Competency Based Workforce Development for a Resilient Rural Economy - - PowerPoint PPT Presentation

Competency Based Workforce Development for a Resilient Rural Economy

Corinne Finnie Director, Regional Stewardship Department Bow Valley College cfinnie@bowvalleycollege.ca 403-410-3424

Vision To be an innovative world-class college, rooted in communities, enabling people to Learn a better living and Live a better life.

14,000 learners Certificate, diplomas, foundational learning, upgrading programs Credit and non-credit instruction: full time, part-time, traditional, synchronous, and online Mandate Bow Valley College is a public, board governed college operating as a comprehensive community institution under the Post-secondary Learning Act of Alberta.

Alb lberta Post-secondary In Institution Coll

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Structure 26 Post-secondary Institutions in Alberta 5 Universities 2 Polytechnics 8 Niche and/or Faith-based institutions 11 Comprehensive Community Colleges (CCI) in Alberta with Regional Stewardship funding to fulfill government mandate

Bow Valley College Region

44 communities 3 Indigenous reserve land Population = 250,000

44 Communities Treaty 7 Nations 250,000 population Infrastructure Investments:

• Airdrie
• Cochrane
• Banff
• Canmore
• Strathmore
• Okotoks
• High River

Bow Valley College

Increasing Access to Higher Education Opportunities in Rural Communities in the Calgary Region

Model for Viable Programming in Communities, C. Finnie, Bow Valley College, 2015

Specific training needs of community Local skilled labour requirements Competency Based Training Opportunity

Social Vitality Community Development Lifelong Learning Pathways

Bow Valley College Needs Assessment

Economic Diversification Entrepreneurship Industry Partnerships Infrastructure Technology Delivery Model Sustainability

Labour Force Segments – Alberta, Canada

Prime Working Years 25 – 54 y.o. Emergent Youth 15 – 24 y.o. Mature Workers 55 + y.o. Re-entering Workforce Newcomers

Rural Workforce Development: Assessing Employer Needs & Improving Access to Training Presentation, 2012, C.Finnie

10.4% 7.6% 28.0% 31.0% 23.0% 0 - 14 15 - 24 25 - 54 55 - 64 65 and over

Focus on Geography Series - Alberta, 2011 Census, Statistics Canada

Labour Force Overview - Alberta

Programmin ing Opportunity Sc Scan

Target Training Segment Competency Based Skills Development Delivery Tuition

Example: Prime Working Years

Competency Based Skills Development “Reorients the education process toward demonstrated mastery and application of knowledge and skills in the real world” Emerging or High Demand Industries Environment High Technology ie. Agriculture Health Care Logistics/Transportation Information Technology Pivoting Transferable Skills

Johnstone, S.M. and L. Soares. “Principles for Developing Competency-Based Education Programs.” Change, March-April 2014.

Transferable Skills Pivoting to Emerging Industries

Inland Port Green Tech High Tech

Competency Based Transferable Skills Development Oil and Gas Industry Pivot into Growing and Emerging Industries

Soft Skills Conflict resolution and management Problem solving Professionalism Employability skills Confidence Assertiveness Entrepreneurial Mindset Computer Skills Software Technology Other Technical Skills Business Writing Intercultural Communication Public Speaking Change Management Communication Coaching, Influencing, Feedback

Oil and Gas Survey, Regional Stewardship Department, 2016.

Entrepreneurial l Min indset

What barrier/issue are we trying to solve? Solutions Focused Mindset Who needs to be at the table to fully discuss opportunities? Collaborative Mindset What are the long term outcomes, activities, resources, etc to get there? Action Mindset How will we measure success? Accountability Mindset

Entrepreneurial Mindset in Higher Education, Belize TVET System Presentation, 2016, C.Finnie

“Professional development allows employees to see the bigger picture of the business and corporate vision. Though an understanding of how the business works, trained employees can expand their potential in the company itself.” Large business manager

Workforce Development Top Training Needs, By Business Size

Micro (3 – 9 employees) Communicating Effectively Improving Employee Performance/Soft Skills Social Media Marketing Small and Medium (10 – 99 employees) Improving Employee Performance/Soft Skills Communicating Effectively Management and Leadership Large ( 100 + employees) Improving Employee Performance/Soft Skills Coaching Communicating Effectively

Rural Workforce Development: Assessing Employer Needs & Improving Access to Training Presentation, 2012, C.Finnie

Can’t find workers with the skills you need? Consider training new or current employees through the Canada-Alberta Job Grant and get 2/3 of the direct training cost reimbursed up to $10,000 per person. This employer driven program allows employers to decide on the type of training, who gets trained, and which eligible third- party trainer delivers the training. Find application forms and terms and conditions at www.AlbertaCanada.com/jobgrant. Funding Opportunities for Tuition

Economic Diversification through Workforce Development Initiative

Oil and Gas Talent Pool Skills Assessment Development of Transferable Skills Emerging or High Demand Sectors Entrepreneurial Skills

Questions an and Di Discussion

Corinne Finnie Director, Regional Stewardship Department Bow Valley College cfinnie@bowvalleycollege.ca 403-410-3424