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East Central Team RED Region Briefing February 20, 2014 Michael Baker Manager – Strategic Planning & Grants DCEO Office of Employment & Training.

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Presentation on theme: "East Central Team RED Region Briefing February 20, 2014 Michael Baker Manager – Strategic Planning & Grants DCEO Office of Employment & Training."— Presentation transcript:

1 East Central Team RED Region Briefing February 20, 2014 Michael Baker Manager – Strategic Planning & Grants DCEO Office of Employment & Training

2 A Question for the Employers… Are you satisfied with the quality and quantity of skilled workers applying for your job openings? 2 MachiningMechatronics (Equipment Service & Repair) WeldingLogistics/ Inventory

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

4 The Challenge 4

5 5 Illinois Manufacturing Snapshot Source: IDES Economic Information & Analysis Number Percent of Total Employers18, % Employees156, % LARGE employers (500+)1390.7% Manufacturing Job Growth since Jan Illinois5.1% United States4.6%

6 2012 Illinois Manufacturing Snapshot Source: IDES Economic Information & Analysis 6

7 “I need a good paying job…NOW!”  Barriers to Accelerated Re-Employment:  Traditional academic calendar  Time required to earn a degree  Minimal income while training  If the job seeker has a family to support, these difficulties are exponentially harder 7

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9 Program Model Overview Meeting the Demands of Employers and Jobseekers 9

10 ATIM is a DIFFERENT Approach in Workforce Development  ATIM is an experiment in workforce innovation  A formal statistical evaluative analysis to measure the impact  Will guide future national and state workforce policy 10

11 ATIM is a DIFFERENT Approach in Workforce Development  “Pull Model” vs. “Push Model”  Acceleration!  Reduce time from enrollment to employment  “Lean” Principles  Training  Toward industry-recognized, stackable credentials  To meet regional employer demand  Reducing Hiring Risks for Employers 11

12 1. Employer Demand-Driven “Pull Model” 12 What determines the type and quantity of training offered in a region? Employer involvement is CRITICAL in a Pull Model The Workforce System needs to know: a.Occupations b.Skills / Competencies c.Timing d.Quantity e.Location

13 2. Accelerated – from Enrollment to Employment 13  More responsive to employer demand  Reduce the time it takes to train  Open Entry / Open Exit  Not tied to school calendar  Tailored training  Exit based on demonstrating industry standard competencies

14 3. Industry Recognized Stackable Credentials 14  Nationally portable  Provide known skill sets  Reduces uncertainty of technical qualifications  Chicken / Egg If employer is unaware by name, they like when told of the skills mastered  National Institute of Metalworking Skills  Mfg. Skills Standards Council  American Welding Society  American Production & Inventory Control Society

15 4. Training in What Counts 15 Class-Size and/or On-the-Job Training Industry Recognized competency checklists for each occupation Common Understanding between: Employer Trainer Case Manager Trainee Demonstrate competency by passing credential tests and providing samples of work where appropriate

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17 5. Reducing Hiring Risks 17 “Having a credential is great, but how can I be sure they’ll be a good worker?” Try Before Buy Work Experience & Internships Short-term May be paid by ATIM, other funds or the employer Learn & Earn model to reduce trainee drop outs Drug Screened Background Check OK Employer OJT Wages reimbursed 50-90% May use participating Placement Agencies

18 FOLLOW UP QUESTION TO EMPLOYERS: Are you dissatisfied with the quality and quantity of skilled workers applying for your job openings… enough to join us in the attempt to make things better? 18

19 REGIONAL Employers Must Invest in the Solution 1.Provide regular updates on demand A.Occupations B.Skills / Competencies C.Timing D.Quantity E.Location 2.Provide Work-Based Learning Opportunities A.Career Exploration through Work Site Tours & Job Shadowing B.Work Experience / Internships (ATIM pays) C.OJT Placements (ATIM pays wage reimbursement 50 – 90%) 3.Priority Interviews for ATIM graduates 19

20 ATIM WEBSITE  Apply Online  More Information Regional Maps Participating Offices Targeted Occupations Occupational Info FAQs  Page dedicated to employer outreach 20

21 ATIM WEBSITE - Employer Page  Video  Key program elements  Benefits / ROI  Downloadable flyer 21

22 ATIM Regions 22 NS CC C NC SW  Employers, training providers and clients in “gray counties” may still be able to participate

23 KEY REGIONAL CONTACTS RegionNamePhone Northern StatelinePam Fettes(815) Northern StatelineDaryl Collar CountiesJoel Goldberg(630) Collar CountiesPat Fera(815) North CentralMichael Sloan(309) North CentralConnie Smith(309) CentralLarry Peterson(217) CentralRobyn McCoy(217) SouthwestChristopher Cameron(618) SouthwestMatt Jones(618) 23

24 Outreach  Leverage your existing resources  Chambers of Commerce  Economic Development  Industry Groups  Other employer groups  Civic boards & commissions  Other 24

25 For more information   Michael Baker – DCEO  Jim Nelson – Illinois Manufacturers’ Association


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