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CPCC: An Overview. A National Leader in Workforce Development Dr. Tony Zeiss, President. Vision. Central Piedmont Community College intends to become the national leader in workforce development. Recent CPCC Honors. U. S. GAO Distinction

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Cpcc an overview

CPCC: An Overview

A National Leader

in

Workforce Development

Dr. Tony Zeiss, President


Vision

Vision

Central Piedmont Community College intends to become the national leader in workforce development.


Recent cpcc honors

Recent CPCC Honors

  • U. S. GAO Distinction

  • Ford Foundation Distinction

  • Newcomen Award

  • NAB Distinction~


We are geographically accessible

We are Geographically Accessible!


Central campus

Central Campus


North campus

North Campus


Levine campus

Levine Campus


Harper campus

Harper Campus


West campus

West Campus


Cato campus

Cato Campus


Who are we

WhoAre We?

  • The largest college in the Carolinas

  • 6 campuses

  • 285 full-time and 1,500 part-time faculty

  • 70,000 students and program participants

  • Anticipate an estimated 105,000 students and

    program participants by 2015

  • Over 10,000 different classes each year ~


Who are our students

Who are our students?

  • Average age: 29

  • 167 countries represented

  • 40% take college credit courses

  • 20% take literacy, adult high school and ESL courses (adult basic skills)

  • 40% take job enhancement and certification courses

  • 25% already have an associate, bachelor’s or graduate degree before they come to the College ~


The big question

The Big Question:

Where would these students and our employers be without CPCC?


Community employer impact

Community Employer Impact

  • For every dollar invested in CPCC, the community sees a $5.94 return on its investment through expenditures, wages and student financial aid.

  • Employees who come to us for management training show an average improvement in skills of 85%.

    (Source: 2002 ACCT Study)


Employer satisfaction with the college

Employer Satisfaction with the College

In 2000-2001, 830 businesses

were surveyed…

100% were satisfied with the services they received from CPCC and would hire another CPCC student.

(Source: NCCCS Critical Success Factors Report, 2001).


Satisfaction of workforce development students

Satisfaction of Workforce Development Students

  • 97% of workforce students were satisfied with programs and services.

    (Source: 2002 CPCC Study)


It s about jobs

It’s about jobs….

  • 20.5% of the nation’s jobs by 2005 will require a bachelor’s degree or higher;

  • 75% of the nation’s jobs will require training by community or technical colleges

    (Source: U.S. Department of Labor).


Central piedmont community college curriculum class registrations six years of growth

Central Piedmont Community CollegeCurriculum Class Registrations Six Years of Growth

(25.8% increase in 6 years)


Major needs

Major Needs

  • 4,131 students have unmet financial needs of $471,452 each year.

  • New program start-up costs ($200,000 average).

  • Approximately $2 million in unmet equipment needs per year.

  • Staffing to meet 25% enrollment growth over the past five years.

  • Space to meet 25% enrollment growth


Bond information promises made promises kept

Bond InformationPromises made.Promiseskept.

What the 2005 bonds will mean for CPCC and the Community:

  • New culinary arts facility- Central Campus

  • Rehabilitation to parking decks- Central Campus

  • Expansion of construction trades facilities -Harper Campus

  • Expansion of dental assisting facilities - West Campus

  • Renovations to the Taylor Building & Pease Auditorium

  • Renovations to the visual arts facility - Central Campus

  • Rehabilitations to existing CPCC buildings; primarily roofs


How you can help

How You Can Help….

  • Communicate CPCC’s Value and need for bonds to friends and clients

  • $25M Capital Campaign


Cpcc an overview

Thank You for

Your Time,

Your Interest, and

Your Commitment

to Our Community.


Facing the labor and skill shortage implications for your organization

Facing the Labor and Skill ShortageImplications For Your Organization

Dr. Tony Zeiss


Wake up call

Wake Up Call


1 threat to the economy

# 1 Threat To The Economy

Lack of

Skilled & Productive Workers

Alan Greenspan


1 threat to your organization

# 1 Threat To Your Organization

Lack of

Skilled & Productive Workers


America is facing the greatest labor skills shortage in its history

“America is facing the greatest labor & skills shortagein its history!”


Hard facts

Hard Facts

  • 10 million worker shortage in 2011.

    -U.S. Bureau of Labor Statistics

  • A crisis in finding skilled labor.

    -National Association of Manufactures;

    Senator Tom Harken

  • Health care providers & public schools are desperate for skilled labor~

    -Get’em While They’re Hot

    Dr. Tony Zeiss


Hard facts1

Hard Facts

  • Baby boomers are retiring.

  • Succeeding generations are smaller.

  • Low or skilled jobs are becoming

    obsolete or moving offshore.

  • Higher skilled jobs are replacing lower skilled jobs.


Hard facts2

Hard Facts

  • U. S. is losing manufacturing jobs.

  • 80% of creativity & innovation.

  • We must continue to be creative & innovative.

  • Jobs of the Future require higher skills & knowledge.~


Good news

Good News

  • Those organizations that prepare for the labor & skill shortage will do well!

  • Discovering a reliable supply chain of

    skilled workers is critical (and can be done).


Good news1

Good News

  • Only 21% of jobs in America require bachelors or higher degrees.

  • 75% of jobs in America require training beyond high school, but below 4 year degrees.

  • Community Colleges are driving the economy (The best source of skilled employees).


Good news2

Good News

  • Partnering with Community Colleges pays BIG dividends.

  • Attracting, developing & retaining peak performers is critical to success.

  • Do you give as much attention to attracting great employees as you do purchasing a major piece of equipment?~


Good news3

Good News

Smart organizations are discovering how to:

1. Attract

2. Develop

3. Retain

Peak Performers for future success!


Sources of new workers

Sources of New Workers

  • Emerging Workers

    • Recent high-school dropouts

    • Chronically unemployed (often Illiterate)

    • New high-school graduates

    • Adults entering work for the first time

    • Immigrants

    • Disabled (entering work for the first time)

  • Existing Workers

    • Currently employed

    • Currently underemployed


Employee motivators

Employee Motivators

  • Recognition

  • A sense of belonging

  • A sense of significance & personal growth

  • Fair compensation tied to achievement & productivity~


Start planning now

Start Planning Now!

  • Where do you get Peak Performers?

  • Where can you find new sources for peak performers?

  • Is your staff development program adequate?

  • How can you improve your staff development plans?


Start planning now1

Start Planning Now

  • How are you retaining peak performers?

  • How can you better retain peak performers?

  • Do you have a succession plan?


Pig story

PIG STORY


Cpcc an overview

This Power Point presentation

is located at:

www.cpcc.edu

President’s Office

Presentations

Get’em While They’re Hotis available at:

Amazon.com

TThomasnelson.com


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