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Regional Retreat September 12-13, 2013. Avanté Simmons, Deputy Sector Navigator Healthcare Education & Workforce Development. Is California’s Health Care Workforce ready for The Patient Protection and Affordable Care Act (ACA) era?. Understanding the Issue.

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Regional Retreat September 12-13, 2013

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    1. Regional RetreatSeptember 12-13, 2013

    2. Avanté Simmons, Deputy Sector Navigator Healthcare Education & Workforce Development

    3. Is California’s Health Care Workforce ready for The Patient Protection and Affordable Care Act (ACA) era? Understanding the Issue By 2017, the health care industry is projected to grow by 23 % in Southern California. An increasing need for skilled and credentialed workers will be greater in the Inland Empire region. ACAprovides an unprecedented opportunity to address health care education, training & workforce development in the region.

    4. Analysts suggests that job growth in Riverside & San Bernardino Counties will… Regional Need CCCCenters For Excellence

    5. Healthcare Information Technology (HMR) Cardiovascular Technicians Community ParamedicineEMT enhanced training Clinical Laboratory Technicians Medical Assistants Medical Device Technicians 5 Expanding/Emerging Trends

    6. Core Elements of Regional Grant Successful execution will adequately address the following: • Strategic Alignment • Data • Transferability & Articulation of Credit • Evidence based change • Stacked and latticed Credentials • Plan & Implementation

    7. Strategic Alignment Provides ‘Eligible institutions of higher learning” with funds to “expand and improve their ability to deliver education and career training programs.” Data Future funding will be data driven. Targets the current shortage of workers in the area of Allied Health/Nursing sectors Transferability Specifically targets enhancement of existing programs Transition to Practice/CNA/Preceptors/HASPI/Professional Development for Educators Stacked and latticed Credentials Course Design/Structure will allow successful student transition into Nursing Allied Health programs, this satisfying the “Stacked or Latticed” directive of Core Elements continued…

    8. Provide technical assistance to the IE/D colleges to develop a minimum of 2 Regional Faculty Learning Councils) with Allied Health focus utilizing IEBC model • Facilitate a minimum of 3 Healthcare Workforce Initiative Advisory meetings with healthcare employers and education providers. • Work collaboratively with the Chair and/or Co-Chairs of the Regional Consortia to align the needs of sector employers with the program and curriculum offered by colleges within the regional consortium. Annual Work Plan Objective 1

    9. Objective 1 continued… • Attend all DRC meetings • Facilitate a minimum of 2 Nursing and/or Allied Health Joint Advisory meetings with industry and education providers with possible focus on Technical Healthcare (Informatics) and/or Physical Therapy Assistant occupations • Participate in a minimum of two statewide conferences such as CCCAOE, COADN, etc • Participate in a minimum of 2 statewide and/or regional meetings/workgroups/ conference calls to discuss Allied Health standardization ADN-BSN, and CA Action Coalition projects

    10. Work with employers, industry and labor organizations, and WIBS within the region to determine gaps in the workforce; Promote integration of workforce training and employment Compile inventory of nursing and allied health programs from CC, ROP, SCE in the IE/C Region Identify skills and accreditations groups of employers need in new hires Objective 2

    11. Incumbent Worker training-See Objective 4 Strengthen programs within the sector at regional colleges and high schools Collaborate with allied health program Deans/Directors to provide a minimum of one Clinical Faculty/ Preceptor workshop in Teaching Strategies, for Nursing, and/or Allied Health. Work with colleges to market and deliver credential programs Objective 2 continued….

    12. Direction Identify the support I will need and who will provide it Establishing a multi-stakeholder Workforce Advisory Committee Engagement • Consider elements of the existing framework established by the HWI • Supporting the development of training programs Implementation • Engage companies and other community stakeholders • In Industry input into curriculum and program development Strategies

    13. Collaborate with IE/D, Faculty Collaboratives, HWI Advisory group, Industry partners to prioritize which allied health programs need alignment and/or curriculum revision Collaborate with CC and ROP program Deans and Directors to access the Saddleback College Allied Health Readiness Program for creativeness in Region F. Provide faculty assistance in the development of curriculum/articulation in identified areas of Allied Healthcare Education needs. Professional Development (See 2.8) Objective 3

    14. Provide technical assistance to colleges, CC Nursing programs Deans/Directors, and Faculty to create a fee-based Ambulatory Care RN program (at least one CC.) Provide technical assistance to Deans/Directors, Faculty and Community Education staff to increate a Personal Care Aide fee-based program at least one CC. Leadership: Examining strategies for the transition of the current nursing and allied health workforce into leadership pathways Objective 3 continued…

    15. Develop a “train-the-trainer” session to provide potential instructors with Standard Learning Theory Principlesto meet regional Healthcare Education needs. (January 2014) Develop a Preceptor Instructor Pilot program to introduce and promote regionally Provide at least one New Grad Transition to Practice (T2P) program as unpaid internships in collaboration with IE/D Nursing programs and industry partners Provide Nursing Certification review courses in collaboration with local professional organizations for incumbent workers as needed Objective 4

    16. Focus • Informing faculty and departments at community colleges • Support in following guidelines to create curriculum for high school and college transferability • Target % incumbent workers and students requiring an industry recognized credential Strategies

    17. Implementation • Expand/Enhance existing courses • Deliver in-demand certificates and credentials • Professional development workshops • Distribute learning modules for completed Pilot projects Tracking • Review the work plan on a regular basis to determine how progression in terms of schedule and budget • Continue to assess progress /students surveys/ questionnaires/project reports • Utilize data systems to track student/program progress Strategies continued…

    18. Launchboard • Collaborate with SN and regional DSNs to develop internaldata collection system for activities until statewide system is available • Collect data for Work plan activities related to fee-base and not-for-credit offerings by collaborating with local WIBS CVEP and COE Objective 5

    19. HealthcareEducation & Workforce Development DEPUTY SECTOR NAVIGATOR

    20. Act in the best interest of all Consortium members • Responsible for the timely distribution of funds to participating Community Colleges/Intermediaries • Actively participate in regional collaboration • Responsible for all reporting throughout the duration of the Grant period, including submission of Deliverables. DSN Prime Role & Responsibility

    21. Recommendations on how proposed activities can help you achieve your goals??? Contact Avante at: College of the Desert 43500 Monterey Avenue Palm Desert, CA 92260 760-636-7945 HOW CAN I support your efforts?

    22. Ken EavesAdvanced ManufacturingChaffey College

    23. Is this how employers see you?

    24. The Inland Empire is home to 5,160 manufacturing firms. The Facts

    25. Manufacturing firms employ over 97,000 people in the region. The Facts

    26. Job growth in the sector across the state added over 15,400 jobs in 2011 led by firms in computers, electronics, metal and machinery product manufacturing the latter two are strongly represented in the Inland Empire. The Facts

    27. Revenue generated by the sector in the region in 2010 was between $26 and $50 billion. The Facts

    28. Average 2011 sector earnings per worker were $90,935, compared to an average median household income of $57,109 (U.S. Census Quick Facts, 2012). The Facts

    29. “Eighty-three percent of the companies indicate a moderate to severe shortage of skilled production workers and 69% of companies expect this shortage to worsen over the next three to five years (Deloitte and The Manufacturing Institute, 2011).

    30. Manufacturing jobs in the Inland Empire are growing, but employers report difficulty in finding qualified employees to fill their job openings. Supply and Demand gaps

    31. Today’s manufacturing operations are technologically advanced and highly efficient resulting in a need to also train incumbent workers to upgrade their skill sets. Supply and Demand gaps

    32. Manufacturing is no longer the tedious, dirty factory work of the past. Supply and Demand gaps

    33. Many functions are now performed by technologically advanced computer systems and robots which require highly technical skills to operate, maintain and repair. Supply and Demand gaps

    34. The changing nature of manufacturing work is making it harder for talent to keep up Supply and Demand gaps

    35. The hardest jobs to fill are those that have the biggest impact on performance. Shortages in skilled production jobs are taking their toll on manufacturers’ ability to expandoperations, drive innovation, and improve productivity. Supply and Demand gaps

    36. Pending retirements of the aging Baby Boomer workforce will further compound the worker shortage. Supply and Demand gaps

    37. Objective 1 The Deputy Navigator will work collaboratively in a networkcomprised of the statewide Sector Navigator and other Deputy Navigators withinthe advanced manufacturing sector and work with key stakeholders within theInland Empire.

    38. Statewide Collaboration • Adoption of Best Practices • Accountability-based Performance The Plan

    39. The Deputy Navigator will work with employers, industry and labor organizations and WIBs within the region. Objective 2

    40. Determine Skill Gaps. • Strengthen Programs with the Sector at Regional Colleges • Promote Opportunities for Contract Education and Faculty Professional Growth The Plan

    41. Identify and prioritize skill gaps within the workforce and develop strategies for implementation Objective 3

    42. Priority occupations and skill gaps identified • Convene a skills panel • Convenefaculty, division chairs and deans • Performthorough evaluations of all credit based and non-credit based certificates • Createa consistent framework which on which to reimagine existing programs and provide a model for the development of new initiatives. • Create a suite of programs addressing the varied need of our industry partners which also conform to nationally recognized certifications. • Develop stratified levels which align with industry promotion scales, each level progressing and building on previously acquired skills. • Align courses and certifications The Plan

    43. The Deputy Sector Navigator will work with K-12, community colleges, 4-year colleges, and industry to develop and implement courses and certificate and degree programs to train incumbent workers and insure there is pipeline of skilled workers ready to meet the demand. Objective 4

    44. Workwith the workforce development specialists from both counties Workforce Investment Boards, organized labor and professional trade associations Develop and offer customized training in modules that bridge to credit curriculum throughout the Inland Empire. Post training schedules/calendars on the Inland Empire/Desert Region website to ensure access to all interested parties. The Plan

    45. Support sector partnerships through the collection and reporting of data on all required accountability measures working with common metrics and accountability measures working with the statewide LaunchBoard initiatives. Objective 5

    46. Responsiblefor all collection and reporting of data Participatein all state-wide sector navigator activities. Engagein collaborative work with other Deputy Navigators throughout the state Assistwith regional curriculum assessment and review including assessment of existing curriculum for both entry-level and incumbent workers within the industry sector. Workwith the Sector Navigators and other state-wide Deputy Sector Navigators to develop a series of best practices. The Plan

    47. QUESTIONS?