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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~
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
slide22

Thank You for

Your Time,

Your Interest, and

Your Commitment

to Our Community.

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

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?
slide40
This Power Point presentation

is located at:

www.cpcc.edu

President’s Office

Presentations

Get’em While They’re Hotis available at:

Amazon.com

T Thomasnelson.com