THE CAPITAL REGION FROM BALTIMORE TO RICHMONDOur region has great diversity, tremendous assets and immense potential.

We’ve changed the narrative on the region. We’re thinking big about our future.

OUR REGION

The super-region—Maryland, Virginia, and the District—stretching from Baltimore to Richmond has an intertwined economic future.

Our region has the 3rd largest economy in the United States and the 7th largest in the Global Economy.

federal labs and federally- funded research and development centers

of the population 25 years+ hold Bachelor’s

degree or higher

languages spoken; 175 international embassies

Fortune 1000 companies headquartered in MD,

DC, VA

significant airports, two major shipping ports

115 45% 184 53 4

02

350,160

New York

3.5%

1.5M

46%

Boston

Population Above 25 Years OldWith Bachelor's Degree Or Higher

Source: U.S. Census Bureau, Los Angeles includes Riverside MSA,Bay Area includes San Jose MSA

% SHARE OF POPULATION ABOVE 25 YEARS OLD WITH BACHELOR'S DEGREE OR HIGHER

% SHARE OF TOTAL IN TOP DIGITAL TECH EMPLOYMENT REGIONS

8 U.S. NEWS ANDWORLD REPORT TOP 100 UNIVERSITIES

WHILE THE CAPITAL REGION BOASTS ONE OF THE MOST TECH-ORIENTED WORKFORCES IN THE COUNTRY, THERE IS

STRONG COMPETITION FOR THE BEST TECH TALENT

400k

350k

300k

250k

200k

150k

100k

50k

0

# O

F W

OR

KER

S

Number of Digital TechWorkers in U.S. Tech Hubs

Source: Greater Washington PartnershipAnalysis of Chmura Analytics JobsEQ (Q2 2019).

256,214

Los Angeles

3.1%

155,577

Boston

5.5%

POPU

LATI

ON

ABO

VE

25 Y

EAR

S W

ITH

BA

CHEL

OR

'S D

EGR

EE O

R H

IGH

ER

New York Los Angeles CapitalRegion

3.1M

5.4M

3.5M

45%30%39%

Bay Area

2.2M

48%

334,182

Bay Area

8.8%

326,643

CapitalRegion

6.0%

03

CAPITALCOLAB VISIONThe Capital CoLAB is an action-oriented partnership of business and academic institutions focused on developing the talent needed for the jobs of today and tomorrow. We aim to build a future in which...

…learners of all backgrounds have access to the education needed to

work in an increasingly digital world

…employers in the Capital Region can find the talent locally needed to compete globally

…educators have access to employer insights and resources

…the Capital Region is the destination for the nation’s best and most diverse digital

and technology talent.04

COLAB ADVISORY COMMITTEE

ARDINE WILLIAMSWES BUSH

PETER SCHERFRANK LAPRADE AMY GILLILAND

06

SCOTT RUTHERFORD KATHY WARDEN

Chair of Advisory Committee

COLAB EMPLOYER PARTNERS

06

COLAB UNIVERSITY PARTNERS

07

COLAB JURISDICTIONPARTNERS

BALTIMORE CITY

FAIRFAX COUNTY/NORTHERN VIRGINIA

MONTGOMERY COUNTY

PRINCE GEORGE’S COUNTY

DISTRICT OF COLUMBIA

08

$6M JPMC award tosupport 5 jurisdictionstrategy announced

TIMELINE OF COLAB GROWTH

The CoLAB is built to act fast in developing, building capacity for, and implementing workforce

initiatives. The timeline below demonstrates the rapid growth since the CoLAB’s inception in 2018.

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Credentialenrollment

passes100 students

CoLAB launches NSFupskilling Phase 1 work

CoLAB wins NSFupskilling grant with BHEF

6 students graduatewith Digital

Tech Credential

Build expandedWBL strategy

15 universities implementSpecialist Credential

CoLAB hiresinauguralManagingDirector

Generalistcredentialexpands to

four universities Machine Learning and Data

Analytics KSAs finalized

CAPITAL COLABLAUNCHES

Generalist CredentialKSAs finalized

$1.5 million receivedfrom BloombergPhilanthropies

Online careercenter launches

Credentialenrollment hits400 students

K-12/CC PathwayKSAs finalized

Public launch ofthe Employer Signaling

System at CoLABSummit event

NSF UpskillingPhase II awards

announced

KEY:

K-12 Career Pathways

Digital Tech Credential

NSF Upskilling

2018 Q1 2019 Q2 2019 Q3 2019 Q4 2019 Q1 2020 Q2 2020 Q3 2020 Q4 2020

REGIONAL EMPLOYER SIGNALING AT SCALEThe CoLAB’s ultimate vision is to serve as the go-to employer signaling body for high demand, digital tech occupations and skills in the Capital Region. Through the CoLAB, employers take a proactive role in communicating their needs to regional stakeholders. The strength of the Employer Signaling System (ESS) emerges in its ability to directly influence the pathways of digital tech students as well as to structurally shift regional thinking about foundational education for the next generation of workers.

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As education bodies move in tandem to react to the ESS signal, non-CoLAB members – including

government, nonprofit, and private actors – shift to follow suit. 

Employer Signaling System determines the

future skillsets needed for Capital Region workers

CoLAB education partners react, directly tailoring curriculum to meet the Credential standards and changing the dialogue around workplace demand.

HOW THE ESS WORKS

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Allows HR leaders and their colleagues to have direct input into the signals that drive talent development in the region.Digital badges awarded to students completing high-demand credentials.

EDUCATORS KSA-curriculum

alignment

STUDENTS Skills development andwork-based learning

EMPLOYERS Demand signaling

through KSAs

• Data on high-demand digital tech occupations is drawn to guide annual Knowledge, Skills, and Abilities (KSA) refresh.

1. Labor Market Information

• Employer working groups meet every January to review and refresh KSAs.

2. Industry Advisor Groups

• Available to educators through web-based system.

3. KSAs Developed

• Education partners build/refine course material to meet employer need.

4. Curriculum (re)Designed per KSAs

• Students learn valuable skills that ensure workplace readiness upon completing education.

5. Employers Offer Work-Based Learning

• The badge follows students (via LinkedIn and resumes) for life, signaling digital tech competencies.

6. Digital Badge Awarded to Students

Through the Capital CoLAB, the Partnership has developed and launched the following programs:

The Capital CoLAB Digital Tech Credential is a unique credential that indicates students have in-demand digital literacy skills. The Digital Tech Credential allows the region’s leading businesses and academic leaders to collaborate in scaling a coordinated response to pressing workforce needs. This program is being implemented by universities throughout the Capital Region and is recognized by regional businesses as a differentiator in hiring talent.

The CoLAB’s Pathways Initiative aims to expand access to economic opportunity and employer-aligned competencies for thousands of young people and help meet the growing demand for IT talent in the region.

CAPITAL COLAB PROGRAMS

Capital CoLAB’s Upskilling/Reskilling work is grounded in a partnership with the Business-Higher Education Forum and the Business Roundtable, through which the organizations align efforts to help existing employees gain additional digital technology skills in areas including data analytics, cybersecurity, cloud computing, networking/IT, and artificial intelligence/machine learning.

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K-12 PATHWAYS INITIATIVE

With generous support from JPMorgan Chase & Co and Bloomberg Philanthropies, the CoLAB’s pathways Initiative brings together education leaders from the following five communities to

partner with employers in designing pathways that connect early postsecondary opportunities, high-value credentials, and real-world work experiences.

Upcoming opportunities for businesses to support an expanded regional approach to promoting industry-aligned work-based learning experiences for students.

The CoLAB is implementing its Employer Signaling System framework to identify critical knowledge, skills, abilities, and credentials (KSACs) to share with educators for IT pathways.

ON THEHORIZON

BALTIMORE CITY FAIRFAX COUNTY/NORTHERN VIRGINIA MONTGOMERY COUNTY PRINCE GEORGE’S COUNTY WASHINGTON, DC

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K-12 PATHWAYS INITIATIVE

GENERALIST CREDENTIAL

Data Analysis,Visualization & Security

SPECIALIST CREDENTIAL

DIGITAL TECH CREDENTIALING PROGRAMS

Cybersecurity Machine Learning

Data Analytics

For undergraduate students pursuing degrees in non-technical fields such as HR, logistics, and finance

Incorporates knowledge, skills, and abilities needed by industry for entry-level positions in a wide variety of occupations

For undergraduate students pursuing 4-year degrees in technical fields such as computer science, statistics, and engineering

Baseline knowledge, skills, and abilities needed by industry for entry-level technical careers

CloudComputing

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UNIVERSITY COURSES FOR GENERALIST CREDENTIAL

Business & Entrepreneurship Concentration in Bachelors of Arts

in Liberal Studies program

BLHV 231-01 Ethical LeadershipBLHV 232-01 Intro to BusinessBLHS 299 Intro to MarketingBLHS 227 Business StatisticsBLHS 228 Financial ManagementBLHS 229 Principles of Accounting

Fundamentals ofComputing Specialization

CMSC 210 Computers and ProgrammingCMSC 330 Data Science SkillsCMSC 340 Cybersecurity Skills

Data and Decisions MinorCMDA 2014 Data MatterBDS 2005 Fundamentals of Behavioral Decision ScienceBIT 4604 Data Governance, Privacy, and EthicsBIT/MGT 4854 Capstone: Analytics in Action

PATHWAY UNIVERSITY COURSES

Set of classes through the Kogod School of Business

STAT-204* Introduction to Business Statistics ITEC-200 Edge of Information Technology ITEC-320 Business AnalyticsITEC-466 Cybersecurity Risk Management KSB-101 Business Professionalism

* Students who complete STAT-202 Basic Statistics, STAT-203 Basic Statistics with Calculus, or equivalent, must take ITEC-210 Data Analysis for Business to fulfill the STAT-204 requirement.

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Data Analysis Minor

STAT 250 Introduction to Statistics ISTAT 350 Introduction to Statistics IICDS 301 Scientific Information and Data VisualizationSTAT 463 Introduction to Exploratory Data AnalysisCYSE 101 Introduction to Cyber Security EngineeringElective Quantitative Elective from Data Analysis Minor

choose 1

UNIVERSITY COURSES FOR GENERALIST CREDENTIAL

PATHWAY UNIVERSITY COURSES

Set of classes

Required:CSCI 1012 Introduction to Programming with PythonPSCS 2100 Introduction to Cyber and Data Security (new course) Statistics: choose one from the following:STAT 1051 Introduction to Business and Economics StatisticsSTAT 1053 Introduction to Statistics in Social ScienceSTAT 1111 Business and Economic StatisticsDNSC 1001 Business Analytics I: Statistics for Descriptive and Predictive Analytics Data Ethics: choose one from the following:DATS 2101W Ethical Life in a Digital World (new course)CSCI 4532 Information Policy Data Visualization: choose one from the followingMAE 1117 Introduction to Engineering ComputationsDATS 2102 Data Visualization for Data Science (new course)

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MAT 009 Introduction to Statistics PSYC 063 Research Methods and StatisticsMAT 156 Applied Calculus (MAT 026) OR Calculus I (MAT 156)INFO 384 Business Analytics INFO 395 Information Assurance CSCI 100 Introduction to Computer Science

Set of classes

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School of Professional and Continuing Studies

ISYS 311U Database Design/Business Intelligence MATH 265U Applied StatisticsISYS 303U IT SecurityISYS 315U Big Data Analytics

Robins School of BusinessMGMT 325 IT & Data Analytics INFO 201 Data Analysis SoftwareBUAD 202 Business Statistics 491U IT Security Planning & Risk Management

Statistics & Programming

Statistics: Choose one from the following:

STAT 350 Statistics with Applications in the Biological SciencesSTAT 351 Applied Statistics for Business and Economics STAT 355 Introduction to Probability and Statistics for Scientists and Engineers

Programming: Choose one from the following:

CMSC 101 Computational Thinking and DesignIS 147 Introduction to Computer ProgrammingCMSC 104 Problem Solving and Computer ProgrammingCMSC 201 Computer Science I for Majors Independent study with faculty member

UNIVERSITY COURSES FOR GENERALIST CREDENTIAL

PATHWAY UNIVERSITY COURSES

COMPLETERS OF THE DIGITAL TECH CREDENTIAL CLASSES RECEIVE A DIGITAL BADGE• Distributed at the university level – allowing universities to track the impact of the program on their students.

• Embedded with meta-data detailing the specific knowledges, skills, and abilities the learner has gained.

• Aligned with “Open Badging” standards, allowing the data to connect to multiple systems (including ATS systems for targeted recruiting by CoLAB employers).

DIGITAL BADGING TO ADVERTISE SKILLS

GENERALIST

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LEARNERS CAN ADVERTISE THEIR NEW CREDENTIAL ACROSS MULTIPLE PLATFORMS FOR RECRUITS TO SEE:

+ MANY OTHERS

TWITTERLINKEDIN FACEBOOK RESUME ESIG

UPSKILLING: NATIONAL SCIENCE FOUNDATION GRANT

PROJECT OVERVIEWThe Greater Washington Partnership, Business-Higher Education Forum, the Business Roundtable, and more than two dozen university and business partners in the Capital Region have committed to work together to align upskilling and reskilling efforts in digital technology and increase employee skills in areas such as data analytics, cybersecurity, cloud computing, networking/IT, and artificial intelligence/machine learning.

THE OPPORTUNITY• Increase opportunities for employees in the region to gain digital tech skills valued by employers• Increase the number of employees in the region with digital tech skills• Increase workforce diversity in the region• Better alignment of the upskilling/reskilling opportunity to employer needs and to maximize impact of resources• Increase quantity and efficacy of upskilling/reskilling business-higher education partnerships• Develop a replicable model for business-higher education collaborations for upskilling/reskilling

500+PROPOSALS SUBMITTED TO NSF

43PROJECTS AWARDED

8.6%ACCEPTANCE RATE

$1 MILLIONNINE MONTH AWARD

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WHY AND HOW TO GET INVOLVED?

STUDENTS UNIVERSITIES

APPLIED LEARNING OPPORTUNITIES

Work-based learning opportunities while still in school• Job shadowing• Priority to apply for internships/co-ops• Mentoring/coaching

PRIORITY FOR HIRINGFast-track or preferred status in interview/hiring process• Credential program graduates recognized on special lists shared across companies • Priority resume reviews• Priority interviews

BETTER PAYING JOBSQualification for higher-paying entry-level positions

• Gaining knowledge, skills, and abilities valued and recognized by industry• Career path to in-demand positions in cutting-edge skillsets

WORKFORCE CAPABILITY & CAPACITY

Increased talent pool of qualified candidates • Customized credential aligned to meet company’s skill needs• New hires will require less upskilling• Make students workplace-ready• Increase supply of skilled entry-level talent• Increase access to top talent

REDUCE COSTSReduced recruiting and training costs • Reduce in-house training costs• Access to training programs unable to build in-house• Sorting mechanism to more effectively hire skilled talent

BRANDINGEnhanced reputation of industry in region• Improve perception of company and region (attract different kinds of new hires)• Brand DC as tech region – attract more talent from elsewhere

PARTNERSHIP & COLLABORATION OPPORTUNITY

Improved partnerships with industry leaders • Industry-aligned curriculum• Guest speakers/adjunct professors from industry• Real-world/business projects for classes• Offer students internships, co-ops, job shadowing opportunities with employers• Increase quality/quantity of students with digital skills• Increase post-graduation employment rates

BRANDINGEnhanced reputation of academia in region• Seen as leader in academia• Influence other local universities to sign on• Offer credentials for cutting-edge skillsets critical to industry

HOW TO ENROLL:

WWW.CAPITALCOLAB.COM/ENROLL

JOIN COLAB:

JCONTARDO@GREATERWASHINGTONPARTNERSHIP.COM

JOIN COLAB:

JCONTARDO@GREATERWASHINGTONPARTNERSHIP.COM

BUSINESSES

THANKYOU.

APRIL 2020