Prepared December 2013

New and innovative $4.5 million State grant program

A paradigm shift -- Industry collaboration with critical and diverse partners to meet changing workforce needs and skills shortages

A new way of creating sustainable employment and careers for working families in Maryland

  Targets incumbent workers as well as low and

no-skilled workers to eliminate barriers and create responsive career paths

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Driven by industry experience and data

Collaborative

Dynamic and nimble; responsive to changing industry needs

Industry-wide, long-term solutions to the development of a skilled and responsive workforce

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Typical way of doing business

Customized training for an individual employer

Funding stream to support training and education not grounded in data and experience-driven industry workforce needs

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Industry drives the process

Collaboration and partnerships are key

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Advance Skills Grow the Economy Sustainable Employment for Working

Families Create a common platform on which collaboration thrives

Creation of Industry-Led Partnerships

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Employers in a Target Industry

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Led by employers in a regional target industry

Data Driven Identify common workforce needs for

high demand occupations Identify strategies to meet workforce

needs/skills shortages Tap into recruiting “pipelines”

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Evidence of skills shortages & growth Clarity about target occupations and

skills sets Specifics of training programs for

credentials or skills employment or advancement

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Under EARN Maryland,Strategic Industry Partnership

Plans are the Drivers.

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Examples: A plan that recruits deep into communities because of

its robust collaboration with a CBO or GED program and focuses on job readiness

A plan that maps ways to reach out to veterans or engages local CTE initiatives

A plan promoting a lasting industry-led partnership that will tackle long-term workforce needs and economic growth opportunities

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Click here to Watch the Video

Metro Denver Healthcare Partnership

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Activities: ◦ Narrowed highest priority need down

from 145 different occupations to 4: Nursing (ADN, RN, BSN) Laboratory Technologists Medical Laboratory Technicians Surgical Technicians

◦ 5 New Education and training pathways to direct employment in middle-skilled, higher wage jobs

Impact: ◦ Exceeded all training and placement

goals◦ Single point of contact for industry◦ Pooled resources and expertise◦ Surprise by employers that they

shared problems and that solutions better implemented as a group

◦ Regular discussions about HC policy in region and state

Challenges: •Surging demand for HC services•Rapid facility expansion•Difficulty filling positions•Employers being asked by too many programs, councils, program staff to partner/helpSolution: •One Greater Metro HC Partnership•7 Major Hospital Systems•8 Educational Institutions•4 Economic Development Orgs•3 Workforce Investment Boards

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“The Power Generation Skill Panel has effectively met the needs of employers, workers, and the training system through collaboration and focused work on critical issues.  By meeting the demand driven skills needs of industry we are all more competitive.”  --Bob Guenther, IBEW Local 77

•Convened by the Centralia Community College•Involves major power generation plants (coal, hydro, and wind), plus major public utilities around the state•Key partners are Labor, community colleges, workforce Boards, and industry experts•Products include:

• 17 articulated “skills standards”manuals for key occupations

• Shared purchase of OJT key curriculum• Revised apprenticeship program• Creation of hands-on training facility at an un-

used nuclear power plant

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Problem: Sulphur Springs Valley Electric Cooperative (SSVEC) realized no local pool of skilled line workers

Cost: Recruiting from outside the area expensive, and relocating workers risky

College could not create a program for just one company – no economy of scale

Convener: SSVEC Corporate partners: SSVEC, Sierra

Southwest Cooperative, Apache Nitrogen Products, Southwest Gas, Valley Telecom, Cox Communications

Public partners: Southeast Arizona Workforce Connection, Cochise Community College

Outcomes: ◦ New 1-year Utility Industry Certificate◦ Industry guest speakers and instructors◦ Company sponsored, for-credit internships◦ Shared job fairs across corporate partners◦ Company-to-company networking formerly

non-existent

“Getting approached by a peer company was a breath of fresh air, someone who is actually a competitor. The resulting utility program and certificate would not have happened without that outreach. And there’s so much more to do.” – Elaine Babcock, HR Manager, Southwest Gas

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◦Webinars - Ready to View ◦Tools for Building Partnerships◦Best Practices from Other States◦FAQs◦Important Dates◦How to Apply

www.earn.maryland.gov

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"Building Strategic Industry Partnerships"Three Part Webinar Series

Webinar 1Industry Partnerships 101: What, Why, How and Impact

Webinar 2Industry Data: How to Identify (or Confirm) Your Target

Industry

Webinar 3Mobilizing Your Partnership

All EARN Maryland Webinars are archived for viewing and downloading at

www.earn.maryland.gov

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January 2014 – Solicitation for Implementation Grant (IG) Proposals Released

March 31, 2014 – IG Proposals Due

May 2014 – Implementation Awards Announced

June 2014 – Funding Begins

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For specific questions, please contact:

Amy FustingSpecial Assistant, DLLR Office of the Secretary

earn.jobs@maryland.gov410-230-6012

Check our website for updated information:

www.earn.maryland.gov

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