ADVANCED TECHNOLOGY PROGRAM A MODEL OF INNOVATION & COLLABORATION THE VISION Rep. Hubert price, Jr. Convinced the state legislature to support a pilot project at OCC to train welfare recipients in high skill areas STATE APPROPRIATIONS FOR TRAINING 95-96: $100,000 96-97: $150,000 97-98: $12,500,000 PROGRAM GOALS Gain full-time employment in high paying jobs Total self-sufficiency Pursue continuing education Skilled workforce Teaching companies about living wages & barriers to work Enrich the college curriculum KEY COMPONENTS TO THE MODEL Career opportunities Industry partnerships Community task force Criteria for CAREER OPPORTUNITIES Entry level wage of $20,000 + with comprehensive benefits package Opportunities for advancement Documented local labor demand Initial training can be completed in six months PROGRAM TRAINING TRACKS Information Technology • SYSTEMS ADMINISTRATOR • PRODUCTIVITY SOFTWARE • COBOL PROGRAMMING Machine Tool Technology • CNC • ROBOTIC ASSEMBLY INDUSTRY PARTNERS EDS KELLY XEROX FANUC ROBOTICS DECO TECHNOLOGIES COMPANY RESPONSIBILITY Paid internships Advisory role Manager Training Curriculum development On-the-job mentoring Corporate Culture instruction Continued training Selection of trainees Ambassador for program Job offers GETTING THE RIGHT PEOPLE INVOLVED UP FRONT Local Child Care Agency Leader/Legislator Community Based Workforce Organizations Development Board Support Service Employer Partners Providers Family Independence Community College or Agency local training provider Faith Community Work First Contractors Emergency Fund Applications Suspended licenses Unpaid tickets Separation/divorce Evictions, rent, housing Privately Donated Emergency Funds OCC Foundation Comerica Birmingham Women’s Club Howard and Howard Law Firm Other private sponsors Case Management - It’s the little extras that make the difference Special Topics • American Express Financial Planning • Credit Counseling • Parenting and Immunization Workshops • The Ropes - Team building Special Occasions - Fun for All! • Professional clothing drive • Toy drive for Christmas • Shop till you Drop TRAINING DESIGN: SOME OF THE DETAILS What makes it work CURRICULUM COMPONENTS Job specific technical skills • Computer, machining, robotics Basic skills • Math, reading, research, and problem solving Corporate culture Life skills GUIDING PRINCIPLES- Integrated Throughout Communications skills Problem-solving strategies Team work Professionalism Work Habits Appropriate Attire Schedule structured like a work week PREP TRACK- Life skills and Basic Computer Literacy Team Building & Gaining trust Master Student Franklin Planner Steven Covey’s 7 Habits of Effective People Culture groundbreaking Keyboarding & Computer Literacy Technical Skills Track Computer applications Programming literacy Application development using COBOL Computer Network Systems Writing and Communication Problem solving INTERNSHIP 24 hours/week Balances the challenge of the work environment with the “safety” of the classroom Post -Training Transition On-going coaching and Support Services • Employer and Case Managers Lunch with mentors Follow-up Events • Reunions • Graduations • Financial Aid Workshops HOW DID WE DO? 76 of 82 completed training • 93% Retention 72 placed into full time jobs • 88% placement rate Salaries: $18-25,000 85% Cash assistance cases closed After 1 year: raises, promotions, returning to school WIN-WIN RESULTS: Employers Community Employees Skilled Workforce trained for Generation specific jobs Impact: 100+ Cost effective Reduced tax (tax credits) supported public assistance Loyal employees KEYS TO SUCCESS The will to succeed Strong economy Accurately identifying occupations in demand Employer commitment at all levels Community-based taskforce Trust between partners Holistic approach Strong communication links LESSONS LEARNED Involve more than Corporate one company Sponsor is a Career Partner & a development Customer philosophy Share successes Fight the stereotype on both sides of the equation ADAPT: ONE SIZE DOES NOT FIT ALL! Issues will be unique to each community Occupational demand will differ Multiple employers vs. single employer Flexibility-open entry/open-exit format based on competency attainment.
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