generation us - s3.amazonaws.com · generation overview established in 2015, generation seeks to...
TRANSCRIPT
1© 2018 Generation: You Employed, Inc.
Generation US
2
MCKINSEY SOCIAL INITIATIVE 4
GENERATION OVERVIEW
2
Established in 2015, Generation seeks to close the skills gap for young people.
Our mission is to empower young people to build thriving, sustainable careers and provide employers the highly skilled, motivated talent they need.
Our vision is to enable a career-launching job for every young person, anywhere in the world
3
WHAT IS GENERATION?
Generation is built upon deep research into thebest ways to address youth unemployment
• McKinsey & Company study of 150 employment programs in 25 countries, and surveys of over 15,000 employers, educators, and young people
• Education to Employment: Designing a System that Works report summarizes findings
• Independent nonprofit McKinsey Social Initiative (MSI) founded by McKinsey& Company
• Youth unemployment chosen as first issue for MSI: Generation is born.
• Generation is live across five countries (India, Kenya, Mexico, Spain, and US), with rapid expansion on the horizon
2013 TODAY2014
3
4
HOW WILL WE ACHIEVE OUR GOALS?
Generation addresses two areas of need forthe youth employment field
5
The Generation approach has seven components
GENERATION OVERVIEW
A community that follows graduates into
the workplace
5-12 weeks of technical, behavioral, mindset & professional presence skill training
Social support services & mentorship along the way
Jobs & direct employer engagement from the start
Recruit students based on intrinsics, effort, and employment standards for the profession
Return on investment for employers, students,
and society
Data at the center
1
3
4
5
26
7
66
Current cities and programs (as ofSeptember, 2017)
▪ Certified nursing assistant ▪ Customer service rep▪ Hotel front desk clerk▪ Call center operator▪ Retail Career Advancement
▪ IT Help Desk technician ▪ Construction helper
Current cities
Wilmington, DE
Atlanta, GA
Dallas, TXJacksonville, FL
San Jose, CALas Vegas, NV
Miami, FL
Washington DC
Birmingham, AL
Generation continues to develop new programs, and can launch an entirely new profession in 6-12 weeks
Healthcare Customer service Information Technology Craft professions
Generation runs six programs across ten US cities
GENERATION OVERVIEW
7
85%81%307Employment rateGraduation rate
87%Retention rate at
three monthsEmployer partners
GENERATION OVERVIEW
Generation US has graduated over 81% of enrolled students and placed 85% of those grads in jobs, with 87% retention at three months post-placement
241400 60 6Training sites Enrollments Cohorts Professional
programs
8MCKINSEY SOCIAL INITIATIVE 8
Generation US works with disconnected youth who face a range of barriers to employment and well-being
The typical Generation student Generation US student pool overall
Gender Female 58% female, 42% male
Race African-American 68% African-American, 17% Hispanic or Latino, 7% Asian-American, and 7% Caucasian or other
Age 22 years old Range from 18 to 29 years old, with the average being 22 years old
Marital status
Single 87% single, widowed, or divorced; 13% married or in a relationship
Education High School diploma or GED, but no higher education
4% have no high school diploma or GED; 62% have completed high school or GED only; 22% have some higher education; and 12% have completed some form of higher education
Income Earning $746 per month and receiving government assistance
Average income is ~$9k annually; 99% of single parents are legally in poverty before the program
Family May have children 31% have children; that 31% on average has 1.74 children
6
GENERATION OVERVIEW
9
CURRICULUM DESIGN
What makes a curriculum “Generation”?
Performance goals aligned to business drivers
Integration of technical, behavioral, and mindset skills
Twice as much practice as instruction
▪ Curriculum is based on employer activity mapping
▪ Performance goals & skills target observed breakdown moments
▪ 80% of program focuses on those skills, with the rest focused on employment essentials and social support
▪ All technical skills are linked to behavioral skills and mindsets
▪ Instruction, practice, and assessment sessions treat these skills together
▪ All sessions are interactive and incorporate practice
▪ Dedicated sessions give repeat practice through role plays, case studies, simulations, and drills
10
CURRICULUM DESIGN
Generation programs focus on three types of skills
Mindsets Behavioralskills
Technical skills
Tailored behavioral skills that target the “soft skills” needed for success in the role (e.g., adaptability, customer focus, proactiveness)
Core technical skills required for success in the role on “day one” and to be on a path to promotion – either customized for the role or even further for a partner employer
Four global mindsets that are necessary for success in any workplace:▪ Personal
Responsibility▪ Future Orientation▪ Growth Mindset▪ Persistence
11
Generation programs rapidly build skills through the cycle of mastery and significant practice
CURRICULUM DESIGN
1
Practice
2
Reflect 3
4
Introduce
Reinforce
More than 70% of Generation classroom time is practicum:
▪ Integrating different types of skills
▪ Real-job scenarios, simulations, labs, and field experiences
▪ Actionable peer and instructor feedback
12
GENERATION CURRICULUM
What types of sessions are in Generation programs?
Social support sessions tailored for participants
Employment sessions tailored for the career pathway
▪ Introductory behaviors & mindsets sessions to establish a common vocabulary
▪ Technical sessions that introduce & practice new skills and their connections to behaviors and mindsets
▪ Skills application sessions that provide repeated practice with realistic, on-the-job scenarios, integrating all skill types
▪ Reflection & reinforcement sessions that solidify and assess the integrated set of skills
▪ Community sessions that foster connections between instructors, students, and mentors
▪ Social support & mentorship sessions that target challenges outside of the workplace, customized for each particular participant population
▪ Employment essentials sessions that build the skills needed to get the job (e.g., interviewing, resume preparation) and to advance in that job (e.g., career pathways, incentive structures)
▪ Industry & employer engagement sessions where possible
Skill-building sessions tailored for the role
PracticeEmpower Individual Growth Through The
Power of Practice & Feedback
Meaningful Training Requires Significant Resources
[ Time ] [ Money ] [ People ]
Practice’s Patented Learning Methodology
Increase Confidence & Competence
FREQUENT PRACTICE
Learners practice their skills many times over.
SOCIAL LEARNING & SCALED FEEDBACK
Learners leave targeted feedback on peer submissions, creating a social environment that scales
feedback and assessment.
SELF REFLECTION & MODEL RESPONSE
Learners self-reflect compared to model video response.
TARGETED COACHING
Learners receive individualized, meaningful feedback from
instructors, experts, and peers.
How Teams Use Practice
CUSTOMER SERVICE
LEADERSHIP & MANAGEMENT
HEALTHCARESALES
• Compliance training • Surgical tactics • Patient bedside training
• Messaging and delivery • Building trust • Overcoming hurdles • Closing tactics
• Customer exchanges • De-escalation tactics • Call quality • Greeting and closing
• Large group interaction • Difficult conversation tactics • Mentoring
Demo
Alyson Emmett
Practice Learning Specialist
Kelly Cassaro
Global Director of Curriculum &
Instruction
Diamond Huckaby
Retail Career Advancement
Graduate
Mary Antoinette Lynch
Retail Career Advancement
Graduate
1. How does your organization look at addressing skills gaps amongst your own talent?
2. Are there specific technologies you are using to address #1?
3. What challenges do you currently face in bridging the skills gaps within your organization?
Questions
Appendix: Screenshots
