Sector Strategies/Career Pathways

Lana Chanda, Director

Employment & Training/TERO Department

Gila River Indian Community, Sacaton, Arizona

Introductions:

Lana Chanda, Director, Employment & Training

Grant

Opportunity

History

• Two Native WIA Grantees: Gila River Indian Community and Tucson Indian

Center were selected by DOL to participate in a “Career Pathways

Technical Assistance Initiative”, along with 9 other selected State WIA

Service Delivery areas.(Kansas, Kentucky, Maryland, Minnesota, Montana,

New Mexico, Ohio, Pa, Virginia)

• Organized a “Core Team” of 10.

• Attended two 3 day Training Institutes in Washington, DC with issue

experts in Education, Industry and Workforce Development - in November

2010 and in April 2011.

• 2012 received a 3 million Workforce Innovations Grant ..ended 3/30/2016

Expectation: To create a Native American Career Pathways Model in Indian

Country

State Sector Strategy

VS

Career Pathways

State Sector Strategy:

is a broad based approach to identifying &

addressing skill needs across key industries

within a region rather than focusing on the work

of the workforce needs of individual employers

on a case by case basis.

Career Pathways:

• Is a clear sequence of education

coursework and/or training credentials

that include the following components.

Career

Pathways is

• Aligned with skill needs of employers

• A full range of educational options

• Work based learning

• Work Readiness Training

• Soft Skills Training

• Integrated education and job training

• Credit for prior learning

• Increased educational and job skills attainment

• Includes Sector Strategy

• Career advancement for employees

• Includes “on and off ramps”

• Leads to an industry recognized degree/credential of value in the GRIC labor market

• Stackable credentials leading to higher level credentials or degrees

• Academic & Career Counseling

• Wrap around support services

• Flexible work schedules & class times

• Use of technology

Career

Pathways:

• NOT a Program

• It is a “System”

Systematic

Approach

Education

Job

Training

Employment

Connects Job Training, Education and Employment

1. Job Training/ Workforce – convenes or coordinates the system

2. Education: partners with industry in the creation of credentials

3. Employers: lead the work with Colleges in Industry Sector Work Groups to create the curriculum leading to industry specific credentials

A “System” is

created when:

• All stakeholders share a common goal ie. Long term employment

• The stakeholders are at the table regularly and in a formal way

• When policies of the stake holders change naturally to support the system

• There is a creation of a new way of doing business that is embraced by all partners

• There are few silos between agencies

• Comprehensive Services are offered from “youth through adulthood”

• All services including education, training, support services, GED, are no longer duplicated

• Shared resources

• People move seamlessly through the system

• All stake holders are aware of all resources

• Tracking can be done on all individuals through all agencies

How do you build a

comprehensive career

Pathway System?

First Assess

Yourself

Challenges:

• Disjointed training efforts

• Lack of awareness of Employer/Community services

• Unskilled applicant pool

• Employers hire outside the Community

• Disconnected Youth & Adults

• Duplication of services

• Waste of resources

Strengths:

• Close Knit Community

• Native Culture

• Educational Scholarships

• Excellent programs in Community

• Employers willing to hire

• Varity of jobs available

• Common Goal to serve the Community

Test Your Readiness

DOL Readiness Assessment Tool

(Handout)

6 Key Elements

1) Build Cross-Agency

Partnerships

2) Engage Employers & Conduct Gap

Analysis

3) Clarify Roles and

Responsibilities

4) Design Programs

5) Identify Funding

Needs/Sources

6) Align Policies and Programs

Element: 1

Build Cross Agency Partnerships: (Develop Your Team and Identify Partners)

Employers

Educational Partners

Workforce Partners

Supportive Agencies

Other Tribal Departments

Element: 2

Engage Employers & Conduct Gap

Analysis:

Statistics

Surveys

TERO

Informal Meetings

GRIC

5 Industry

Sectors

Future Sectors:

• Management

• Agriculture

• Information Technology

• Police Department

• Engineering

• Teachers

5 Industry Sectors:

• Medical Occupations –

(3 years – 485 jobs)

• Hospitality/Gaming –

(52% turnover)

• Construction/TERO – 200

Contractors

• Government – 2100

employees – Fire

• Small Business – 35 GRIC

Element: 3

Clarify Roles and Responsibilities:

Advisory Council

Industry Sectors (5)

Workforce - Convener

Education – Scholarship Funding/Colleges

Support Services Agencies

Colleges – Worked with Employers

GRIC Career Pathways System Structure Career Pathways

Advisory Council

Industry Sector Work Groups

Industry Sector Work Glsddjdjkcccfdd

Construction

Chairman

Co-Chair

Employers

Medical

Chairman

Co-Chair

Employers

Hospitatlity

Chairman

Co-Chair

Employers

Small Business

Chairman

Co-chair

Employers

Government

Chairman

Co-Chair

Employers

System

WoSystem

Support Services Work Group

Education Work Group Industry Sector

Work Groups

System

Work Group Support Services

Work Group

Education

Work Group

Industry Sector

Activities

• Identifies areas of similar training

• Identifies gaps in training and needed credentials

• Identifies needed policy changes

• Identifies soft skills needed for industry

• Streamlines hiring process

• Designs common entry level credentials in conjunction

with Colleges – on site and on-line training availability

• Holds regular Sector meetings

• Identifies career mentors

• Develops industry specific credentialed training for

high schools allowing dual credit

• Creates standard programs in mentoring ,

internships ,job shadowing and work based learning

• Develops advancement ladders within industry from

entry level to advanced positions

• Selects a chair that sits on GRIC Career Pathways

Advisory Council

Construction

Industry

Sector

Tribal

Projects

Contractors River

Rock

Dept of

Community

Housing

Depart. of

Housing

Dev.

Company A

Element: 4

Design Programs

WIOA designs pre-program participant

services

Each Sector designs its own Programs

Basic

Wild Land

National

Certificate

EMT Training 11 College Credits

Chandler/Gilbert

National

Registry

EMT

Testing

Certification

2016 Reserve Firefighter

Apprentice Training

SessionsLength:18 Months

Outcome: 5 Certificates

College Credits: 22

Occupation: Fire Fighter

Employer: Gila River Indian Community

5 Months

2 Months

2 Months

Firefighter I

Firefighter II 11 College Credits

Mesa Community

College

Academic level: 9th grade

Support: Educational Mentor

Work Readiness:Tailored

CPR

Certification (GRIC EMS)

Placement

in the

Reserves

then hired

through HR

3-Months

4- Months

HAZMAT

Certification Fire Dept Staff

40 hours

Colleges: Chandler Gilbert Community College

Mesa Community College

Firefighter State Exam for

Certification

1 to 2 Months

Sector Services

Sector Preparation

Pre-Career Pathway Services

Orientation Intake Eligibility

Assessment

Adult Coaching Program – If applicable

GED Services Basic Skills Training

School of Employment – 2

Weeks

Culinary Boot Camp – 26

Hrs

Contextualized Learning and

Training

3- 6 Month Work Experience

Employment

1

2

3

4

5 Employer: Ovations/Spectra

25

College: Central Arizona College

1 College Credit

Culinary Boot camp - 1 Credit Elective

Culinary Arts Certificate I

Culinary Arts Certificate II

Culinary Arts AA

Baking & Pastry Certificate

Culinary Arts AA

Hospitality Restaurant

Management Certificate

Hotel and Restaurant

Management AAS

Boot Camp: Central Arizona Community College

Hospitality

Sector Services

School Preparation

Pre-Career Pathway Services

Orientation Intake Eligibility

Assessment

College classes concurrent with

High School Curriculum –

elective

Work Readiness – embedded in

program

3 Month

Work

Experience

Employment or Post-Secondary

Education

1

2

3

4

5

Youth Hospitality –

Senior High School

Program Employer: Ovations/Spectra

27 High School: Ira Hayes High School

College: South Mountain

Community College

Dual Credits: High School: 1 credit

College: 4 to 8 credits

Certificates: (2) Food

Handlers & Blood Born

Pathogens

GRHC CORE

• Mission & Vision

• Service Excellence

• HIPAA

• Safety & Infection

Prevention

• Professional Conduct

• CPR/First Aid

• Electronic Health

Record

INTRODUCTION

TO HEALTH

CARE

• Health Care Law &

Ethics

• Medical

Terminology

• Introduction to

Anatomy &

Physiology

(6 College Credits)

Eligibility for Specialty Clinical Training

• Hemodialysis PCT (GenTec)

• Ophthalmology Assistant Certificate

(Maricopa Skills Center) (26 Credits)

Level 1

COURSE WORK

• Certified Medical

Assistant

(20 College Credits)

ELIGIBILITY

FOR

Employment

• Registration

• Reimbursement

Specialist

• Benefits

Coordinator

• Transportation

Driver

MA Career

Ladder

• Orthopedic Tech

• ED Tech

• Holter Monitor Tech

Level 1 Course Work

•Certified Coder

Non – Clinical Track COMPLETION OF TRAINING =

ELIGIBILITY FOR EMPLOYMENT

ELIGIBILITY FOR

SPECIALTY

TRAINING

• Phlebotomist South Mountain

Community College (7

College Credits)

COMPLETION OF

TRAINING = ELIGIBILITY

FOR EMPLOYMENT

GRHC Clinical Track A (CAC Curriculum) COMPLETION AT EACH LEVEL = ELIGIBILITY FOR EMPLOYMENT

GRHC Clinical Track B (Specialty Curriculum) COMPLETION OF TRAINING = ELIGIBILITY FOR EMPLOYMENT

Colleges: South Mountain Community College

Maricopa Skills Center (On and Off Ramps) (Educational Mentor)

Medical Sector 10th Grade Reading Level

Element: 5

•Identify Funding

Element: 6

•Align Policies and Programs

Coaching and

Assessment Tools

• 68% of participants needed coaching to meet Sector requirements

• Student centered teaching was the key

• TABE

• Edmentum (Plato)Features:

*After assessment gives automatic lessons to address weaknesses

*Career Videos

*Home dashboard

*Online assignments

*Use of drop box

*Learner progress reports

*Teacher can check in system to see

if assignments are done

*Gives scores equivalent to TABE

*Student Teacher Chat Room

*Accuplacer – Colleges would accept

our scores

Work Readiness &

Life Skills Training

• Standard Work Readiness – WIOA, DOL

• DOL: Interpersonal Skills, Integrity, Initiative, Willingness to Learn, Professionalism

• Sector Specific – Cohorts:

• Hospitality-Culinary, Construction – Dependability & Reliability, Teamwork

• Medical, Fire – Flexibility, Lifelong Learning, HOTS, Confidentiality

• Small Business – Ambition, Networking, Flexibility, Risk Taking

• Behavior & Solution-Centered Approach

• Educational Mentorship

• Community Members –Adjunct Faculty

• Classes within Community

35

Employment and Training

Administration

United States Department

of Labor

www.doleta.gov or

careeronestop.org

WIOA MIS

System

• On and Off ramps

• Multiple performance

outcomes are not counted

• Designs of the employer are

not necessarily counted.

Some employers do not

require credentials, ie

hospitality

• System vs participant

outcomes

• Ladder development is not

measured/captured by the

system but is an important

element of Career Pathways

• The partnerships that a

Career Pathways System

creates is not recognized by

the system

• Recognition for leveraging

should be captured

(See CLASP)

WIOA Encourages the creation of Career Pathways Systems. Careful thought

must be made to create a system that truly reflects the successes of a Career

Pathways system as well as the participants who go through that system. The

current MIS system does not measure or allow for:

Challenges &

Lessons Learned

Challenges

• Lack of ‘competency based’

educational providers

• Duplication in Tribal Services

• Unknown services among provider

and Employers

• Lack of common language

• Partners do things differently

• Community Colleges 12 to 15

person rule and jurisdiction

• College jurisdictional issues

Lessons Learned

• Carefully select your team!

• Prepare for turnover

• Employers are busy

• Be flexible and ready for constant

change

• Research and more research

• Power of Educational Mentors

• Don’t assume participants are

ready for academic programs

...test and support them while in

the program (Educational Mentor)

• TABE is not the only test

• Apprenticeships for small groups

or one individual

Integration into Daily WIOA Activities:

•New ISS/IEP

•Maintenance of Sector Partnerships

•Maintenance of College Partnerships

•Added new testing methods

•New expertise for staff

•Community requesting new Sectors, i.e. management

mentorships, farms, Police Department, Hydrology Occupations

•Apprenticeships viable for small groups or one individual

Current

Integration

Gila River

CORE Team

Workforce:

• Lana Chanda, Lead

Director of Employment & Training

• Eulonda Martinez, WIA Coordinator, Employment & Training Department

• Andy Miritello, Building Trades Employment & Training Department

TERO:

• Stephanie Sauceda, TERO Director

Tribal Education

• Mario Molina, Education Director

• Chris Banham, Off Reservation Boarding Schools, Tribal Education Department

Community Colleges:

• Beverly Perry,

Central Arizona College

• Pat Esparza, Workforce Division

Mesa Community College

Industry Sector Chairs:

• Medical- Lorena Smith, Education Director

Huhukam Hospital

• Hospitality- Niki Ramirez, Wild Horse Pass Development Authority

• Construction- Robert Mawson, Department of Housing Development

• Government- Kim Dutcher, Division Manager, Gila River Indian Community

• Small Business- Danielle Spring, GRIC Business Owners Association

State One Stops;

• Marty Clay, One Stop Manager, Business Service Representative, Gila Pinal County

GRIC Schools:

• Wendy Ong, Ira H. Hayes Principal

• Kim Franklin, VHM Principal

• Questions?

Thank you for your attention and

participation!