Workforce Innovations e-Journal

Day 2

Town Hall
Building an Innovation Environment

Innovation occurs everywhere was the theme for the first Town Hall. The challenge is to unite all vested economic partners and build trust among them. Trust requires a catalyst able to break down traditional thinking and open minds to outside-the-box approaches.

The workforce system needs to embrace change and not be afraid of failure. As one panelist aptly stated, "There is no failure, only learning." Contrary to popular belief, the federal government has room to be flexible. For example, states can use waivers to ease implementation of federal standards.

Continuous learning is key for any region that wants to successfully change. Regions that go through the process strategically may fail once, but not continuously…A second panelist pointed out that economic transformation has succeeded in areas that create a culture rather than change a culture.

Tolerating risk is new for the federal government. But with careful planning and an eye on long-term results taking small risks reaps rewards. And the outcomes aren't always immediately financial - it can be jobs, or it can be the transformation of how a community works together to create solutions.

Getting past the past… One challenge has been to get the partners at the table to stop blaming events of the past and instead focus on the future… For example, members of one group in Michigan creatively took to holding up pictures of Calvin Coolidge every time someone blamed current shortcomings on past problems.

This session also explored various roles in building innovation economies including the workforce system acting as a catalyst for change and building partnerships. Additionally, this session examined angel investors and venture capitalists (VCs )and the innovation role colleges and universities play through research and development.

Plenary Session
Compete: A Business Perspective

The opening plenary for Day 2, Employer Day, featured Deborah Wince-Smith, President of the Council on Competitiveness and Gerald Shaheen, Chairman of the Board of Directors of the U.S. Chamber of Commerce and Group President of Caterpillar Inc.

In his remarks, Shaheen explained the workforce system and American business ought to find ways to serve each other, though this is not necessarily the current case. Shaheen reported only 44% of employers are aware of One-Stop Career Centers and even more strikingly, a mere 19% of businesses have used One Stops in the past 12 months to recruit workers.

As industries undergo technological change, workers with skills in science, technology, engineering and mathematics (STEM) are in greater demand. At the same time, too few students are getting degrees related to STEM skills because there is a general sense that "science and technology aren't sexy or hip."

An additional challenge is the aging workforce. As baby boomers retire, the United States will face an increasing worker shortage because the country does not have the population to support the need for workers. To address this impending shortage, particularly in the STEM disciplines, our education system must rise to the challenge of the global economy. Currently, 30% of high school students do not graduate in four years and of those who go on to college, not much more than one-quarter graduate with a degree in STEM intensive fields. Shaheen drove this point home by quoting GE CEO Jeff Immelt's remark that, "More people will graduate with sports exercise degrees than electrical engineering degrees."

STEM: A Critical Focus for Youth Education

Pop culture mavens would have you believe that STEM (Science, Technology, Engineering, and Mathematics) is not sexy, but it is sure is necessary. Statistics show a declining number of students graduating with degrees in these disciplines; meanwhile, the demand for STEM skilled workers is growing. We need to know how to connect youth--especially those from disadvantaged backgrounds--with the skills to support STEM careers while filling the U.S. economy's growing need with workers at the cutting-edge.

Jon Robertson focused on traditional STEM fields and the reality of the occupations that require STEM skills such as careers in the skilled trades and shipping industries. There needs to be an investment in our youth at both the national and local level. In making this investment, we will be able to address the needs of business and industry to fill jobs critical to the nation's infrastructure.

Models from various academies have been successful in keeping at-risk youth in school through applied education strategies such as through vocational education programs. These programs have success when educators and industry come together to address pipeline shortages.

Teaching youth through more relevant curriculum also was raised during this session. From experience, panelists talked about students that worked in the skilled trades for a few years and then recognized they needed math and engineering skills. Youth successful in hands-on work also were able to later pursue post-secondary education to help further their careers.

Business Solutions to Build Profit and Productivity: An Employer's Guide to the Workforce Investment System

The session set out a general overview of how employers should approach a changing workforce system. The public workforce system is not solely a provider of people, but also ought to be a provider of solutions, assisting employers always seeking to improve profitability and productivity without having to deal with long forms and wait times.

The challenge for workforce professionals is to find the right fit between employers and job seekers. Employers want creative solutions and need the workforce system to break out of the traditional ways and move away from social service-driven thinking. Some solutions offered were: building dependable recruiting pipelines, selection based on employer criteria, retention of incumbent workers, limitation of liability, and having a single point of contact.

Town Hall
Talent Management: Developing Skills for Tomorrow's Workforce

Businesses are often faced with the challenge of deciding between developing the talent of their current workforce or looking beyond the company doors to meet their workforce needs. In this session, leaders from companies that are progressive in their talent management-Northrop Grumman and Qualcomm-discussed what strategies they use to build and retain talent.

Both companies recognize a large part of their success comes from managing people as individuals, with personal needs, rather than having their workforce revert to traditional roles. For Qualcomm, this includes generous tuition reimbursement as well as offering flexible work environments and a campus-like facility that encourages a high quality of life. Northrop Grumman takes a similar approach, providing employees with opportunities to grow within the company, receiving tuition reimbursement and bonuses.

The discussion also focused on what companies can do to tap into the pipeline. Qualcomm, for example, offers scholarships, creates partnerships with schools locally, works with professors and encourages students to participate in programs that will lead to available jobs. Northrop Grumman is looking at a program to bring back recently retired employees to mentor younger employees.

Finally, both companies agreed that they do not have the time or resources to train workers in basic skills such as computer skills. Depending on the workforce system to train workers in the basics allows them to focus their energy and resources on more job training.

Applying Technology-Based Learning in Education and Training

Technology-based learning allows for delivery of instruction to a wide range of audiences across various locations and at the users convenience, so that whether you are attuned to the "Memphis blues, the Nashville country or the Mountains," you won't get left behind.

Panelists in this session discussed several key trends in e-learning including: (1) dual enrollment by providing high school students the opportunity to earn college credit; (2) a multi-institutional approach with collaboration among various educational institutions to address local skill development needs; and (3) business engagement in developing e-learning tools for industry to use in training and retaining a skilled workforce. For example, the Tennessee Board of Regents has developed fully articulated online programs, as well as a virtual career center. Moreover, Penn State has developed a "world campus," which is available to students around the globe.

Plenary Session
Open Roads Open Minds: An Exploration of Creative Problem Solving

"If your horse dies, dismount." Steve Uzzell, photographer, author and editor, encouraged the audience to be open to new perspectives when problems persist in puzzling us. In an inspirational close to Wednesday's sessions, Mr. Uzzell led the audience through a photographic display of his work as he shared experiences about the importance of preparation and openness on the road to problem solving. He held the audience with variations on the adage, "Chance favors the prepared mind," and reminded it that solutions often come from the most unexpected places - even from his grandmother helping him solve quadratic equations.

View e-Journal Day 1