Florida Ready to Work FEWC

Florida Ready to Work

Primary program components include: 1Online Courseware – Targeted jobseeker/ incumbent worker training in nine foundational skill areas identified by employers as necessary for job success across industries and occupations. 2Online Placement and Post Tests – Embedded in courseware as an initial skill assessment to pinpoint skill gaps, focus instruction and track learning gains.

Florida Ready to Work 3Credential – Standardized career readiness certificate issued by the State of Florida, validating a jobseeker has the foundational skills required for most jobs today from entry-level to professional. Gold – Minimum score of 5, ready for 90% of jobs Silver – Minimum score of 4, ready for 65% of jobs Bronze – Minimum score of 3, ready for 30% of jobs Portable, 30+ states with similar programs

Florida Ready to Work 4Proctored Assessments – To earn the credential, a jobseeker must take three proctored assessments to validate mastery of core workplace communication, reasoning and problem-solving skills. - Applied Math – Workplace math ie: calculating percentage discounts and markups - Reading for Information – Using memos, letters, directions, signs, notices, bulletins, policies and regulations - Locating Information – Working with charts, graphs, tables, forms, flowcharts, diagrams, floor plans, maps and instrument gauges

Florida Ready to Work 5Job Profiling – Process to identify the skills and skill levels necessary for a specific job, providing employers quantitative benchmarks for hiring, training and promotion. Database of more than 15,000 jobs profiled nationally.

Job TitleApplied Math Locating Information Reading for Information Applied Tech ListeningObservationTeamworkWriting Electrical Power - Line Installers and Repairers Electric Meter Installer I Utilities & Maintenance Supervisor Customer Service – Utilities Florida Ready to Work – Energy

The Results  243,000+ Courseware Hours – equivalent of 27 years of job skills training in just 30 months with the lowest skilled making the most significant gains.  140,000+ Participants – used the courseware, taken at least one assessment and/or earned the credential.  72,000+ Credentials Earned – preliminary employment and wage data indicates credential earners are outperforming those without the credential in both job placement and earnings. INCEPTION TO DECEMBER 2009

The Results  400+ Implementation Partners – high schools, community colleges, technical centers, adult education programs, regional workforce boards, corrections, juvenile justice programs and community-based organizations.  300+ Job Profiles Conducted – Florida employers statewide, across industries and occupations.

The Results  400+ Employer Partners statewide using the program to identify qualified new hires, reduce hiring/training costs and build the skills of their workforce.  Energy sector employer partners include: - Gulf Power - Lee County Electric - Clay Electric - Seminole Electric

Employer ROI Shands Jacksonville3,700 Employees Health Care Services “Florida Ready to Work is helping us identify trainable employees who are up for the challenge.” - Pamela McCaleb, Director of the Success Academy - Using Florida Ready to Work as a new hire screening and incumbent worker training tool. -Results include: Double-digit reductions in new hire turnover, faster training times and better attendance.

Employer ROI PGT Industries1,300 Employees Manufacturing “The program has been good for our business and for our employees. Our employees are excited about the possibility of learning more to earn more.” - Liz Evers, Training and Development Manager - Using Florida Ready to Work as a new hire screening and incumbent worker training tool. -Requires credential for promotion. -Results include: 30 percent reduction in performance related turnover and 50 percent cut in training time (6 to 3 months).

Challenge Reduce overtime, employee turnover, training time, and scrap costs Results  95% drop in overtime hours  Turnover from 33% to 5%  Training time from 6 to 2 months  Scrap expenditures fell 21%

Challenge System to assess and develop employee foundational skills Results  Reduced recruitment time 33%  Reduced turnover 28% in first year  Saved $230,000 first 8 months

Industry ROI  Northrop Grumman (Virginia) savings: - $ savings per new hire in recruiting costs - $ savings per new hire in reduced turnover  Florida manufacturing sector 165,289 new hires in $ savings x 165,289 = $51.2 million potential savings - $ savings x 165,289 = $110.8 million potential savings SOURCE: Mangum Economic Consultants Analysis – April 2009

FEWC - Strategic Advantages  Tool to guide workforce decisions and policy million projected new jobs across all industries by percent in occupations with skill requirements aligned with the credential  Metric to assess adequacy of workforce pipeline and benchmark progress in “training up” workforce percent of projected job gains in occupations requiring a Gold credential - Only 19 percent of current credential earners have skills aligned with Gold credential SOURCE: Mangum Economic Consultants Analysis – April 2009

Employer - Strategic Advantages  Objective, standardized measure of skills  Incumbent worker training and development  New hire screening  Workforce decision-making and strategic planning tool  Reduce hiring, training and turnover costs  Increase productivity and profitability  No direct cost to employers