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
HAZMAT
Certification Fire Dept Staff
40 hours
Colleges: Chandler Gilbert Community College
Mesa Community College
Firefighter State Exam for
Certification
1 to 2 Months
Sector Services
Sector Preparation
Pre-Career Pathway Services
Orientation Intake Eligibility
Assessment
Adult Coaching Program – If applicable
GED Services Basic Skills Training
School of Employment – 2
Weeks
Culinary Boot Camp – 26
Hrs
Contextualized Learning and
Training
3- 6 Month Work Experience
Employment
1
2
3
4
5 Employer: Ovations/Spectra
25
College: Central Arizona College
1 College Credit
Culinary Boot camp - 1 Credit Elective
Culinary Arts Certificate I
Culinary Arts Certificate II
Culinary Arts AA
Baking & Pastry Certificate
Culinary Arts AA
Hospitality Restaurant
Management Certificate
Hotel and Restaurant
Management AAS
Boot Camp: Central Arizona Community College
Hospitality
Sector Services
School Preparation
Pre-Career Pathway Services
Orientation Intake Eligibility
Assessment
College classes concurrent with
High School Curriculum –
elective
Work Readiness – embedded in
program
3 Month
Work
Experience
Employment or Post-Secondary
Education
1
2
3
4
5
Youth Hospitality –
Senior High School
Program Employer: Ovations/Spectra
27 High School: Ira Hayes High School
College: South Mountain
Community College
Dual Credits: High School: 1 credit
College: 4 to 8 credits
Certificates: (2) Food
Handlers & Blood Born
Pathogens
GRHC CORE
• Mission & Vision
• Service Excellence
• HIPAA
• Safety & Infection
Prevention
• Professional Conduct
• CPR/First Aid
• Electronic Health
Record
INTRODUCTION
TO HEALTH
CARE
• Health Care Law &
Ethics
• Medical
Terminology
• Introduction to
Anatomy &
Physiology
(6 College Credits)
Eligibility for Specialty Clinical Training
• Hemodialysis PCT (GenTec)
• Ophthalmology Assistant Certificate
(Maricopa Skills Center) (26 Credits)
Level 1
COURSE WORK
• Certified Medical
Assistant
(20 College Credits)
ELIGIBILITY
FOR
Employment
• Registration
• Reimbursement
Specialist
• Benefits
Coordinator
• Transportation
Driver
MA Career
Ladder
• Orthopedic Tech
• ED Tech
• Holter Monitor Tech
Level 1 Course Work
•Certified Coder
Non – Clinical Track COMPLETION OF TRAINING =
ELIGIBILITY FOR EMPLOYMENT
ELIGIBILITY FOR
SPECIALTY
TRAINING
• Phlebotomist South Mountain
Community College (7
College Credits)
COMPLETION OF
TRAINING = ELIGIBILITY
FOR EMPLOYMENT
GRHC Clinical Track A (CAC Curriculum) COMPLETION AT EACH LEVEL = ELIGIBILITY FOR EMPLOYMENT
GRHC Clinical Track B (Specialty Curriculum) COMPLETION OF TRAINING = ELIGIBILITY FOR EMPLOYMENT
Colleges: South Mountain Community College
Maricopa Skills Center (On and Off Ramps) (Educational Mentor)
Medical Sector 10th Grade Reading Level
Element: 5
•Identify Funding
Element: 6
•Align Policies and Programs
Coaching and
Assessment Tools
• 68% of participants needed coaching to meet Sector requirements
• Student centered teaching was the key
• TABE
• Edmentum (Plato)Features:
*After assessment gives automatic lessons to address weaknesses
*Career Videos
*Home dashboard
*Online assignments
*Use of drop box
*Learner progress reports
*Teacher can check in system to see
if assignments are done
*Gives scores equivalent to TABE
*Student Teacher Chat Room
*Accuplacer – Colleges would accept
our scores
Work Readiness &
Life Skills Training
• Standard Work Readiness – WIOA, DOL
• DOL: Interpersonal Skills, Integrity, Initiative, Willingness to Learn, Professionalism
• Sector Specific – Cohorts:
• Hospitality-Culinary, Construction – Dependability & Reliability, Teamwork
• Medical, Fire – Flexibility, Lifelong Learning, HOTS, Confidentiality
• Small Business – Ambition, Networking, Flexibility, Risk Taking
• Behavior & Solution-Centered Approach
• Educational Mentorship
• Community Members –Adjunct Faculty
• Classes within Community
35
Employment and Training
Administration
United States Department
of Labor
www.doleta.gov or
careeronestop.org
WIOA MIS
System
• On and Off ramps
• Multiple performance
outcomes are not counted
• Designs of the employer are
not necessarily counted.
Some employers do not
require credentials, ie
hospitality
• System vs participant
outcomes
• Ladder development is not
measured/captured by the
system but is an important
element of Career Pathways
• The partnerships that a
Career Pathways System
creates is not recognized by
the system
• Recognition for leveraging
should be captured
(See CLASP)
WIOA Encourages the creation of Career Pathways Systems. Careful thought
must be made to create a system that truly reflects the successes of a Career
Pathways system as well as the participants who go through that system. The
current MIS system does not measure or allow for:
Challenges &
Lessons Learned
Challenges
• Lack of ‘competency based’
educational providers
• Duplication in Tribal Services
• Unknown services among provider
and Employers
• Lack of common language
• Partners do things differently
• Community Colleges 12 to 15
person rule and jurisdiction
• College jurisdictional issues
Lessons Learned
• Carefully select your team!
• Prepare for turnover
• Employers are busy
• Be flexible and ready for constant
change
• Research and more research
• Power of Educational Mentors
• Don’t assume participants are
ready for academic programs
...test and support them while in
the program (Educational Mentor)
• TABE is not the only test
• Apprenticeships for small groups
or one individual
Integration into Daily WIOA Activities:
•New ISS/IEP
•Maintenance of Sector Partnerships
•Maintenance of College Partnerships
•Added new testing methods
•New expertise for staff
•Community requesting new Sectors, i.e. management
mentorships, farms, Police Department, Hydrology Occupations
•Apprenticeships viable for small groups or one individual
Current
Integration
Gila River
CORE Team
Workforce:
• Lana Chanda, Lead
Director of Employment & Training
• Eulonda Martinez, WIA Coordinator, Employment & Training Department
• Andy Miritello, Building Trades Employment & Training Department
TERO:
• Stephanie Sauceda, TERO Director
Tribal Education
• Mario Molina, Education Director
• Chris Banham, Off Reservation Boarding Schools, Tribal Education Department
Community Colleges:
• Beverly Perry,
Central Arizona College
• Pat Esparza, Workforce Division
Mesa Community College
Industry Sector Chairs:
• Medical- Lorena Smith, Education Director
Huhukam Hospital
• Hospitality- Niki Ramirez, Wild Horse Pass Development Authority
• Construction- Robert Mawson, Department of Housing Development
• Government- Kim Dutcher, Division Manager, Gila River Indian Community
• Small Business- Danielle Spring, GRIC Business Owners Association
State One Stops;
• Marty Clay, One Stop Manager, Business Service Representative, Gila Pinal County
GRIC Schools:
• Wendy Ong, Ira H. Hayes Principal
• Kim Franklin, VHM Principal
• Questions?
Thank you for your attention and
participation!
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