REGIONAL PARTNERSHIP APPROACHREGIONAL PARTNERSHIP APPROACH

• Gateway produced a manufacturing Report with recommendations for collective action.

• Industry, government, economic development groups, Chamber of Commerce formed coalition.

• Coalition focused on identifying key jobs skills for top needs over 10 years.

• College developed specific certificates based on skills needed.

Pathway – Grades 7-12•STEM Camps•STEM Days•Dual Credit•Gateway Credential•Manufacturing Skill Standards Council

Industry & School Partnerships•Gateway Recruitment Committee•Manufacturing & Trades Division•Workforce Solutions•Business and Industry•Middle & High Schools•Partnership for a Competitive Workforce•Greater Cincinnati STEM Collaborative

Input

High School Graduation•High School Diploma•12-24 Credit Hours of Dual Credit•Career Ready (KY Dept. of Education)•Apprenticeship Ready (Gateway)

Outcomes

Process

Credentials•Gateway Certificates in any of the 6 Manufacturing Majors•Manufacturing Skill Standards Council National Credential

o Certified Production Techniciano Certified Logistics Associate

Employer Satisfaction•Employer Feedback & Needs Assessment•Student Matriculation•Employer Employee Retention and Gateway Student Retention

Workforce Solutions - Pipeline & Training•Filling Manufacturing Pipeline•Connecting Employers to Apprentice-Ready Workforce •Identifying Training Needs of Employer Partners•Employer Use of KY WINS for Apprentices and Incumbent Workers

Evaluation

Companies Served

STEM Day721

Students

Assessment Center642 Pre-HireAssessments

Non-credit 1,228

CEU’s 622

Workforce SolutionsCustomized

Performance andTechnical Skills

Gateway VETS122 New Vets Enrolled

37 Vets Placed82 Credentials Awarded

Manufacturing and Technology

Division

KYWINS$2 mil

35 companies

Apprenticeships80+

Dual Credit – 149 studentsMechatronics – 38

students6 Manufacturing Majors

WORKFORCE SUPPLY

NKY MANUFACTURING TALENT SUPPLY CHAIN MISSION: MEET EMPLOYER DEMAND BY GROWING THE SKILLS OF OUR CURRENT AND FUTURE WORKFORCE, USING AN EMPLOYER-LED, COLLECTIVE IMPACT APPROACH

EMPLOYER DEMAND(aggregated from internal Talent Development strategies/plans)

680+ Open positions 2012-2013

2500+ Open Positions 2015-2016

6250+ Open Positions

2022

Assess Employer Needs

P – 12 EducationPost- Secondary Education and

Training

Workforce Training & Lifelong Learning

CURRENT WORKFORCE FUTURE WORKFORCE

Prepare the Pipeline

1.Attract future workersa) Marketing Plan – Design Impact

learnings and DIDIb) Ambassador program

2.Prepare future workersa) Curriculum asset and enrollment

map – identify gaps, plan to fill b) Career exploration – STEM Days,

summer camps, etc.c) Teacher professional development

– current and future teachersd) Work based learning experiences

– full range of options (expand INTERalliance model to mfg?)

e) Employer engagement in project based learning, mentors, role models and work based learning

3.Policya) Sustainable funding for

scholarships, NCRC and industry credentials , dual credit

4.Sustainabilitya) Develop long term plan

Skill Up the Current Workforce

1.Attract Workersa) Marketing Plan – Design

Impact learnings and DIDIb) Raise the Floor and 2Genc) Job Quality Initiatived) Talent attraction into NKY

2.Train New and Incumbent Workers

a) Understand “Mfg Technician” skills and develop curriculum

b) NAM pgms – MSSC and RSNc) Festo and KY FAMEd) Hands on skills for engrse) Workforce Councilf) Implement WIOA to maximize

impact3.Policy

a) Identify key policy initiatives and develop advocacy plan

b) Employer policy/system change – Job Quality

4.Sustainabilitya) Identify immed available fundsb) Develop long term strategy

EMPLOYER SKILL REQUIREMENTS

QUALIFIED WORKER

S

12/1/2014

Deep employer engagement/leadership throughout these activities

The CITI & Gateway PartnershipThe CITI & Gateway Partnership

CompanyCompanyEmbeddedEmbeddedStrategyStrategy

Citi & Gateway PartnershipCiti & Gateway PartnershipOrigin of PartnershipOrigin of Partnership

Strategic Plan for the Partnership.

The Cornerstone of Citi talent development.

• The importance of education as a business strategy.

• The need for a sustainable training program.• The need to adjust to economic challenges and financial

scrutiny.

Establishing the NeedEstablishing the Need

Skill Enhancement

Improve Retention

Encourage College Credential Completion

Prepare employees for professional advancement

Your Bottom Line is Our Bottom Line

The HistoryThe History

Fall 2002 Summer 2003

Study Team of 24

Launch Programs

Citi GCTC

Chamber of Commerce

NKY Economic Partners

Pre-Hire Advisor Career Discovery

College Courses

State Job Center

5 month 5 month planning phaseplanning phase

The HistoryThe History

Career Discovery:Career Discovery: One hour of college credit Career mapping, shadowing

Citi leaders, and creating elevator speeches

The HistoryThe HistoryAcademic Advisor On-Site:• 1,000 employees have received

career planning and academic support each year • Assistance with Gateway

application, enrollment, registration, and financial aid

• Full career planning services available• Will also assist with enrollment in other local colleges and

universities

The HistoryThe History

Operations Management Certificate:Operations Management Certificate: Courses Emphasize:

―Communication Skills―Foundational Business Knowledge―Leadership―Operations Management

• 4343 Graduates

Measures of EffectivenessMeasures of Effectiveness

946 Successful Graduates

331 Promotions

1,000 Employees Served Per Year

18 Graduates

800 Employees Trained

76 Certificates Earned

1,834 College Course Enrollment

764 Online Courses

615 Campus Classes

437 Onsite Classes

22 Modular Online Courses (VLI)

23 Associate Degrees Earned

ReplicationReplicationCiti pioneered college certificate programs in the workplace. These companies followed:Cengage Learning (previously Thomson)Cincinnati/Northern Kentucky International Airport Mazak CorporationSanitation District No. 1Staples NAD Customer ServiceValassis Direct MailWagstaff, Inc

ReplicationReplication

Citi Call Centers nationwide also followed…

Kansas City, Missouri

Tampa, Florida

Tucson, Arizona

Albuquerque, New Mexico

ReflectionReflection

Have we been successful?Skill Enhancement – 1,834 EnrolledImprove Retention – Achieved Encourage College Credential Completion –

76 Certificates, 23 Associate DegreesPrepare Employees for Professional Advancement

330 Promotions

QuestionsQuestions