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NCRCBest Practices

Building a Great Certificate Program in Missouri

Bill GuestJanuary 25, 2011 Draft

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Best Practices Presentation• The Problem – Skills Now!

• The Solution – Strategies & Metrics

1. Employers

2. Learning

3. Certificates

4. Advocates

5. Statewide Collaboration

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The Problemis Clear

Skills Now! – A Case for Urgent Action to Build the Skills of America’s Workers (10 of 211)

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A Snapshot of Selected Workforce Development Publications 4 Literacy in Everyday Life, 2003 National Assessment of Adult Literacy 12 Reach Higher, America, Overcoming Crisis in the U.S. Workforce, NCAL 25 Education and Training Pay, Bureau of Labor Statistics, 2005 Data 26 Thrive, The Skills Imperative, Council on Competitiveness 34 America’s Forgotten Middle-Skill Jobs, Skills 2 Compete

38 Michigan’s Forgotten Middle-Skill Jobs, Skills 2 Compete 41 NAM, 2005 Skills Gap Report, A Survey of the American Manufacturing Workforce 51 Are They Really Ready to Work?, Employer Perspectives, The Conference Board, SHRM 63 Diplomas Count 2008, Education Week 68 Cities in Crisis, Education Week

72 Left Behind in America, The Nation’s Dropout Crisis, Northeastern University, CLMS 75 Tough Choices Tough Times, The New Commission on the Skills of the American Workforce 81 Career and Technical Education’s Role in Workforce Readiness Credentials, ACTE 83 Fixing the Leaky Pipeline: Why Adult Education and Skills Training Matters for Michigan’s Future 86 Transforming Michigan’s Adult Leaning Infrastructure

92 The National Career Readiness Certificate (NCRC), A “Ready for Work” Skills Currency 98 The Strategy Map for Workforce Development and Education 99 State Sector Strategies – NGA Best Practices – NNSP – CSW, November 2006100 An Evaluation Framework for State Sector Strategies – NGA – NNSP – CSW, May 2008105 Job Training That Works – Public Private Ventures, May 2009

111 Skills to Live By – Workforce Strategies Initiative, The Aspen Institute, 2006114 Sector Strategies in Brief – WSI The Aspen Institute, November 2007118 Systems Change – WSI The Aspen Institute, March 2008121 Ohio Stackable Certificates: Models for Success, February 2008125 The Career Pathways How-To Guide – Workforce Strategy Center, October 2006

130 Bridges to Opportunity for Underprepared Adults – Bridges to Opportunity Initiative, 2008133 The National Association of Manufacturers (NAM) Skills Certification System, March 2009137 National Center for Construction Education and Research, University of Florida142 Career Coaching – A Structured Process to Find the Right Career Path143 Disruptive Innovation for Social Change, Harvard Business Review, Clayton Christensen

147 Appendix

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Index of Slides with Return on Investment (ROI) Data 8 Literacy Impact on Employment 9 Literacy Impact on Earnings 19 Personal Income Adults (25 - 64) by Level of Educational Attainment 20 Net Annual Fiscal Contributions of Adults (16-64) by Educational Attainment – Michigan 21 Net Annual Fiscal Contributions of Adults (16-64) by Educational Attainment – Texas

25 Education and Training Pay (Earning and Unemployment) 65 High School Dropout Rate - National 71 High School Dropout Rate – Major Cities 74 Economic Consequences of High School Dropouts 75 Return on Investment (ROI) for Dropout Recovery

89 Educational Attainment and Life-long Earnings – Michigan 90 Educational Attainment and Hourly Wages – Michigan 92 Impact of Increased Educational Attainment – Michigan 95 Annual Earnings for Example Occupations by NCRC Skill Levels 96 Annual Earnings by NCRC Skill Level

107 Sector-Focused Training – Total Earnings by Month108 Sector-Focused Training – Probability of Employment by Month109 Sector-Focused Training – Earnings by Month for Employed Treatments and Controls110 Sector-Focused Training – Hourly Wage in Primary Job by Month for Employed (T&C)113 Skills to Live By – Impacts on Wages, Employment, Healthcare, and Confidence

117 Aspen Institute – Impacts on Incomes, Work Consistency, and Job Quality118 Aspen Institute – Impacts on Optimism, Confidence, and Earnings200 National Average Earnings by Educational Attainment – 2007 based on 2008 CPS – Chart 201 National Average Earnings by Educational Attainment – 2007 based on 2008 CPS – Graph 202 Population – Educational Attainment – 2008 American Community Survey

203 Return on Investment – Impact of Increase in NAAL Literacy Levels204 Return on Investment – Impact of Increase in Educational Attainment Levels206 Return on Investment – Impact of Increase in Educational Attainment - Louisiana207 Return on Investment – Impact of Increase in Educational Attainment - Michigan

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Total26,455,554

Total18,409,284

Total56,371,283

Note: Working-age adults (18 to 64) in 2006 totaled 188 million. (88/188 = 46.8%)

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Note: Employer view of preparation level increases dramatically with some postsecondary attainment.

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We Have the

Solution

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Strategies1. Employer Engagement

2. Skills Building

3. Skill Certification

4. Advocacy

5. Support – Statewide Collaboration

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Strategies & Metrics1. Employer Engagement – Grow Demand for Certificates

Employers must aggregate their voices around competency-based credentials to drive improvements in their talent supply chains. We will monitor and report two measures:

Employer Letters of Commitment – Letters will be collected and viewable on the website by state and county.

Employer Experiences – Case studies, job postings, and news clips will be collected and viewable on the website by state and county.

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The NCRC Value for

EmployersBill Guest

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Employer Use of the NCRC:• What the NCRC is• What the NCRC is not• How to use it correctly

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The Best People are Willing and Able to do the work that needs to be done.

• What evidence should you include in your hiring process so that you hire the best people?

• What evidence is highly predictive of workplace performance?

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Cognitive Skills(Able)

Behavioral Skills(Willing)

NCRC

• Content Areas:• Reading for Information

• Applied Mathematics

• Locating Information

• Reasoning Areas:• Critical Thinking

• Problem Solving

Personal Skills Assessments

• Performance• Work Attitudes

• Potential for Unsafe Behavior

• Talent• Personal Traits Linked to Performance

• Compound Trait Indices

• Teamwork

• Customer Service

• Managerial Skills

• Work Discipline

• Fit• Work-Related Interests

• Values Aligned to Job Fit

The Best People are Willing and Able

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Evidence-Based Hiring Process

“Employers work to make things predictable, uniform, and certain. Predictability, uniformity, and certainty are universal goals of

executives. The NCRC does this for the hiring process.”

Mac MacIlroy, Past PresidentMichigan Manufacturing Association, 2008

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No one is going to push top talent in your door. You need to manage your talent supply chain just like

any other supply chain.

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Employers

Secondary(9-12) 4-Year

Post Secondary

Tier 3 Tier 2 Tier 1 Tier 1 OEM

The Talent Supply Chain

2-YearPost

Secondary

Primary(K-8)

CTE

AdultLearning

Workforce Development System

Corrections DHS

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Pre-K EmployerPrimary(K-8)

Secondary(9-12)

PostSecondary

(Various)

Tier 4 Tier 3 Tier 2 Tier 1 OEM

The Talent Supply Chain

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Pre-K EmployerPrimary(K-8)

Secondary(9-12)

PostSecondary

(Various)

? - Evidence-Based Hiring and Promotion• Evidence of Cognitive Skills

o Reading, Math, etc.o Reasoning – Critical Thinking & Problem Solving

• Evidence of Behaviorso Integrityo Personality Traits and Characteristicso Interests & Values

• Evidence of Work-Related Content Knowledgeo Degrees, Licenses, Certificates

• Evidence of Personal Responsibilityo Resume, Career Plan, Education Plan

• Analysis to Correlate Competency Evidence to Outcomeso Valid Reliable Performance Feedback

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A “Ready for Work” Skills Currency

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Essential Skillsbased on Analysis of 5,760 JobsSeptember 2003 to August 2008

Loca

ting

Info

rmati

on

(

84.9

%)

4,89

2

Read

ing

for I

nfor

mati

on

(80.

5%)

4,63

7

Appl

ied

Mat

hem

atics

(74

.6%

) 4,

298

Obs

erva

tion

(69.

6%)

4,00

8

2,17

0

Tea

mw

ork

1,05

8

App

lied

Tech

nolo

gy

996

Writi

ng

814

Li

sten

ing

38

2 B

usin

ess

Writi

ng

Certificate Skills

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DataInformationIntelligence

KnowledgeWisdom

Data Information Intelligence Knowledge Wisdom

Cognitive Skills

NCRC Skills

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Use the Instruction

Manual

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Talent Supply-Chain

Regional Collaboration

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Strategies & Metrics2. Skill Building – Grow Workplace Relevant Skills

via Focused Learning

Educators must lead the rebuilding and improvement of our adult learning infrastructure so that we address the skills gap – the shortage of individuals with essential workplace relevant skills. We will monitor and report two measures:

Learning Activity – We will monitor and report activity in learning experiences that have been shown to be effective in building essential skills.

Learning Results – We will collect learning results (improvements in certificate levels) and report them on the website.

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Strategies & Metrics3. Skill Certification – Grow the Talent Supply

Competency-based certificates are a measure of talent. The total number of certificates reported will be based on two sub-measures:

Registered Certificates – We will monitor and report registered certificates based on data reported on ACT’s website.

Non-registered Certificates – We will monitor and report non-registered certificates from official CRC program websites. The certificate data must be publicly available with some level of transparency to be included.

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A “Ready for Work” Skills Currency

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Strategies & Metrics4. Advocacy – Citizens Collective Action

to Drive System Change

Concerned citizens must aggregate their voices around workplace relevant skills to drive improvements in their regional talent supply chains. We must come together, learn from each other, and support each other so that we maximize the results of our collective efforts. We will monitor and report two measures:

Advocates – Individual advocates can “sign up” on the website. Public contacts are viewable on the website by state and county.

Website Activity – We will monitor and report website activity as an indicator of peer to peer learning that is occurring as a result of the Advocates.

58www.ncrcadvocates.org

59www.ncrcadvocates.org

60www.ncrcadvocates.org

61www.ncrcadvocates.org

62www.ncrcadvocates.org

63www.ncrcadvocates.org

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Strategies & Metrics5. Support – Assist States and Regions

to Design and Lead Change

The Advocates will provide educational opportunities and offer technical assistance to states and regions that want to actively participate in the national certificate movement. The Advocates will engage in three kinds of activities:

Develop a Leadership Sense of Urgency – Advocates.

Help States Develop Transformation Strategies – Institutes.

Support State Implementation – Employer councils.

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Pre-K EmployerPrimary(K-8)

Secondary(9-12)

PostSecondary

(Various)

Tier 4 Tier 3 Tier 2 Tier 1 OEM

The Talent Supply Chain

Two Key Outcomes:•Employers get and keep good workers

•Individuals get and keep good jobs

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The alignment model is a conceptual framework that

states can adapt to meet their specific needs.

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The Certificate Statewide Alignment Model

ECONOMIC DEVELOPMENT

EMPLOYER DEMAND

GOVERNOR’S OFFICEH

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POLICY FOUNDATION

AD

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HU

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VIC

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“Big Goal”60% with high quality

degrees and credentials by 2025

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Internationally Competitive Talent Target for 2025

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The National CRC Advocates

Bill Guest616.430.0828 cell

bill.guest@ncrcadvocates.org

This summary was prepared to provide busy leaders with a quick overview of certificate program best practices. Please refer to the best practices section of our website for further details. www.ncrcadvocates.org

Copyright © 2011 by Bill Guest

Questions