The most valuable natural resource in the 21st century is brains. Forbes Magazine Revision

TALENT: KEY TO A VIBRANT ECONOMY   “What most distinguishes successful areas from Michigan is their concentrations of talent. The key to economic growth is TALENT…priority one is to prepare, retain and attract talent.” Michigan Future, 2008

Talent Matters Only 16 of the top 50 markets in the USA are growing:  Businesses are CHOOSING to locate/relocate where they can find pools of talent.  New jobs require ongoing learning in a knowledge economy.  The less educated the talent pool, the more investment in business rework and the more problems within a community (health, crime, etc.). CEOs for Cities

The Hypothesis   Better-educated = higher incomes   Better-skilled = more innovation and productivity CEOs for Cities

The Talent Dividend: Using data from 2006, each additional percentage point improvement in aggregate adult four-year college attainment is associated with a $763 increase in annual per capita income for the entire region.

BRUTAL FACT: LOW COLLEGE ATTAINMENT West Michigan performance gap rank in college attainment: (minimum 2-year associates degree or certificate from credentialed training program)   Most industrial nations 53%   Top 5 states 48%   USA 39%   Michigan 36%   West Michigan 32%   USA GOAL FOR % The Lumina Foundation

How are other communities measuring talent pool success?  Kids ready for school.  Kids meeting core subject competency at grade level.  Percentage of high school graduates in the region.  Number of students who attend college and graduate.  Community literacy.

8 Percent metro population 25 years old + completed 4-year college degree Top Cities: College Attainment Grand Rapids Ranks #39 1Raleigh / Durham41.0%26Charlotte28.4% 2 Washington / Baltimore40.0% 27 Pittsburgh28.4% 3 Austin39.7% 28 Indianapolis28.3% 4 Boston39.3% 29 Cincinnati28.1% 5 San Francisco / Oakland / San Jose38.8% 30 Oklahoma City27.9% 6 Denver37.1% 31 Houston27.8% 7 Minneapolis / St. Paul36.1% 32 Salt Lake City27.3% 8 Seattle34.1% 33 Phoenix27.3% 9 Atlanta34.0% 34 Orlando26.7% 10 New York33.6% 35 Buffalo26.6% 11 Hartford32.9% 36 Detroit26.4% 12 Chicago32.6% 37 Memphis26.3% 13 Columbus32.5% 38 Cleveland26.1% 14 Richmond32.0% 39 GRAND RAPIDS25.7% 15 Kansas City31.7% 40 Los Angeles25.5% 16 San Diego31.0% 41 Miami / Fort Lauderdale25.3% 17 Rochester30.5% 42 Norfolk / Virginia Beach25.2% 18 Dallas / Fort Worth30.3% 43 Providence24.8% 19 Philadelphia30.2% 44 Louisville24.5% 20 Portland30.1% 45 Greensboro24.4% 21 West Palm Beach29.6% 46 Tampa / St. Petersburg24.2% 22 Nashville29.4% 47 Jacksonville24.0% 23 Milwaukee28.8% 48 San Antonio23.9% 24 St. Louis28.6% 49 New Orleans23.6% 25 Sacramento28.5% 50 Las Vegas17.9%

TALENT 2025 VISION Developing, retaining and attracting a world-class talent pool in West Michigan by 2025:   Recognized for its regional talent systems.   Highly educated/trained base of employees.   A system of learning that promotes ongoing education/learning improvement at every level of formal education/training.   A regional, cultural capacity for education and learning.

Developing an Integrated Regional Talent System:   Early childhood 0-6 years   Kindergarten through 12 th grade   Higher education: 2 / 4-year degrees; certified credential training programs   Post-graduate   Adult workforce development   Talent retention   Talent attraction

TALENT 2025 MISSION Ensure an ongoing supply of world-class talent by 2025.

Business leaders setting goals…   ILLUMINATE... the gaps between baseline talent metrics and national/global market needs and leading practices.   EVALUATE... convene leaders to encourage identification and evaluation of leading practices and collaboration around the selection and implementation of solutions.   ADVOCATE... provide visibility and resources that support certain recommended leading practices for the West Michigan region.   CELEBRATE... track progress; celebrate success.

TALENT 2025 The Plan  Board of Directors (9 counties)  Small Core Staff  CEO Leadership Accountability Council (30-50 business leaders) Review measurable goals to improve the talent system.Review measurable goals to improve the talent system. Illuminate the gaps.Illuminate the gaps. Accelerate best practices to scale.Accelerate best practices to scale.  Convene stakeholders: Encourage sharing of data, dialogue on issues, collaboration, solutions.  Track progress: Funding provided for most successful areas of improvement.  Create national “noise”: West Michigan is a regional hub with an educated workforce.

Work Plan Goals by First Quarter 2010  Secure the first 30 participants for the CEO Leadership Accountability Council.  Map, measure, and illuminate the current regional talent system.  Introduce plan, goals to the region.

Contact Information Jim Fisher President, TALENT