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Career Ready WisconsinSTATEWIDE TALENT DEVELOPMENT: The Evolution of Inspire Wisconsin
Today’s Agenda
● Learning objectives
● Brief history
● Local: Inspire Sheboygan County
● M7: Grow Here
● Statewide Vision for Career Readiness
Learning Objectives
Expand understanding
of “Inspire” from a
software platform to a
broad, statewide career
readiness initiative.
Learning Objectives
Learn about local,
regional and state
models to support
career readiness and
facilitate partnerships
(you don’t have to start
from scratch!)
Learning Objectives
Understand there are no
shortcuts to success.
Industry/K-12 partnerships
should deliver long-term
value to employer’s
comprehensive talent
strategy AND school
district’s vision for career
readiness
2016
ACP Mandate, State
purchased Xello
2017
WEDC purchased
Inspire add-on
2018
Regional Economic Development
Groups plan for implementation
2019
Career Cruising
Switches to Xello,
Inspire to be
integrated
2020
What’s next….
Inspire in Wisconsin
Inspire Sheboygan
● Mission
● Vision
● Our Why
● Support we provide
Strategic Goals
Become the principle
connection and
communication tool for
businesses to K-12 schools
Become indispensable to
the schools to create and
sustain academic and
career plans
Inspire Sheboygan
● Mission
● Vision
● Our Why
The How Just trying to make it as easy as
possible for all parties
Milwaukee7regional
approach to career
readiness
● 7 counties aligned around an
agenda to promote regional
growth and prosperity
● Career readiness a priority for all
● ACP was a game-changer
● Connections and programming
managed locally
● GROW HERE Campaign provided
opportunity to asset map and
identify gaps
Job Growth
Change in Working Age Population
-66,000
Regional
+39,000
2017201920212023
Workforce Gap
THE SKILLS GAP HAS EVOLVED
Advances in technology
and automation have
raised the bar
significantly on required
entry-level skills, across
industries
FIERCE COMPETITION FOR SCARCE TALENT
• Diminishing returns on traditional talent
acquisition methods
• Poaching is a zero-sum game
• Employers need long-term, proactive strategy for
talent attraction, retention & development
0 - 6 MONTHS: BECOME A TALENT MAGNET TO ATTRACT AND RETAIN
• Focus on marketing your company as an “employer of choice” in a crowded
marketplace. Does your website engage young and diverse audiences? Is the careers
page on your website easy to find? Are job postings written to attract candidates?
• Market your company and careers where work-ready talent is congregating – in
young professional groups, alumni groups, profession-focused “meet-up” groups.
• Seek organizations that train and place non-traditional sources of talent:
veterans, women, underemployed workers, or previously incarcerated individuals.
• Increase first-year retention rates by rebooting your onboarding strategies, on-
the-job training programs, and consider providing career mentors to new hires.
6 MONTHS – 2 YEARS: PARTNER WITH COLLEGES, UNIVERSITIES &
FELLOW EMPLOYERS TO BUILD PIPELINE
• Work with college and university career services departments to
attract new graduates or soon-to-graduate prospects. Participate in on-campus
recruiting events.
• Explore new corporate partnership models like student innovation
incubators, or projects involving a business challenge.
• Hire an intern. In 2016, a whopping 73% of college interns received a job
offer at the end of their internship. With acceptance rate factored in, 62% of
college interns ended up as permanent hires.
2 – 6 YEARS: START EARLIER; REACH STUDENTS (AND THEIR INFLUENCERS) IN K-12
• Partner with high schools to offer a range of career-based learning experiences.
Wisconsin’s Academic and Career Planning mandate relies on the
engagement of local employers to provide students with real-world information
about careers in the region and how to best prepare. The number of ways
industry can engage with K-12 has exploded: plant tours, guest speakers, Fab Lab
partnerships, industry project mentorships and more.
• Communicate company opportunities and provide online career coaching using
the state’s career exploration software, Xello Inspire.
2 – 6 YEARS: START EARLIER; REACH STUDENTS (AND THEIR INFLUENCERS) IN K-12
• Advise local districts in the development of career academies & dual
enrollment programs that embed industry certifications, and
sometimes college credit, with classroom learning. Serve on a
curriculum committee & provide industry feedback that drives
continuous improvement of these programs.
• Take on a youth apprentice or a high school intern. Convert high
school trainees to employees by offering summer employment after
graduation. Offer tuition assistance and scholarships for those pursuing
higher education.
6 TO 10 YEARS: GROW THE FUTURE TALENT POOL
• Support early STEM programs and entrepreneurial programs
that build skills critical to success in the future of work.
• Expose young students to career opportunities in the region
& the ways they can apply classroom learning to the real world.
• Host educators and school personnel at your workplace to
give real-world context for instruction.
WHY CAREER-BASED LEARNING?
Companies are asking for help getting in front
of young people and their influencers earlier,
while career decisions are being made.
WHAT INFLUENCES CAREER CHOICE?
Students were influenced by their father (22%),
mother (19%), teachers (11%), social media (4%), and
guidance counselors (3%).
An overwhelming number of students (64%)
identified personal experiences as having the
greatest influence over their career decisions.
The Manufacturing Institute, in partnership with SkillsUSA
and the Educational Research Center of America
EXPERIENCES COUNT
Unfortunately, direct experiences with local
employers are rare.
Fewer than 20% of students surveyed participated in
summer jobs, job shadows and tours, and fewer than
10% completed internships, co-ops or benefited from
industry mentors.
The Manufacturing Institute, in partnership with SkillsUSA
and the Educational Research Center of America
IS IT ANY WONDER, THEN…?
• Youth unemployment rates hover near
double the national rate.
• Only 11% of employers feel new graduates
are ready for work.
• Employers report candidates are not
equipped with basic work-ready skills.
THE ANSWER? CAREER-BASED LEARNING
Career-based learning provides young people
with experiences in the real world of work
where they can apply academic & technical
skills and develop essential workplace skills
critical to their future employment success.
ACADEMIC & CAREER PLANNING IN WISCONSIN
Requirements include analysis of local,
regional, and state labor market needs
and the education & training requirements for
occupations that will fill those needs, as well
as a strategy to engage businesses in
implementing ACP.
Young people with these experiences make
better informed decisions about career
goals & education pathways and may be
likelier to stay in a region that
supports their aspirations.
M7
Experiences
Count.
Let’s Count
Them.
M7
GROW HERE CAMPAIGN GOAL
By 2020, companies in southeast
Wisconsin will provide 200,000
company-based, career-based
learning experiences to young
people (ages 11-24) and their
influencers (parents, teachers
and guidance counselors).
2017-19 GROW HERE CAMPAIGN FINDINGS
By June 2019, the GROW HERE Team facilitated or
counted over 200,000 career experiences in Southeast
Wisconsin. We leveraged those findings to:
● Map resources and partners
● Find gaps, either by geography or depth of
experience
● Map the distribution of higher-impact experiences
2017-19 GROW HERE CAMPAIGN FINDINGS
The lift is heavier in K-12 where there hasn’t been significant
capacity for building & maintaining industry partnerships
(colleges have existing focus on placing graduates into
jobs/internships & industry partnerships that support specialized
programs).
The return on investment for career experiences with K-12 is
harder to quantify, as students are further from the “job-ready”
end of the pipeline.
2017-19 GROW HERE CAMPAIGN FINDINGS
• Career experiences are happening, but efforts are
fragmented
• Career exposure experiences (expos, career fairs)
are plentiful
• Exposure events can “inspire” students...but do the
effects last?
• Career-based learning experiences can influence
students’ Academic & Career Plans
2017-19 GROW HERE CAMPAIGN FINDINGS
• High-touch experiences like internships and
youth apprenticeships are in shorter supply.
• Classroom project support requests are
trending upward as schools in our region
implement career academies and innovation skills
accelerators.
LESSONS LEARNED
• Don’t stop doing career fairs and expos, but have the
“what’s next?” opportunity in the pipeline
• Important that students get exposure to a breadth of
careers, then access to more targeted pathway
experiences, as interested
• Inspire platform connects, but intermediaries curate
high-impact partnerships
PARTNERS ARE ASKING FOR MORE SUPPORT TO:
• Understand and use Labor Market information
• Source the right partners for high-impact experiences
like internships, YA, & project support
• Connect to higher-education and workforce training
programs
• Establish the ROI for career experiences in K-12
OUR RESPONSE: CAREER X MODEL
Programming that targets key industry skill gaps with a
focus on connecting career exposure experiences with
higher-touch more impactful experiences like teacher
externships, job shadows, internships, YA, & real-world
projects.
Where do we go from here?THE PATH FORWARD FOR TALENT DEVELOPMENT IN WISCONSIN
2011-17 2018
Inspire enables regional/county-wide
employer connections to schools via
Career Cruising software.
2019
Regional deployments merge
databases to increase reach of
businesses and students.
2020
Multiple organizations recognize the need for
intermediaries services and a broader vision of
career readiness.
Moving Forward!
Career Ready Wisconsin launches!
Career Ready Wisconsin
A Statewide Career Readiness Initiative
Regionally deployed career readiness hubs unified by a single mission: to create a career-ready populace as part of a comprehensive talent development strategy
● Hubs are regional CRW affiliates that
serve specific LEAs, CESAs and
industry groups
● Employers can belong to more than
one hub
● REDOs serve as backbone and
convener for hubs and sub-hubs
● Hubs collaborate and develop
ongoing best practices
● Xello/Inspire software plays
supportive role
● To be recognized at state level, hubs
must satisfy certain criteria
Hubs convene partners from economic development, education, business and more
Regional Economic
Development Org
Local
Education
Agencies
Businesses
& Industry
Groups
Higher
Education
CESAs
WIOA
Youth
Serving
Orgs
YA Consortia/
Regional
Pathways
● Dedicated staffing
● Annual consultation with LEAs
● A membership mechanism for
employers to formally engage
● Annual meeting or consultation with
employer members
● A mechanism to regularly convene all
partners
THE WORK
AT HAND
● Partner with organizations that provide career-readiness support
● Provide a menu of career-based learning experiences coordinated, promoted & managed by local partners
● Represent breadth of industry sectors and career opportunities
● Focus career-readiness support on all pathways (4 year, 2 year, apprenticeship)
● Partner with overlapping YA consortia
● Agreement to track CBLEs and other key metrics
CRW Employer Survey Results
● 129 respondents (small sample
size)
● Highest percentage from Dane
County
● Not scientific, but generally
correlating with experience and
other more rigorous research
● 18% said "No role - focused on
immediate hiring needs but not able to
hire minors"
● 14% said "Recruiter - will hire students for
part-time or summer jobs but not able to
do other activities like youth
apprenticeship, job shadows, guest
speaking engagements or company
tours"
50% Said No Hurdles
50% of employers said it’s not always easy to connect:
#1 Reason: Too Busy/Not Enough Time
#2 Reason: Schools are not proactive or responsive
Is there a place for some outside support?
Educators said it’s not always easy to connect:
#1 Reason: Too Busy/Not Enough Time
#2 Reason: Don’t know who to connect with
#3 Reason: Inconsistent commitments from businesses
Is there a place for some outside support?
More hurdles for educators
#1 (43%) Access to pre-qualified
students who are ready for career-
based learning experiences such as
internships, youth apprenticeships,
job shadows and part-time jobs
TO BUILD RELATIONSHIPS THAT MAKE A DIFFERENCE TO THEIR COMPANY AND COMMUNITY
#2 (40%) Help connecting with
educators to build relationships for
things like curriculum development,
company tours, and other career-
related activities
Interested in Career Readiness in Your Community?
Your CRW Director Wants
to Hear from You!
Get to know your regional CRW directors
The New North - Northeast
Wisconsin
Connie Coley Loden
Sr. Project Manager
The New North
920.336.3860
M7 - Southeast Wisconsin
Susan Koehn VP Talent & Industry Partnerships [email protected] 262.957.6760
MadREP - Dane & Surrounding Counties
Gene Dalhoff VP Talent & [email protected]
Get to know your regional CRW directors
Inspire Connections - Eau
Claire to the Mississippi
Steve Jahn
Executive Director
Momentum West
715.874.4673
Visions Northwest
Melissa Rabska
Inspire Northward –
Administrator
715.682.9141, ext. 122
Grow North - NE Central
Brittany BeyerExecutive [email protected]
Get to know your regional CRW directors
Centergy - Central Wisconsin
Gordon Crow
Executive Director
715.551.6650
Prosperity Southwest
James (Jim) K. BowmanExecutive Director
608.326.0234
7 Rivers - western WI
Chris Hardie Executive [email protected]
Closing