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Bioscience Career Pathways. Goals Increase student interest in and exposure to biosciences through existing science courses; Launch biotechnology high school courses; Address articulation issues to eliminate repetition of content;

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Bioscience career pathways
Bioscience Career Pathways

  • Goals

    • Increase student interest in and exposure to biosciences through existing science courses;

    • Launch biotechnology high school courses;

    • Address articulation issues to eliminate repetition of content;

    • Utilize pilot experience to guide replication in other schools.

Increasing student interest in biosciences
Increasing Student Interest in Biosciences

New standards-aligned tasks for middle and high school science curricula

  • Developed in partnership with GDOE, educators and industry;

  • Piloting and testing in four counties in IC;

  • First teacher training session held Oct. 4 for 17 teachers;

  • Presented and received GDOE- SEAC approval November 12;

  • Finalizing “Georgia context” sections;

  • Teachers are suggesting improvements and reconvening Feb 21.

7 th grade life science

Oil Spill Investigation – environmental monitoring

Nuclear Transplants – animals in research, cloning, transgenics

Artificial Heart Valves – tissue engineering

Find the Gene – gene mapping to identify disease

Fish Sticks – population genetics and ecology

Labradoodle Inc. – business basics

7th grade life science

High school biology

Gel Electrophoresis – DNA fingerprinting, forensics

ELISA – simulated Hepatitis B outbreak, diagnostics

DNA Extraction – genetic engineering basics; food safety and monitoring

Enzymes as Catalysts – industrial enzymes

BioBiz Competition – biotech entrepreneurial simulation

High school biology

High school biotechnology courses
High School Biotechnology Courses

High school biotech courses being piloted in Barrow, DeKalb, Gwinnett and Walton County as either science or CTAE courses;

Connected to GBTI technical college programs;

Courses on schedule to launch fall 2009;

Biotechnology science courses and CTAE pathways being piloted through partnership with GBTI

Bioscience career pathways

  • Cohort of ten teachers and GBTI working together

  • First meeting of teacher cohort Nov 15; next session January 24

  • Defining training needs and tasks to meet launch goals

    • Additional content training needs,

    • Curriculum development, and planning,

    • Student recruitment,

    • Equipment and supplies

  • Teacher cohort includes additional schools planning implementation in 2010

Dissemination of the ic project
Dissemination of the IC Project

  • Building Biotech Bridges Conference – San Diego, CA October 30. 2008

  • Association for Career and Technical Education – Charlotte, NC, December 4, 2008

  • Georgia Science Teachers Association – session proposed, Savannah, Feb 12 – 14, 2009

  • BIO 2009 – Workforce Track session accepted, Atlanta, GA, May 2009

Bioscience career pathways

Innovation Crescent Industry Network


  • Guide and shape the Work Ready Region initiative to best meet its needs,

  • Will articulate a strategy and recommendations to build and maintain a total certified workforce in the Innovation Crescent.

  • Develop a set of detailed recommendations to the Governor by Spring 2009 that specifies:

    • existing industry training needs,

    • funding requirements and mechanisms,

    • how the industry network would manage implementation of these recommendations.

Icin approach
ICIN Approach

  • Individual CEO-level meetings summer 2008

    • Immucor

    • Merial,

    • Normaco,

    • Quintiles,

    • Sciele,

    • Solvay Pharmaceuticals,

    • UCB

  • Roster includes: above list plus Ciba Vision, Emory/Yerkes, MDDG, Altea Therapeutics, Aderans, Elan, American Red Cross

  • Operate as standing committee under Georgia Bio

Icin status
ICIN Status

  • First Meeting held October 8 with 8 of 12 companies attending

  • Senior HR Representatives

  • Key workforce concerns voiced

    • Attracting experienced workers

    • Finding employees who have basic hands-on knowledge

    • Finding sales/marketing skills with medical/science background

    • Retaining talent in research organization vs. private industry due to pay scales

    • Understanding global environment/cultural issues

    • Need to convince hiring managers of transferable skills/experience/compatibility of other occupations

Icin status1
ICIN Status

  • Second Meeting held Dec 9

  • Agenda

    • Work Ready and Job Profiling

    • GOWD Survey

    • Input on key questions

      • What training do you currently do for new hires or existing workers which might be shared across the industry? (consider not just entry level)

      • What are the short- and long-term workforce needs for the next one to five years, and how does the applicant pool compare with these needs?

      • Compare short- and long-term needs to existing applicant pool. What are the most extensive weaknesses and strengths? What positions do you have trouble filling?

      • What is your recruitment strategy and how should that be integrated into an overall workforce development plan? Can common recruitment or outplacement challenges be addressed across the industry?

      • What can the state do to meet industry workforce needs?

      • How can this group help create a critical mass of companies?

Feedback from second meeting
Feedback from second meeting

  • Strong interest in Work Ready; scheduling one on one sessions with Work Ready Job profilers

  • Discussion

    • Pandemic preparedness

    • Need to access knowledge of local training/solutions providers

    • Need ongoing communication between universities and industry

    • Smaller companies also need inclusion into ICIN

    • Focus on common developmental areas which would improve workforce

      • Globality

      • Macro themes: business awareness, project management, change management,

      • Specific training: cGMP, quality, regulatory overviews onsite or online, FDA updates

    • Internships with a single point of contact

    • Recruitment of talent – sharing and networking of higher level talent pools; helping each other market the region in recruitment; networking on outplacement

  • Next meeting late January

    • Reviewing cumulative responses to key questions and surveys

    • Discuss initial recommendations