Impact of Career Pathways on Participant and Employer Outcomes
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Impact of Career Pathways on Participant and Employer Outcomes
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Impact of Career Pathways on Participant and Employer Outcomes
- 1. 1 Impact of Career Pathways on Participant and Employer Outcomes Presented by: Stephen Tucker, MBA, Senior Manager of Industry Partnerships, and Sharron DiMario, MHA, Executive Director, Health Careers Collaborative Partners for a Competitive Workforce February 25, 2015
- 2. Today’s Presentation Outline Overview of Partners for a Competitive Workforce Summary of NFWS Credentials and Evaluation Reports Lessons Learned and Plans for the Future
- 3. A GROWING SKILLS GAP IS HAMPERING OUR PROGRESS The good news: Cincinnati is growing jobs but, 50% of employers struggle to fill them 30,000+ jobs open today, despite 130,000+ people looking for work
- 4. 9 out of 10 well-paying jobs require some education or training beyond high school
- 5. But nearly half of our current workforce lacks any education beyond high school
- 6. For the region Inability to attract and retain companies, and thus, grow our economy Higher poverty & unemployment For employers Inability to find the skilled workers they need to compete and grow For individuals Inability to secure good jobs, and thus provide financial stability for themselves and their families THE CONSEQUENCE OF THE SKILLS GAP
- 7. 7 PCW IS OUR REGION’S EFFORT TO CLOSE THE SKILLS GAP PCW is a Tri-State partnership, managed by United Way of Greater Cincinnati We are 150+ organizations joining efforts… employers workforce boards chambers and economic development education and training institutions community organizations … to go farther, faster.
- 8. OUR MISSION: MEET EMPLOYER DEMAND BY GROWING THE SKILLS OF THE WORKFORCE Connect businesses to qualified workers Build career pathways in healthcare, manufacturing, construction, IT and transportation/distribution/logistics Improve work readiness to prepare people to succeed in employment 1 2 3
- 9. WE ARE DELIVERING RESULTS FOR WORKERS 9,100+ served 80% obtaining employment 69+% retained for 12 months
- 10. INDEPENDENT EVALUATION HIGHLIGHTS* Compared to traditional job training programs, PCW- supported programs deliver: 40% higher employment rates Up to 58% higher earnings $7.3M increase in annual earnings (*Source: Quasi-Experimental Impact Study of NFWS/SIF Workforce Partnership Programs, 2014 , www.nfwsolutions.org)
- 11. • Increased retention provides up to $69,000/year savings = 11.9% ROI • Wage gains for employees: $18.95/hr. vs. $16.15/hr. • Increased racial diversity: 8-12% difference in team composition • Improved staff morale and engagement DELIVERING RESULTS FOR EMPLOYERS Health Careers Collaborative ROI Studies
- 12. CREDENTIALS REPORT DATA* 3,854 clients from the G*Stars Regional Workforce System matched to the Ohio Unemployment Insurance Tax System Clients from three career pathways, job readiness programs and One Stops delivering the NCRC (*Source: Participant Employment and Earnings Outcomes, 1st Quarter 2007 – 2nd Quarter 2012) Highest Credential % Total Associate degree 2% Occupational certificate 48% NCRC 9% Job-readiness training 41%
- 13. 13 IMPACT OF CREDENTIALS ON EMPLOYMENT 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% 1 2 3 4 1 qtr. prior to intake Quarters after final exit Associate's degree Occupational certificate NCRC Job readiness training +4% +17% +34% +17%
- 14. $- $500 $1,000 $1,500 $2,000 $2,500 1 2 3 4 1 qtr. prior to intake Quarters after final exit Associate's degree Occupational certificate NCRC Job readiness training IMPACT OF CREDENTIALS ON MONTHLY EARNINGS +$2,914/yr +$3,968/yr. +$7,482/yr. +$3,916/yr.
- 15. LESSONS LEARNED AND PLANS FOR THE FUTURE Creating a common, regional data collection and reporting system is important Data supports requests for funding and staffing Investing in a longitudinal, K – 12 and through college and workforce data system Continue progress on Workforce Data Quality Campaign: all students/pathways, industry-recognized credentials, employment outcomes, LMI, data access and appropriate use
- 16. RESOURCES Credentials Report Data: Christopher Spence, New Growth Group, LLC at 216-471-8228, cspence@newgrowthplanners.com IMPAQ: www.impaqint.org Sharron DiMario, Health Careers Collaborative at sharron@competitiveworkforce.org and Stephen Tucker at stephen.tucker@uwgc.org or www.competitiveworkforce.com
Notas del editor
- CONSEQUENCES OF SKILLS GAP For employers: Inability to find the skilled workers they need to compete and grow For the region: Inability to attract and retain companies to grow the economy resulting in higher poverty and unemployment For individuals: Inability to secure good jobs to provide financial stability for themselves and their families
- Example: CIO RT, Fortune 100 employers, creating flow IT talent and IT economy Pathways series of education and training programs, linked with employment opportunities. Work Readiness: taking initiative, time management, dependability, problem-solving and dressing appropriately. Tristate Veterans Community Alliance – coordinating hundreds of services for transitioning vets and their families. Leveraged over $44M in public and private funds from local, state and national sources including $7M philanthropic, $21M state and federal and $15M aligned training funds from public workforce system.
- Cost savings due to employees’ promotion to in-demand occupations. What data are you trying to collect, who has it, how is it communicated will it be published, who’s pulling it together and will it be repeated? Community turnover rate for similar positions is 10%, HCC cohort is just about 1%
- Timeframe: 2007-2012 Use GSTARS because OhioMeansJobs did. Data input is challenging, esp. for those not receiving outside funding, e.g., hospital employers and incumbent worker data. UI provides quarterly data on employment status and monthly earnings to NGS. UI data currently best available source to track retention. All pathways endorse NCRC So does Workforce Readiness Collaborative – started four years ago ‘returning citizens’, now monthly topical meetings made up of CBOs. Healthcare Advanced Mfg. and Construction were three pathways
- Overall, job training programs effectively help clients secure and maintain employment > Higher credentials lead to higher rates of employment > The National Career Readiness Certificate leads to substantial gains in employment rate Positive impacts on employment of unemployed – 32 – 40% more likely than those in comparison to be employed in four quarters after program entry – healthcare Advanced Mfg. led to significant positive impacts on overall employment, modest impacts in focus industry and positive but small impacts in construction pathway.
- Overall, job training programs effectively help clients increase their earnings > Higher credentials lead to higher earnings > The National Career Readiness Certificate leads to substantial gains in earnings Healthcare – in four quarters after program entry, program participants had 59% higher earnings than those in matched group, 32% higher in adv. Mfg. and no evidence improved earnings in construction. Comparison group analysis: isolate differential impact of credentials. Tracked outcomes of credentials earners compared with job-readiness only participants. Age, gender, race/ethnicity, quarterly employment rates and earnings in the year prior to intake, quarter exiting and criminal status.
- The value of a common database and the difficulties of getting partners to enter and maintain the data. Without gstars we wouldn’t have been able to do the credentials study or the IMPAQ study. Remember they are 2 different studies. Plans – working on continuous improvement process on common data system to improve data completeness, accuracy Also partners use the data to show participants the value of taking the Work Keys assessments – a lot of ppl balk at taking “one more test”