University Career Counseling Delegation from the Peoples Republic of China to the United States

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University Career Counseling Delegation from the
Peoples Republic of China to the United
States A look at the Three Rivers Workforce
Investment Board (TRWIB, Inc.) Ronald D.
Painter, CEO April 16, 2009
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Meeting Topics

• The Workforce Investment Act (WIA) Legislation
• Three Rivers Workforce Investment Board (TRWIB,
  Inc.) and Labor Market Information
• TRWIB Actions

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Changing Focus - Workforce Development System
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Federal - State - Local

• Principles
• Great distrust of a centralized government
• The powers not delegated to the United States by
  the Constitution, nor prohibited by it to the
  states, are reserved to the states respectively
  (10th Amendment)
• Education has traditionally been a state/local
  issue
• Programmatic control

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The Workforce Investment Act of 1998

• Principles of WIA
• Coordinated funding
• Better information to customers
• Oversight by private sector
• Customer choice
• Local control
• Title I, Subtitle B of WIA establishes
• Education/training funds for youth adults
• One-Stop System (CareerLink in Pennsylvania)
• Local Workforce Investment Boards

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WIA Funding Streams
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How Do WIA Title I Funds Get to the Local Level?
US Congress Appropriates Funds
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Navigating the Local Workforce System
Job Seeker
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About TRWIB

• MissionTRWIB informs decision-making on regional
  development to ensure that current and future
  market needs of businesses and job seekers are
  met.  TRWIB fulfills its mission through
• Acquiring, managing, interpreting, and sharing
  relevant workforce data
• Identifying and researching critical workforce
  issues
• Consulting and advising on public policy with
  employers and employment sectors
• VisionAs the leading knowledge broker on
  regional workforce trends, needs, and
  characteristics, TRWIB strategically informs
  economic and community development efforts. 
  Ultimately, TRWIB intelligence helps Southwestern
  Pennsylvania optimize its greatest assetthe
  workforceto attract and retain businesses that
  result in the regions economic gain.
• Additional details about TRWIBs mission, vision
  and goals are at www.trwib.org.

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Human Capital Development

• Players

• Processes

• Prepare Educate Train
• Match People/Jobs
• Retain Talent Business

Employers
Intermediaries NGOs
Learning Providers
Workers
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TRWIBs Process
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Policy Issues

• Career options are not well communicated
• Educational attainment is thought of as college
  or
• Spatial mismatch of job opportunities people
• Educational attainment is uneven options are
  not always available
• Density, diversity, and matching skill
  acquisition to business cycles

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Prepare/Educate/Train

• Education needs to understand that there is a
  portfolio of pathways to success. The regional
  labor market is reflective of this need.
• Career readiness and soft skills are equally
  critical to the labor market.
• Opportunities with less than a bachelors degree
  pay family sustaining wages. In addition between
  2001-2007 there was an 8 decrease in wages for
  those with a bachelors degree.

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Matching People to Jobs

• The regional demographics (geographical mismatch
  and skill set mismatch) suggest misbalance in
  labor demand supply relations.
• The employers ability to find and retain
  qualified workers (as a key premise of their
  economic success) is highly influenced by
  business location and therefore workforce
  planning is as vital as taxation, land cost, etc.
  when selecting sites.
• TRWIB has identified the following industries to
  be the most important drivers of the regional
  demand for a skilled workforce Health care and
  social assistance, Manufacturing, Professional
  and Technical Services, Finance and insurance,
  and Construction.

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Evidence of Skill Set Mismatch in Suburban
Localities
Cranberry Example
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Findings Retaining Talent and Jobs in SWPA

• Wages, family considerations, and the nature of
  the work all equally affect retention.
• Diversity creates ideas for business development,
  innovation and serves as a catalyst for
  individual learning.
• Hard skills vs. people skills.
• Outdated skill sets vs. learning skills.

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TRWIB Actions Prepare/Educate/Train

• E4 Educators and Employers Engaged for
  Excellence
• Pathways Project
• Academic Remediation

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E4

• Teacher Training in Career Education and Work
  Standards
• Imagine Career Week
• Hands-on Career Education Experience
• Internships
• Job Shadowing
• Adventures in Technology

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4 Goals of the Pathways Project

• Improve data capacity to create an accurate
  portrayal of off-track and out-of-school youth.
• Increase the supply of quality educational
  options for off-track and out-of-school youth.
• Target and advocate for policies and funding that
  support systemic reform.
• Build collaboration to mobilize stakeholders.

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Academic Remediation
1) The critical need is for students to be
prepared for the next level of learning 2)
Schools need to teach at the next level of
learning 3) The workforce development system
needs to present career information at
appropriate learning levels.
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Academic Remediation
21st Century Skills Framework
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Thank You ??

• For more information on TRWIB, please contact
• TRWIB, Inc www.trwib.org or [phone]
• Ronald D. Painter rpainter_at_trwib.org