Dear Doing What Matters Network,
The Foundation for California Community Colleges has a great funding opportunity to improve work readiness for students across your region.
Title: CCC Linked Learning Work-Based Learning Program Development
Release date: April 3
Letter of Interest deadline: April 17
Proposal deadline: May 27
Please visit www.foundationccc.org/wbl to learn everything you need to know about this RFP.
Showing posts with label Apprenticeship. Show all posts
Showing posts with label Apprenticeship. Show all posts
Friday, April 3, 2015
Thursday, March 26, 2015
8 CCCs Working With Obama’s TechHire Program
WRITTEN BY GEORGE LORENZO
WEDNESDAY, 25 MARCH 2015 TechEdge
Photo courtesy of WhiteHouse.gov
Eight California Community Colleges are leading a regional effort to help high school and college students prepare for jobs in high-tech as part of a nationwide program sponsored by the White House.
Known as the Los Angeles High Impact Information Technology, Entertainment-Entrepreneurship, and Communication Hubs(LA HI-TECH), several Los Angeles-area colleges—including six within the Los Angeles Community College District, as well as Pasadena Community College, Santa Monica College and California State University-Dominguez Hills—are working with the newly launched TechHire initiative to provide more workers with the education and skills needed to get higher paying technology-oriented jobs.
TechHire, announced in early March, is an H-1B grant competition by the Department of Labor that provides $100 million in new investments to train and employ low-skill individuals who have barriers to training and employment. These include people with child care responsibilities, people with disabilities, disconnected youth, and limited English proficient workers, among others. The grant supports scaling up of evidence-based strategies, such as accelerated learning, work-based learning, and Registered Apprenticeships.
To kick off TechHire, 20 regional “work communities” across the country—with over 120,000 open technology jobs and more than 300 employer partners with workforce needs—are announcing plans to work together on new ways to recruit and place job applicants based on their actual skills and to create more fast-track tech training opportunities. President Obama is challenging other communities across the country to follow their lead.
LA HI-TECH is one of these work communities. The regional consortium makes it possible for 4,000 high school and community college students to acquire the skills needed for education and employment in these sectors, which are critical to the Los Angeles-area economy. Together they aim to create a more technically skilled workforce and strengthen the local technology ecosystem. LA HI-TECH is funded by the California Career Pathways Trust and includes eight community colleges and 16 high schools, and charters multiple agencies and 100 employers.
Building on the promising work already underway in their communities, they are all committed to three actions:
Using data and innovative hiring practices to expand openness to non-traditional hiring
Expanding models for training that prepare students in months, not years
Active local leadership to connect people to jobs with hiring on-ramp programs
For a fact sheet on TechHire, please visit the White House press office.
George Lorenzo is a TechEDge contributing writer, and editor and publisher of
The SOURCE on Community College Issues, Trends & Strategies.
George is also president of Lorenzo Associates Inc., a content development service for higher education.
WEDNESDAY, 25 MARCH 2015 TechEdge
Photo courtesy of WhiteHouse.gov
Eight California Community Colleges are leading a regional effort to help high school and college students prepare for jobs in high-tech as part of a nationwide program sponsored by the White House.
Known as the Los Angeles High Impact Information Technology, Entertainment-Entrepreneurship, and Communication Hubs(LA HI-TECH), several Los Angeles-area colleges—including six within the Los Angeles Community College District, as well as Pasadena Community College, Santa Monica College and California State University-Dominguez Hills—are working with the newly launched TechHire initiative to provide more workers with the education and skills needed to get higher paying technology-oriented jobs.
TechHire, announced in early March, is an H-1B grant competition by the Department of Labor that provides $100 million in new investments to train and employ low-skill individuals who have barriers to training and employment. These include people with child care responsibilities, people with disabilities, disconnected youth, and limited English proficient workers, among others. The grant supports scaling up of evidence-based strategies, such as accelerated learning, work-based learning, and Registered Apprenticeships.
To kick off TechHire, 20 regional “work communities” across the country—with over 120,000 open technology jobs and more than 300 employer partners with workforce needs—are announcing plans to work together on new ways to recruit and place job applicants based on their actual skills and to create more fast-track tech training opportunities. President Obama is challenging other communities across the country to follow their lead.
LA HI-TECH is one of these work communities. The regional consortium makes it possible for 4,000 high school and community college students to acquire the skills needed for education and employment in these sectors, which are critical to the Los Angeles-area economy. Together they aim to create a more technically skilled workforce and strengthen the local technology ecosystem. LA HI-TECH is funded by the California Career Pathways Trust and includes eight community colleges and 16 high schools, and charters multiple agencies and 100 employers.
Building on the promising work already underway in their communities, they are all committed to three actions:
Using data and innovative hiring practices to expand openness to non-traditional hiring
Expanding models for training that prepare students in months, not years
Active local leadership to connect people to jobs with hiring on-ramp programs
For a fact sheet on TechHire, please visit the White House press office.
George Lorenzo is a TechEDge contributing writer, and editor and publisher of
The SOURCE on Community College Issues, Trends & Strategies.
George is also president of Lorenzo Associates Inc., a content development service for higher education.
Monday, March 9, 2015
FACT SHEET: President Obama Launches New TechHire Initiative
President Obama Announces Multi-Sector Effort and Call to Action to Give Americans Pathways to Well-Paying Technology Jobs; Makes Available $100 Million in Grants
The President and his Administration are focused on promoting middle class economics to ensure that all Americans can contribute to and benefit from our American resurgence. Part of that effort requires empowering every American with the education and training they need to earn higher wages. Today’s announcement is the latest part of that effort: In his remarks to the National League of Cities, the President will announce his TechHire initiative, including a new campaign to work with communities to get more Americans rapidly trained for well-paying technology jobs.
Middle class economics has driven the President from day one, and it is what has fueled our comeback. On Friday, we learned that our economy created nearly 300,000 new jobs in February. American businesses have now added more than 200,000 jobs a month for the past 12 months, the longest streak of job creation at that pace in 37 years. All told, over the past five years, our businesses have created 12 million new jobs.
While we are seeing an economic resurgence, the President has made clear that there is still work left to do. America has about 5 million open jobs today, more than at any point since 2001. Over half a million of those job openings are in information technology fields like software development, network administration, and cybersecurity- many of which did not even exist just a decade ago. The average salary in a job that requires information technology (IT) skills – whether in manufacturing, advertising, retail or banking – is 50 percent higher than the average private-sector American job. Helping more Americans train and connect to these jobs is a key element of the President’s middle-class economics agenda.
As part of that agenda, TechHire is a bold multi-sector effort and call to action to empower Americans with the skills they need, through universities and community colleges but also nontraditional approaches like “coding bootcamps,” and high-quality online courses that can rapidly train workers for a well-paying job, often in just a few months. Employers across the United States are in critical need of talent with these skills. Many of these programs do not require a four-year degree. Key elements of the initiative include:
- Over twenty forward-leaning communities are committing to take action – working with each other and with national employers – to expand access to tech jobs. To kick off TechHire, 20 regions, with over 120,000 open technology jobs and more than 300 employer partners in need of this workforce, are announcing plans to work together to new ways to recruit and place applicants based on their actual skills and to create more fast track tech training opportunities. The President is challenging other communities across the country to follow their lead.
- $100 million in new Federal investments to train and connect more workers to a good job in technology and other in-demand fields. The Administration will launch a $100 million H-1B grant competition by the Department of Labor to support innovative approaches to training and successfully employing low-skill individuals with barriers to training and employment including those with child care responsibilities, people with disabilities, disconnected youth, and limited English proficient workers, among others. This grant competition will support the scaling up of evidence-based strategies such as accelerated learning, work-based learning, and Registered Apprenticeships.
- Private sector boosts tools and resources to support and expand continued innovation in technology training, with a focus on reaching under-served populations. Private sector leaders are announcing commitments to provide free training through online training slots and expanding “coding bootcamps” – which provide intensive training for well-paying jobs, often in the course of just a few months – to low-income and underserved Americans including women, minorities, and veterans across the nation. National organizations are committing to work with interested cities to share job and skills information, job-matching tools, and other resources to help support the growth, adoption, and creation of promising practices across the United States.
Details on the Tech Hire Initiative
The TechHire initiative builds on work communities like Louisville, St. Louis, Philadelphia, New York City and the State of Delaware are doing to connect more Americans to well-paying technology jobs through a potent combination of new tools and training models:
Over twenty forward-leaning communities are committing to take action – with each other and with national employers – to expand access to tech jobs: The TechHire initiative will achieve its goals by connecting communities together so promising ideas happening in one community can be rapidly adopted by other regions. Today, 21 communities are stepping up and responding to the President’s call-to-action, including:
Louisville New York City Philadelphia Delaware City of Kearney and Buffalo County, NE
Colorado St. Louis Salt Lake City San Antonio
Los Angeles Minneapolis Kansas City Memphis Rural Eastern Kentucky
Nashville Rochester Detroit San Francisco Albuquerque
Chattanooga Portland
Colorado St. Louis Salt Lake City San Antonio
Los Angeles Minneapolis Kansas City Memphis Rural Eastern Kentucky
Nashville Rochester Detroit San Francisco Albuquerque
Chattanooga Portland
Building on the promising work already underway in their communities, they are all committing to three actions:
- Using data and innovative hiring practices to expand openness to non-traditional hiring: Having a data-driven assessment of employer demand is critical to building a successful regional strategy. Communities are committing to work with employers to build robust data on where they have greatest needs and what skills they are looking for; communities will work with employers to build willingness to hire from both nontraditional and traditional training programs; and communities will work with employers to review -and upgrade -their recruiting and hiring practices to enable non-traditional hiring.
- Expanding models for training that prepare students in months, not years: Communities will recruit, incubate and expand accelerated tech learning programs – such as coding bootcamps and innovative online training – which enable interested non-tech-experienced students to gain coding skills in months, not years. These new models also have potential to reaching to a broader set of students than have traditionally chosen to pursue tech careers. These new training programs can be run both independently or embedded as part of a local community college or university education offering.
- Active local leadership to connect people to jobs with hiring on ramp programs: Communities will build local strategies and partnerships to connect people to jobs, with steps ranging from investing in and working with industry-trusted organizations, which will vouch for those who have the skills to do the job but who may lack the typical profile of degrees and career experience. They will host local tech community gatherings with engaged employers, attract new non-traditional training providers to their regions, and bring visibility to existing local activities such as tech meet-ups, startup co-working spaces or startup-weekends - which are already in place in most middle-size cities or encouraging the founding of these groups if they are not available locally.
The Administration is encouraging more communities and employers to follow in their lead with similar innovative strategies to advance these goals.
Examples of TechHire Community Commitments
- St. Louis, MO. A network of over 150 employers in St. Louis’ rapidly expanding innovation ecosystem will build on a successful Mastercard pilot to partner with local non-profit Launchcode, to build the skills of women and underrepresented minorities for tech jobs, and will also place 250 apprentices in jobs in 2015 at employers like Monsanto, CitiBank, Enterprise Rent-a-Car, and Anheuser Busch.
- New York City, NY. With employers including Microsoft, Verizon, Goldman Sachs, Google, and Facebook, the Tech Talent Pipeline is announcing new commitments to prepare college students in the City University of New York (CUNY) system for and connect them to paid internship opportunities at local tech companies. NYC will also expand successful models like the NYC Web Development Fellowship serving 18-26 year olds without a college degree in partnership with the Flatiron School.
- State of Delaware. The new Delaware TechHire initiative is committing to training entry-level developers in a new accelerated coding bootcamp and Java and .Net accelerated community college programs giving financial institutions and healthcare employers, throughout the state, access to a new cohort of skilled software talent in a matter of months. Capital One, Bank of America, Christiana Care and others are committing to placing people trained in these programs this year.
- Louisville, KY. Louisville has convened over 20 IT employers as part of the Code Louisville initiative to train and place new software developers, including Glowtouch, Appriss, Humana, Zirmed, and Indatus. Louisville will build on this work in support of the TechHire Initiative: the city will recruit a high-quality coding bootcamp to Louisville and establish a new partnership between Code Louisville and local degree granting institutions to further standardize employer recognition of software development skillsets.
A $100 million competition for innovative approaches to connect Americans with disabilities, disconnected youth, and others to the fastest path to a good job in technology and other in-demand fields.
Today the Administration is announcing its commitment to make $100 million available through the Department of Labor to support innovative approaches to moving lower skilled workers with barriers to training and employment on the fastest paths to well-paying information technology and high growth jobs in industries like healthcare, advanced manufacturing, financial services and other in-demand sectors. The grant will focus on providing workers the skills for a pathway to the middle class while providing employers with the skilled technology workers need to grow and expand. This grant will serve people with barriers to accessing training including people with childcare responsibilities, people with disabilities, people with limited English proficiency, and disconnected youth, among others. It will serve both unemployed and low skilled front line workers.
Grants will pilot and scale innovative partnerships between employers, workforce boards, training institutions, non-profit organizations, and cities and states across the country. These partnerships will support the implementation of job-driven training strategies to help workers complete basic and technical skills training using evidence-based strategies such as accelerated learning, work-based learning and Registered Apprenticeships. A solicitation for applications for these partnerships will be available this fall and awards will be made next year. These grants will be financed by a user fee paid by employers to bring foreign workers into the United States under the H-1B nonimmigrant visa program.
Private sector leaders are announcing tools and resources to scale continued innovation in technology training, with a focus on reaching under-served populations.
Expanding accelerated models for training in months not years:
- A group of 10 bootcamps are jointly announcing a shared, third-party validated format for annually publishing completion and employment outcomes to help continue to drive innovation in the bootcamp model.
- The accelerated training providers Dev Bootcamp, Hack Reactor, Microsoft, Treehouse Island, Inc., andUdacity will all be expanding free or discounted training slots for underserved communities and individuals.
- General Assembly will work with community colleges, other training providers, and employers with the aim of further standardizing web development training
. - Flatiron School, Hackbright Academy, and Rural Sourcing are announcing they will provide pro bono consulting to help interested communities expand and improve training.
- Cisco will provide select individuals interested in career opportunities in IT with free access to online IT networking skills including hundreds of online training assets.
Support for local leaders:
- Opportunity@Work, a national civic enterprise that is launching at New America today, will aim to connect policy to action and will collaborate with private and philanthropic partners to create freely available tools to scale-up employer commitments to inclusive hiring practices, to facilitate a nationwide learning network for communities, and to create new financing to help lower-income Americans be trained and placed into technology jobs.
- Capital One, through its FutureEdge initiative, a $150 million effort that will help increase tech skills and hiring, will collaborate with Opportunity@Work to provide support tailored to the needs of communities.
- #YesWeCode commits to delivering $10 million in scholarships for 2,000 underserved minorities across the nation, to attend coding bootcamps over the next ten years.
Using data and innovative hiring practices to expand hiring to include non-traditional training paths:
- CEB will develop their own best practices playbook for employers with guidance to private and public employers on how to recruit tech talent from non-traditional sources.
- LinkedIn will provide free data about the supply and demand of IT skills to communities to help them identify shortages and focus training resources on skills most in-demand.
- Knack will for the first time make its aptitude test technology available free of charge to employers, communities, and accelerated training providers that are launching inclusive training and hiring campaigns aimed at underserved minorities, women, and veterans.
A complete list of private sector commitments can be found here.
The President’s Agenda to Create Pathways to the Middle-Class Through High-Quality, Job-Driven Training. TechHire is part of the President’s broader agenda to invest in job-driven training:
- Vice-President Biden’s Job-Driven Training Review. The President’s TechHire initiative builds on the job-driven training review that the President asked the Vice President to lead in the 2013 State of the Union. Amongst other findings, the Vice President’s review identified information technology generally and cybersecurity in particular as an emerging area of growth that requires job-driven training strategies to meet business needs and provide more workers with a path to the middle class.
- VA Accelerated Learning Competition. To ensure that Veterans can take full advantage of innovative learning models, VA will apply $10M in innovation funding to leverage accelerated learning and test its effectiveness for transitioning Servicemembers and Veterans over the next two years. VA will concentrate this initiative in communities where conditions are conducive for VA to provide industry-specific and place-based support to Veterans and transitioning Servicemembers
- American Apprenticeship Grant Competition. Last year, DOL opened a $100 million competition to spur partnerships between employers, labor, training providers, and local governments to expand apprenticeships into high-growth fields like information technology and scale models that work. The deadline for this application is April 30, 2015, and more information is available at the Grants.gov application page.
- Information Technology Industry-Credentialing partnerships. The President’s FY2016 budget proposes $300 million to fund IT jobs partnerships between regional employers to develop and adopt assessments and credentials that will give more people the chance to qualify for a better, higher-paying tech job regardless of their pedigree.
Wednesday, February 18, 2015
2015 Annual California Internship & Work Experience Association (CIWEA) Conference
"High Tech/ High Touch:
Emerging Trends in a Changing Workforce"
2015 Annual California Internship & Work Experience Association (CIWEA) Conference
April 8 - 10, 2015
JOIN US IN
Sacramento, CA
RESERVE YOUR SPOT TODAY
Register Now
Dear CIWEA Members,
Come join us on board the Delta King River Boat in Sacramento for our annual CIWEA conference and professional development seminar. This year’s conference keynote speaker is Tim Rainey, California Executive Director for the Workforce Investment Board. Tim will share his thoughts and perspective regarding emerging trends, as well as updates in workforce development and funding sources at the State level. It will be a fun, content-filled learning & networking two days.
If you haven't yet, SAVE THE DATE - April 8-10, 2015 - on your calendar, register for the conference and make your hotel arrangements now!
Keynote Speaker
Tim Rainey, Executive Director, CA Workforce Investment Board
Wednesday, April 8 is a separate, pre-conference Professional Development Seminar for newer professionals with responsibilities for internship & work experience programs.
(Pre-registration is required). 10:00 AM -3:00 PM. Light breakfast and lunch is included. 3:30 PM – 5:00 PM CIWEA Board of Directors Meeting
Thursday, April 9: Start 9:30 AM – 5:30 PM (Light breakfast and lunch provided)
Program 8:30-9:30AM Registration and Light breakfast; 9:30 AM Opening Session, Welcome, Keynote Speaker; Workshops (6 Breakout Sessions), Round Table Best Practice Discussions, Awards
Friday, April 10: Start 9:30 AM – 3:00 PM (Light breakfast and lunch provided)
Program 8:30-9:30AM Registration and Light breakfast; Workshops (3 Breakout Sessions), Employer Panel, Employer Awards, Networking, and Wrap up.
Workshops - the planning committee is currently finalizing the workshops
(specific details will follow shortly)
Topics will include information on:
Nuts & Bolts for a successful Work Experience & Internship Program (2 Year and 4 Year programs); How to best support returning Veterans on your campus; Legal compliance and impact of paid and unpaid internships; LinkedIn and how to make it work for you/your students; Soft Skills Development, Career Café; Getting Students Hired with the State of CA; Using technology to connect employers and students, and much, much more.
In addition, we will have an exciting, well-rounded list of employers participating in a panel to address some of the most common (and obscure) challenges they are facing in recruitment and retention as well as a professional development roundtable event to communicate best practices and insights on the latest trends, standards, and regulations surrounding work experience. Of course, we will be celebrating with awards and scholarships for students who have excelled in the past year as well as honoring some of the leaders in our field. We hope to see you there.
Hotel
A block of Hotel Rooms have been reserved for Conference attendees at the Holiday Inn (Capital Plaza-Sacramento) located at 300 J Street, Sacramento, CA 95814. Phone (916) 235-8469. A short walk to the Delta King River Boat Venue. Conference rate of $112 is available April 7 through 9. Use Conference Code AIW before March 8, 2015 to guarantee this rate.
Conference Details (ciwea.org)
Registration questions, please contact:
Christy Jewell or Matthew Weis
cjewell@jessup.edu | maweis@cabrillo.edu
California Internship and Work Experience Association (CIWEA) · PO Box 1466 · Brea, California 92822-1466 · USA
Emerging Trends in a Changing Workforce"
2015 Annual California Internship & Work Experience Association (CIWEA) Conference
April 8 - 10, 2015
JOIN US IN
Sacramento, CA
RESERVE YOUR SPOT TODAY
Register Now
Dear CIWEA Members,
Come join us on board the Delta King River Boat in Sacramento for our annual CIWEA conference and professional development seminar. This year’s conference keynote speaker is Tim Rainey, California Executive Director for the Workforce Investment Board. Tim will share his thoughts and perspective regarding emerging trends, as well as updates in workforce development and funding sources at the State level. It will be a fun, content-filled learning & networking two days.
If you haven't yet, SAVE THE DATE - April 8-10, 2015 - on your calendar, register for the conference and make your hotel arrangements now!
Keynote Speaker
Tim Rainey, Executive Director, CA Workforce Investment Board
Wednesday, April 8 is a separate, pre-conference Professional Development Seminar for newer professionals with responsibilities for internship & work experience programs.
(Pre-registration is required). 10:00 AM -3:00 PM. Light breakfast and lunch is included. 3:30 PM – 5:00 PM CIWEA Board of Directors Meeting
Thursday, April 9: Start 9:30 AM – 5:30 PM (Light breakfast and lunch provided)
Program 8:30-9:30AM Registration and Light breakfast; 9:30 AM Opening Session, Welcome, Keynote Speaker; Workshops (6 Breakout Sessions), Round Table Best Practice Discussions, Awards
Friday, April 10: Start 9:30 AM – 3:00 PM (Light breakfast and lunch provided)
Program 8:30-9:30AM Registration and Light breakfast; Workshops (3 Breakout Sessions), Employer Panel, Employer Awards, Networking, and Wrap up.
Workshops - the planning committee is currently finalizing the workshops
(specific details will follow shortly)
Topics will include information on:
Nuts & Bolts for a successful Work Experience & Internship Program (2 Year and 4 Year programs); How to best support returning Veterans on your campus; Legal compliance and impact of paid and unpaid internships; LinkedIn and how to make it work for you/your students; Soft Skills Development, Career Café; Getting Students Hired with the State of CA; Using technology to connect employers and students, and much, much more.
In addition, we will have an exciting, well-rounded list of employers participating in a panel to address some of the most common (and obscure) challenges they are facing in recruitment and retention as well as a professional development roundtable event to communicate best practices and insights on the latest trends, standards, and regulations surrounding work experience. Of course, we will be celebrating with awards and scholarships for students who have excelled in the past year as well as honoring some of the leaders in our field. We hope to see you there.
Hotel
A block of Hotel Rooms have been reserved for Conference attendees at the Holiday Inn (Capital Plaza-Sacramento) located at 300 J Street, Sacramento, CA 95814. Phone (916) 235-8469. A short walk to the Delta King River Boat Venue. Conference rate of $112 is available April 7 through 9. Use Conference Code AIW before March 8, 2015 to guarantee this rate.
Conference Details (ciwea.org)
Registration questions, please contact:
Christy Jewell or Matthew Weiscjewell@jessup.edu | maweis@cabrillo.edu
California Internship and Work Experience Association (CIWEA) · PO Box 1466 · Brea, California 92822-1466 · USA
Friday, January 9, 2015
US DOL: $100M in grants to transform apprenticeship for the 21st century by expanding training into new high-skilled, high-growth industries
News Release
OPA News Release: [12/11/2014]
Contact Name: Jason Kuruvilla or David Roberts
Phone Number: (202) 693-6587 or x5945
Email: Kuruvilla.Jason@dol.gov or Roberts.David@dol.gov
Release Number: 14-2233-NAT
Contact Name: Jason Kuruvilla or David Roberts
Phone Number: (202) 693-6587 or x5945
Email: Kuruvilla.Jason@dol.gov or Roberts.David@dol.gov
Release Number: 14-2233-NAT
$100M in grants to transform apprenticeship for the 21st century
by expanding training into new high-skilled, high-growth industries
Applications must be submitted by April 30, 2015
WASHINGTON — The U.S. Department of Labor today announced that $100 million in grants are available to expand registered apprenticeship programs in high-skilled, high-growth industries like healthcare, biotechnology, information technology and advanced manufacturing. Registered Apprenticeships have long been known as one of the best training models for skilled trades ("earn while you learn"), yet the model remains underutilized in the United States. This unprecedented investment will help to transform apprenticeships for the 21st century and serves as a catalyst to increase the use of apprenticeship to meet employer needs in these sectors.
"An apprenticeship is the 'other 4-year degree'. It is a tried and true job training strategy that offers a reliable path to the middle class, with no debt," said U.S. Secretary of Labor Thomas E. Perez who announced the grant opportunity during a visit to the Urban Technology Project's Information Technology registered apprenticeship program in Philadelphia. "I encourage everyone to apply for this federal grant so that we can significantly scale apprenticeships opportunities for many more Americans in new industries and occupations."
 |
Approximately 25 grants from $2.5 million to $5 million each will be awarded using funds collected from employers who use H-1B visas to hire foreign workers. Programs funded by this initiative will provide U.S. workers with training to fill jobs that 1) are projected to hire a substantial number of new workers; 2) are being transformed by technology and innovations that require 21st century skills for workers; 3) are new and emerging industries and/or businesses that are projected to grow; or 4) have a significant impact on the economy overall.
Apprenticeship grants will be awarded to public and private partnerships consisting of employers, business associations, joint labor-management organizations, labor organizations, community colleges, local and state governments, and other non-profit organizations. Successful applicants will use the federal funds to develop registered apprenticeship programs that align with other post-secondary education and create career pathways to long-term careers. The grants will also encourage greater access to apprenticeship opportunities for historically underrepresented populations including women, young men and women of color, people with disabilities, and veterans and transitioning service members.
Funding applications must be submitted by April 30, 2015. The Funding Opportunity Announcement, which includes information on eligibility and how to apply, is available at http://www.grants.gov.
Prospective applicants are encouraged to view additional online resources at http://www.dol.gov/apprenticeship/.
Monday, December 15, 2014
$100M in grants to transform apprenticeship for the 21st century by expanding training into new high-skilled, high-growth industries
The American Apprenticeship Initiative Grants announced last week build on the momentum of AB 86 Adult Education and other initiatives to increase the emphasis on apprenticeship as a training method that supports employers and leads to student and workforce success. Campuses offering classroom instruction for apprenticeship or other programs related to apprenticeship initiatives should consider joining the Department of Labor’s Registered Apprenticeship College Consortium (RACC) which eases the way for Journeymen who have already completed an apprenticeship program to re-enter the community college system, earn a certificate or degree, or transfer to a 4 year institution. Becoming a member of the RACC will help you to attract these Journeymen and increase your college’s efficiency to completion rates.
The Doing What Matters Apprenticeship Tool Kit provides support to campuses wishing to create new apprenticeship opportunities or expand existing programs. Technical assistance is also available through the Chancellor’s Office.
The full text of last week's announcement is below. For more information on apprenticeship resources or becoming a member of the RACC, contact John Dunn (jdunn@cccco.edu) at the Chancellor's Office.
Media Contacts:
Jason Kuruvilla, 202-693-6587, kuruvilla.jason@dol.gov
David Roberts, 202-693-5945, roberts.david@dol.gov
U.S. Department of Labor | Dec. 11, 2014
Release Number: 14-2233-NAT
$100M in grants to transform apprenticeship for the 21st century by expanding training into new high-skilled, high-growth industries
Applications must be submitted by April 30, 2015
WASHINGTON -- The U.S. Department of Labor today announced that $100 million in grants are available to expand registered apprenticeship programs in high-skilled, high-growth industries like healthcare, biotechnology, information technology and advanced manufacturing. Registered Apprenticeships have long been known as one of the best training models for skilled trades (“earn while you learn”), yet the model remains underutilized in the United States. This unprecedented investment will help to transform apprenticeships for the 21st century and serves as a catalyst to increase the use of apprenticeship to meet employer needs in these sectors.
“An apprenticeship is the ‘other 4-year degree’. It is a tried and true job training strategy that offers a reliable path to the middle class, with no debt,” said U.S. Secretary of Labor Thomas E. Perez who announced the grant opportunity during a visit to the Urban Technology Project’s Information Technology registered apprenticeship program in Philadelphia. “I encourage everyone to apply for this federal grant so that we can significantly scale apprenticeships opportunities for many more Americans in new industries and occupations.”
Approximately 25 grants from $2.5 million to $5 million each will be awarded using funds collected from employers who use H-1B visas to hire foreign workers. Programs funded by this initiative will provide U.S. workers with training to fill jobs that 1) are projected to hire a substantial number of new workers; 2) are being transformed by technology and innovations that require 21st century skills for workers; 3) are new and emerging industries and/or businesses that are projected to grow; or 4) have a significant impact on the economy overall.
Apprenticeship grants will be awarded to public and private partnerships consisting of employers, business associations, joint labor-management organizations, labor organizations, community colleges, local and state governments, and other non-profit organizations. Successful applicants will use the federal funds to develop registered apprenticeship programs that align with other post-secondary education and create career pathways to long-term careers. The grants will also encourage greater access to apprenticeship opportunities for historically underrepresented populations including women, young men and women of color, people with disabilities, and veterans and transitioning service members.
Funding applications must be submitted by April 30, 2015. The Funding Opportunity Announcement, which includes information on eligibility and how to apply, is available at http://www.grants.gov/.
Prospective applicants are encouraged to view additional online resources at http://www.dol.gov/apprenticeship.
U.S. Department of Labor news materials are accessible at http://www.dol.gov. The department’s Reasonable Accommodation Resource Center converts departmental information and documents into alternative formats, which include Braille and large print. For alternative format requests, please contact the department at (202) 693-7828 (voice) or (800) 877-8339 (federal relay).
Regards,
Van Ton-Quinlivan, Vice Chancellor
Workforce & Economic Development Division
Chancellor’s Office, California Community Colleges
916-327-5492 or vtquinlivan@cccco.edu.
WASHINGTON -- The U.S. Department of Labor today announced that $100 million in grants are available to expand registered apprenticeship programs in high-skilled, high-growth industries like healthcare, biotechnology, information technology and advanced manufacturing. Registered Apprenticeships have long been known as one of the best training models for skilled trades (“earn while you learn”), yet the model remains underutilized in the United States. This unprecedented investment will help to transform apprenticeships for the 21st century and serves as a catalyst to increase the use of apprenticeship to meet employer needs in these sectors.
“An apprenticeship is the ‘other 4-year degree’. It is a tried and true job training strategy that offers a reliable path to the middle class, with no debt,” said U.S. Secretary of Labor Thomas E. Perez who announced the grant opportunity during a visit to the Urban Technology Project’s Information Technology registered apprenticeship program in Philadelphia. “I encourage everyone to apply for this federal grant so that we can significantly scale apprenticeships opportunities for many more Americans in new industries and occupations.”
Approximately 25 grants from $2.5 million to $5 million each will be awarded using funds collected from employers who use H-1B visas to hire foreign workers. Programs funded by this initiative will provide U.S. workers with training to fill jobs that 1) are projected to hire a substantial number of new workers; 2) are being transformed by technology and innovations that require 21st century skills for workers; 3) are new and emerging industries and/or businesses that are projected to grow; or 4) have a significant impact on the economy overall.
Apprenticeship grants will be awarded to public and private partnerships consisting of employers, business associations, joint labor-management organizations, labor organizations, community colleges, local and state governments, and other non-profit organizations. Successful applicants will use the federal funds to develop registered apprenticeship programs that align with other post-secondary education and create career pathways to long-term careers. The grants will also encourage greater access to apprenticeship opportunities for historically underrepresented populations including women, young men and women of color, people with disabilities, and veterans and transitioning service members.
Funding applications must be submitted by April 30, 2015. The Funding Opportunity Announcement, which includes information on eligibility and how to apply, is available at http://www.grants.gov/.
Prospective applicants are encouraged to view additional online resources at http://www.dol.gov/apprenticeship.
U.S. Department of Labor news materials are accessible at http://www.dol.gov. The department’s Reasonable Accommodation Resource Center converts departmental information and documents into alternative formats, which include Braille and large print. For alternative format requests, please contact the department at (202) 693-7828 (voice) or (800) 877-8339 (federal relay).
Regards,
Van Ton-Quinlivan, Vice Chancellor
Workforce & Economic Development Division
Chancellor’s Office, California Community Colleges
916-327-5492 or vtquinlivan@cccco.edu.
Wednesday, October 8, 2014
CompTIA: Finding a sustainable career in IT
[JBJ: This is an excellent read, full of valuable information for ICT educators and workforce development professionals]
Data from the U.S. Bureau of Labor Statistics indicate that growth in IT-related positions will significantly outpace job growth in other fields. These IT positions promise family-sustaining wages and upwardly mobile career paths. To help address the IT worker shortage, the Creating IT Futures Foundation -- the philanthropic arm of CompTIA -- launched in 2012 an intensive training and job-placement program called the IT-Ready Apprentice Program in two pilot cities. At the end of the program's inaugural year, 72% of IT-ready graduates were working full time in IT-related positions -- a higher-than-average job-placement rate for sector-based workforce-development programs.
Monday, September 15, 2014
WSJ: Skills Gap Bumps Up Against Vocational Taboo
Federal, State Governments Push Apprentice Programs, but Find Few Domestic Takers
By
SVEN BÖLL Wall Street Journal
Updated Sept. 12, 2014 12:09 p.m. ET
CHATTANOOGA, Tenn.—The Obama administration and governors from Michigan to North Carolina have a solution for some of the U.S. manufacturing sector's woes: German-style apprenticeship programs.
But their success is proving to be unusually one-sided, mostly drawing firms based in Germany and other non-U.S. countries. In North Carolina, "Apprenticeship 2000," a program combining classroom work and on-the-job training, has drawn numerous German companies but so far only two U.S. firms, Ameritech Die & Mold Inc. and Timken Co.
In Michigan, where Republican Gov. Rick Snyder promised last year to "Americanize" the German model in his state, almost three-fourths of the participants are firms based overseas, mostly in Germany.
Both the White House and governors are trying to fight a so-called skills gap among U.S. workers that many businesses blame for the slow labor-market recovery. Although plenty of Americans are looking for work, employers often lament a lack of qualified workers—particularly young people.
Germany, in contrast, has a long record of finding a stronger fit between employees' skills and employers' demands. The success is reflected in a youth unemployment below 8%, the lowest of any advanced country and about half of the U.S. level. The apprenticeship system is credited as a leading driver of what many European economists call the German labor-market "miracle."
"Vocational training is a well-recognized career in Germany that offers good income opportunities, whereas in the U.S. it is often associated with people who did poor at high school," said Robert Lerman, an American University economics professor who studies apprenticeships.
Unlike in the U.S., where workers are largely hired and then trained for a company's particular needs, German vocational training normally takes three years and is supposed to give apprentices a broader qualification beyond a single employer's needs.
Amy Mitchum, center, left her job as a membership manager for a real-estate agency three years ago to join an apprenticeship program run by Volkswagen. Volkswagen Chattanooga
The students, paid by the companies, spend three to four days a week doing on-the-job training within companies and the rest of the time taking classes at public vocational schools. Curricula are developed by employers' associations, trade unions and the federal government. Costs vary but average roughly $20,000 a year, typically for three years.
"The apprenticeship has been the best choice of my professional life," said Amy Mitchum, a 37-year-old Tennessee resident who left her job as a membership manager for a real-estate agency three years ago to join an apprenticeship program run by Volkswagen AG. The German car maker's Automation Mechatronics program gave her what is viewed globally as the gold standard for apprenticeships: a German vocational-training certificate.
She now earns $22 an hour, about 50% more than the median wage in her state. In a few years, she'll likely move up to $30 an hour—alongside benefits including health insurance, a bonus, pension plan and good deals on cars. "I don't see any reason why I might quit this," she said. Now her husband works for Volkswagen, too.
Most U.S. workers avoid the same path for a number of reasons, experts say. Parents and educators tend to generally encourage young Americans to attend college. While businesses have an incentive to hire qualified workers, many resist investing in people who might leave. And the community colleges that are often at the center of apprenticeship programs tend to focus on local interests.
President Barack Obama, who has discussed the German model a number of times, has taken some action. The administration wants to double the number of apprentices within the next five years and plans to launch a $100 million program to expand apprenticeships.
Its success remains uncertain because of the U.S. educational system's decentralized structure. While Germany has national standards for vocational training, it's difficult for federal officials and state governors to set standards for community colleges.
"The power both of the federal and the state governments to push the collaboration between business and colleges on a regional level is limited," said Monika Aring, an adviser to companies who has studied the issue for the International Labor Organization. Also, U.S. companies "are not used to collaborating with each other."
Some corporate executives fear spending money on training could be a bad investment. Christian Koestler, vice president of operations at German manufacturer Stihl Inc. in Virginia Beach, Va., recently presented his vocational-training program to about 20 companies to seek their cooperation.
His American counterparts often asked him, "What if I invest in the people and then they leave?"
His reply: "It would be worse if you didn't invest and they stayed their whole professional lives with you," Mr. Koestler said. Only one company—based in Germany—joined the Stihl apprenticeship program.
At first glance, the fear of misinvestment seems justified. Studies show Americans between the ages of 16 and 25 change their jobs almost eight times, three times as much as Germans in the same age group. But the figures also could prove why the German model works: If companies invest in their workforce, the workers are much more loyal.
That's why Mike Gidley, executive vice president of Pontiac Coil Inc., based near Detroit, thinks a German-style system benefits everyone. "It gives both our apprentices and us a huge competitive advantage," he said. Mr. Gidley is the new chairman of the steering committee of MAT2, the vocational-training system introduced in Michigan. Under the program, firms must invest about $20,000 per person a year, but the apprentice must stay with the employer for at least two more years after the training.
"We have been struggling so long to find the technicians we need," Mr. Gidley said. "The program is exactly what we needed."
By
SVEN BÖLL Wall Street Journal
Updated Sept. 12, 2014 12:09 p.m. ET
CHATTANOOGA, Tenn.—The Obama administration and governors from Michigan to North Carolina have a solution for some of the U.S. manufacturing sector's woes: German-style apprenticeship programs.
But their success is proving to be unusually one-sided, mostly drawing firms based in Germany and other non-U.S. countries. In North Carolina, "Apprenticeship 2000," a program combining classroom work and on-the-job training, has drawn numerous German companies but so far only two U.S. firms, Ameritech Die & Mold Inc. and Timken Co.
In Michigan, where Republican Gov. Rick Snyder promised last year to "Americanize" the German model in his state, almost three-fourths of the participants are firms based overseas, mostly in Germany.
Both the White House and governors are trying to fight a so-called skills gap among U.S. workers that many businesses blame for the slow labor-market recovery. Although plenty of Americans are looking for work, employers often lament a lack of qualified workers—particularly young people.
Germany, in contrast, has a long record of finding a stronger fit between employees' skills and employers' demands. The success is reflected in a youth unemployment below 8%, the lowest of any advanced country and about half of the U.S. level. The apprenticeship system is credited as a leading driver of what many European economists call the German labor-market "miracle."
"Vocational training is a well-recognized career in Germany that offers good income opportunities, whereas in the U.S. it is often associated with people who did poor at high school," said Robert Lerman, an American University economics professor who studies apprenticeships.
Unlike in the U.S., where workers are largely hired and then trained for a company's particular needs, German vocational training normally takes three years and is supposed to give apprentices a broader qualification beyond a single employer's needs.
Amy Mitchum, center, left her job as a membership manager for a real-estate agency three years ago to join an apprenticeship program run by Volkswagen. Volkswagen Chattanooga
The students, paid by the companies, spend three to four days a week doing on-the-job training within companies and the rest of the time taking classes at public vocational schools. Curricula are developed by employers' associations, trade unions and the federal government. Costs vary but average roughly $20,000 a year, typically for three years.
"The apprenticeship has been the best choice of my professional life," said Amy Mitchum, a 37-year-old Tennessee resident who left her job as a membership manager for a real-estate agency three years ago to join an apprenticeship program run by Volkswagen AG. The German car maker's Automation Mechatronics program gave her what is viewed globally as the gold standard for apprenticeships: a German vocational-training certificate.
She now earns $22 an hour, about 50% more than the median wage in her state. In a few years, she'll likely move up to $30 an hour—alongside benefits including health insurance, a bonus, pension plan and good deals on cars. "I don't see any reason why I might quit this," she said. Now her husband works for Volkswagen, too.
Most U.S. workers avoid the same path for a number of reasons, experts say. Parents and educators tend to generally encourage young Americans to attend college. While businesses have an incentive to hire qualified workers, many resist investing in people who might leave. And the community colleges that are often at the center of apprenticeship programs tend to focus on local interests.
President Barack Obama, who has discussed the German model a number of times, has taken some action. The administration wants to double the number of apprentices within the next five years and plans to launch a $100 million program to expand apprenticeships.
Its success remains uncertain because of the U.S. educational system's decentralized structure. While Germany has national standards for vocational training, it's difficult for federal officials and state governors to set standards for community colleges.
"The power both of the federal and the state governments to push the collaboration between business and colleges on a regional level is limited," said Monika Aring, an adviser to companies who has studied the issue for the International Labor Organization. Also, U.S. companies "are not used to collaborating with each other."
Some corporate executives fear spending money on training could be a bad investment. Christian Koestler, vice president of operations at German manufacturer Stihl Inc. in Virginia Beach, Va., recently presented his vocational-training program to about 20 companies to seek their cooperation.
His American counterparts often asked him, "What if I invest in the people and then they leave?"
His reply: "It would be worse if you didn't invest and they stayed their whole professional lives with you," Mr. Koestler said. Only one company—based in Germany—joined the Stihl apprenticeship program.
At first glance, the fear of misinvestment seems justified. Studies show Americans between the ages of 16 and 25 change their jobs almost eight times, three times as much as Germans in the same age group. But the figures also could prove why the German model works: If companies invest in their workforce, the workers are much more loyal.
That's why Mike Gidley, executive vice president of Pontiac Coil Inc., based near Detroit, thinks a German-style system benefits everyone. "It gives both our apprentices and us a huge competitive advantage," he said. Mr. Gidley is the new chairman of the steering committee of MAT2, the vocational-training system introduced in Michigan. Under the program, firms must invest about $20,000 per person a year, but the apprentice must stay with the employer for at least two more years after the training.
"We have been struggling so long to find the technicians we need," Mr. Gidley said. "The program is exactly what we needed."
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