12.03.09 it consortium presentation

IT WORKFORCE DEVELOPMENTGrowing and Sustaining an IT Talent Pipeline in

Southwest Missouri

Think About… What did your business/job look like 10

years ago… Did your business/job even EXIST 10

years ago? What will your business/job be in 10

years? Will you have the right education/skills? Will southwest Missouri have an IT talent

pool to meet your employment needs? http://youtu.be/4Q75KhAeqJg

What’s the Issue?Percent of Tomorrow’s Talent Pool Already At Work

Source: MERIC, US Census Bureau

0%

2%

4%

6%

8%

10%

12%

14%

16%

18%

Under 10 10 to 19 20 to 29 30 to 39 40 to 49 50 to 59 60 to 69 70+

Perc

ent o

f Pop

ulat

ion

2005 2015 2025

What’s the Issue?Change in Missouri's Population Composition by Age

Source: MERIC, US Census Bureau

Populations Impacted by Recession

Source: US Bureau of Labor Statistics, LAUS

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

16-19 20-24 25-34 35-44 45-54 55-64 65 +

Une

mpl

oym

ent R

ate

Age

2008 Unemployment by Age and Gender

Male

Female

The Hard Truth The US is the only highly-developed democracy where young

adults are less likely to have completed high school than the previous generation.1

>1mil young adults drop out of high school each year—12 mil+ adults without a high school credential are in the labor force today.

At the same time, almost twice as many jobs over the next decade will require a postsecondary credential or college degree, up from 25% today to about 45% over the next decade.2

93 million score at the lower levels of national assessments of functional literacy skills and are unprepared to enroll in the postsecondary education or job training programs that can prepare them for current and future jobs.3

Will southwest Missouri have an IT talent pool to meet your employment needs?

What Can Be Done?

• Collaborative solutions – industry, education, workforce system

• Focus on both short and long term

• Multilayered strategies– targeted awareness and training for different age groups and skill levels

• Variety of training options – multiple entry and exit points within the education and workforce system at all grade levels and age groups

REGIONAL IT TRENDS

Our Region*

http://quickfacts.census.gov

Barry Christian Dade Dallas Greene Lawrence Polk Stone Taney Webster

Population: projected to exceed 700,000 Greater than state of

state of Wyoming, North Dakota, and Alaska!

5,988 square miles

By County:

*Using Ozark Regional Economic Partnership as model for region

Outlook on IT: Ozark Region*

*Ozark Region consists of Christian, Dallas, Greene, Polk, Stone, Taney and Webster Counties. Information gathered from www.missourieconomy.com

State Outlook

Statewide IT Snap Shot

3,250 IT Service Firms 38,100 workers 1.7% of total state employment Average wage: $76,267

Information Taken from the IT Services Industry Brief (http://www.missourieconomy.org/pdfs/itservices_industBrief_mo_2009.pdf)

Ozark Region Occupational Projections 2006-2016

The Future of IT…

is southwest Missouri committed to sustaining and growing its own IT industry.

TOGETHER

Regional IT Consortium

Private and public sector partners working collaboratively, sharing knowledge

A way to attract, develop and retain an IT talent pipeline serving southwest Missouri businesses in order to maintain global competitiveness.

REGIONAL ECONOMIC SUSTAINABILITY

Other Regional Projects

Who’s Involved Business leaders IT Professionals Education Employment

services Government Community

Economic Development Leaders

Gain the Advantage Identify the skills IT

employees need now/future

Provide a high-tech, innovative place for IT professionals to come together, discuss current trends, training needs, jobs, etc.

Attract and retain IT professionals

Attract students to the IT profession

Successful regions learn the discipline of Strategic Doing

Successful regions apply Strategic

Doing to align their assets

toward their opportunities as well as build trust

Our Challenge: Seeing with New Eyes Our Opportunity: Civic Leadership in

the Age of Networks

Next Steps for Building Regional Leadership Networks

Workforce development takes place in a civic space outside the four walls of any one organization

Regional innovation needs a network with tight core and open boundaries

How Do We Get There From Here?

Develop new habits and disciplines of civic leadership to engage

Build and align networks in this civic space to get stuff done.

Next Steps for Building Regional Leadership Networks

Step 1: Create a neutral civic space

Step 2: Establish new habits of “thinking together”

Step 3: Move from “thinking together” to “acting together”

Step 1: Create neutral civic space

Find a physically neutral space

Establish clear rules of civility

Establishing clear rules of civility helps

announce “this place is

different”

Step 2: Establish new habits of thinking together

Map your assets

Map your challenges/needs

Guide the conversations

Leverage the Internet

Mapping assets helps people see connections

Leveraging the Internet keeps peopleconnected…opens the door to others

Wired-nation.net

Bioscienceregions.net

innovating-networks.near-time.net/wiki

Step 3: Move to “acting together”

Establish core team with clear roles and responsibilities

Develop a network of partners

Build habits of strategic doing

Draw your own circles of engagement

Guide conversations to “next steps”

Move people to a new place

Branding/Ownership Ideas for branding

our consortium Show Me IT Southwest Missouri

Area IT Consortium– SMAITC

Southwest Missouri Regional IT Consortium– SMRITC

Ozarks Regional IT Partnership—ORITP

IT Consortium Vision Facilitate an infrastructure able to provide a qualified

and skilled workforce to meet the needs of the IT industry. The consortium will accomplish this by ensuring that appropriate enabling and sustaining systems are in place. As we reach our goal, we’ll see all employers workforce needs met by: An improved image of skilled labor careers K-12 education, post-secondary education, and other training

programs include and actively promote skilled IT careers Expanded alternative and non-traditional labor pools being

utilized Active industry engagement in education and training

programs Identifying and reinforcing workforce indicators for desired

results Engaged state and local workforce boards in meeting skilled

workforce challenges of the industry

If your actions inspire others to dream more, learn more, do more and become more, you are a leader.

John Quincy Adams

SHERRY COKER (417)447-8884 COKERS@OTC.EDU

THANK YOU!

DAWN BUSICK(417) 447-8901 BUSICKD@OTC.EDU