack of awareness of career academies among employers.

Impressed with what Florida has done strategically with IT academies and teaching young people about technology.

8. The push from parents and educators for students to get a college education precludes some talent from considering some industry clusters as a career path.

Kids coming out of school are not interested in transportation construction. Drilling students that they must have a four year traditional degree is a disservice

to industry fields. Some are better with a vocational certificate instead of a four year degree.

College degree is desirable but high school is acceptable in Water Sector. There may be unintended consequences of convincing everyone that children

have to go to college. There is a loss of appreciation for the importance of skilled crafts and trades, and

therefore people are not pursing those careers.

9) A portion of the talent trained by Florida educational institutions leaves the state for higher wage jobs elsewhere.

Bright Futures scholarship s should allow for students to go into programs that connect with high-paying, entry level positions.

Other:

The SBA’s SBIC program should be utilized more to help businesses find capital for startups.

Establish EB5 Visa Regional Centers for international investment. There is a need for a statewide strategic growth plan with aspirational vision. The aging workforce is impacting all sectors. Older workers have physical

limitations. There is a need for soft skills training; ethics and responsibility. Communication skills are key but there is a need to infuse entrepreneurship. STEM education is critical. Needs to have diversity in STEM candidates.

Important to invest in charter and high schools in areas with students are underrepresented in STEM fields. STEM is a foundational element.

4

Foundational skill sets are needed that cross all sectors that prepare individuals to be learners at the higher education level and skills so over time and increased learning so they could work in many sectors.

There is a need to help educate skilled people on how to fill new jobs

Page 1 of 3

February 7, 2014

2010-2015 Strategic Plan--One of Six Strategic Goals

“Aligned, Responsive and jointly Engaged Talent Supply Chain Team”

According to the 2010-2015 Strategic Plan, Workforce Florida, Inc. “must be the convener and operational support of a cross agency/enterprise leadership dedicated to mapping, management and reform of Florida’s Talent Supply Chain.”

MISSION: To assess the existing Florida Talent Delivery System, then make recommendations to strengthen and transform Florida’s talent development mechanisms into a demand-driven, globally relevant, and powerful resource for all Floridians.

GOAL: To create a successful Florida Talent Supply Chain.

OBJECTIVE: To enable Florida’s economic environment to prosper.

STRATEGIES:

1. Attracting new business to Florida and expanding existing enterprises (strong integration with TICTFs) by serving as an advertisement for Florida’s talent delivery mechanism

2. Balancing talent supply and demand to meet the needs of a new Florida economy (strong ongoing Supply and Demand analysis)

3. Creation of a repository of all programs and talent development options available to citizens of Florida

4. Development of a series of measures and/or benchmarks to assess the quality and year to year improvement of Florida’s Talent Supply Chain

5. Elevating the STEM-aptitude of students at all levels within the Florida education delivery system (strong integration with STEMflorida)

Page 2 of 3

Establishment of the Talent Supply Chain Team/Engagement of Key Stakeholders

A Successful Talent Supply Chain is: A seamless, user-friendly, outcome-oriented flow of learning making optimal use of all Florida educational systems, programs and resources influenced by the voice of business, industry and education.

Florida is developing the right talent (skills) at the right time for the right industries

Florida students know where to go to get the skills they need for the careers they choose

Florida is allocating resources to programs supported by the economy

The Florida talent supply chain is flexible and able to adjust to changing industry demands and economic climate

Florida education resources are being used to capacity

Florida’s Talent Supply Chain Team considered to be the first of its kind in the nation, developed through leadership support by Workforce Florida consistent with the state’s five-year strategic plan for workforce development.

Who was at the Talent Supply Chain Team table? o Chancellor of Florida State College System/Florida State Colleges o Commission for Independent Education o Florida Chamber Foundation/Florida Chamber of Commerce o Florida Council of 100 o Florida Department of Education/Commissioner of Education o Independent Colleges & Universities of Florida o Office of the Chancellor of Higher Education/State University System o Agency for Workforce Innovation-Pre-K o Workforce Florida

TALENT SUPPLY CHAIN DEFINITION:

“Florida’s demand-driven talent supply chain advances economic prosperity through agile and responsive actions delivering just-in-time knowledge and skills

to meet the current and future occupational needs of Florida’s businesses in a diverse globally-integrated economy.”

Page 3 of 3

The Talent Supply Chain Team continued its mission with the development of Florida’s Talent Supply Chain (Suppliers/Inputs/Process/Outputs/Customers) SIPOC Model.

The WFI Board/President/Team utilized the Talent Supply SIPOC model as a working tool within the Florida talent delivery system and continued to place the Team in a position to make recommendations to meet Florida’s workforce and economic development talent needs.

Additional WFI Board Strategies:

Improve coordination in developing cross-industry skills

Improved articulation through the Florida Talent Supply Chain Team

Statewide replication of successful education and training programs

Review of industry competency models with an eye toward demand-driven improvement

Additional Action Completed

Completed National and International assessment of supply chain initiatives with a focus on outcomes, tangible benefits and return on investment (ROI);

Implemented a “Listening Posts” Initiative in cooperation with the Florida Department of Education to provide input from business/industry customers

Presented Florida Chamber’s Scorecard Workforce & Economic Talent Supply Metrics and process for continuous updates

1

Success in the New Economy:

How prospective college students can gain a competitive advantage

Kevin Fleming, 2012

Education is core to our economy. But, in order to guide our educational systems and

maximize future income, we must understand the misalignment between education and our

workforce.

In my pursuit of higher education, I have earned two bachelor’s degrees, two master’s

degrees, and am working on a Ph.D. In total, this has cost me over one hundred and fifty thousand

dollars. I’ve done all of this, because I believe formal education is important. Part of this belief

came from seeing charts like this presenting a correlation between higher degrees and higher

income; showing on average that a person with a college degree earns far more money than the

average person without a high school diploma.1

This perceived higher earnings for having a 4-year degree has fueled a “college for all”

philosophy; causing educators and parents to encourage going to the university – any university –

to major in anything – in pursuit of future job security, social mobility, and financial prosperity.2

This philosophy has increased college enrollment, resulting in 66 percent of high school graduates

in this country enrolling in higher education right after high school.3 That’s two out of three.

Initially, they are deemed the successful ones. But, what you won’t see advertised is the reality that

most drop out and only a quarter of those that enroll will finish a bachelor’s degree.4

Only after these few graduate do many of them start exploring careers.5 It is here that they

discover that their degree may not have prepared them for the world of work.6 You may be well

1 The College Board, Education Pays 2010, citing U.S. Census Bureau wage data.

2 The Conference Board. (2006). Are they Really ready to Work?: Employers’ Perspectives on the Basic Knowledge

and Applied Skills of New Entrants to the 21st

Century U.S. Workforce. And: Bosworth, B. (2010). Certificates Count: An Analysis of Sub-baccalaureate Certificates. Washington, DC: Complete College America. And: Deil-Amen & DeLuca. (2010). The Underserved Third: How our Educational Structures Populate an Educational Underclass. Routledge. And: Gray, K. & Herr, E. (2006). Other Ways to Win: Creating Alternatives for High School Graduates. Third Edition. Thousand Oaks: Corwin Press. And: Symonds, W., Schwartz, R., & Ferguson, R. (February 2011). Pathways to Prosperity: Meeting the Challenge of Preparing Young Americans for the 21st Century. Report issued by the Pathways to Prosperity Project, Harvard Graduate School of Education.

3 The rate of college enrollment immediately after high school completion increased from 49 percent in 1972 to 67

percent by 1997, but since 2002 has fluctuated between 62 and 69 percent. Source: US Dept of Education, National Center for Education Statistics.

4 Horn & Berger. (2005). College persistence on the rise? Changes in 5-year degree completion and postsecondary

persistence rates between 1994 and 2000. Washington DC: National Center for Educational Statistics. And: Symonds, W., Schwartz, R., & Ferguson, R. (February 2011). Pathways to Prosperity: Meeting the Challenge of Preparing Young Americans for the 21st Century. Report issued by the Pathways to Prosperity Project, Harvard Graduate School of Education, And: Gray, K. & Herr, E. (2006). Other Ways to Win: Creating Alternatives for High School Graduates. Third Edition. Thousand Oaks: Corwin Press.

5 CA Postsecondary Education Commission. And: Deil-Amen & DeLuca. (2010). The Underserved Third: How our

Educational Structures Populate an Educational Underclass. Routledge.

2

educated, but not every degree is direct preparation for employment.7 This misalignment between

degrees and job skills causes half of university graduates to be under-employed in what are called

gray-collar jobs.8 Taking positions that do not require the education they have received, at a cost

that is more than they can afford.9

Conventional wisdom suggests that a university degree guarantees a higher salary. But with

rising education costs, a shrinking job market, and the oversaturation of some academic majors in

the workforce, this old advice is now a myth for a majority of students.10 The economy and the

world have dramatically changed. Over the last 3 generations we’ve gone from 13% of the

population stepping into a college classroom, to 60% attending some form of higher education.11

In 1960, when taking into account all jobs in the American economy, 20% required a 4-year

degree or higher. 20% were technical jobs requiring skilled training, and 60% were classified as

unskilled.12 But what’s the right percentage to meet the labor market demand for tomorrow? In

2018, Harvard University predicts only 33% of all jobs will require a 4-year degree or more, while

the overwhelming majority will be middle-skilled jobs requiring technical skills and training at the

credential or Associates Degree level.13

6 Bureau of Labor Statistics. (Winter 2007-08). What can I do with my Liberal Arts Degree? Occupational Outlook

Quarterly. And: The Workforce Alliance. (2009). California’s Forgotten Middle-Skill Jobs: Meeting the Demands of a 21

st Century Economy. Washington DC.

7 Jacobson, L., et al. (2009). Pathways to Boosting the Earnings of Low-Income students by Increasing their

Educational Attainment, Gates Foundation/Hudson Institute. And: The Workforce Alliance. (2009). California’s Forgotten Middle-Skill Jobs: Meeting the Demands of a 21


8 Industry Workforce Needs Council (www.iwnc.org). And: Gray, K. & Herr, E. (2006). Other Ways to Win: Creating

Alternatives for High School Graduates. Third Edition. Thousand Oaks: Corwin Press. 9 Greene, K. (Oct 27, 2012). A New Peril for Older Parents: Student Loans They Co-Signed. The Wall Street Journal.

p.A1&A12. And: Deming, D., Claudia, G., & Lawrence, F. (2012). “The For-Profit Postsecondary School Sector: Nimble Critters or Agile Predators?,” Journal of Economic Perspectives, American Economic Association, 26(1): 139-164. And: Carnevale, A., Rose, S., & Hanson, A. (2012). Certificates: Gateway to Gainful Employment and College Degrees. Center on Education and the Workforce, Georgetown University.

10 Epperson, S. (August 28, 2012). No College Degree Required for these $100,000 jobs. USA Today. And: Godofsky, J., Zukin, C., & Van Horn, C. (2011). Unfulfilled Expectations: Recent College Graduates Struggle in a Troubled Economy. John J. Heldrich Center for Workforce Development, Rutgers. And: Jacobson, L., et al. (2009). Pathways to Boosting the Earnings of Low-Income students by Increasing their Educational Attainment, Gates Foundation/Hudson Institute.

11 The College Board, Education Pays 2010, Figure 2.7; U.S. Census Bureau, 2009b, Table A-1.

12 Project Lead the Way (www.pltw.org). And: GetReal (www.getrealca.com).

13 90% of all jobs in the future will require some education and training beyond high school according to: The National Science Foundation (2012) PI Conference keynote by Jane Oates, Assistant Secretary ETA, Department of Labor. And: Symonds, W., Schwartz, R., & Ferguson, R. (February 2011). Pathways to Prosperity: Meeting the Challenge of Preparing Young Americans for the 21st Century. Report issued by the Pathways to Prosperity Project, Harvard Graduate School of Education. And: Deil-Amen & DeLuca. (2010). The Underserved Third: How our Educational Structures Populate an Educational Underclass. Routledge. And: The Bureau of Labor Statistics, Occupational Outlook Handbook, 2010-2011 Edition. And: The Workforce Alliance. (2009). California’s Forgotten Middle-Skill Jobs: Meeting the Demands of a 21


3

A 4-year degree may have many benefits, but think about people you may know who, from

an economic perspective, inefficiently spent time and money to get a degree that perhaps they

didn’t really need for the career they are in.14

The true ratio of jobs in our economy is 1:2:7.15 For every occupation that requires a

master’s degree or more, two professional jobs require a university degree, and there are over half

a dozen jobs requiring a 1-year certificate or 2-year degree; and each of these technicians are in

very high-skilled areas that are in great demand.16 This ratio is a fundamental to all industries. It

was the same in 1950, the same in 1990, and will be the same in 2030.17

The hope for encouraging university education is that as the number of university-trained

workers increases, the demand for their services in the workplace will increase as well.

Unfortunately, this is not so. The whole pie may get bigger as the labor force and the economy

grows, but the ratio will not change.18 The reality is there will not be more professional jobs

available within the labor market.19 And some professional jobs have been replaced by technology,

or are being outsourced.20

Well intentioned attempts to send more and more students strait to the university will not

change the types of jobs that dominate our economy, nor will a “college-for-all” mentality mask

these labor market realities.21 The “college for all” rhetoric that has been so much a part of the

current education reform movement is often interpreted as “university for all.” This message needs

to be significantly broadened to, “a post-high school credential for all.”22 Students at various

educational levels have left school without employable skills; setting up our children for failure,

14

Recent publications all raise this question in different ways, For example, Forbes’ August 2012 article, “Do you Really need to go to College?,” or the New York Times’ May, 2010 piece “Plan B: Skip College,” or The Washington Post’s September, 2010 story, “Some say bypassing higher education is smarter than paying for a degree,” or The Chronicle of Higher Education’s October 2010 story, “Here’s Your Diploma. Now Here’s Your Mop,” and even viral videos from Mike Rowe, the host of ‘Dirty Jobs’ promoting CTE education (http://www.mikeroweworks.com/) and Sir Ken Robinson’s speech, “Changing Education Paradigms” advocating for the reform of education.

15 Gray, K. & Herr, E. (2006). Other Ways to Win: Creating Alternatives for High School Graduates. Third Edition. Thousand Oaks: Corwin Press.

16 U.S. Bureau of Labor Statistics. Occupational Outlook Handbook 2012-13. Office of Occupational Statistics and Employment Projections.

17 Gray, K. & Herr, E. (2006). Other Ways to Win: Creating Alternatives for High School Graduates. Third Edition. Thousand Oaks: Corwin Press.

18 Bureau of Labor Statistics (2010). Occupational Outlook Handbook 2010-11 Edition. U.S. Department of Labor.

19 Department of Labor (December 8, 2010), Table 1.3 Fastest Growing Occupations, 2008 and projected 2018. Employment Projections Program, U.S. Bureau of Labor Statistics.

20 Friedman, T. (2005). The World is Flat: A Brief History of the Twenty-First Century. New York: Farrar, Straus, and Giroux.

21 Deil-Amen & DeLuca. (2010). The Underserved Third: How our Educational Structures Populate an Educational Underclass. Routledge.

22 Symonds, W., Schwartz, R., & Ferguson, R. (February 2011). Pathways to Prosperity: Meeting the Challenge of Preparing Young Americans for the 21st Century. Report issued by the Pathways to Prosperity Project, Harvard Graduate School of Education.

4

costing them and taxpayers millions.23 All while the labor market is desperate for highly-trained,

skilled technicians.24 So, how do you position yourself for high-wage, in-demand jobs?

Let’s say you were considering a career as either an electrician or a business manager. You

would find that the average annual income for electricians is $51,000, only about half of the

$105,000 average wage for management occupations.25 So, at first glance it looks as if getting a

bachelor’s degree in business is a no-brainer, but adding skills and ability into the picture adds a

whole new dynamic. What if you have the potential to become an excellent electrician, but lack the

skills and ability to be an excellent manager? Then you should be looking at projected incomes

towards the bottom of the pay scale for managers and towards the top for electricians.26 You

would then discover that electricians near the top of the pay scale make around $86,000; far higher

than the income of a manager near the bottom of the pay scale at $52,000.27

Now, this is just one example, but the concept is true throughout all industries.28 The claim

that you will make more money with an increased amount of education is not necessarily

inaccurate, it’s just incomplete.29 That advice is based just on the averages. But no one is perfectly

average. Everyone has unique skills, talents, and interests. In fact, the income for the top

23

Fleming, K. (April 2012), The Inland Empire’s Neglected Majority: By the Numbers. Paper presented at California Community College Association for Occupational Educational. Costa Mesa, CA. And: Symonds, W., Schwartz, R., & Ferguson, R. (February 2011). Pathways to Prosperity: Meeting the Challenge of Preparing Young Americans for the 21st Century. Report issued by the Pathways to Prosperity Project, Harvard Graduate School of Education. And: The Workforce Alliance. (2009). California’s Forgotten Middle-Skill Jobs: Meeting the Demands of a 21

st

Century Economy. Washington DC. And: Scott, J., and Sarkees-Wircenski, M. (2004). Overview of Career and Technical Education: Third Edition. Homewood, Illinois: American Technical Publishers, Inc.

24 Carnevale, A., Jayasundera, T., & Hanson, A. (2012). Career & Technical Education: Five Ways that Pay along the Way to the B.A. Center on Education and the Workforce, Georgetown University. And: The Workforce Alliance. (2009). California’s Forgotten Middle-Skill Jobs: Meeting the Demands of a 21

st Century Economy. Washington

DC. And: Gray, K. & Herr, E. (2006). Other Ways to Win: Creating Alternatives for High School Graduates. Third Edition. Thousand Oaks: Corwin Press.

25 California Labor Market Information Division, Employment Development Department data.

26 Example adapted from Charles Murray’s Real Education: Four Simple Truths for Bringing America's Schools Back to Reality, as well as W.N. Grubb’s research on postsecondary education and the sub-baccalaureate labor market.

27 California Labor Market Information Division, Employment Development Department data, 10 and 90 percentile excluding sole proprietorships.

28 Carnevale, A., Strohl, J., & Melton, M. (2011). What’s It Worth?:The Economic Value of College Majors. Center on Education and the Workforce, Georgetown University.

29 Epperson, S. (August 28, 2012). No College Degree Required for these $100,000 jobs. USA Today. And: Center on Education and the Workforce, Valuing Certificates. (2009). Presentation. And: Osberg, L. (2001). Needs and Wants: What is Social Progress and how should it be measured. The Review of Economic Performance and Social Progress 2001. Vol. I pp23-41. And: Fiedrich, M. and Jellema, A. (2003). Literacy, Gender and Social Agency: Adventures in Empowerment, DFID Research Report 53. And: The Workforce Alliance. (2009). California’s Forgotten Middle-Skill Jobs: Meeting the Demands of a 21


5

individuals in a wide variety of skilled jobs that require an industry credential or 2-year degree is far

higher than the average income for many occupations that require a 4-year degree.30

Nationally, Associate Degree earners range between $27,000- $68,000 while Bachelor’s

recipients earn between $34,000 - $97,000.31 But this data only accounts for the 25th Percentile to

the 75th percentile of full-time, adult workers. This means 25% of Associate Degree holders earn

more than $68,000 annually, and 25% of Bachelor’s degree holders earn less than $34,000!

Our world has changed, and in this new economy, the university degree is no longer the

guaranteed path towards financial success as it was for previous generations.32 And even if you do

earn one, that education alone may not be enough.33 In today’s highly-technical knowledge based

economy, having hands-on skills and perfecting what you’re good at can be more valuable than

getting a degree in ‘something’ simply to get one.34 Employers want to know what you can do, and

what you can do well; not just what degree hangs on your wall.35 Since new and emerging

occupations in every industry now require a combination of academic knowledge and technical

ability, we need to ensure that we’re also guiding students towards careers and not just to the

university.

30

Carnevale, A., Jayasundera, T., & Hanson, A. (2012). Career & Technical Education: Five Ways that Pay along the Way to the B.A. Center on Education and the Workforce, Georgetown University. And: Carnevale, A., Rose, S., & Hanson, A. (2012). Certificates: Gateway to Gainful Employment and College Degrees. Center on Education and the Workforce, Georgetown University. And: Epperson, S. (August 28, 2012). No College Degree Required for these $100,000 jobs. USA Today. And: Adler, L. (2010). California Career & Technical Education 2010 Longitudinal Study, University of California, Riverside; School Improvement Research Group. And: The College Board, Education Pays 2010, Figure 1.5; U.S. Census Bureau, 2009. And: Mitchell, D. (2006). California Regional Occupational Centers and Programs 2006 Longitudinal Study. University of California, Riverside; School Improvement Research Group. And: Jacobson, L., et al. (2009). Pathways to Boosting the Earnings of Low-Income students by Increasing their Educational Attainment, Gates Foundation/Hudson Institute. And: The Workforce Alliance. (2009). California’s Forgotten Middle-Skill Jobs: Meeting the Demands of a 21

st Century Economy.

Washington DC. And: Deil-Amen & DeLuca. (2010). The Underserved Third: How our Educational Structures Populate an Educational Underclass. Routledge.

31 The College Board. (2010). Education Pays 2010, Figure 1.5; U.S. Census Bureau 2009 data.

32 Jacobson, L., et al. (2009). Pathways to Boosting the Earnings of Low-Income students by Increasing their Educational Attainment, Gates Foundation/Hudson Institute. And: Carnevale, A., & Derochers, D. (2003). Standards for what? The economic roots of K-16 reform. Princeton, NJ: Educational Testing Service. And: Scott, J., & Sarkees-Wircenski, M. (2004). Overview of Career and Technical Education: Third Edition. Homewood, Illinois: American Technical Publishers, Inc.

33 Carnevale, A., Strohl, J., & Melton, M. (2011). What’s It Worth?: The Economic Value of College Majors. Center on Education and the Workforce, Georgetown University.

34 Davidson, P. (October 17, 2012). Employment Surges for Community College Grads. USA Today. And: Epperson, S. (August 28, 2012). No College Degree Required for these $100,000 jobs. USA Today. And: Coyle, Daniel (2009). The Talent Code. New York: Bantam Books. And: Center on Education and the Workforce, Valuing Certificates. (2009). Presentation, as sourced in “ACTE Fact Sheet”. And: Jacobson, L., et al. (2009). Pathways to Boosting the Earnings of Low-Income students by Increasing their Educational Attainment, Gates Foundation/Hudson Institute.

35 Achieve, Inc. (2004). Ready or Not: Creating a High School Diploma That Counts. The American Diploma Project. And: Corporate Voices for Working Families. (2011). Why companies invest in “grow your own” talent development models. And: Carnevale, A., Jayasundera, T., & Hanson, A. (2012). Career & Technical Education: Five Ways that Pay along the Way to the B.A. Center on Education and the Workforce, Georgetown University.

6

So, before enrolling in classes or deciding what you’re going to do next in your life, step one

is self-exploration.36 In addition to your interests, really analyze your talents and strengths. Step

two is career-exploration; understand the jobs available, the income ranges they pay, and evaluate

the skills they require. Identifying an area that appeals to your interests, skills, and the labor

market may be your first career. And then you can develop a tentative career plan complete with

multiple training and education options.37 The key is to align your interests and abilities with your

first career choice and the education & training you’ll need to receive.38 This alignment will help

bring your future into focus, and ensure your position at the top of the pay scale in your chosen

career

What all this data shows is that success in the new economy is as much about acquiring the

knowledge, skills and abilities needed for in-demand occupations as it is to be well educated. Both

paths may work for you, but education combined with technical training is how you ultimately

secure a competitive advantage in the new economy.39 Community colleges are in the ideal

position to provide over 70% of tomorrow’s workforce with an education combined with applied

technical skills, industry driven credentials, and specific preparation for employment.40 Being a

skilled craftsman or technician is highly valued. Investments in career education programs in high

schools and community colleges will help all students obtain an education which includes technical

training and preparation for the workplace. Ultimately, this is how all students can be successful.

In the new economy, both education and technical skills are the new currency. Will you be ready?

36

Whitfield, Feller, & Wood. (2009). A Counselor’s Guide to Career Assessment Instruments, Fifth Edition. National Career Development Association. And: California State Board of Equalization’s Working Your Way Up campaign. And: Wallace-Broscious, A., Serafica, F. C., & Osipio, S. H. (1994). Adolescent career development: Relationship to self-concept and identity status. Journal of Research on Adolescence, 4(1), 127–149.

37 Levine, M. (2005). Ready or not: Here life comes. Chapel Hill, NC: University Press.

38 Carnevale, A., & Derochers, D. (2003). Standards for what? The economic roots of K-16 reform. Princeton, NJ: Educational Testing Service.

39 Carnevale, A., Jayasundera, T., & Hanson, A. (2012). Career & Technical Education: Five Ways that Pay along the Way to the B.A. Center on Education and the Workforce, Georgetown University.

40 Castellano, M., Stringfield, S., & Stone III, J.R. (2003). Secondary career and technical education and comprehensive school reform: Implications for research and practice. Review of Educational Research, 73, 231-272. And: Cohen & Besharov. (2004). The important role of career & technical education: Implications for federal policy. Welfare Reform Academy Report. Washington DC: American Enterprise Institute for Public Policy Research. And: Brown, C. H. (2000). "A Comparison of Selected Outcomes of Secondary Tech Prep Participants and Non-Participants in Texas." Journal of Vocational Education Research,25, no. 3, 273-295. And: Cardon, P. L. (Winter-Spring 2000). "At-Risk Students and Technology Education: A Qualitative Study." Journal of Technology Studies,26, no. 1, 49-57. And: Plank, DeLuca & Estacion (2008). High school dropout and the role of CTE: A survival analysis of surviving high school. Sociology of Education, 81, 345-370. And: Deil-Amen & DeLuca. (2010). The Underserved Third: How our Educational Structures Populate an Educational Underclass. Routledge. And: Harvey, M. W. (Spring 2001). "The Efficacy of Vocational Education for Students with Disabilities Concerning Post-School Employment Outcomes: A Review of the Literature." Journal of Industrial Teacher Education 38, no. 3: 25-44.

http://www.washingtonpost.com/opinions/kathleen-parker-the-diminishing-returns-of-a-college-education/2014/01/28/6548421e-8866-11e3-a5bd-844629433ba3_story.html The Washington Post January 28, 2014

Kathleen Parker

Opinion Writer

The diminishing returns of a college education By Kathleen Parker

President Obama is correct in wanting to make higher education more affordable and accessible, but Americans would also be correct in wondering just what they’re paying for.

The need for a better-educated populace is beyond dispute. Without critical thinking skills and a solid background in history, the arts and sciences, how can a nation hope to govern itself?

The problem isn’t only that higher education is unaffordable to many but that even at our highest-ranked colleges and universities, students aren’t getting much bang for their buck.

Since 1985, the price of higher education has increased 538 percent, according to a new study from the American Council of Trustees and Alumni (ACTA), a nonprofit, nonpartisan research group that encourages trustees and alumni to foster improvement where institutions may be reluctant to go against popular trends.

For perspective, compare tuition increases to a “mere” 286 percent increase in medical costs and a 121 percent increase in the consumer price index during the same period, according to the ACTA.

Although the council confined its research in this study — “Education or Reputation?” — to the 29 top-ranked liberal-arts schools in the nation, where tuition, boarding and books typically run more than $50,000 per year, the trends highlighted are not confined to smaller, elite institutions. These include an increasing lack of academic rigor, grade inflation, high administrative costs and a lack of intellectual diversity.

http://www.washingtonpost.com/linksets/2010/07/06/ABs8q7D_linkset.html

http://www.washingtonpost.com/kathleen-parker/2011/02/24/ABsg1XN_page.html

http://www.bloomberg.com/news/2013-08-26/college-costs-surge-500-in-u-s-since-1985-chart-of-the-day.html

http://goacta.org/

http://www.goacta.org/images/download/education_or_reputation.pdf

While these recent findings are not so surprising to those who follow such studies, one can still be stunned by what can only be described as a breach of trust between colleges and the students they attract with diversions and amenities that have little bearing on education and that will be of little use in the job market.

One need only be reminded of the recent scandal at the University of North Carolina at Chapel Hill, where a whistleblower revealed that phony classes and fake grades have been offered, mostly to athletes, since the 1990s.

UNC, one of the historically great institutions of higher learning quite apart from its legendary basketball team, is scrambling now to repair its damaged reputation with oversight and other fixes. But reputations, cultivated over decades and sometimes centuries, are like love — hard to repair once trust is broken.

On the flip side, the ACTA proposes that many schools, rather than offering the educational quality that earned them a golden reputation in the first place, often depend on public reverence for the past rather than present performance.

Of great concern is the diminishing focus on core curricula — the traditional arts and science coursework essential to developing the critical thinking necessary for civic participation. Among the 29 schools surveyed by the ACTA, only three require U.S. government or history, just two require economics and five colleges have no requirements at all.

In a separate study, the National Assessment of Adult Literacy found that though Americans pay the highest per-pupil tuition rates in the world, most graduates fall below proficiency in such simple cognitive tasks as comparing viewpoints in two editorials or buying food when the price is given per ounce.

Instead of the basics, students might look forward to more entertaining fare, such as Middlebury College’s “Mad Men and Mad Women,” an examination of masculinity and femininity in mid-20th-century America via the television show “Mad Men.”

I confess I’d enjoy a dinner discussion along these lines, but as an education consumer, I’m not sure a semester-long investigation is worth even a tiny percentage of the tuition.

ACTA President Anne Neal acknowledged that such courses may be interesting and even valuable. “What we do question, however, is allowing such classes to stand in lieu of a broad-based American history or government requirement,” she said, “when we know how severely lacking students’ historical literacy can be.”

Given the ever-escalating tuition costs, one may wonder where all that money is going.

Out of the 29 colleges evaluated, 22 have administrative budgets that are at least one-third of what the schools spend on instruction. More than a third of the college presidents earn as much or more than the president of the United States ($400,000) for running these schools, many of which have fewer than 2,000 students.

http://www.businessweek.com/printer/articles/180163-university-of-north-carolina-apologizes-for-fake-classes-promises-real-change

http://nces.ed.gov/naal/

http://www.oecd.org/edu/EAG%202012_e-book_EN_200912.pdf

http://nces.ed.gov/NAAL/PDF/2006470_1.PDF

http://courses.middlebury.edu/hub/MCUG/2011-2012/winter/HIST/1017A

http://www.goacta.org/staff/anne_d_neal

http://whatwilltheylearn.com/public/pdfs/Roper_GfK_History_Questions.pdf

Other findings of the 46-page report are equally compelling but too lengthy for this space. Summed up: American students are paying too much for too little — and this, too, should concern Obama as he examines ways to make college more affordable. Getting people into college is only half the battle. Getting them out with a useful education seems an equal challenge.

Workforce Florida Board of Directors Meeting How Education is Building the Talent Pool | Panelists February, 2014

Edwin H. Moore, Ph.D., Facilitator/Panelist Dr. Moore has been the President of the Independent Colleges and Universities of Florida, a Tallahassee based association of 31 private, not for profit colleges and universities since 2003. Ed has a unique portfolio, having served during his career in interesting and challenging roles in government, the private sector and in the not for profit association sector. Prior to his current role at ICUF he served as Staff Director for the Florida House of Representatives Policy Committee and concurrently served as Staff Director of the Select Committee on Medical Liability Insurance, the Select Committee on Worker’s Compensation and the House Public Security Coordinating Committee.

Ed began his professional career working for the Florida House of Representatives as a legislative assistant and as a committee staff analyst, after which he worked for the Comptroller of Florida, as Executive Director of the Broward County Community Mental Health Board and then ran his own consulting firm in Illinois focused on large project developments and utility consulting for over two decades, before returning back to Florida in 1999, where he served as President and CEO of the James Madison Institute, a policy research organization. He then returned to the Florida House of Representatives in 2002 to serve as Policy Staff Director prior to being chosen as President of ICUF.

Ed is an ex officio member of The Florida Council of 100, a member of the Florida Higher Education Coordinating Council and has served as co-chair of the Associated Industries of Florida Higher Education Council. He was pleased to serve as a member of Governor Rick Scott’s Transition team.

Dr. Cammy Abernathy, University of Florida, Dean of Engineering

Cammy R. Abernathy received her S.B. degree in materials science and engineering from the Massachusetts Institute of Technology in 1980, and her M.S. and Ph.D. degrees in materials science and engineering from Stanford University in 1982 and 1985 respectively. She joined the University of Florida’s Department of Materials Science and Engineering as a professor in 1993. In 2004, she became the College’s Associate Dean for Academic Affairs, and in July 2009 was appointed Dean of the College of Engineering.

Dr. Abernathy’s research interests are in synthesis of thin-film electronic materials and devices using metal organic chemical vapor deposition and molecular beam epitaxy. She is the author of more than 500 journal publications, more than 430 conference papers, one co-authored book, seven edited books, eight book chapters and seven patents.

Dr. Abernathy is a member of the American Society of Engineering Education and the Materials Research Society.

http://www.mse.ufl.edu/

http://www.mse.ufl.edu/

https://www.eng.ufl.edu/about/college-leadership/college-administration/cammy-r-abernathy/



http://www.eng.ufl.edu/files/2011/02/Cammy-Abernathy.jpg

Frank L. Kinney, VP, Research, Florida Institute of Technology Since 2006, Mr. Kinney has served as Vice President for Research at Florida Institute of Technology in Melbourne, Fla. He is responsible for all research activity at the university, including supervision and management of grants and contracts, and management of Florida Tech’s political efforts in Tallahassee and Washington. Prior to joining Florida Tech, Mr. Kinney served 19 years as the Executive Director of Florida’s Technological Research and Development Authority. Mr. Kinney was educated at Florida State University, where he received both his B.S. and M.S.in Government.

Dr. Lois M. R. Ellis, Ph.D., ARNP, Director of Nursing Programs, Santa Fe College

Dr. Ellis graduated from the University of Florida, earning a Ph.D in Nursing Sciences in 2013. Her dissertation was entitled “Symptom Clusters in Breast Cancer Survivors: Prevalence, Predictors, and Consequences.” She earned a Master of Science in Nursing with a specialty in Women’s and Infants’ Health in 1984, and a Bachelor of Science in Nursing in 1972 from the University of Florida. She began her nursing career in Gainesville, Florida, on a medical floor at Shands Teaching Hospital (STH). She helped open North Florida Regional Medical Center (NFRMC) in 1973, working on the cardiology/telemetry floor. After several years at that facility, Ms. Ellis went to work in dialysis. She did short stints as a camp nurse and a pediatric nurse. She then focused on women's health care, working in an

obstetric/gynecologic office, specializing in infertility. Dr. Ellis left that practice, as an ARNP, to begin teaching at Santa Fe College in 1987, teaching initially as an adjunct and then as a full-time faculty member as of 1988. She taught in the Associate of Science in Nursing (ASN) Bridge Program and then the ASN Program, teaching team meds at NFRMC, obstetrical nursing at STH, and medical nursing at the Veteran’s Hospital, and is currently teaching in the RN to BSN Program. In the summer of 1994, Dr. Ellis became the Coordinator of the Nursing Simulated Lab; in July 2007, became its director.

Kathie Schmidt, Director/Career & Technical Education, St. Lucie County Public Schools

For the past 14 years, Kathie has been the Director of Career and Technical Education for St. Lucie County Public Schools. Previously, she was the district administrator of Palm Beach County School District’s Career Academies, held a regional position for the Florida Dept. of Education / Career Education Div. at Florida Atlantic University, and also held several CTE-related positions with Martin County School District. Kathie has many years of experience working with fellow educators at all levels, workforce and economic development agencies, chambers of commerce, vocational rehabilitation, and state and local industry partners and associations. She has chaired a number of state advisory committees, been a

member of numerous professional organizations, and was twice president of the administrators’ division of the Florida Association for Career and Technical Education / FLCTE.

Kathie holds a Bachelor’s Degree in Industrial Technical Education from the University of South Florida, a Masters in Educational Leadership from Florida Atlantic University, and certification as a Local Director of Career and Technical Education. She is the proud mother of three, (one of whom is a graduate of the United States Air Force Academy, and an F-16 fighter pilot), and is now an equally proud grandmother of six beautiful children.

CareerSource Florida Day at the Capitol

Agenda February 19, 2014

Welcome Session 8:30 – 10:30 a.m. in Cabinet Meeting Room, Lower Level of the Capitol Welcome and Opening Remarks Jennifer Grove, Vice Chair CareerSource Florida 2014 Legislative Session Preview

• Representative Will Weatherford, Speaker of the Florida House of Representatives • Representative Jeanette Nuñez, Chair of the House Higher Education and

Workforce Subcommittee • Representative Ed Hooper, Chair of the House Transportation and Economic

Development Appropriations Subcommittee • Senator Nancy Detert, Chair of the Senate Committee on Commerce and Tourism • Representative Alan Williams, Democratic Whip, Chair of Legislative Black

Caucus

Effectively Engaging Your Legislative Delegation Denise Breneman, Chair CareerSource Flagler Volusia

Tips for Successful Legislative Meetings Ron Book, President Ronald L. Book PA A New Day! Priorities and Next Steps Chris Hart IV, President & CEO CareerSource Florida Prescheduled Meetings with Legislators and Lunch on Your Own 11:00 a.m. – 4:00 p.m. in Capitol, Senate and House Office Buildings Committee Meetings of Interest (Optional) House Economic Development and Tourism Subcommittee 1:00 – 3:00 p.m. in 12 House Office Building House Higher Education and Workforce Subcommittee 1:00 – 3:00 p.m. in 102 House Office Building Senate Appropriations Subcommittee on Transportation and Economic Development Committee Meeting 1:30 – 3:30 p.m. in 110 Senate Office Building Florida Workforce Chairs’ Alliance Meeting 3:00 – 5:00 p.m. at Residence Inn by Marriott, Conference Room Board and Partners Reception 6:00 – 7:30 p.m. at Governor’s Mansion

CareerSource FloridaStatewide Advertising Plan

1

OVERVIEWFlorida’s new unified workforce system brand, CareerSource Florida, was activated on February 10, 2014. This brand launch marked the official start of operations for the statewide CareerSource Florida network.

With this statewide advertising buy, CareerSource Florida and its regional partners will educate Florida job seekers, workers and employers as well as the general public about the resources and services available through the network’s career centers and accessible through the new careersourceflorida.com website. The website is both responsive and designed to lead job seekers and employers directly to the information and tools they need — whether delivered online or through in-person assistance from career development professionals in their communities.

This advertising plan addresses the following:– Goals– Media mix– Recommended platforms and placements– Flight plan– Measurement– Regional placement discount opportunities

2

OVERVIEWHistorically, the statewide advertising budget has focused on increasing the use of the Employ Florida Marketplace (employflorida.com). With this new CareerSource Florida advertising investment, the strategic decision has been made to not directly market the Employ Florida Marketplace but to instead drive online traffic to the careersourceflorida.com website, which serves as a gateway to the entire network of regional and state services and resources. Two primary reasons drive this strategy:

1) The Employ Florida Marketplace will be replaced in January 2015 with a new IT solution serving as the job matching portal for Florida. A strategy will be developed in the coming months for how to brand and market this new tool.

2) The new, aligned CareerSource Florida brand offers opportunities to more effectively leverage public outreach investments to increase awareness, understanding and use of Florida’s entire workforce network. The unified brand makes it more intuitive and easier for job seekers and employers to identify and access services and careersourceflorida.com will clearly point customers to the employment and training resources and services they need including the Marketplace, as our current online job portal.

3

OVERVIEWThe print and radio outlets outlined here reach the business and hiring decision makers, C-suite executives, small business owners and HR professionals. The digital platforms reach the audiences above as well as job seekers — with and without college degrees.

This plan was strategically developed to reach target audiences through the most relevant and — in some cases, innovative — platforms available for the budget provided. Furthermore, where relevant and possible, we have sought to further leverage this statewide investment by identifying advertising mediums and outlets through which regional partners may access discount pricing for their local advertising investment.

4

GOALSOverall:

– To increase knowledge and use of the CareerSource Florida network through strategic advertising placements, copy and design, and a strong call to action for job seekers, workers and employers.

– To drive greater online traffic to careersourceflorida.com — where job seekers and employers can access the CareerSource Florida network’s services and resources.

– To increase brand affinity among Florida employers, job seekers and stakeholders.Employers:

– To inform employers (C-suite executives, small business owners and managers, and HR professionals) of the talent resources and services available through the CareerSource Florida network.

– To increase the number of employers who turn to the CareerSource Florida network for their talent recruiting and development needs.

– To shift the low-skill talent misperception that currently exists and better reflect that the Florida workforce system connects job seekers with a range of skills and experience including college-educated professionals with employers.

Job Seekers: – To inform job seekers, entry-level to professional, of the career advancement opportunities

and professional development resources and services available through the CareerSource Florida network.

– To encourage job seekers, unemployed, underemployed and employed individuals looking for career advancement, to access the CareerSource Florida network for employment and training assistance.

– To shift the misperception of Florida’s workforce system among professional, college-educated job seekers from an organization that only serves low-skilled job seekers to one that also connects professionals with industry-recognized credentials and certifications as well as associate’s, bachelor’s and master’s degrees to employment and training for career advancement.

5

MEDIA MIXPrint, digital and radio, reaching job seekers and employers through the following targets:

Employers = 65 percent of the budgetJob Seekers = 35 percent of the budget

Digital = 72 percent of the budgetRadio = 16 percent of the budgetPrint = 12 percent of the budget

6

PRINTStatewide:

Florida Trend

− March, April, May− Readership of 750,000 (three placements)− Two full-page, full-color ads (double truck)− 82 percent of readership are top executives, owners, managers and

professionals− Placements are in-kind as a result of CareerSource Florida’s investment

in the annual Florida Trend NEXT publication, providing education and career guidance for high school students

HR Review

− March − Readership of 51,000 HR professionals across Florida− Full-page, full-color ad

Regional:Business Journals

− February 14, 21, 28 and March 7− Readership of almost 340,000 (for all placements combined) − Half- and full-page ads, full color− Jacksonville, Tampa, Orlando and South Florida

7

PRINTRegional cont.:

850 Magazine

− April/May and June/July editions− Readership of 17,000− Tallahassee to Pensacola− Full-page, full-color ads − Reaching small business owners, business executives, COOs and CEOs

of top Florida private and public companies

Business Observer

− February 14, 21 and March 7− Readership of 282,000− Full-page, full-color ads− Tampa to Naples− 87 percent of readership are small business owners, CEOs, presidents,

partners or senior managers

8

RADIOFlorida Public Broadcasting

– February 10 – June 30– More than six million estimated impressions– :15 and :20 sponsorship messages– 1,240 total spots– Miami, Ft. Pierce, Ft. Myers, Tampa, Orlando, Gainesville,

Jacksonville, Tallahassee, Panama City, Pensacola– Small business owners, C-suite executives — CEOs, COOs,

CFOs, and boards of directors are listeners– Studies across media platforms show a high degree of ad

avoidance. In contrast, public radio listeners tune in because they enjoy the non-commercial environment

– 95% of listeners have taken some form of direct action as a result of hearing an underwriting credit

9

DIGITALOnline advertising reaches employers and job seekers as they are, or have a history of, searching, reading and viewing content that directly or indirectly pertains to talent development, career advancement, business or industry specific information.

Furthermore, there is a mix of behaviorally targeted banner and text ads, retargeted ads, native ads and social media advertising. The methods used, as mentioned above, to reach the target audiences are diverse, as are the platforms used, which include:

– Yahoo! network– Google network– LinkedIn– Twitter– Facebook– Various strategically selected networks that reach users on relevant sites

such as New York Times, Wall Street Journal and Monster.com

Each ad is geo-targeted to Florida.

10

DIGITALSearch Engine Optimization (SEO) and Search Engine Marketing (SEM)

– February 17 – June 30 – Approximately one million impressions– In addition to developing the CareerSource Florida website with an aggressive

SEO framework, a dedicated team of SEO experts will optimize code to make sure the CareerSource Florida website ranks high in search engines

– Managed SEM: search and display ads with Yahoo!, Bing and Google to reach small business owners, HR professionals, C-suite executives and professional job seekers

• 50% employer-focused keywords and topics, 50% job seeker-focused keywords and topics

Native ads– February 17 – June 30– Approximately five million impressions– Managed campaign with a dedicated team of professionals tracking and

optimizing the CareerSource Florida campaign across desktop and mobile inventory• 50% employer-focused content topics, 50% job-seeker focused content

topics – Focus on channels such as news, business and finance– Across desktop placements we will include behavioral targeting that allows for

targeting directly to C-suite executives, small business owners, HR professionals and professional job seekers

11

DIGITALYahoo!

− February 17 – June 30− 12.5 million impressions− Display and text ads− Yahoo! Run of Network: Behaviorally targeting HR professionals and small

business owners− Yahoo! Run of Network: Behaviorally targeting job seekers with bachelor’s

degrees− Domain Retargeting: a custom segment of users based on visitors to other

online job-matching sites. For example, when a mail user in Florida receives an email from Monster, we can target them with CareerSource Florida ads.

− Site Retargeting: retargeting users who visit careersourceflorida.com, but do not take a second action of exploring information beyond the homepage and/or accessing links to services.

12

DIGITALGoogle Ad Words

– February 17 – June 30– Estimated six million impressions– Search and display ads– Geo-target to Florida– Retargeting those who have visited, but not taken a second action while on

careersourceflorida.com– Conversion tracking (seeing how and where people visit once they land on

the site)– 20% targeting employers, 80% targeting job seekers with*:

• Topics such as — Human resources, recruitment and staffing, continuing education, internships, career resources and planning, job listings, resumes and portfolios

• Keywords such as — resume tips, job listings, IT jobs, jobs in engineering, jobs in defense, workforce training grants, Quick Response Training, Incumbent Worker Training, talent development, job training, Florida jobs, jobs for veterans, career counseling, employee recruitment, on-the-job training

*Reflects a sample of topics and keywords, not a comprehensive list

13

DIGITALSocial Media

– February 17 – June 30– Estimated eight million impressions– Twitter — Targeting Florida job seekers and employers. Driving them to

CareerSource Florida’s Twitter page. Using:• Promoted Accounts: Twitter’s algorithm looks at that account’s followers

and determines other accounts that those users tend to follow. • Promoted Tweets: Appears in a user’s timeline only if the Tweet is likely

to be interesting and relevant to that user. – Facebook — Targeting entry-level to professional job seekers. Driving them to

CareerSource Florida’s Facebook page and careersourceflorida.com• Promote page and posts

– LinkedIn Ads — The main focus of social media advertising, LinkedIn delivers its ads within easy-to-read news bites of the professional content and insights that matter to each user. This is delivered to mobile devices through LinkedIn’s Pulse app and on LinkedIn.com. We can target professional job seekers and ideal employers by specifying which LinkedIn members view the ads. This is done by selecting a target audience by job title and/or function, industry geography, company size or LinkedIn Group.

14

DIGITALIntersect Media Solutions

– February 17 – June 30– 12 million impressions– Mobile and desktop network, behaviorally targeting C-suite executives,

HR professionals, small business owners, professional job seekers, and employed professionals looking for career advancement in Florida on sites such as:

• nytimes.com, wsj.com, foxnews.com, bloomberg.com, huffingtonpost.com, msnbc.com, cnnmoney.com, forbes.com, cnbc.com, politifact.com, monster.com, employmentguide.com

– Mobile and desktop display ads

15

FLIGHT PLAN

16

MEASUREMENTAs this campaign is managed, CareerSource Florida will analyze the data collected across all mediums of advertising, with a strong focus on the digital platforms. Based on conclusions derived from the data collected, CareerSource Florida will creatively and strategically adjust, enhance and reduce advertising placements where needed. Results from the data collected during this February – June 2014 statewide advertising by will help CareerSource Florida plan future advertising placements. Furthermore, the quantitative goals established in this plan will be evaluated against the data derived from digital placement to measure the campaign’s success and determine future ad placements and creative development.

Print impact is measured by:– Estimated impressions

Radio impact is measured by:− Estimated impressions

Digital impact is measured by:– Estimated impressions– Cost per click– Number of clicks per digital medium– Mobile vs. desktop clicks– careersourceflorida.com conversions (visitors who take secondary actions beyond

the homepage)– careersourceflorida.com unique visits– ROI on retargeted ads– Social media interactions

17

REGIONAL PLACEMENT DISCOUNT OPPORTUNITIES

Florida Public Radio

– Regional workforce boards are eligible to receive a lower statewide rate, or a 20% discounted rate, because they are signing on to run a local public radio campaign that complements the primary, statewide buy.

Business Journals

− For new ad placement contracts, regional workforce boards are eligible to receive the discounted, statewide rate.

Rowland Publishing (850 Magazine)

– Regional partners are eligible to receive a 3.5-percent reduction in the customary cost of an ad placement. This is equivalent to the cost of one ad in a four-placement package, compared to the cost of running a single ad, without a package.

Business Observer

– Regional partners are eligible for a discount of up to 34 percent of the customary cost of placement.

18

Sample of Ads in the Market

1) Florida Trend ad, to appear on two pages in the March edition 2) Sample of online banner ads targeting employers and professional job seekers

Sample of Online Banner Ads

CAREERSOURCE FLORIDA BOARD OF DIRECTORS DRAFT 2014 SCHEDULE OF BOARD, EXECUTIVE COMMITTEE & COUNCIL MEETINGS

(Subject to change – all times ET)

APRIL

Executive Committee TELECONFERENCE

Wednesday, April 16 10 – 11 a.m.

May

Councils/Committee Meetings ORLANDO

Tuesday, May 20 8 a.m. – 5 p.m.

Councils/Board of Directors ORLANDO

Wednesday, May 21 8 a.m. – 5 p.m.

JULY

Executive Committee TELECONFERENCE

Wednesday, July 16 10 – 11 a.m.

August

Council/Committee Meetings TELECONFERENCE

Wednesday, August 27 TBD

Board of Directors TELECONFERENCE

Thursday, August 28 TBD

SEPTEMBER - OCTOBER

CareerSource Florida/ Future of Florida Forum meetings ORLANDO

September 29 – October 1 TBD

November

Councils/Committee Meetings TELECONFERENCE

Wednesday, November 19 TBD

Councils/Board of Directors TELECONFERENCE

Thursday, November 20 TBD

Documents

Board of Directors Meeting - CareerSource Florida · Board of Directors Meeting Agenda FEBRUARY 20, 2014 • 8:30 A.M. – 12:30 P.M. ET FSU TURNBULL CONFERENCE CENTER 555 W. PENSACOLA