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Transcript of Sector Strategies/Career Pathways - ncai. · PDF fileSector Strategies/Career Pathways Lana...

  • Sector Strategies/Career Pathways

    Lana Chanda, Director

    Employment & Training/TERO Department

    Gila River Indian Community, Sacaton, Arizona

  • Introductions:

    Lana Chanda, Director, Employment & Training

  • Grant

    Opportunity

    History

    • Two Native WIA Grantees: Gila River Indian Community and Tucson Indian

    Center were selected by DOL to participate in a “Career Pathways

    Technical Assistance Initiative”, along with 9 other selected State WIA

    Service Delivery areas.(Kansas, Kentucky, Maryland, Minnesota, Montana,

    New Mexico, Ohio, Pa, Virginia)

    • Organized a “Core Team” of 10.

    • Attended two 3 day Training Institutes in Washington, DC with issue

    experts in Education, Industry and Workforce Development - in November

    2010 and in April 2011.

    • 2012 received a 3 million Workforce Innovations Grant ..ended 3/30/2016

    Expectation: To create a Native American Career Pathways Model in Indian

    Country

  • State Sector Strategy

    VS

    Career Pathways

  • State Sector Strategy: is a broad based approach to identifying &

    addressing skill needs across key industries

    within a region rather than focusing on the work

    of the workforce needs of individual employers

    on a case by case basis.

  • Career Pathways:

    • Is a clear sequence of education

    coursework and/or training credentials

    that include the following components.

  • Career

    Pathways is

    • Aligned with skill needs of employers

    • A full range of educational options

    • Work based learning

    • Work Readiness Training

    • Soft Skills Training

    • Integrated education and job training

    • Credit for prior learning

    • Increased educational and job skills attainment

    • Includes Sector Strategy

    • Career advancement for employees

    • Includes “on and off ramps”

    • Leads to an industry recognized degree/credential of value in the GRIC labor market

    • Stackable credentials leading to higher level credentials or degrees

    • Academic & Career Counseling

    • Wrap around support services

    • Flexible work schedules & class times

    • Use of technology

  • Career

    Pathways:

    • NOT a Program

    • It is a “System”

  • Systematic

    Approach

    Education

    Job

    Training

    Employment

    Connects Job Training, Education and Employment

    1. Job Training/ Workforce – convenes or coordinates the system

    2. Education: partners with industry in the creation of credentials

    3. Employers: lead the work with Colleges in Industry Sector Work Groups to create the curriculum leading to industry specific credentials

  • A “System” is

    created when:

    • All stakeholders share a common goal ie. Long term employment

    • The stakeholders are at the table regularly and in a formal way

    • When policies of the stake holders change naturally to support the system

    • There is a creation of a new way of doing business that is embraced by all partners

    • There are few silos between agencies

    • Comprehensive Services are offered from “youth through adulthood”

    • All services including education, training, support services, GED, are no longer duplicated

    • Shared resources

    • People move seamlessly through the system

    • All stake holders are aware of all resources

    • Tracking can be done on all individuals through all agencies

  • How do you build a

    comprehensive career

    Pathway System?

  • First Assess

    Yourself

    Challenges:

    • Disjointed training efforts

    • Lack of awareness of Employer/Community services

    • Unskilled applicant pool

    • Employers hire outside the Community

    • Disconnected Youth & Adults

    • Duplication of services

    • Waste of resources

    Strengths:

    • Close Knit Community

    • Native Culture

    • Educational Scholarships

    • Excellent programs in Community

    • Employers willing to hire

    • Varity of jobs available

    • Common Goal to serve the Community

  • Test Your Readiness

    DOL Readiness Assessment Tool

    (Handout)

  • 6 Key Elements

    1) Build Cross- Agency

    Partnerships

    2) Engage Employers & Conduct Gap

    Analysis

    3) Clarify Roles and

    Responsibilities

    4) Design Programs

    5) Identify Funding

    Needs/Sources

    6) Align Policies and Programs

  • Element: 1

    Build Cross Agency Partnerships: (Develop Your Team and Identify Partners)

    Employers

    Educational Partners

    Workforce Partners

    Supportive Agencies

    Other Tribal Departments

  • Element: 2

    Engage Employers & Conduct Gap

    Analysis:

    Statistics

    Surveys

    TERO

    Informal Meetings

  • GRIC

    5 Industry

    Sectors

    Future Sectors:

    • Management

    • Agriculture

    • Information Technology

    • Police Department

    • Engineering

    • Teachers

    5 Industry Sectors:

    • Medical Occupations –

    (3 years – 485 jobs)

    • Hospitality/Gaming –

    (52% turnover)

    • Construction/TERO – 200

    Contractors

    • Government – 2100

    employees – Fire

    • Small Business – 35 GRIC

  • Element: 3

    Clarify Roles and Responsibilities:

    Advisory Council

    Industry Sectors (5)

    Workforce - Convener

    Education – Scholarship Funding/Colleges

    Support Services Agencies

    Colleges – Worked with Employers

  • GRIC Career Pathways System Structure Career Pathways

    Advisory Council

    Industry Sector Work Groups

    Industry Sector Work Glsddjdjkcccfdd

    Construction

    Chairman

    Co-Chair

    Employers

    Medical

    Chairman

    Co-Chair

    Employers

    Hospitatlity

    Chairman

    Co-Chair

    Employers

    Small Business

    Chairman

    Co-chair

    Employers

    Government

    Chairman

    Co-Chair

    Employers

    System

    WoSystem

    Support Services Work Group

    Education Work Group Industry Sector

    Work Groups

    System

    Work Group Support Services

    Work Group

    Education

    Work Group

  • Industry Sector

    Activities

    • Identifies areas of similar training

    • Identifies gaps in training and needed credentials

    • Identifies needed policy changes

    • Identifies soft skills needed for industry

    • Streamlines hiring process

    • Designs common entry level credentials in conjunction

    with Colleges – on site and on-line training availability

    • Holds regular Sector meetings

    • Identifies career mentors

    • Develops industry specific credentialed training for

    high schools allowing dual credit

    • Creates standard programs in mentoring ,

    internships ,job shadowing and work based learning

    • Develops advancement ladders within industry from

    entry level to advanced positions

    • Selects a chair that sits on GRIC Career Pathways

    Advisory Council

    Construction

    Industry

    Sector

    Tribal

    Projects

    Contractors River

    Rock

    Dept of

    Community

    Housing

    Depart. of

    Housing

    Dev.

    Company A

  • Element: 4

    Design Programs

    WIOA designs pre-program participant

    services

    Each Sector designs its own Programs

  • Basic

    Wild Land

    National

    Certificate

    EMT Training 11 College Credits

    Chandler/Gilbert

    National

    Registry

    EMT

    Testing

    Certification

    2016 Reserve Firefighter

    Apprentice Training

    SessionsLength:18 Months Outcome: 5 Certificates

    College Credits: 22

    Occupation: Fire Fighter

    Employer: Gila River Indian Community

    5 Months

    2 Months

    2 Months

    Firefighter I

    Firefighter II 11 College Credits

    Mesa Community

    College

    Academic level: 9th grade

    Support: Educational Mentor

    Work Readiness:Tailored

    CPR

    Certification (GRIC EMS)

    Placement

    in the

    Reserves

    then hired

    through HR

    3-Months

    4- Months