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Presented by:Hans Meeder, President, NC3T
A Strategy for Engaging the New York Business Community with Career Technical Education
About the National Center for College and Career Transitions
The National Center for College and Career Transitions is a mission-driven organization with the purpose of fostering regional college-career pathway systems that are supported and led by alliances of educators, employers, and civic organizations. NC3T provides planning, coaching and technical assistance to help community-based leadership teams plan and implement their college-career pathway systems.
About the National Center for College and Career TransitionsNC3T LeadershipNC3T is led by Hans Meeder, former Deputy Assistant Secretary at the U.S. Department of Education, and a respected national leader conducting research and providing technical assistance on high school redesign, career and technical education, and workforce development. Meeder is also President of the Meeder Consulting Group, LLC.
Brett Pawlowski, is cofounder of NC3T and serves as its Director of Employer Engagement. Pawlowski has been published widely on the topic of business/ education engagement and has worked with businesses, nonprofits, and foundations on building effective education engagement programs. He serves as President of DeHavilland and Associates.
Today’s Discussion
• The Global Jobs War—Why employers matter for CTE
• Defining employer engagement
• Proposed strategy: statewide, regional, local
• Suggestions/Action items• Discussion
• A “good job” is one with steady work, a paycheck and 30+ hours a week
• A good job is the number one aspiration of people across the world.
• According to the Gallup World poll, 3 billion people say they want a good job.
• Currently, there are only 1.2 billion jobs in the world.
• There is a short-fall of 1.8 billion jobs…• Thus, the Coming Jobs War…Every
leaders needs to focus on job creation.
The Global War for Jobs
What do engaged employers do? 1. Employers help validate relevant program
standards2. Employers provide local guidance/input3. Employers offer work-based experiences to
students/staff4. Employers advocate for CTE5. Employers find ways to make
equipment/resources available6. Employers help link secondary CTE,
postsecondary CTE, and economic development
The Challenge
According to preliminary interviews with CTE leaders in New York, CTE programs appear to demonstrate a wide variety of levels of employer engagement. Some programs only meet minimal levels of involvement. Some programs thrive through high quality employer engagement. But in general, there is a great deal of room for improvement.
Statewide Strategies
• Strengthen alignment between Common CTE Core and industry
• Increase outreach to/awareness among business community
• Increase outreach to/awareness among education community
• Build a body of knowledge
Regional and Local Strategies
• Network development• Facilitate connections: Pilots
inspired by, and fueled by, industry• Provide resources and training• Establish structures that allow for
engagement • Highlight successes and local
champions
Action Steps
• CTE survey – Immediate implementation. Survey of CTE program leaders and administrators (district and BOCES) to– understand the state of business
engagement, attitudes, current activities and infrastructure, challenges and opportunities,
– Identify bright spots that can be turned into case studies.
• Engage statewide business organizations/coalitions– Identify positive
business/education collaboration– Discuss Common CTE Core and
Career Ready Practices– Identify opportunities for new
activities
Action Steps (continued)
Action Steps (continued)
• Write ‘script’ for business engagement for use by TAC members and other stakeholders.
• Create brief ‘how to engage’ guide for employers.
• Consult on development of business engagement section of TAC website.
Action Steps (continued)• Create materials for CTE educators. – Case studies of strong partnerships– Guide for effective advisory
committees– Identify Top 10 Strategies for
business engagement– Draft articles on business
engagement for newsletter• Create a one-hour presentation for
conferences and webinar. • Lead training(s) at conferences
and/or regional workshops.
• Organize information into webinar format and online learning modules as “just-in-time” resources
• Initiate development of regional pilot(s).
• Design/begin to populate database of “business-friendly” CTE programs.
• Host some local/regional ‘matchmaking breakfast or lunch meetings.
Action Steps (continued)
Discussion
• So--what’s missing from the strategies and action steps?
• How can CTE stakeholder groups partner with the TAC to strengthen employer engagement?
• What are the barrier with employer engagement with CTE?
