Download presentation
Presentation is loading. Please wait.
Published byRoss Jennings Modified over 8 years ago
2
THE JOB MARKET Current and Future Trends Source: Industry Workforce Needs Council www.iwnc.org
3
Population Differences Up to 78 million Baby Boomers will be retiring from the U.S. workforce Only 40 million from “X” and “Y” generations will be available to replace them
4
Skills Gap Workplace will require advanced technical skills through high tech developments Current workforce skills need updating to keep up with changing demands Future workforce needs to be prepared for upcoming trends
5
By 2018 90% of fastest growing jobs will require training beyond high school 31% of small business owners and 41% of manufacturers can’t fill jobs Production costs in China will be equal to the U.S.
6
On-Shoring Increased wages in China Increased shipping costs due to oil prices Natural gas in Asia costs 4 times more than US Decreased quality Expensive and time consuming having engineering separate from production Tax credits/government incentives
7
Education Challenges Teacher shortages (particularly CTE) Less time for CTE Academic achievement focus 4-year degree mentality Scheduling obstacles Reduced funding Lack of parental support Disconnect with industry (esp. manufacturing)
8
Manufacturer Challenges Negative perception Employee market Employees being recruited by competitors Education steering students towards degree Lack of time Employees lacking in technical skills and/or soft skills
9
College by the Numbers 100 students enrolled in a four year institution -35 drop out first year (35%) 65 -24 don’t complete (37%) 41 complete (It took 19 students 6 years to complete a bachelor’s degree) -What happened to the other 59 students? -Average $30,000 student loan debt (1 trillion total) Source: USA Today
11
What is Registered Apprenticeship A centuries old concept of “EARN and LEARN”. A U.S. Department of Labor program in partnership with businesses and labor organizations. The National Apprenticeship Act of 1937 authorized the Federal government, in cooperation with the states, to oversee the nation’s Apprenticeship System. Provides on-the-job training and industry-specific classroom education producing highly skilled workers. Minimum 144 hours a year related classroom instruction. Programs range from 1-5 years.
12
What is Registered Apprenticeship Pathway to a career. Creates beneficial programs for both apprentices and their employers. Training programs tailored to the needs of the industry or organizations. Range in size from one apprentice to hundreds. Apprenticeship Programs can be set up as time-based, competency-based, and/or a combination of both. competency-based, and/or a combination of both.
13
Registered Apprenticeship by the numbers Over 1200 occupations recognized by the USDOL. Approximately 500,000 apprentices nationwide, 2500 in KY. Over 250,000 employers have RA programs. 150 Individual and Joint Sponsored Programs in KY representing over 1000 employers 70% Non-Union 30% Union 40% Construction Related UPS, Ford, CVS, Corning, Dana, Mazak, Jim Beam Brands, LG&E, MAG, Phillips Lighting, Reynolds Metals, IBEW, IEC, Pipefitters, Carpenters, Iron Workers, Sheet Metal Workers, ABC, Messer Construction
14
Highly Skilled Workforce All Registered Apprenticeship programs are based on industry standards, and apprentices earn nationally recognized certifications upon completion
15
Registered Apprenticeship in KENTUCKY Administered by the Labor Cabinet Part of the strategic plan of the Kentucky Workforce Investment Board Partnerships with Office of Career and Technical Education, KWIB, Kentucky Community and Technical College Systems, Kentucky Career Centers, Cabinet for Economic Development, Education and Workforce Development Cabinet, Adult Education, Job Corps, YouthBuild, Local WIB’s
16
Why Apprenticeships? Kentucky initiative to replicate European model of apprenticeships Industry-driven “Grow Your Own” approach Earn as you learn; no student loans Nationally recognized certificate Highly skilled employees Reduced turnover/increased productivity Upgrade skills of current workforce
17
Why Pre-Apprenticeship? Infrastructure in place using CTE No costs involved Provide a foundation for employer to build upon Provide a pipeline of skilled graduates for local industry
18
How it works… Employer registers apprenticeship program with Labor Cabinet Employer works with school to identify students/selection process Employer chooses at least 4 courses; one course needs to be a co-op Employer determines if student completes successfully Student to receive industry certification; on-the-job hours are credited Post-secondary requirements determined by employer
19
Pre-Apprenticeship: The Employer’s Advantage Employer selects students for program Employer selects courses Employer selects post-secondary requirements Employer develops a loyal employee Works with any number of trainees Potential for tax incentives
20
Pre-Apprenticeship: The Student’s Advantage Student will get paid for on-the-job training; no student loans Student’s on-the-job hours will count toward apprenticeship (comparable to dual credit) Student will receive an industry certification Student’s successful completion will result in acceptance in apprenticeship program Student will become a journey-person and receive a portable credential that is recognized nationally Appeals to hands-on learner
21
Pre-Apprenticeship: The District’s Advantage Preparing students for the workforce Industry certification will be measured in College and Career Ready accountability index Students will be a completer based on Kentucky’s Perkins plan Promotes positive partnerships with local businesses and community Helps create and retain local jobs for students Engages the hands-on learner
22
Staying on TRACK to Meet College and Career Readiness Goals Kentucky Board of Education Goals Increase the percentage of students who are college- and career- ready from 34 to 67 percent by 2015. Increase the Average Freshman Graduation Rate from 76 to 90 percent by 2015.
23
KDE College Ready, Career Ready, and College AND Career Bonus College Ready: Must meet benchmarks on one of the following: College Ready ACT COMPASS KYOTE KDE Career Ready: Must meet benchmarks for one requirement in Career Academic area and must meet one requirement in Career Technical area Career Ready Academic Career Ready Technical Armed Services Vocational Aptitude Battery (ASVAB) OR ACT Work Keys (Applied Math, Locating Information, and Reading for Information) Kentucky Occupational Skills Standards Assessment (KOSSA) OR Industry Certificates Bonus: College AND Career Ready must meet at least one from each area College Ready Academic Career Ready Technical ACT or COMPASS or KYOTE KOSSA Industry Certificates NOTES: (1) By meeting the College Ready Academic definition, the student does not have to take the additional tests of ASVAB or Work Keys for the bonus area. (2) For accountability purposes scores are capped at 100.
24
Industry Certification List Successful completion of the TRACK program serves as a Kentucky approved industry certification for Career Readiness
26
Obstacles/Solutions Obstacle: Parents and educators not aware of apprenticeship benefits Solution: KWIB marketing campaign; economic development and professional association outreach Obstacle: Need to increase number of registered apprenticeship programs Solution: Labor Cabinet and OCTE partnership Obstacle: Employer hesitant to invest time Solution: Answer to skilled employee shortage
27
Obstacles/Solutions Obstacle: Working with students under 18 Solution(s): Youth education waiver Look at alternate insurance carriers who allow youth education opportunities District to employ student; reimbursed by company Employer sends someone to school to work with student Mentoring/job shadowing
28
Successes Kentucky students on TRACK to a career pathway! Fifteen companies participating in fall 2013 pilot Breckinridge County ATC
29
For more information… www.KentuckyApprenticeship.com Click on TRACK logo
Similar presentations
© 2024 SlidePlayer.com Inc.
All rights reserved.