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A GROWING SKILLS GAP IS HAMPERING OUR PROGRESS

A GROWING SKILLS GAP IS HAMPERING OUR PROGRESS. Cincinnati region is adding jobs But, 50% employers struggle to fill jobs 30,000+ jobs open today, despite 130,000+ people looking for work. PCW IS OUR REGION’S EFFORT TO CLOSE THE SKILLS GAP.

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A GROWING SKILLS GAP IS HAMPERING OUR PROGRESS

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  1. A GROWING SKILLS GAP IS HAMPERING OUR PROGRESS Cincinnati region is adding jobs But, 50% employers struggle to fill jobs 30,000+ jobs open today, despite 130,000+ people looking for work

  2. PCW IS OUR REGION’S EFFORT TO CLOSE THE SKILLS GAP Partners for a Competitive Workforce is a tri-state partnership, managed by United Way We are 150+ organizations joining efforts… > employers > workforce boards > chambers and economic development > education and training institutions > community organizations … to go farther, faster.

  3. Sector partnerships are closing the skills gap in key industries HEALTH CARE ADVANCED MANUFACTURING CONSTRUCTION > identify industry skill needs > align curriculum with industry demand > upgrade skills through boot camps or apprenticeships > develop career pathways > identify industry credentials > improve pre-screening, retention, and advancement practices INFORMATION TECHNOLOGY

  4. WE ARE DELIVERING RESULTS FOR WORKERS 7,800+ trained 80% obtaining employment 73% retained for 12 months Increased annual earnings by up to $7,500; $7.3M per year total

  5. WE ARE DELIVERING RESULTS FOR EMPLOYERS 750+ employers served Positive ROI through reduced turnover and recruitment costs $40M public/private funds leveraged National model

  6. WE ARE DELIVERING RESULTS FOR EMPLOYERS • Monetized benefits: • Increased retention provides up to $69,000/year savings, 11.9% ROI • Wage gains for employees: $18.95/hr vs. $16.15/hr • Non-Monetized benefits: • Increased racial diversity: 8-12% difference in team composition • Improved staff morale and engagement Health Careers Collaborative ROI Studies

  7. TALENT PIPELINE VISION Every Student Every Semester From 4th-12th Grades Career-based Learning Experience Engaged and Prepared for Post-Secondary Education and Career Success

  8. FOCUS AREA/STRATEGIC CHOICES • Data “deep dive” – identify local best practices and target groups to be served to enable taking our work to scale – in order to meet Income Bold Goal • Start the conversation about the impact of job quality on achieving economic self-sufficiency • Expand the Talent Pipeline work • Pilot the use of Design Thinking and 2-generation strategies to increase the number of women in manufacturing and the number of parents who encourage their children to pursue technical careers

  9. For more info, see these case studies… http://www.livingcities.org/knowledge/media/?id=153 http://www.livingcities.org/knowledge/media/?id=147 http://www.fsg.org/FSGNews/NewsEventsDetails/ArticleId/985/New-Collective-Impact-Resources-8-Case-Studies-of-Successful-Initiatives.aspx

  10. THANK YOU! Janice Urbanik Executive Director Partners for a Competitive Workforce Janice.Urbanik@uwgc.org 513-762-7160

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