Virtual Meeting #2 1 March 4, :00 – 3:30 PM (EST)

Introduction to the Virtual Classroom: Where are you Located? 2

Introductions  PLC Lead: Lynn Bajorek, Maher & Maher  PLC Lead Subject Matter Expert: Mary Clagett, Jobs for the Future  PLC Members: Please type your name and project in the chat box 3

2:00pm: Welcome 2:10pm:Grantee Snapshots 2:40pm: Designing Ed & Training Programs (Mike Baker, IL Dept. of Commerce & Economic Opportunity) 3:00pm: Peer Discussion 3:25pm:Wrap-Up Agenda 4

Purpose of Peer Learning Communities To create a forum of similarly-focused grantees to:  Offer frequent opportunities to learn about peer projects, challenges and successes  Provide a venue for peer discussion to support sharing and problem-solving  Access to Career Pathways national subject matter experts and practitioners  Learning events based on the Community’s identified technical assistance needs 5

Career Pathways Subject Matter Experts Mary Gardner Clagett Director of Workforce Policy Jobs for the Future 6

Grantee “Snapshots” Please:  Tell us your name, the name and location of your project  Answer the following three things about your project: 1)Why did you undertake your innovation? 2)What is your innovation (project)? 3)What is one big thing you’ve learned so far? 7

Six Key Elements: Designing Ed & Training

State of Illinois - Presenters 9 Michael Baker Manager-Strategic Planning & Grants Office of Employment & Training Illinois Dept. of Commerce & Economic Opportunity Lavon Nelson Senior Director for Workforce Development, Illinois Community College Board

ATIM – Accelerated Training in Manufacturing 10

ATIM – Accelerated Training in Manufacturing 11 For illustration purposes only.

ATIM – Accelerated Training in Manufacturing 12

ATIM – Accelerated Training in Manufacturing 13

The big picture 14 Refine / Reassess / Recalibrate Deliver education & skill training for competencies to meet demand Design Education & Training Linked to Industry-Recognized Credentials & Certificates ManufacturingHealthcareITLogistics Define Occupational Competencies & Key Skills CoreOptionalEmployer specific Establish Employer Demand (Direct Communication + Labor Market Information) Occupations / SkillsQuantityTimingLocation

Establish training needs through Continuous Employer Engagement 15 Determines the technical training and certifications/ credentials. Identify targeted manufacturing employers. Forecast job demand and identify job openings. Validate core job technical competencies. Verify certifications required by employers. Verify work ethic requirements. Select and offer training based on employer needs.

BIG picture - ATIM Occupations 16 MachiningMechatronics (Equipment Service and Repair) WeldingLogistics/ Inventory Each area has its own set of competencies that include specific areas from regional employers.

Core Competencies Core Competencies are necessary whether the program is accelerated or not Programs of study require employer verification that the elements are in alignment for the student to gain employment ▫Welding – TIG vs. MIG Determine who will receive ▫Regular program placement ▫Advanced program placement 17

18 CORE COMPETENCIES – CNC MACHINIST

Non-traditional Training Understand the employer needs ▫Fit the employer requirements ▫Awareness of Occupational Demands -set up clients for success What credentials fit the needs Tailor the program to match the needs Instruction will follow the program ▫Some curriculum may meet the program ▫Time parameters may not always match 19

The vision - NO Delays / Lean Principles The person will begin value- added activity ASAP Concurrent vs. Consecutive ▫No breaks between courses ▫Classes or work place activities Open enrollment Open exit based on demonstrating competency 20

Accelerated Shortened calendar – ▫32-40 hours per week vs. 10 hours per week ▫Compressed Open Exit ▫Meet competencies by obtaining credential 21

Open entry Not tied to Academic Calendar Open Entry ▫Every Monday ▫First Monday of the month 22

ATIM – Accelerated Training in Manufacturing 23

ATIM – Accelerated Training in Manufacturing 24 Personalized Training Plan Career Exploration Skill Gap Analysis MSSC Safety Credential Skill Development Contextualized Mfg. (if needed) Soft Skills Technical Skills w/ Industry Credentials Work Experience Internship OJT Permanent Employment

Industry recognized stackable credentials 1.Intro to Mfg. & Safety 2.Quality & Measurement 3.Processes & Production 4.Maintenance Awareness Modular Approach – Fast Track & Online available Credential for each, Certified Production Technician Certificate for all 4. 25

career exploration & awareness Guided Tours Job Shadowing ▫Take a closer look ▫Engage Employers 26

Classroom Training Credit vs. Non-Credit Customized Schedule Meet goals & objectives regardless of seat-time Competencies may be credit worthy Waiver to compress a class ▫Template Provide credit post-completion 27

Work experience Double Up ▫While waiting for classroom, begin work experience ▫Morning classroom > afternoon work experience Value added experience / training Trainees see work environment first hand for extended period Employers can “try before buy” Reduces hiring risk = good R.O.I. Coordinate with UI staff regarding benefits 28

Internships Higher level tasks vs. Work Experience Earn academic credit May be simultaneous to classroom training May be specific to certain employer’s process More intensive ▫Value added ▫Higher skills work experience ▫Defined objectives Coordinate with UI staff regarding benefits 29

On-the-job training Employers will track candidate Streamline employer portion of paperwork ▫Employer must document skill attainment (and you have a process that makes reimbursements based on documented skill attainment during the OJT). ▫Be sure each client has a personalized skill gap analysis for the position they are entering in their file. ▫Training plans include:  Description of the method of training and how it will be delivered.  Estimated number of hours for each skill.  Job description.  Start and completion dates.  Clearly state the supervision that will be provided and who is responsible. 30

An example… Student designated as “Advanced Placement” ▫Work experience until start of class session continue concurrently with classes if appropriate Establish competencies to learn Place in appropriate training Cohorts Reaching a competency Proficiency test Earn credential/certificate 31 What would you do with this person?

Workforce Innovation Fund Hub 32

Workforce Innovators LinkedIn Group Join the Conversation! 33

Ideas for our PLC? Lynn Bajorek Please let me know!

Thank You! 35  Next meeting date: May 15 th, 2014 at 2:00pm Eastern  See you in DC!