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					ICD Impact Survey
   2007-2008 Findings
   Dr. Robert L. Smith
“Change is inevitable;
 growth is optional.”

    Wellman & Lipton
Today’s Norms
Our drive towards
excellence requires

• that we measure where we are
• that we contrast those results with
  where we want to be.
“It is irresponsible for any
     school to mobilize,
 initiate, and act without
   any conscious way of
determining whether such
 expenditure of time and
     energy is having a
      desirable effect.”

      Carl Glickman
Anonymous Career
   Development Participants

“I like having the opportunity to learn at
your own pace. Anything that will help
advance your career is good.”

“The classes are great stress relievers
after a hard day of work.”

“The program makes education
available that is not offered anywhere
Today’s goals

• Examine recent      • Construct
  data                  interpretations

• e. g., 57 degrees   • e. g. hot? cold?
     Six Key Findings
•   Participants are well-satisfied.
•   They see immediate positive impacts.
•   They feel more employable.
•   They regard themselves as better workers.
•   They are closer with the Union.
•   ICD’s mission is being achieved.
Finding #1:   Well-satisfied Participants
89 percent of 529 survey respondents gave the
Career Development Program either the top or next
to the top mark for value.

                   Rate the Benefits           5
       400                                 valuable
       150                      3      4
       100                     okay
        50     1         2
     One respondent said:

“The program provides me with
options for skill enhancement
and hope for my future. I can be
prepared for whatever may
   Participants find the
   scheduling convenient
   and flexible. They
   appreciate the variety of

“I like the wide variety of
programs offered and the way they
fit into shift workers’ schedules. It
gives me the confidence that I
have the ability to learn.”
Steelworkers today
 • Respect the instructors & staff.
 • Believe the instruction builds on
   their existing knowledge.
 • Even value the basic skills
   component of the program.
Participants are fairly
satisfied with their level
of voice about
programmatic matters.

               Our Opinions Shape Program
         250                                         Strongly
         200                                          agree

         50    disagree Disagree
Why important?

 Experience has shown that worker
 growth and development are stunted
 when programs are mandated from
 above, but flourish in an atmosphere of
 voluntary participation in self-designed
 and self-directed training and
 -- USW/Company Contract Language
Steelworkers say

• 7 of 10: Career Development is
  more useful than nearby adult
  education programs.
• 8 of 10: Without this program,
  fellow workers would be less likely
  to take any courses.
Suggestions for
• “Some expansion of classes and
  check on new fields…”
• “Classes are so exciting,
  sometimes three hours is not long
• “Softer seats”
Survey Process
• Outside agency conducts survey from
  November 2007 – March 2008.
• Administered in classes or mailed to tuition
  assistance users.
• Available online to all CDP sites open for
  at least five years.
           24+ Participating USW Sites
AK Steel: Ashland

Allegheny Ludlum: Allvac-Lockport

ArcelorMittal: Burns Harbor, Cleveland, Coatesville,
I/N Tek & I/N Kote, Indiana Harbor East, Lackawanna,
Riverdale, Sparrows Point

USS: Clairton, Edgar Thomson, Fairless, Fairfield, Gary
Works, Granite City, Great Lakes, Irvin, Midwest
Operations, Minnesota Ore, Pellet/Keewatin

WCI: Warren
Wheeling-Pittsburgh: Steubenville
Other: Several unspecified
Margin of Error/
Sampling Tolerances
• Varies from 3-6 percent at
confidence levels of 95 in 100
Finding #2:
Program participants see
immediate positive
• They strongly feel they are better
  communicators in many capacities
  because of their involvement.
How they
communicate better
• 42.8% claim better skills in general.
• “I communicate better with co-
  workers.”     60.4% agreed.
• 44% believe they communicate
  better with their supervisor.
Respondents remarked

• “I think I communicate better with
  everyone that I meet. I am more
• “I am better at listening to others.”
      Other impacts:
• More than two thirds (68%) say
  that the CDP has helped them to
  have a “more rewarding family life”
• while 80% see courses
  emphasizing skills that improve
  their personal lives.

• “My wife and kids think I am so smart.”
• “I can honestly say that I have many
  new friends.”
• “I set a standard for my children,
  showing them the value of education
  and that a person should never stop
Finding #3: Participants
feel more employable.
“I love the classes that
teach trades such as
heating and cooling,
and locksmithing:
these classes teach us
how to invest and
make money.”
More than seven in ten
have earned one or more
vocational skills via the
More than half (57%) know a former
participant who has had to leave his/her
employment and used skills learned in
the program to find work and income.

“Think of the
steelworkers you know
who have left a mill
either through
retirement or
downsizing/closure. Do   Yes 1 or more did
you know one who used
skills learned through   No, none did
involvement in the
Career Development       Don't know anyone who left
Program to find work
and income?”
A full 70% expect, if dislocated, to
earn a living or find a new job
pertaining to skills learned in the CDP.

than in
• “I have a better income outside the
  plant which helps my family.”
• “I have a second income and more
• “My computer skills are much
  improved. I am starting a small
  e-Bay business as a result of a
  class I took.”
Finding #4: Participants regard
themselves as better workers.

  • Nearly 69% claim their job
    knowledge is increased along with
    job confidence (34%).
  Positive Job Impacts
• Well more than half (63%) agree that
  CDP classes help them think of “better
  ways to do my job” and
 even more
 (65%) agree
 that their ability
 to do their jobs
 has been
 enhanced by
 the classes.
• “My work is          • “I am a personal
  steadier.”             computer guru at
• “The program           work.”
  helped me feel at    • “My computer skills
  ease at my job.”       are much better
• “I understand          which helps perform
  electricity now.”      my job at the best of
• “I have more           my ability.”
  confidence in myself • “I was able to rehab
  and I am not afraid    in office work while
  of a challenge.”       recovering from a
                         serious injury.”
More than half (59%) have improved their computer skills.
38% already use their new
computer know-how on the job.
More Work Outcomes
• 78% feel that they react to change
  better after taking classes.
• 81% work better with others.
• Almost two-thirds (65%) admit that
  Career Development raises
  participants’ opinions of the
Basic Skills

• “My writing skills have improved.”
• “I am reading quite a bit more . . .”
• Math?

• The vast majority said other companies without
  a voluntary education program are at a
  competitive disadvantage.
• Almost three quarters (73%) see that CDP
  courses can help a person absorb job-specific
  training provided by the company, and
• 57% even regard their CDP courses to be based
  upon “skills needed in the workplace.”
         Union Impact
• 69% find the program has increased
  their support for the Union’s efforts
  and goals.
Finding #5: Participants
are closer with the Union.

• 34% claim closer communication with
  their Local.
• They hold the Union in higher esteem
  (69%) because of the CDP.
• 68% believe solidarity is built from

• “I have educated myself in ways to
  help my Union brothers and
What about equity
across sites?
 “Being from a small mill it is hard
 to get the class size needed for
 some classes. I would like to see
 classes being offered by
Worker Comment

• “I like being able to take courses
Final Finding: ICD’s
mission is being achieved.
ICD Mission Statement
Employee satisfaction, worker security, and
corporate success require that the workforce be
capable of reacting to change, challenge, and
opportunity. This, in turn, requires ongoing
training, education, and personal growth. By
establishing the Institute for Career
Development, the United Steelworkers (USW)
and the participating companies are
implementing a shared vision that workers must
play a significant role in the design and
development of their training and education as
well as their work environments. In pursuing the
goal to help every worker attain his or her full
potential, both as an employee and as a human
being, in the competitive and challenging
environment that lies ahead, the Institute will:
• Provide leadership, guidance and expertise in the design,
  development and delivery of training and educational programs that
  will allow workers to have more stable and rewarding personal and
  family lives while meeting the requirements of the rapidly changing
  work environment within their respective industries

• Support new, non-traditional approaches to learning that build on
  workers' accumulated knowledge and skills

• Provide support services for the education, training, and personal
  development of workers

• Seek out and make use of the most effective and modern methods
  and educational technologies, develop such technologies where
  none exist, and utilize a curriculum and instructional program based
  on competencies required in the workplace and in the workers'
  personal lives
This study shows
• People’s work lives and personal
  lives are being improved.

• Workers are less
  vulnerable to
  marketplace whims
  because they possess
  portable skills and
Much support
• 59% agree that their chances for a
  “secure retirement” are improved by
  the CDP.
• 88% of respondents see the CDP as a
  “high bargaining priority.”
• Almost all (94.7%) regard CDP courses
  as “a good way to ease back into
Better educated workforce

  • 81% agree that steelworkers are
    better educated than before ICD
    began (1990) and
  • 84% of those who agreed credit
            Steelworkers are better educated today
            than they were in 1990.

                              Response Response
                               Percent      Count
              Disagree         1.2%         6
              No opinion       18.0%        92
              Agree            80.9%        414
                         Answered question: 512
                         Skipped question: 17
     Better Educated

Disagree   No opinion   Agree
       If you agree with the statement (that Steelworkers are
       better educated today), to what extent is the Career
       Development Program responsible?

                                      Response     Response
                                       Percent     Count
       Partly responsible              56.2%       230
       Primarily responsible           27.9%       114
       Not at all responsible          2.2%        9
       Don’t know                      13.7%       56

                                      ICD Responsible

Partly responsible       Prim arily responsible
Not at all responsible   Don't know
Suggestions for
• “Market the program better inside
  the plant. Many people I know just
  need a little knowledge and
  encouragement to try it. I feel if
  they try a class, they will go to
  other classes.”
Six Key Findings
• Participants are well-satisfied.
• They see immediate positive impacts.
• They feel more employable.
• They regard themselves as better
• They are closer with the Union.
• ICD’s mission is being achieved.
Suggestions for more,
more, more:
• “Get more people involved.”
• “More classes, more often.”
• “More computer classes.”
• “More advanced computer classes.”
• “More wellness type classes – nutrition, cooking
  & exercise type classes.”
• “Need more variety of classes…”
• “Because of scheduling, need more
  opportunities for retirees.”
• “Be allowed to take more personal development
Comparison with 1999

11 areas of significant improvement
Top six areas of improvement

• Communicate better with co-workers +26.9%
• Communicate better with supervisor +25.2%
• More likely to help co-workers learn new skills
• Value basic skills instruction via CDPs +23.7%
• Value co-workers’ skills more +22.9%
• Have closer communication with their Local
  Union +19.8%

• As one person said, participants
  appreciate the program’s
  “educational availability and
• But do we consistently provide
  adequate guidance?
Worker Comments
• “I am not aware of clear career paths
  that are offered by ICD. I should
  phrase that to say, you have to give
  people direction.”
• “Get classes that would make a
  difference. NOT basket weaving or
  sausage making!”
One more thought
• “We need to learn skills and easy
  trades that we can use when we
  retire – such as real estate brokers
  and appraisers, insurance agents,
  consultants, getting a government
  Union job, travel agents, computer
  repair, work in specialty stores, or
  business knowledge to
  supplement retirement income.”
Participate in the
Workshop Session
The “So What?” of the Impact
  – Rubber Survey
  – Instructor Interviews
  – Data comparison
  – What to do next?
Researched and created by

Smith Educational Associates



• Thanks to the following organizations for
  lending photos:
    –   United Steelworkers
    –   Mittal Steel USA
    –   U.S. Steel
    –   Titan Tire
    –   Institute for Career Development

All rights revert to the owners above, and photos may not
    be reused without their permission.

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