YouthBuild Webinar Series:Creating a Culture of Career Readiness
Welcome to Workforce3 One YouthBuild Webinar Series: Creating a Culture of Career Readiness U.S. Department of Labor Employment and Training Administration Interactive webinar on August 5, 2014 Presented by: Division of Youth Services YouthBuild U.S. Department of Labor Employment and Training Administration Where are you? Enter your location in the Chat window lower left of screen
# 2 Moderator Jenn Smith Management Analyst, Division of Youth Services U.S. Department of Labor/ETA/OWI # 3 Heres what you can expect in this webinar
1. Participants will understand the importance of career readiness for young peoples success and receive recommendations on practices that lead to the creation of a career and postsecondary-ready culture in their YouthBuild programs. 2. Participants will be able to network and peer share promising strategies. 3. Participants will be given considerations and a tiered approach to support the implementation of a career-ready culture. # 4 Webinar Format Content available to participants at
registration via webcast Overview of the content Discussion # 5 Discussion Participate in open discussion with facilitators and peers. Phones will be un-muted. Be courteous. Reduce extraneous noise for the best audio quality by muting your phone, if you are not speaking. Choose the breakout room based on the number shown on your screen. #
6 Question 1 # 7 Presenter Charles Modiano Facilitator, Coach, and Consultant YouthBuild USA with a little help from his recent trip to YouthBuild Providence #
8 "Everybody is a genius. But if you judge a fish by its ability to climb a tree, it will live its whole life believing that it is stupid. -- Albert Einstein Career Readiness in Context 1) A Career-Ready Culture can have a great influence over how well individual youth programs and staff effectively prepare young people for post-secondary education, gainful employment, and growth as leaders 2) A Career-Ready Culture is limited in its influence over broader systemic issues such as labor market trends, tuition costs, wage gaps, job creation, criminal justice system, employment
discrimination, etc. 3) A Career-Ready Culture is more than curricula, a workshop, or a great facilitator 10 Context for Career Readiness 1) KNOWLEDGE-BASED ECONOMY = PSE REQUIRED Two-thirds of all new jobs will require Post-Secondary Education and Credentials 2) SERVICE-BASED ECONOMY = PEOPLE SKILLS REQUIRED 90-96% of all new jobs will be from Service industries (HealthCare, Business and Professional, Teaching, Etc.)
3) WE DONT PREPARE YOUNG PEOPLE FOR CAREERS AS WELL AS WE THINK WE DO (Proof Coming) 4) LEADERSHIP DEVELOPMENT IS A CRITICAL ASPECT IN PROMOTING CAREER READINESS SKILLS 11 Question 2 My program promotes a PSE culture by effectively providing: (Check all that apply) PSE PLANNING & PREP: PSE Exploration,
Educational Plan, and college applications, FAFSA, etc.) ON-SITE EXPOSURE: Guest speakers who are educators are integrated into training program OFF-SITE EXPOSURE: College tours and long-term Voc. Training opportunities regularly take place PSE PARTNERSHIPS: Strong partnerships exist with 2-4-year colleges, voc. institutions, unions, etc. DUAL ENROLLMENT: Some YB classes and training receive college credit thru dual enrollment. # 12
1) Knowledge-Based Economy = POST-SECONDARY EDUCATION REQUIRED How does your program culture Promote PSE? Can young people feel it? 13 Career Readiness Must Include a Post-Secondary Education Culture CREATING A PSE CULTURE Staff Culture: Do All Staff Believe It? Program Culture: Does it Promote Post-Secondary Education for ALL? Exposure: Is there monthly exposure to colleges and vocations on/off site? Empowerment: Do you have a 100% PSE Aspiration Rate by Graduation?
Ideal: Are there dual enrollment opportunities for young people to receive postsecondary educational credit while enrolled in YouthBuild? 2) Service-Based Economy = PEOPLE SKILLS REQUIRED PEOPLE SKILLS are often the LIFE PRESERVER as Young People attain Education/Credentials/Work Experience PEOPLE SKILLS are ESSENTIAL SKILLS PEOPLE SKILLS ARE TRANSFERRABLE and ADVANCEMENT SKILLS 15 Essential People Skills are Transferrable and Advancement Skills * Highlighted Excerpt see the full results at:
Collegeforamerica.org/ WorkforceStrategiesSurvey 20 1 4 C oll e g e fo r A m
er ic a at S o ut h er n N e w H a
m ps hi re U ni Question 3 Which Essential Skill Area is MOST intentionally embedded in your program? (Pick one) Problem-Solving Attitude and Professionalism Communication Skills
Teamwork # 17 Question 4 Which Essential Skill Area is LEAST intentionally embedded in your program? (Pick one) Problem-Solving Attitude and Professionalism Communication Skills Teamwork #
18 Essential Skills Employers Want From Young Workers: Do You Have Your YB PACT Certification? ESSENTIAL SKILL GROUP Specific Work Readiness Goals 1) PROBLEMSOLVING 2) ATTITUDE & Professionalism 3)
COMMUNICATION Skills 4) TEAMWORK & Collaboration Problem-Solving is Leadership Development Critical Thinking and Ability to Learn on job Creativity & Innovation, Communicate new ideas
Can you adapt to change? Attendance, Punctuality, and Appearance Demonstrating personal accountability Accepting constructive criticism Are You Likeable?
Oral: effectively articulate thoughts & ideas Non-Verbal Communication Written Communication Can you sell yourself? Work with diverse teams, make team better Manage and negotiate conflicts My Job Description Can you network and influence others? ESSENTIAL SKILLS GAP: WHATS THE PROBLEM?
11% of of [___________________] [___________________] strongly agree that college graduates have the necessary skills and competencies to succeed in the workplace. believe that they're effectively
preparing students for success in the workplace. (Gallup Poll/Lumina Foundation Feb 2014) 20 96% (Gallup Poll/Inside Higher Ed Feb 2014) 3) We Dont Prepare Young People for Careers As Well As We Think We Do 11% of
BUSINESS LEADERS strongly agree college grads have the necessary skills to succeed in the workplace. 96% of ACADEMIC OFFICERS believe that they're effectively preparing students for success in the workplace. Could this rift in perception itself be a main cause for our skills gap? -- I think yes (Julian Alssid, Chief Workforce Strategist at College for America)
21 What Skills Do Employers Want From College Graduates 4) Leadership Development is a Critical Aspect in Promoting Career Readiness -- Select Community Project -- Involve Community and Youth Policy Committee -- Integrate Essential Skills of Problem-Solving, Attitude, Communication, Teamwork Exec. Director Anthony Hubbard explains Build A Bed Project -- Improve Career Readiness
& Community at same time # 23 4) Leadership Development is a Critical Aspect in Promoting Career Readiness 23 Leadership Development Competencies embedded throughout YB Programs May 3: YB Providence hosts 2nd annual Build-A-Bed Event LD Competencies promote essential skills for individuals and community-building Youth Policy Committee
experience promotes career advancement and management skills 24 Creating A Career Ready Culture 1. SIMULATE IT 4. MODEL IT 2. INTEGRATE IT 5. REPEAT IT 3. MEASURE IT
6. PEER-LEAD IT Creating A Career Ready Culture More Than a Workshop 1. SIMULATE IT: Not only should construction component simulate work habits, but all core services should promote learning by doing How did YB Providence integrate career-ready skills into GED? 2. INTEGRATE IT:
Throughout All Components (GED, Construction, Leadership, Counseling) Creating A Career Ready Culture More Than a Curricula 3. MEASURE IT: Education, credential gains, placement, and retention outcomes are measured But is career readiness BEHAVIOR also measured? 4. MODEL IT: Are ALL staff promoting positive career-ready behaviors themselves? Is modeling also measured?
3A) MEASURE BEHAVIOR (Work Readiness Assessment) Tool Rubric Find Tool Rubric, & Guidance! 3B) MEASURE PORTFOLIO YouthBuild San Joaquin 4 Tiers Career Development, Placement, and Transition Plan Tier
Date Completed:______ Students Initials:_______ Instructors:_______ Tier College Tours Student toured one or more college campuses.
College Assessment/Placement Student completed the college entrance requirements/assessment test. Job Shadowing Student spent one or more days with an employer of interest to gain knowledge about their work environment, the type of education needed, and what it takes to pursue a career in the field. Guest Speakers Community partners, leaders, organizations, and schools came in to speak about their company, what their company has to offer, how to get a job, and what it takes to keep a job. (cont.) Career Fair Attended a career fair in which he/she was able to network with apprenticeships, colleges, employers, and unions. He/she may have the opportunity to apply for a permanent position. Life Skills Student completed workshops on how to buy a car, lease an apartment, obtain a drivers license, etc.
*Optional New Student Orientation - Student completed a half unit college course through a local community college, learning expectations during his/her college career. Pre-Internships/Internships Once student completed his/her high school degree and gained knowledge in the construction field, eligible students may be able to participate in paid internships leading to permanent employment. Job Placement Options Student may have the opportunity to be placed in employment once completing the program. FAFSA & BOGGS Fee Wavier Completed federal and state grant applications
Re-TABE Completed TABE to assess for reading/math levels. Interview Questions Can answer typical interview questions in a positive and effective way 30 Second Commercial Created script about qualifications and interest in an open position; Can effectively communicate it. Mock Interview Demonstrates appropriate interviewing techniques and can effectively answer questions thoroughly. Job Search Researched current job opening from multiple sources, i.e. newspaper, internet, networking. Job Applications Accurately completed a neat and legible sample application that contains all required information. Then proceeded to obtain/complete applications from local businesses. Resume Learned to write effective resume and completed a rough draft. Has up to date neatly typed resume that is free of errors and contains work related history in an organized format. Cover Letters Learned to write an effective cover letter and completed a rough draft. Has typed cover letter with no grammatical
or spelling errors to include with his/her resume. Guest Speakers - Community partners, leaders, organizations, and schools came in to speak about their company, what their company has All Tiers Completed! Date: ____________ Student Sign _________________ Instructor Sign ___________ to offer, how to get a job, and what it takes to keep a job. (cont.) Introduction to College and Educational Planning Student completed a one unit college course through a local community college introducing him/her to college. And that is only Tiers 3 and 4! 3C) MEASURE PROGRESS (with Teamwork & Accountability) # 30
Creating A Career-Ready Culture More Than a Great Facilitator 5. REPEAT IT: Daily Weekly Monthly Real YouthBuild Examples: -- Leadership Mondays; Workin Wednesdays; College Thursdays -- Road to Success Week end with College Fair, then Career Fair 6. PEER-LEAD IT: Once sufficiently informed by employers and educators, have youth and youth policy committee involved in program design, expectations, and team accountability. Question 5 Which Career-Ready Culture Areas are MOST intentionally embedded in your
program? (Pick two) SIMULATING career environment INTEGRATING career-ready culture throughout all YouthBuild components MEASURING PROGRESS of youth behavior on regular basis MODELING career-ready behavior by staff REPEATING career-ready activities on daily, weekly, monthly basis. PEER-LEADING: Youth involved in design, expectations, & training # 32 Question 6 Which Career-Ready Culture Areas are
LEAST intentionally embedded in your program? (Pick two) SIMULATING career environment INTEGRATING career-ready culture throughout all YouthBuild components MEASURING PROGRESS of youth behavior on regular basis MODELING career-ready behavior by staff REPEATING career-ready activities on daily, weekly, monthly basis. PEER-LEADING: Youth involved in design, expectations, & training # 33 Creating A Career-Ready Culture
Program Questions 1) STAFF: Do staff members have words Post-Secondary, Career, Placement, Transition, Retention, College, or Graduate in their job title? 2) ORIENTATION: Are career readiness principles integrated into structure and design of orientation? 3) STRUCTURE: Do you hold regular GROUP workshops on Career Readiness from outset of the beginning of program? 4) CONTENT: Does it heavily reflect the people skills that colleges and employers demand most? Do youth and educators/employers have a joint role in design? 5) DELIVERY: Is delivery of material dynamic, engaging, youth culturally competent, experiential, and peer-led? Structure Stage # 1: Intake-Orientation-Mental Toughness Key Career Comprehension Activities EMPOWER STAGE
1. Career Expectations: Integrate Career Toughness Interview Into MT 2. Career Assessment (Barriers, IDPs, IPPs, Voc. Assess, etc.) 3. Career Empowerment (Value of PSE and Jobs vs. Careers) 4. Meet Employers/PSE Teachers (e.g. Informational Interviews) 5. Empower: Have Young People Design Workshop Expectations From Informational Interviews Structure Stage # 2: Early Core Programming Key Career & PSE Exploration Activities 1. EXPLORATION STAGE 2. Hold Weekly Group Workshops from Week 1 and expose to Career Exploration and LMI 3. Monthly Days of Mental Toughness Maintenance 4. Prioritize Essential Skills Over Job Search Skills 5. Meet Early PSE Deadlines! (FAFSA, Apps, Etc.)
6. Tours! (Colleges/Career Fairs, Trades, etc.) Measure It! Structure Stage # 3: Latter Core Placement Planning Key Career Preparation Activities LEADERSHIP STAGE Assess Program: Placement Readiness Assessment Internships as Long Interviews (see Jennifer Lawrence and Schenectady team) Focus shifts to PSE Enrollment & Job Search Skills (Job Search Approach, Resumes, CLs, Interviews, etc.) Peer-Led Workshops!: Youth Lead Workshops Keep Measuring It! -- Work Readiness Assessment Tool; Career Portfolio; -- Do All Resumes Reflect YouthBuild Excellence?
Sample Workshop Curricula Sample Career Readiness Curricula Department of Labor (ODEP) Skills to Pay the Bills: Mastering Soft Skills for Workplace Success http://www.dol.gov/odep/topics/youth/softskills/softskills.pdf Commonwealth Corporation Empower Your Future: Career Readiness Curriculum Guide (Massachusetts) www.commcorp.org/resources/documents/Empower%20Your%20Future%20-% 20Career%20Readiness%20Curriculum%20Guide%202010.pdf Princeton University Career Planning Guide www.princeton.edu/career/pdfs/Career-Services-Guide_ENTIRE.pdf Use what you like. If it doesnt apply let it fly. Question 7
# 39 Question 8 Which Career-Ready Structural Stage is in most need of improvement in your program? (Pick One) EMPOWER STAGE: Intake, Orientation, Mental Toughness) EXPLORATION STAGE: Early Core Programming TRANSITION STAGE: Placement Preparation in PSE, Employment, Vocational, etc.
# 40 Discussion Participate in open discussion with facilitators and peers. Phones will be un-muted. Be courteous. Reduce extraneous noise for the best audio quality by muting your phone, if you are not speaking. Choose the breakout room based on the number shown on your screen. It may take a few minutes for the room number to appear on your screen. # 41
# 42 Please enter your questions in the Chat Room! # 43 Report Back What was discussed during the session? What questions consistently surfaced?
# 44 Save the Date! Data/MIS October 7, 2:00 PM (EDT) Counseling and Case Management November 11, 2:00 PM (EST) Registered Apprenticeship December 2, 2:00 PM (EST) # 45
Contact Information Charles Modiano DOL YouthBuild Technical Assistance Coach and Trainer YouthBuild USA [email protected] Jenn Smith Management Analyst, Division of Youth Services US Department of Labor/ETA/OWI [email protected] # 46
Thank You! Find resources for workforce system success at: www.workforce3one.org # 47
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