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

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

THE NEED 89% 89 % of f fi first- 1/3 1/3 of U.S. generatio ge ion coll llege There are college students stu students s do do no not +4.5 mil +4 illion are 1 st in their grad aduate; ; man many leave family to go to in n goo ood acad ademic ic low-income, st stan andin ing college first-generation students enrolled in postsecondary institutions 89% 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% of Fellows are low ow-in income, first- gener erati tion on students 29% 9% Afri frican Amer erican Nearly 60% 60% are living 39% 9% Male le 29 29% % Asia ian 61% 1% Female below the federal 31 31% His ispanic ic 11% Other 11 er poverty line “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 Working professionals 3-7 years experience Boston Consulting Group Ernst & Young Google Goldman Sachs Harlem United JP Morgan Macquarie 29% 9% Afri frican Amer erican Macy’s 23% 3% Asia ian Morgan Stanley 54% 4% Female 28% 8% Caucasia ian Oliver Wyman 46% 6% Male le 5% Hispanic Pearson Education 9% Other er Verizon “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

OUR PROGRAM The TWO year Fellows Program has FOUR R components including: Intensive Car Career One One-on on-One De Development Men Mentorshi hip Rob obust t Ne Networks Ho Holistic Su Supp pport

OUR OUTCOMES 96% 90% 90% Assuming a of Fellow alumni graduated 30 30-year car career and nd of our college graduates or are on track to 3% % ann nnual raises, Fellow are employed, completing graduate, versus an 11% % Alumni will earn internships, or enrolled in national average for first- graduate school versus $400,000 generation college 27% nationally students more than those earning the national average of ANY Fellows who start at community college 100% 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 De Designi ning a a Prog ogram Eng Engag aging Vol olunteers De Developing Ho Holistic Part artnerships

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 De Designi ning a a Prog ogram Eng Engag aging Vol olunteers De Developing Ho Holistic Part artnerships

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

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

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 March-June is typically 1 month before test date) Take LSAT June or October (Senior Year) Subscribe to LSAC to receive Credential June - September (Senior Year) Assembly Service Write personal statement June - November (Senior Year) Senior Year Secure letters of recommendation August - November Fill out and submit both law school AND August - Deadline scholarship applications 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 o rec ecap, a suc uccess ssful pr prog ogram: • 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 De Designi ning a a Prog ogram Eng Engag aging Vol olunteers De Developing Ho Holistic Part artnerships

2. VOLUNTEERS Why Use Volunteers?

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

FROM A 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.” -Taruna, 2014 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 ownership and power.

2. VOLUNTEERS Volunteers deserve highly-skilled staff.