Annual MeetingJPMorgan Chase Knowledge Learning Corporation KPMG LLP LifeCare Marriott International, Inc. MassMutual Financial Group Merck & Co., Inc. Metropolitan Life Insurance

Improving the Lives of Working Families

Annual MeetingSeptember 17, 2009


0

NCSL Fall Forum

December 9, 2010

Phoenix, AZ

Career and College Ready: What Does That Mean to Employers

How to Make It a Reality


About Corporate Voices

1

Founded in 2001

National business membership organization

Represent private sector in dialogue on public policy issues involving working families

More than 50 partner companies

Annual net revenues more than $1 trillion

More than 4 million employees

All 50 states


Our Corporate Partners

Abbott Laboratories

Accenture

Allstate Insurance Company

AOL

AstraZeneca

Bank of America

Bank of New York Mellon

Baxter International Inc.

Bon Secours Virginia Health System

Booz Allen Hamilton

Bright Horizons Family Solutions

Children’s Creative Learning Centers

Citi

CVS/Caremark

Deloitte & Touche, LLP

Eli Lilly and Company

2

Ernst & Young

Expeditors

First Advantage

Ford Motor Company Fund

GlaxoSmithKline

Goldman, Sachs & Co.

H. E. Butt Grocery Company

Hewlett-Packard

IBM

ICF International, Inc.

ING Foundation

Johnson & Johnson

JPMorgan Chase

Knowledge Learning Corporation

KPMG LLP

LifeCare

Marriott International, Inc.

MassMutual Financial Group

Merck & Co., Inc.

Metropolitan Life Insurance Company

Morgan Stanley

Northrop Grumman

Office Depot, Inc.

Phillip Morris USA, an Altria Company

Pacific Gas and Electric Comp.

Phoenix Companies, Inc.

PNC Financial Services

RSM McGladrey

Sodexo, Inc.

Texas Instruments

The TJX Companies, Inc.

Verizon Wireless

Wachovia

WFD Consulting

Workplace Options

WorkSource Partners


Our Mission

Represent private sector on public and corporate policy issues involving working families

Legitimize importance of business voice in shaping public policy

Change corporate behavior with respect to engagement with policymakers

3


Areas of Focus

Workplace flexibility

Family economic stability

Work and family balance

Workforce readiness

44


How We Work: Basic Theory of Change

5

1. Identify ProblemsThrough environmental scanning —business and policy areas

2. Collect DataResearch business and public polling

3. Analyze DataInterpret data as they relate to business practice and policy input

4. Design Interventions

5. Implement InterventionsBusiness and policy in tandem

6. Measure ImpactResults of intervention

Policy intervention• Briefings• Lobbying

Business intervention• Communicating best practices• Producing and distributing toolkits


Workforce Readiness

6

Identify Promising Practices in Businesses

PolicyAnd

Initiatives

Workforce Investment Act Reauthorization

Disconnected Youth Tax Credit

Earn and Learn

Ready By 21

New Options Initiative

Corporate Voices’ Policy Tracker

ResearchAnd

Tools

From an Ill-Prepared to a Well-Prepared Workforce

(2010)The Ill-Prepared U.S.

Workforce: Exploring the Challenges of Employer-

Provided Workforce Readiness Training

(2009)Alternate Pathways: A Key

to Unlocking the Future for Disconnected Youth

Are They Really Ready to Work? (2006)

Workforce Readiness

Business Leadership:“Learn & Earn” Business

Leadership Team

Supporting Youth Development and the

Talent Pipeline


How We Do It

Standing Business Leadership Team

Working group

Case studies

Reports in business-friendly language

7

Frames research agenda

Provides input on particular pieces of research

Illustrate research findings

Increase accessibility

Making Research Relevant


33`

8

Workforce Readiness Research


Workforce Readiness Trends and Truths

Leaky talent pool

100 KIDS ENTER 9TH GRADE

68 GRADUATE HS

48 ENTER COLLEGE

27 ENROLL AS SECOND YR

18 GRADUATE IN 4 YEARS


Are They Really Ready To Work?

Survey of employers

Better understand:

Key workforce skills

Readiness of new entrants

Top 5 Required Skills

Professionalism

Oral communication

Written communication

Teamwork

Critical thinking

10


Employers See Little Excellence

11

Overall Preparation of New Entrants to Workforce


Jobs Are Changing

Employer Hiring Projections

12

Individuals

with a

postsecondary

credential

Individuals

with only a

high school

diploma


Jobs Are Changing

13

Individuals

with a

postsecondary

credential

Individuals

with only a

high school

diploma

Shift from tactical to strategic thinking requirements as employees move into management:

Creating processes and procedures for gathering and analyzing data to identify business and customer needs

Understanding the complexities of the business (supply chain management, profit/loss management, competition)

Developing more in depth business and financial acumen

Identifying and understanding trends

Predicting future performance

Making connections

Understanding cause and effect


Jobs Are Changing

14

Individuals

with a

postsecondary

credential

Individuals

with only a

high school

diploma

Instilling a Strong Work Ethic Traits:

1. Attendance 6. Productivity

2. Character 7. Organizational Skills

3. Teamwork 8. Communication

4. Appearance 9. Cooperation

5. Attitude 10. Respect

Using contextualized education/work experiences creates


U.S Workforce Is not Prepared

46 percent of employers provide workforce readiness training programs

Goal: Erase deficiencies among newly hired entrants

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Workforce Training not Good Enough

16

Employers Report Uneven Success with Workforce

Preparation Programs


Learn and Earn

From “Ill-Prepared” to Well Prepared

Micro-Business Case Studies

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Overview of Learn and Earn


From Ill Prepared to Well-Prepared


From Ill Prepared to Well-Prepared


Micro-Business Case Studies Examples


Ready by 21 is Workforce Readiness for Business.

Businesses Thrive in Communities Where Youth Thrive

Ready by 21: Impact on Business


The Education and Talent Pipeline

Child care After-school Civic/Social/Work Social & Strategic Placement

Providers Programs Opportunities Supports & Coaching

LEARNING & ENGAGEMENT SUPPORTS

K – 12 SystemEarly

Childhood

Post

Secondary

Work &

Career

P-20 EDUCATION PIPELINE

BASIC SERVICES transportation, health, mental health, housing, financial

*Pipeline developed by The Forum for Youth Investment.


Return on Investment Research: Overview

• The report:

Provides examples of companies and reasons why they make investments in workforce readiness;

Delineates the economic argument for employer engagement in these programs; and

Calculates the Return on Investment of these programs

• Four Companies participated:


General Early Findings

• Workforce readiness programs reflect corporations deep involvement with their community.

• Benefits are most often recognized in form of higher employee retention rates.

• Data captured is still in the early stages – once improved will see even more additional business impact.

• Clearly define and develop tracking systems to realize the benefits of the programs at the beginning phases of development.

• Work with community and public sector partners to help build and run the programs, along with helping to capture data.


Alternative Pathways

Business Case Development/ Leadership Cultivation

"Business Leadership: Supporting the Youth Development Pipeline“

Peer-To-Peer Promotion

Business Leadership Team

Action Agenda

Disconnected Youth Tax Credit

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Education is not filling a bucket,

but lighting a fire.

William Butler Yeats

http://www.answerbag.com/william-butler-yeats



Want to Get Involved?

• Participate in the Business Leadership Teams: Alternative Pathways

Learn and Earn

Ready by 21

• Submit ideas for Micro-Business Case Models to Peggy at [email protected]

• Become involved in Ready by 21 nationally or locally e-mail [email protected]

• Submit ideas for New Option Models that span the talent pipeline

mailto:[email protected]

mailto:[email protected]

Documents

Annual MeetingJPMorgan Chase Knowledge Learning Corporation KPMG LLP LifeCare Marriott International, Inc. MassMutual Financial Group Merck & Co., Inc. Metropolitan Life Insurance