INCORPORATING LABORMARKET SKILLS &CREDENTIALS

P R E S E N T E D B Y

INCORPORATING LABOR MARKET SKILLS & CREDENTIALS INTO ACADEDMIC AND WORKFORCE PROGRAMS

Jennifer Freeman

Brianne McDonough

JFF is building a society in which everyone has the skills, resources, and credentials they need to achieve economic advancement.

To reach this goal, we drive transformation of the American workforce and education systems.

A society in which economic advancement is attainable for all.

ScaleWe leverage national networks and advanced technologies to drive change in systems.

InfluenceWe shape policy and drive the national conversation among workforce, education, government, and corporate leaders.

InvestWe invest capital to incubate new solutions, accelerate innovation, and generate impact.

DesignWe bring evidence-based models and innovative solutions to life

AGENDA

Welcome and OverviewSetting the Stage

Skills Are Driving Our Economy ForwardAligning Credentials to Add Value

Discussion Break OutHow to Design with Skills in Mind

WHO’S IN THE ROOM?

Go to www.Menti.com and use the code: 18 54 96 7

http://www.menti.com/

SETTING THE STAGE

WE’RE FACING A VERY DIFFERENT WORLD OF WORK

The needs of students, institutions and employers are being

radically reshaped by economic forces

The nature of work is changing – entry level, low barrier jobs, and

middle skills roles are demanding new and different skills

Degrees do not necessarily lead to economic security, but some

specific skills can boost earnings

Most community college students are gaining relevant skills on the

job while also learning in the classroom

SETTING THE STAGE

© 2019 Burning Glass Technologies. – Proprietary and Confidential

A SEA CHANGE IN MIDDLE SKILLS TOO

78%

Of middle-skill jobs require digital skills

2X

Digitally intensive jobs are growing twice as fast as other middle-skill jobs

Digitally intensive jobs are twice as likely to pay a living wage

DIGITAL SKILLS: A MINIMUM TICKET TO RIDE


THE MORE THAT HUMAN SKILLS MATTER

30

% of hybrid jobs requesting key soft skills vs. % of all jobs

THE MORE TECH- OR DATA-ENABLED A JOB IS

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Highly Hybridized Jobs All Jobs

Vulnerability to Automation

Vulnerability to Automation

18.3%

7.4%

10.7%

14.4%

12.2%

33.9%

25.5%

21.6%

20.1%

18.3%

Teamwork / Collaboration

Creativity

Research

Problem Solving

Writing

Hybrid tech roles All jobs

Marketing + Public

Relations

Social Media

Graphic Design

SoftwareSkills

Data Analytics

Business & Project

Management

Creativity & Problem Solving

Teamwork & Collaboration

Writing & Communication

Research Skills

Computer Science + Data Analytics

HYBRID JOBS – DIVERSYING SKILLSETS TO MEET THE DEMAND

WHAT DOES THIS MEAN FOR ACADEMIC AND CAREER PATHWAYS?

Programs must be designed with an interdisciplinary approach –embedding digital and data literacy alongside business and human skills.

Does this graphic summarize what we know intuitively?

Anything missing?


$42,206 $37,691

$44,539

$68,788

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

Psychology B.A. With Marketingskills

With HR skills WithStatistics/Data

Analysis

Entry level salaries for Psychology majors

SKILLS MATTERSPECIFIC SKILLS BOOST GRADS’ PAY & EMPLOYABILITY


DOESN’T ALWAYS REQUIRE A DEGREETHE MBA, UNBUNDLED: SKILLS WORTH MORE THAN THE DEGREE

$80,000 $82,000 $84,000 $86,000 $88,000 $90,000 $92,000 $94,000 $96,000

MBA degree

Series 7 Certification

Product Development

Lean Six Sigma

Strategic Leadership

PMP certification

Median salaries for MBA skills – even without the MBA

ACQUIRING HYBRID SKILLS

What occurs to you about these skills?

Can you share examples of embedding these skills within courses?

IT Networking & Support

Computer Programming

Graphic Design Data Analysis & Management

Sales

Social Media

Marketing

CollaborationGeneral

Business

HOW CAN CREDENTIALS BE ALIGNED WITH PATHWAYS TO BOOST SKILLS AND EARNINGS?


EXAMPLE: CORE PRODUCTIVITY SOFTWARE SKILLS DELIVER VALUE ACROSS THE MARKET

17

Sources: The Human Factor: The Hard Time Employers Have Finding Soft Skills; The Digital Edge: Middle Skill Workers and Careers

These roles pay a 17% salary premium over non-digital roles

Microsoft Word and Excel are among the top 10 overall skills in the job market

78% of middle-skill jobs call for these skills. This increases to83% for high-skill (BA+) jobs.

36% of all jobs are in occupations commonly requesting these skills, with more than 4M annual job postings

Employers demand the skill but not the certification

https://www.burning-glass.com/wp-content/uploads/Human_Factor_Baseline_Skills_FINAL.pdf

https://www.burning-glass.com/research-project/digital-skills-gap/


PARSING THE MARKET VALUE OF CERTSFOCUS INVESTMENT ON HIGH VALUE CERTS

15

OSHA 10 Hour

ALI – Step Ladder

Barbicide – Infection Control

Microsoft Office Specialist: Excel, Word, PowerPoint

Adobe Certified Associate: Photoshop, Illustrator

Automotive Service Excellence: 3 in 10 entry level auto repair postings

CompTIA A+: 1 in 5 entry level IT help desk roles

Low employer demand for the skill or certification

Employers demand the skill but not the certification

Employers request the certification


We identified eight skill sets that non-technical university degree graduates can develop through a modest amount of coursework, such as a minor or online training or internships, that double their job prospects:

GRAPHIC DESIGN

GENERALBUSINESS

IT NETWORKING & SUPPORT

SALES

COMPUTER PROGRAMMING

DATA ANALYSIS & MANAGEMENT

MARKETING

SOCIAL MEDIA

+ $1,058 premium66,429 postings

567,855 postings




+ $336 premium359,916 postings



ADDING A FEW EXTRA SKILLS CANMAKE DEGREES MORE VALUABLE

WHAT SOFTWARE SKILLS ARE YOU EMBEDDING INTO COURSES AND ASSIGNMENTS?

BREAKOUT QUESTIONS

What resonates with you about the types and skills and experiences to build into your courses or programs?

What examples do you know of that involve an interdisciplinary approach to curriculum design? How might you build upon these?

What is the role of project-based learning, research, e-portfolios, service-learning and work-based learning to embed some of these skills into hybrid occupations?


WE LACK A CONSISTENT DEFINITION FOR WHAT IT MEANS FOR ACREDENTIAL TO BE INDUSTRY RECOGNIZED

25

Many states consider almost any measure of career-related knowledge to be an industry-recognized credential. As a result, there are major disjoints between the credentials in demand by employers and those earned through CTE systems.


A NEW SET OF FOUNDATIONAL SKILLS HOLD THE KEYS TO NEW ECONOMY OPPORTUNITY


THE SKILLS TO ACQUIRE NEW SKILLSHUMAN SKILLS: WORTH MORE AS YOU RISE

Share of Openings Requesting Skills

0%

10%

20%

30%

40%

50%

60%

70%

80%

Senior/Manager-Level Jobs

Other

+49% more likely to be requested in

advanced jobs

+44%

+152%

+33%

All foundational Human Skills Business Enablers Digital Building Blocks


QUALITY CREDENTIALS DON’T JUST SIGNIFY CORE SKILLS THEY DELIVER THE FULL PACKAGE

Core SkillsDistinguishing Skills

Building Block Skills

Core Skills: Definitional skills to each occupation which students will need in order to contribute

Building Block Skills: Although these are required and relevant across many roles, they aren’t always included in curriculum, putting graduates at a disadvantage

Distinguishing Skills: These are emerging, fast-growth skills or core opportunities for specialization that enable students to differentiate themselves – and often command significant salary premiums

HOW TO DETERMINE WHAT SKILLS TO INCLUDE?

Ø Use Burning Glass or EMSI to complete a skills analysis of graduates in your field and relevant occupations

Ø Work with institutional research to assess skill needs in local labor market

Ø Discuss digital, business, and human skills and qualifications with employer partners to assess specific needs across industries – create a common language

Ø Create an interdisciplinary and interdepartmental approach to program and course design that embeds hybrid skills and credentials


As part of its Academic Master Plan process, BCC reviewed over 60 associate’s programs, program options, and certificate programs to ensure their alignment with high demand, high value careers

The college created a job scorecard for each program and identified areas for additional educational pathways (e.g. Human Resource Assistant and Customer Service Representative)

The analysis also recommended the closure of programs designed around careers that aren’t in demand or that lead to low-wage jobs

CASE STUDY:MAKING TOUGH CALLSA DATA-DRIVEN ACADEMIC MASTER PLAN

WHERE DO YOU NEED SUPPORT ADVANCING THIS WORK?

Go to www.Menti.com and use the code: 18 54 96 7

http://www.menti.com/

V I S I T U S T O D A Y A T J F F. O R G

THANK YOU!

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INCORPORATING LABORMARKET SKILLS &CREDENTIALS