San Diego s Career Transition & Development for Professionals Program

Transcription

1 San Diego s Career Transition & Development for Professionals Program P R E S E N T A T I O N : D. T O D D P H I L I P S U. S. C O N F E R E N C E O F M A Y O R S W O R K F O R C E D E V E L O P M E N T C O M M I T T E E S E P T E M B E R 2 0, F U N D E D B Y : T H E A M E R I C A N R E C O V E R Y A N D R E I N V E S T M E N T A C T O F

2 So What s the Problem? Post ARRA The New Normal More with Less partnerships and collaboration New economy: Those the system fails to touch: Professional, highly educated employee who won t use the One Stop system Traditional disconnect between Career Center Network (CCN) and Institutes of Higher Education (IHE) vs. the community college system Higher education is becoming more hospitable to the career-oriented more funding for proposals showing broad coalitions/collaborations

3 Who Are We (Not) Serving? Total enrollment into SD s One Stop CCN (Adult and Dislocated Worker): 16,520* 7,872 Adult enrollees and 8,648 DW enrollees Number with 4 year college degree or higher: 2,764* 1,008 out of 7,872 Adult enrollees 1,756 out of 8,648 DW enrollees 17% of all enrollees Number with a Master s degree, J.D., M.D., etc.: 602* 205 out of 7,872 Adult enrollees 397 out of 8,648 DW enrollees 4% of all enrollees *Data as of 9/1/2010

4 What s In It for the University? Money (tuition) Access to and alignment with the One Stop CCN Creation of a local repository of business talent Connections with and to the local and broader business community through the creation of the repository Word of mouth advertising by program participants/new hiring managers

5 What s In It for the One Stop System? Money (expenditure rate) Access to and alignment with the IHE systems; not just the community colleges development of talents/assets at the professional levels in business Creation of a local repository of business talent Connections with and to the local and broader business community through the creation of the repository Leveraged resources: free advertising! Word of mouth advertising by program participants/new hiring managers for the One Stop CCN

6 What s In It for the One Stop System? We are tasked with service to the entire San Diego region (both geographically and by populace); we fail if we can t reach this segment of society.

7 So What Did We Do? SDWP invested an initial $600,000 into the creation of a program designed to cater to displaced professionals that were not being reached by the One Stop CCN system. Contracted with 3 IHEs at $200,000 each to develop and conduct a training program for professionals transitioning in their careers: University of California, San Diego (UCSD) California State at San Marcos (CSSM) San Diego State University (SDSU)

8 UCSD s Program Overview Week 1: Orientation Weeks 2-3: Assessments Weeks 2-15: One on One meetings Weeks 3-15: Course Instruction Part One: Taking Charge of Your Job Search Part Two: Controlling Your Career Part Three: Staying on Top Weeks 3-15: Mentoring Groups

9 UCSD Program Eligibility Must have a four year college degree from an accredited university Must be classified as a Dislocated Worker Must have five or more years of professional level experience Cannot have previously participated in an IHE program Must be an active One Stop participant

10 UCSD Program Details Students are required to commit to attending at least 80% of the courses The class officially meets once per week for 15 weeks Students are required to complete internet assignments, assessments, one-on-one meetings with career coach, journaling and other homework as assigned 90 hours of instruction Earn 8 academic credits from UCSD Extension Cost: $4,500/student

11 UCSD s Learning Objectives Build action-oriented career plan Create portfolio showcasing your talents Expand your professional network Master proactive job search techniques, career management strategies and polish interviewing skills Identify hidden employment opportunities: where do you fit in the market? Cultivate new lifelong strategy for turning your talents into income Build your own personal Board of Directors Stay at the forefront of trends and technologies and expertly influence your future.

12 UCSD Schedule of Cohorts Cohort I: June 2 September 13, 2010 Cohort II: June 17 October 4, 2010 Cohort III: July 6 October 25, 2010 Cohort IV: October 13 February 14, 2011 Cohort V: October 26 February 28, students per cohort

13 Outcomes Participants have gained: Confidence Renewed Sense of Purpose New Skills Rebranding New Outlook on Self Support/Camaraderie Networking Office Away From Home: Replication of Business Environment

14 Replication? What did we do right? Hired strong administrators (David Narevsky, Sarah Spicci and Camille Primm) Selected highly sought after institutions where this clientele is likely to attend great facilities Careful selection of students right student in the right room Partnered with CA s Education and Development Department for initial selection criteria (Unemployment rolls)

15 Replication? What did we do wrong (potential pitfalls)? Initial Publicity word not gotten out in timely manner; highlighted our lack of penetration into market segment Information to and through our One Stop CCN was slow Expediency to expend funds and get program going caused initial problems with enrollment University s proprietary information - they re in competition with the other IHEs for BOTH funding and students; clear expectation of info share needs to be set out at onset with IHEs No firm timing expectations CSSM and SDSU

16 What s Next? Jane Oates has emphasized: Skilled Credentialed Training This is a two step process: Step 1: Give transitioning professionals the skills they need to market themselves and search for a job. Step 2: Give them access to training dollars to perhaps change careers. ITAs are focused on the workers with significant barriers to employment; the need is still huge and growing for this level of skilled job seekers the New Normal

17 New Hire #1 Biopharmaceuticals to electronic medical records Director of Medical Affairs to VP of QA and Reg Compliance After consultation with UCSD facilitator, negotiated 13.3% increase over base salary being offered $100,000+ salary Managing 8-10 employees Networking still (Linkedin, etc.) Has presented 4 others in network who have been hired Keep the people who made it a huge success, the first time out of the blocks so to speak. They are truly amazing and very gifted in their respective areas of expertise.

18 New Hire #2 Real Estate Development to Real Estate Development Lower level position; temporary with potential for it to become permanent Negotiated 10% salary increase over base salary being offered $50,000 Continuing job search I hope that this class and funding are available for a number of future cohorts.

19 New Hire #3 Training & Development from a related industry Vocational Rehabilitation Counselor/Asst. Project Manager $50,000 Negotiated for the top of the salary range as well as flexibility to continue with the Program Happy with new role, but still looking My new position is conducive to my previous work as it is allowing me to increase my knowledge in behavioral healthcare.

20 In Their Own Words Great refresher. Much improved over outplacement. This course really fills a niche. Corporations are simply not doing this anymore. Very beneficial. It would be great if we could get more money for additional training, because this has been great. This has kept me going. All I felt like doing was sitting in the dark and watching daytime soaps. When you are unemployed, you lose your momentum. I wouldn t change this class for anything.

21 Thank You University Avenue, Ste. 400 San Diego, CA