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April 15, 2016

RITE LEADERSHIP SPONSOR

RITE PASSPORT SPONSOR

SUPPORTING SPONSORS

Support Also Provided By:

Venue donated by Cuyahoga Community College

AFTERNOON PROGRAM: REALIZING A VISION

The NEO IT talent is highly skilled, industry-responsive workforce and an asset to business growth, retention and attraction.

RITE MISSION

RITE champions IT career development through dynamic industry, educator, and community collaboration and programs and initiatives that attract, prepare and place IT talent in Northeast Ohio.

GEOGRAPHIC SCOPE

RITE GOALS

• Attract HS and college students and career changers into careers in IT

• Prepare aspiring IT professionals with IT skills and knowledge

• Place IT students and jobseekers in IT career path positions

A SYSTEMS-VIEW

9-12 K-8 Employment

ATTRACT

PREPARE

PLACE

2- 4yr higher education student to transitioning adult & career changer

RITE MISSION AT WORK

• Engagement Platform • High School Portfolio of Programs • Annual Summit • College/University Programs in Development • Workforce Initiatives • Strategic Labor Market Information • Website 2.0

RESEARCH

Investigation included: • A review of research on IT demand and skills

gaps that exist nationally or in NEO • A probing analysis of labor market data to

inform and assess efforts • A new approach to labor market analysis

View from RITE Member: Cleveland Clinic-New Internship

• Fifth Year

• Win–Win–Win Scenario

Student-College/University-Cleveland Clinic IT)

• 10 Interns per year

• College students majoring in some aspect of IT

• Paid (June thru August)

• Assigned to “meaningful” work

View from RITE Member: Cleveland Clinic-New Internship

Data Center / Facilities Planning ● IT Applications Development ● Web

Services ● ITD Security ● CRM - Service Desk ● End User/Desktop Support ●

Network Services ● Analytics ● Project Management ● Messaging (Email and

iPhone)

Realizing a Vision for World Class IT Talent

Resources for Employers Linda O’Connor, Assistant Director Career-Technical Education, Ohio Department of Education

Apprenticeships

Linda O’Connor, Assistant Director

The other

4-year degree:

Why everyone

is talking about

apprenticeships

Ohio’s Youth

Unemployment Rate

Ohio Youth (16-19) 20.5%

National Average 17.9%

(FY14 Seasonally Adjusted)

Apprentice Average Earnings

$15 hour ($50,000 to $300,000)

$10-$12 hour (pre-apprentice)

Without incurring loads of debt

Workers matched to company (1-4 years of job

training and industry credentials)

Work-Based Learning

A coordinated sequence of work experiences

designed to provide students with real-world

learning through partnerships with local

business and industry.

Internships

Short periods: Six weeks to nine months and

sometimes provide school credit.

Actively engaged in work and supervised by

mentor

Paid or unpaid

Pre-Apprenticeship Program

Program that teaches basic technical and

job-readiness skills for a designated

apprentice occupation or sector to prepare

participants for Registered Apprenticeship

training.

Apprentice

Ohio State Apprenticeship

Council Definition

Person at least 16 years of age, except where a

higher minimum age is fixed by law, who is

participating in a registered apprenticeship program

to learn a skilled occupation, pursuant to a

registered apprenticeship agreement

Labor Laws

ORC 4109.07 Restrictions on hours of

employment.: (B) No person under sixteen years

of age may be employed more than forty hours in

any one week nor during school hours unless

employment is incidental to bona fide programs of

vocational cooperative training, work-study, or other

work-oriented programs with the purpose of

educating students, and the program meets

standards established by the state board of

education

Strategic Framework

Pre-apprenticeship Program

Market Research and Industry Outreach: Identify

most urgent job needs for area businesses, and

Align the skills needs of employers with the

training offerings of the education system

Recruit Business Partners

Advisory Committees

• All Career-Technical programs are required to

have an active Industry Advisory Committee

• Guidelines to creating or enhancing an industry-

driven advisory committee:

• education.ohio.gov/Topics/Career-

Tech/Apprenticeships-and-Internships

Seven Primary OSAC

Requirements for Recognition

for Pre-apprenticeship

EEO (defined by OAC 5101.11) for the Registered

Apprenticeship ensuring fairness in recruitment,

selection and treatment of trainees.

Enrollment – Established eligibility criteria (e.g. 3.0,

95% attendance, and teacher recommendations) for

application, selection, and enrollment process.

Operating Plan

Instructional Content

Operating plan must include the occupational

sector(s) – 1300 US DOL

Instruction is developed with Ohio Department of

Education curriculum experts

Operating Plan

Procedures for reporting statistics to OSAC

and skill attainment.

Reports – apprentices who have been

registered within the US Department of

Labor’s data base

Pre-apprenticeship

• Procedures for reporting statistics to OSAC and

skill attainment.

• Safety and Welfare – Plan needs to include

provisions for training all pre-apprentices in safety

practices to their occupations and ensuring that

equipment and facilities used in the program are

adequate and safe.

• Administration – Contact information for provider

organization.

• Linkage – Describe process of ongoing

collaboration between program and

Registered Apprenticeship sponsors and

familiarizing pre-apprentices with

information for completing programs.

Pre-apprenticeship Program

Linkage – Describe process of ongoing

collaboration between program and Registered

Apprenticeship sponsors and familiarizing pre-

apprentices with information for completing

programs.

Early or Advanced Placement

Students are released from school to work at a job

in their career pathway during the senior year:

• Typically work a minimum of 15-20 hours

• Must meet school placement requirements

• Sign instructional agreement between

employer, parent and school

Recommended Path

Fall/spring of junior year:

Job Shadowing Experiences

Summer between junior/senior year

–Internship with a mentor

Senior Year

–Early Placement

–Pre-Apprenticeship

Apprenticeship Models #1

Miami Valley

Career Center

• Application Process

• Two-week rotation

(40 hour work week)

• Half Days Option

through advanced

placement

Upper Valley

Career Center

• 144 hours/Senior Year

• Follow-up training

beyond graduation

• Monitored by the

apprenticeship

coordinator

• Externships for the

instructors

New Subject Code

• 990365 – Pre-apprenticeships

• May be used as the 4th course (no test)

• OJT Hours

• Program still requires 450 hours

Sponsor

Who operates Registered Apprenticeship

programs?

• Every Registered Apprenticeship program has a

“sponsor.” The sponsor is responsible for the

overall operation of the program.

• Single business or a consortium of businesses

• Community-based organization, industry

association or a joint labor-management

organization.

Sponsor

• Secondary or post-secondary education

Responsibilities

• Register the apprenticeship with the U.S.

Department of Labor

• Track and submit the apprentice’s OJT workplace

hours and technical training

• Evaluate and recommend the apprentice for

certification (skill levels)

• Mentoring the apprentice(s)

Models

Forms, templates and contacts for the models

discussed today

Share a program to highlight

education.ohio.gov

Search keywords: Apprenticeships and

Internships

ApprenticeshipUSA Toolkit

Released

• Tools on building apprenticeship partnerships

• Business outreach materials and a guide for

Business Service staff

• Guides for funding apprenticeship and counting

outcomes under WIOA

• Models of successful workforce

system/apprenticeship partnerships

BuildOhio.org

195,434 construction jobs

Job profiles

Learn about careers options/training

College

HB 107 Internships

Career Exploration Internship Program is only

available through June 25, 2017.

HB 107 Internships

Appropriates $1 million to fund the grants

from proceeds of the upfront license fees paid

for casino facilities authorized under the Ohio

Constitution.

Grants for Businesses

Grants for businesses that employ up to 3

high school students in career exploration

internships/year, 50% of the wages paid to

the student up to a $5,000

Eligible to attend school in Ohio (ages 16-18)

or enrolled in grade 11 or 12 and must

employ them for 200 hours (20 weeks)

Application

Businesses apply to the Development Services

Agency before the start of the internship and must

include a brief description of the internship and a

signed statement by the student intern describing

the student's career aspirations.

Contact

Edward King, Grants Manager

Ohio Development Services Agency

Office of Strategic Business Investments

614-644-6546

Edward.King@development.ohio.gov

Ohio Manufacturing

Extension Partnership

Office of Technology Investments

James.Ruble@development.ohio.gov

http://development.ohio.gov

Ohio Development Services Agency

77 South High Street, 28th Floor

Columbus, OH 43215-6108

614-466-2775 or 1-800-848-1300

Contact • Linda O’Connor

• Assistant Director/Career-Technical

Education

• (614) 644-6095

• Linda.oconnor@education.ohio.gov

A PRESENTATION BY

THE NORTHEAST OHIO COUNCIL ON

HIGHER EDUCATION

APRIL 15, 2016

Maximize Your ROI: Return On Intern

© 2016 NOCHE.

April 15, 2016

Realizing a Vision for World Class IT Talent

Resources for Employers Brenda Davis Smith, Associate Vice President

NOCHE

About NOCHE

NOCHE brings together business and higher education

for regional economic & workforce development

NEO Talent Exchange focuses on talent development

Partnerships with higher education

Collaboration with Chambers of Commerce and other

membership organizations

Work closely with the Northeast Ohio business community

© 2016 NOCHE.

© 2016 NOCHE.

Internship Program Best Practices

Creating effective internship job postings

Determining tasks, projects and back-up tasks

Orientation and expectations

Supervising

Evaluation

© 2016 NOCHE.

Clear and representative of the position

Title serves as first screener

Avoid clever or vague titles

© 2016 NOCHE.

Focus on learning

WHO (is the desired candidate)

WHAT (tasks, projects, learning components)

WHERE (HQ, satellite location, from home)

WHEN (does the internship start/end)

WHY (should they want to work for you)

HOW (to apply)

Vague descriptions waste yours and candidates’ time!

© 2016 NOCHE.

Real Work!

Impacts the organization

Intern feels as though they are contributing

Projects and tasks that allow growth and learning

Consider intern’s goals

© 2016 NOCHE.

• Communications – Social Media/Newsletter

• Graphic Design (Logos, Marketing Collateral, etc.)

• Market Research

• Web Development & Web Design

• Content Management

• Scientific Research

• Accounting & Finance

• IT (App & Software Development; Computer Engineer, etc.)

• Public Relations/Marketing

• “Choose Your Own Adventure”

© 2016 NOCHE.

KEEP YOUR INTERNS BUSY!

© 2016 NOCHE.

Provide interns with orientation the first week of employment (day one is best)

Work station

Schedule

Office tour and introductions

Policies & procedures

© 2016 NOCHE.

ONE supervisor!

All work is funneled through supervisor

Train/teach

Administrative (schedule, timesheet, etc.)

Communication liaison (faculty, career

services)

© 2016 NOCHE.

Ongoing, constructive

Performance feedback throughout

Specific

Prompt

Provide Direction

Formal (mid-term and end-of-term)

Exit Interview

© 2016 NOCHE.

THE FULL VERSION OF NOCHE’s

“MAXIMIZE YOUR ROI: RETURN ON INTERN”

IS AVAILABLE AS AN ONLINE COURSE.!

C O N TAC T TO DAY ’ S P R E S E N T E R F O R I N FO R M AT I O N

Brenda Davis Smith

bdavissmith@noche.org

or 216.302.3242

Realizing a Vision for World Class IT Talent

Regional Initiatives Anu Yadavalli, Business Engagement Coordinator, RITE and Annette McIver, Senior Business Services Director, University System of Ohio Talent Development Network Resource Center- Lorain County Community College: Impacting your IT Talent Pipeline through Skills Based Hiring – Talent NEO and WorkReady Lorain County

Skills-Based Hiring: What is it?

The act of incorporating a tangible and objective measure of skills and skill level into the hiring process.

Source: Innovate Educate

Skills-Based Hiring: Benefits

Screens in candidates who have the core/foundational workplace skills but lack traditional credentials.

25-70% reduction in turnover

25-75% reductions in employee training time, training cost and/or time-to-fill

70% reductions in Cost-to-hire

50-70% reductions in time-to-hire

Shifts testing burden from employer to the applicant

http://www.act.org/content/act/en/products-and-services/workforce-solutions.html

ACTWORKKEYS Assessments WorkKeys assessments are designed to assess real-world, workplace skills needed across most jobs. Workkeys measure common workplace skills. There are three basic assessments: Applied Mathematics Locating Information, and Reading for Information Successful completion → National Career Readiness Certificate™ (NCRC®) • portable credential earned by more than 3 million

people across the United States. www.act.org

Cognitive and non-cognitive assessments

Measures broadly relevant foundational skills

Linked to 20,000 ACT-authorized job profiles

Criterion-referenced to workplace skill requirements

Multiple-choice assessment

Results expressed as level scores (Level 3 – Level 7)

Proctored and time-bound Pencil-and-paper and computer-based formats

Offers immediate score reports

www.act.org

WorkKeys® Assessments

Connecting Employers and Job Seekers Through a Common Language – Skills

• Towards Employment & over twenty community organizations, employer intermediaries, and public workforce system partners

• Demonstration project in Cuyahoga and Summit County in IT and manufacturing

• Promotes and supports employers' use of ‘skills scores’

• Deploys tools through ohiomeansjobs.com and intermediary partners.

• Jobs posted on OMJ include WorkKeys Scores

• Uses autoscoring technology that incorporates WorkKeys® job profiles and publicly available O*Net codes

• Jobseekers taking the WorkKeys® assessments can voluntarily include the results with their application.

Source: www.ohiomeansjobs.com

For more information, http://workreadycommunities.org/employers

WorkReady Lorain County

Show your company’s support by:

Logging on to http://www.workreadycommunities.org/business/form and fill out the

Employer Registration.

WorkReady Lorain County

Skills-Based Hiring: Engage

Summit and Cuyahoga Counties Contact Anu Yadavalli at

anu.riteboard@gmail.com

Lorain County Contact JoLyn Gonzales at jgonzales@loraincounty.us

Realizing a Vision for World Class IT Talent

Regional Initiatives Sue Lacy, President, Conexus: Tech Hire Akron

We work hard to understand talent needs of

companies and to cultivate a system that meets

those needs.

We highlight high-demand skills and jobs that

provide

a path to prosperity for career-seekers.

Akron/Summit TechHire Roll Out

June/July 2015: Summit County leaders respond to White House “Call to Action”

August 2015: Akron named a TechHire community by the White House

November 2016: Summit County delegation attended national TechHire meeting convened by the Secretary of Labor and the nation’s CIO

Sept 2015-February 2016: Design process led by partner companies, public sector partners, sector intermediaries, community partners

March 9, 2016: $ 4million/4 year DOL TechHire grant submitted by County of Summit (Anticipate July decision for immediate implementation)

YRS 1-2: Summit County Residents & Companies that hire Summit County Residents; Collaborate and plan with training & education, public sector, and community partners in other counties for expansion

YRS 3-4: Expansion into Cuyahoga, Lorain, Medina, Stark

Soft Launch Underway

National Update

www.techhire.org

https://www.whitehouse.gov/issues/technology/techhire

Akron/Summit Soft Launch (without DOL Funding) • Company Network; Alignment of Training & Education;

ACT WorkKeys/TalentNEO: Leverage Public Dollars

(ITA/OTJ); PT Career Advisor (potential); continue

planning for implementation

• DOL decision expected July 2016 for quick start

Top Skills & Occupations

Top Skills & Occupations

Employer Engagement

Employer Engagement – Letters of Commitment and Support

Employer and Employer Representative Projected Number of Job Openings and Titles During 48 Month Project

First Energy, Ted McQuain 25-30 IT positions

Hyland Software Inc, Gail Joyce 500 software developers, test technicians, and technical support analysts

Infocision, Jan-Marie Lombardi 32 database administrators, application developers, systems support engineers, and data analysts

JoAnn Fabric, Matthew Susz 5-10 application engineers, technical engineers, and support technicians

Medical Mutual, Tom Dewey 80 IT jobs

National Interstate Insurance, Tony Prinzo 5-10 internships

OEC, Geo Money 20 associate software engineers

Progressive Insurance, Otto Kadas 40 associate applications programmers

SGS Tool, Gary Miller 2 support analyst interns

Summa Health System, Greg Kall 6 internships (commitment received after LOS)

Virtual Hold Technology, Kevin Shinseki 40 software developers, web developers, quality

assurance engineers, computer support/technical support, and business intelligence analysts

Employer Engagement

Conexus, OHTec, RITE Board collaboration

Conexus – system engagement & management

OHTec – Leverage recent success of placing 254 students in conjunction with Tri-C H1-B program; facilitate employer relationships/understanding; placement & post-placement; database mgmt.

RITE – Guidance and leadership to build a sustainable employer network connected to broader industry and design of business engagement systems; collaborate with Conexus to provide LMI

Skills Progression Pathways

Company Engagement

Learning Community

with San Jose

The Software Guild

Stark State College

Pluralsight

The University of Akron

Training Network

Public Workforce ITA/OTJ

Tuition Pool

DOL Grant Target

Participants

450 Individuals 80% co-enrolled in the workforce

system

Youth and Young Adults with Barriers to Training and Employment

75% youth age 17-29 years old

25% unemployed/underemployed and/or incumbent workers (any age)

Examples of Target Market

4 year-degree Graduates and un/underemployed (e.g. liberal arts

degree)

High school graduates looking to move into industry (e.g. JOG, Job

Corps)

Military personnel discharged with high tech skills and could train

quickly

Re-entry population

DOL Grant Participants

Target Population – 17-29 year olds

Referrals From:

Workforce Development Boards and OhioMeansJobs

Centers, Stark State’s Adult Diploma Program, Bridges Out

of Poverty Getting Ahead Graduates, Veteran Programs via

the public workforce system, Akron Public Schools IT Career

Tech and other Career Tech programs throughout the

county, HeadStart’s parent engagement program, and the

County’s Office of ReEntry.

TalentNEO

Summit Education Initiative

Social Media

Alumni Associations

Faith-based communities, neighborhood-based

organizations, and community development corporations

Outreach and Engagement

TalentNEO WorkKeys® Assessments

Applied Mathematics - mathematical reasoning, critical thinking, and problem-solving

Locating Information - comparing, summarizing, and analyzing information

Reading for Information – reading skills

Other WorkKeys® Assessments

Applied Technology – understanding technical principles as they apply to the workplace

Business Writing – composing clear, well-developed messages relating to on-the-job situations

Listening – being able to listen to and understand work-related messages

Workplace Observation – paying attention to details in instructions and demonstrations

Teamwork – choosing behavior that furthers workplace relationships and accomplishes work tasks

Writing - measures the skills individuals use when they write messages that relay workplace information between people

Performance – related to attitudes toward work and the person’s tendency to engage in unsafe work behaviors

Talent – includes dependability, assertiveness, and emotional stability

Fit – how interests and values correspond to a particular career

Intake & Assessment

Networking, job search, transportation,

mentoring, and financial counseling

Coordinated by United Way of Summit County

Support Services

Overcome Barriers

Action Teams

Outreach/Recruitment

Intake/Admissions Criteria and Process

Pluralsight On-Line Training

Interim TechHire Advisor

Next Steps

Realizing a Vision for World Class IT Talent

Regional Initiatives Terri Sandu, Executive Director Workforce Development, Lorain County Community College: Innovative Talent Methods and Ohio Tech Net

Regional Talent Collaboration for the Innovation Economy

Collaborative effort to accelerate the speed-to-market for high-potential products in advanced energy and flexible electronics industry clusters

Leading Talent Development

Nationally Recognized Talent Development Model

Component 5: Program and

Career Pathways and Industry

Collaboration

Component 1: Analysis of

Talent Supply and Demand

Component 2: Collect

and/or Develop Curriculum

Component 3: Design Delivery to

Meet Student and Employer Needs

Component 4: Identify and Embed

Industry Recognized Credentials

Strategic Talent

Planning

Talent Planning for Business Growth

What is It: Workshop and/or package of services for companies in which coaches work with cross functional team to create a talent plan that support the growth plans of the firm

What is the Approach:

Define Talent Needs to

Accomplish Goals

Assess Current

High-Potential

Talent

Identify Skill Gaps

Assess talent

pipeline

Develop Plan

Co-developed by:

“Talent is the single biggest challenge we face…” - Ed Yenni, president of LogiSync.

Talent Planning

Talent Planning services • Talent planning workshop • Tailored services

Impact to LogiSync: • Ability to find and hire the

right people • Tools to develop the talent

needed to grow business

Innovation: Talent Consortium

What is It: A forum to exchange best practices and to foster collaboration among education and workforce development professionals with a focus on the talent needs of cluster companies.

What is the Approach:

• Meet quarterly to

discuss best practices, share data

• Communicate job openings and support placements within the clusters

Lorain County Community College: Facilitator & Convener

Other Colleges and Universities

Ohio Means Jobs Offices

Community based organizations

Team NEO MAGNET JumpStart

Employers

Innovation: Regional Talent Consortium

Talent Conversations Complement the Data

Northeast Ohio: http://omj.ohio.gov/omjresources/ InDemandRegional-Cleveland.stm

SOC JOB ADS

Software Developers,

Applications

367

Computer

Occupations, All

Other

232

Managers, All Other 154

Marketing Managers 135

Mechanical Engineers 103

Sales Managers 88

Accountants and

Auditors

84

Production Workers,

All Other

80

Maintenance and

Repair Workers

73

Customer Service

Representatives

71

Electrical Engineers 67

Industrial Engineers 59

TOTAL OCCUPATIONS

(200)

TOTAL JOB ADS

(3,804)

Table - Team NEO Cluster Members Top OCCUPATIONS - 1/1/12 to 10/31/15

STMA 12-county region Source: Burning Glass

Employers Government Agencies

Workforce Systems Industry Associations

US Department of Labor US Department of Education

Innovation: Accelerating & Scaling What Works

Please join us:

Dedication of

Cincinnati State’s

Clifton Campus

Welding Lab

12 Week Software Development Course

+ 6 Month OJT Inter-Organizational

Rotation

12 Week Software Development Course

+ Oracle Training + 2 Year OJT

Inter-Organizational Rotation

? Junior

Software Developer

Oracle Developer

Other Technical & STEM Pathways

Recruitment

Competency Based Selection

Competency Based Education & Credentialing

Wages & Employment

• University Partnership • Workforce Organizations • Employers

• ACT WorkKeys

• Functional, Technical, Behavioral

• Employer Screening Tools

• Software Development

• Oracle Implementation,

Maintenance, and Troubleshooting

• Other Pathways

• Earn While You Learn

• Centralized Employer of Record

Innovation Models for in-demand IT careers

Contact Us

Terri Burgess Sandu| Director, LCCC Business Growth Services

Executive Director, Workforce Development

Lorain County Community College 440.366.4215 | tsandu@lorainccc.edu

Bernie Gosky | Project Manager, Ohio TechNet

Lorain County Community College

440.366.4233 | bgosky@lorainccc.edu

Realizing a Vision for World Class IT Talent

Innovations in Education Nigamanth Sridhar, Associate Professor, Cleveland State University and Lisa Chambers, National Director, TECH CORPS: Computer Science Landscape in K-12 - What Industry Leaders Should Know

April 15, 2016

Realizing a Vision for World Class IT Talent

Innovations in Education Dr. Monique Wilson, College-wide Dean & Executive Director – IT, Cuyahoga Community College: Competency-Based Education – Community College Efforts

Innovations in IT Education April 15, 2016

Current Collaborations

Submitted a joint TechHire Grant application (Ohio Talent Development Network 2.0) to focus on Workforce IT programs. Coding camps are a special focus of the delivery models. Submitted a proposal for the State Innovation Grant on Competency Based Education

Innovations in IT Education

Combined enrollment of 52,151

Provosts and IT Deans from the institutions have been collaborating since 2015 on IT innovations to explore efficiency and accelerate progress.

What is CBE?

The competency-based education (CBE) approach allows students to advance based on their ability to master a skill or competency at their own pace regardless of environment. This method is tailored to meet different learning abilities and can lead to more efficient student outcomes.

http://www.educause.edu/library/competency-based-education-cbe

What is CBE?

The generally accepted characteristics of CBE are:

1. Self-pacing & acceleration; learners progress as they demonstrate knowledge and skills

2. Modularization

3. Effective assessments

4. Intentional and explicit learning objectives shared with the student

5. Anytime/anywhere access to learning objects and resources (this is specifically enabled by the development of supporting technology

6. Personalized, adaptive or differentiated instruction

7. Learner supports through instructional advising or coaching

(Brower, 2014; Hall & Jones, 1976; Johnston & Soares, 2014; Klein-Collins, 2012).

Need for Competency Based

Education

Between 2010 and 2020, 120,000 new computing jobs will be created* Educational institutions are projected to train only 25% of the graduates to fulfill that need* CBE Allows students to advance on their ability to master a skill or competency at their own pace *According to the U.S. Bureau of Labor Statistics

Need for Competency Based

Education

CBE is tailored for different learning abilities and can lead to more efficient student outcomes

Deploying CBE is complex and outside of the cultural norms of higher education.

Instructional Paradigm CBE

CBE Paradigm

Time variable, acceleration is motivated by subscription funding Continuous enrollment, students progress through material by demonstrating knowledge and skills Subject matter teaching and assessment conducted by faculty, students supported by academic coaches Rich data provides real-time remediation and student alerts

Traditional paradigm

Semester driven, time-bound Students register for each semester separately, purchase instructional materials separately, etc. Traditional faculty roles teaching content Separate support structures for assistance (i.e. student success specialists, counselors, advisors, disaggregated) Data on student performance is evaluated far later, often after the semester

Why Do We Need CBE?

A new kind of educational paradigm is needed to address this and other IT workforce needs in an agile, rapid manner to provide high-quality certificates and degrees It leverages the strengths of multiple educational organizations in a flexible way, outside of traditional institutional constraints Enables a new, flexible infrastructure for processes and technology (i.e. SIS and LMS) that will not be limited by legacy infrastructures at institutions It avoids duplication of effort and services

CBE Making IT Work for Busy Adults

Questions?

IT Center of Excellence

Monique.Wilson@tri-c.edu

@Preeminent_MW

https://www.linkedin.com/in/moniquewilson

Realizing a Vision for World Class IT Talent

Innovations in Education Marquita Rockamore, Program Manager – Job Link Services, Cuyahoga Community College: Fast Track Training for Network Systems Technician

April 15, 2016

Realizing a Vision for World Class IT Talent

Local Success Stories Erin Baginski, Progressive Insurance: Innovation: Opportunities for IT Employees

Innovation Opportunities for everyone in IT

A CULTURE OF INNOVATION…….

A CULTURE OF INNOVATION…….

A CULTURE OF INNOVATION…….

TAKE ACTION……….

Realizing a Vision for World Class IT Talent

Local Success Stories Jennifer Brumbaugh, Vice President, Enterprise Reliability Division, Key Technology & Operations: Women in IT

Realizing a Vision for World Class IT Talent

Local Success Stories Patrick Antos, Manager of Talent Services, OHTec: View from OHTec

April 15, 2016