BUILDING A CAREER DEVELOPMENT PROGRAM WHO ARE WE? 1. PROGRAM - - PowerPoint PPT Presentation

BUILDING A CAREER DEVELOPMENT PROGRAM

WHO ARE WE?

• 1. PROGRAM DESIGN
• 2. VOLUNTEERS
• 3. PARTNERS

To fight for economic mobility for ambitious, first-generation college students. We do this by providing transformative mentorship and intensive career development.

MISSION

THE NEED

1/3 1/3 of U.S. college students are 1st in their family to go to college

89 89% % of f fi first- ge generatio ion coll llege stu students s do do no not grad aduate; ; man many leave in n goo

• od acad

ademic ic st stan andin ing

89%

There are

+4 +4.5 mil illion

low-income, first-generation students enrolled in postsecondary institutions

Institute for Higher Education, 2012 Pell Institute, 2008

“I needed ANY because it helped me build a sense of ownership over my future. ” – Erick, Fellow

OUR FELLOWS

100%

• f Fellows are

low

• w-in

income, first- gener erati tion

• n students

Nearly 60% 60% are living below the federal poverty line

29% 9% Afri frican Amer erican 29 29% % Asia ian 31 31% His ispanic ic 11 11% Other er 39% 9% Male le 61% 1% Female “I applied to the Fellows Program to look for a longer professional development program that was focused on my long-term success and tailored to meet my needs and level of development.” – Shantel, Fellow

OUR MENTOR COACHES

“As a doctor, I serve the medical needs of patients. As a Mentor Coach, I wanted to serve the professional needs of our Fellows..” – Vincent, Mentor Coach

Working professionals 3-7 years experience

Boston Consulting Group Ernst & Young Google Goldman Sachs Harlem United JP Morgan Macquarie Macy’s Morgan Stanley Oliver Wyman Pearson Education Verizon 29% 9% Afri frican Amer erican 23% 3% Asia ian 28% 8% Caucasia ian 5% Hispanic 9% Other er 54% 4% Female 46% 6% Male le

OUR PROGRAM

Intensive Car Career De Development One One-on

• n-One

Men Mentorshi hip Rob

• bust

t Ne Networks Ho Holistic Su Supp pport

The TWO year Fellows Program has FOUR R components including:

OUR OUTCOMES

Assuming a 30 30-year car career and nd 3% % ann nnual raises, Fellow Alumni will earn

$400,000

more than those earning the national average

• f Fellow alumni graduated
• r are on track to

graduate, versus an 11% % national average for first- generation college students

96%

• f our college graduates

are employed, completing internships, or enrolled in graduate school versus 27% nationally

90% 90% 100%

• f ANY Fellows who start at community college

successfully transfer to a 4-year school

WHO ARE WE? Find one new person and talk about what you thought you’d be doing for a career when you were a college freshman. Are you doing that now? Why or why not?

WHO ARE WE? Find one new person and talk about what surprised you at your first internship or job.

WHO ARE WE? Get in groups of 3 and discuss the definition of “career readiness” and what makes a student “career ready.”

SHARE OUT What did you learn from others?

SHARE OUT NACE’s Definition: “Career readiness is the attainment and demonstration of requisite competencies that broadly prepare college graduates for a successful transition into the workplace.”

CAREER DEVELOPMENT

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• lunteers

De Developing Ho Holistic Part artnerships De Designi ning a a Prog

• gram

BY THE END OF TODAY, WE WILL HAVE:

 Identified key questions to consider when designing a program;  Answered questions for your career program;  Shared 5 principles of volunteer management and retention;  Created personal strategies to attract and retain volunteers;  Shared partnership best practices;  Identified your needs and developed a partner menu.

CAREER DEVELOPMENT

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• gram

• 1. PROGRAMMING

Fiv ive ques estions to

• con
• nsider:
• 1. What are our GO

GOALS?

• 2. What is our SC

SCOP OPE and what are our TOPI OPICS CS?

• 3. What is our TI

TIMI MING and nd SE SEQUENCE?

• 4. What is our FOR

ORMAT and STRU TRUCTU CTURE?

• 5. Who are our STAKE

AKEHOLDERS?

GOALS

GOALS “To provide career programming to students”

GOALS “To provide career programming to students”

GOALS

“To help students enter STEM careers” “To ensure students complete 2 internships” “To expand knowledge of available careers”

GOALS: STUDENT NEEDS

• Select – limited information, media offers main exposure
• Secure – struggle to communicate strengths and match

employer needs, support is seen as too generic

• Succeed – unwritten rules, no safe space to practice

Source: BCG and ANY Survey 2013

GOALS: EMPLOYER NEEDS

1. Ability to work in a team structure; 2. Ability to make decisions and solve problems; 3. Ability to communicate verbally; 4. Ability to plan, organize and prioritize work; 5. Ability to obtain and process information; 6. Ability to analyze quantitative data; 7. Technical knowledge related to the job; 8. Proficiency with computer software programs; 9. Ability to create and/or edit written reports;

• 10. Ability to sell and influence others.

Source: NACE Job Outlook 2015

GOALS: EMPLOYER CONCERNS

• Being more vocal and proactive (speaking up)
• Improving written communication skills
• Taking initiative
• Strengthening time management skills
• Researching or reviewing work more before emailing or

asking questions

Source: ANY Intern Supervisor Survey

SCOPE

SCOPE: GENERAL TOPICS

Career Interests Elevator Pitches Internships Resumes Professional Etiquette Networking Industry Panels SMART Goals Self-Advocacy Cover Letters Interviewing Online Presence Financial Planning Time Management Interdependence Personal Board of Directors Public Speaking Building Resilience Unwritten Rules of the Workplace Presentations Communication Styles Managing Up Leveraging Strengths Complex Decision Making Organizational Culture Emotional Intelligence Performance Evaluations Entrepreneurship Leadership Project Management Life After College

SCOPE: GENERAL TOPICS

Career Interests Elevator Pitches Internships Resumes Professional Etiquette Networking Industry Panels SMART Goals Self-Advocacy Cover Letters Interviewing Online Presence Financial Planning Time Management Interdependence Personal Board of Directors Public Speaking Building Resilience Unwritten Rules of the Workplace Presentations Communication Styles Managing Up Leveraging Strengths Complex Decision Making Organizational Culture Emotional Intelligence Performance Evaluations Entrepreneurship Leadership Project Management Life After College

SCOPE: INDUSTRY-SPECIFIC TOPICS

• Pitching a Stock
• Medical School Panel
• Coding
• Photoshop/graphic design
• Mediation

TIMING

TIMING: RECRUITING TIMELINES

TIMING: RECRUITING TIMELINES

Year Activity Deadline Junior Year Register and prepare for LSAT (the deadline is typically 1 month before test date) March-June Take LSAT June or October (Senior Year) Subscribe to LSAC to receive Credential Assembly Service June - September (Senior Year) Write personal statement June - November (Senior Year) Senior Year Secure letters of recommendation August - November Fill out and submit both law school AND scholarship applications August - Deadline File FASFA and financial aid applications January - April Pay seat deposits April - June

FORMAT

FORMAT: PRACTICE AND APPLICATION

30 30% new material / 70 70% % practice and apply

FORMAT: PRACTICE AND APPLICATION

30 30% new material / 70 70% % practice and apply

What must happen in person? What can happen remotely?

FORMAT: STRUCTURE AND FLEXIBILITY

• Lunch n’ Learns
• Conference-style breakouts
• Guest speaker
• Panelists
• Career Day
• Webinar

STAKEHOLDERS

STAKEHOLDERS

Who are your stakeholders?

• 1. PROGRAMMING

To

• rec

ecap, a suc uccess ssful pr prog

• gram:
• Has specific goals;
• Responds to needs;
• Defines scope and topics;
• Considers calendars and timing;
• Emphasizes practice and application;
• Balances structure and flexibility;
• Engages stakeholders.

CAREER DEVELOPMENT

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• 2. VOLUNTEERS

Why Use Volunteers?

• 2. VOLUNTEERS
• Mentorship
• Industry knowledge
• Excitement & credibility
• Capacity
• Networking

• Taruna, 2014 Fellow

“My mentor is amazing! She gives me the best advice. When I am freaking out or feeling overwhelmed or she sees I’m doing too much, she stops me and tells me these great things that help me take a step back and rethink my actions.”

FROM A FELLOW:

• 2. VOLUNTEERS

5 Principles of Managing Volunteers

• 2. VOLUNTEERS

Volunteers are clients.

• 2. VOLUNTEERS

Volunteers are selfish (and that’s okay!).

• 2. VOLUNTEERS

The more volunteers do, the more they want to do.

• 2. VOLUNTEERS

Volunteers want

• wnership and power.

• 2. VOLUNTEERS

Volunteers deserve highly-skilled staff.

CAREER DEVELOPMENT

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• 3. PARTNERS

Part rtnerships should be: Reciprocal Flexible Holistic

• 3. PARTNERS

5 Steps to Meaningful Partnerships

• 3. PARTNERS
• 1. Analyze your gaps

(identify your partnership needs)

“What do you want to do? We’ll make it work!”

“What do you want to do? We’ll make it work!”

What else could you say?

• 3. PARTNERS
• 2. Do your research

• 3. PARTNERS
• 3. Clarify your value

proposition: WIIFM

• 3. PARTNERS
• 4. Create your menu of
• ptions

• 3. PARTNERS
• 5. Sustain your

relationships

CAREER DEVELOPMENT

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CLOSING

Aha Moment What I Need What I Can Offer

www.americaneedsyou.org

STAY IN TOUCH

(be a networking role model!)

@AmericaNeedsYou Linkedin.com/company/america-needs-you @AmericaNeedsYou

Questions?