Membership Summit July 20, 2017 Consumers Energy, John G. Russell - - PowerPoint PPT Presentation

Michigan Energy Workforce Development Consortium

MEWDC Membership Summit July 20, 2017

Consumers Energy, John G. Russell Leadership Center Grand Rapids, Michigan

Welcome

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Stacy Mowrer, Consumers Energy

• Welcome

Stacy Mowrer, Consumers Energy

• Introductions& Meeting Purpose

Tracy DiSanto, DTE Energy Stacy Mowrer, Consumers Energy

• Executive Sponsor Welcome

Mark Stiers, DTE Energy

• Chairs Report

Tracy DiSanto, DTE Energy Stacy Mowrer, Consumers Energy

• Developing a Local, Diverse, and Qualified Talent Pipeline

Deon Clark, TCI Solutions

• MI Talent Architecture Update

Sharon Miller, Consumers Energy

Meeting Agenda

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• Lunch and Optional Facility Tour
• Partnership Spotlight

Deb Lyzenga, West Michigan Works! Jarrad Grandy, Kent Intermediate School District

• Career in Energy Week Planning Amber Fogarty, Consumers Energy
• MEWDC Membership Process Erin Duckett, Talent Investment Agency
• Wrap Up, Next Steps and Closing

Tracy DiSanto, DTE Energy Stacy Mowrer, Consumers Energy

Meeting Agenda Continued

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Executive Sponsor Welcome

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Mark Stiers, DTE Energy

Chairs Report

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Tracy DiSanto, DTE Energy Stacy Mowrer, Consumers Energy

Career Awareness

• Governor’s Summit
• Apprenticeship Learning Network

Structure and Governance

• Structure Long term sustainability of

consortium

• Chamber of Commerce Work

Education

• Oakland CTE Go and See
• Henry Ford Pre-Apprentice Program

Launch

• Duke Energy Academy- @ Purdue

Workforce Planning

• US Chamber provided MEWDC with

access to demand tools.

Since we last met…

• CEWD new website has launched
• Main focus- Diversity and Quality in the Talent Pipeline
• Many updates to curriculum and toolkits
• Attendees: Consumers Energy - Amber Fogarty, DTE Energy - Deb

Majeski, Talent Investment Agency - Erin Duckett, Tom Nicholas

Update from CEWD Regional Summit- Madison, WI- June 2017

http://www.cewd.org/

• Currently in quarter 2/4
• Consumers Energy has

registered 239 apprentices into the RAPIDS system.

• DTE has launched their

pre-apprentice training programs

Apprenticeship Expansion - DOL

On your tables, you have notecards. Please use two cards, one for each question:

• What has been the biggest benefit to

being a part of the consortium?

• What do you wish the consortium

membership could offer that it doesn’t?

Membership Check-In

Developing a Local, Diverse, and Qualified Talent Pipeline

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Deon Clark, TCI Solutions

The Legacy I³ Model: Developing a Local, Diverse, Qualified Talent Pipeline

Major Workforce Challenges

Challenge #1 Challenge #2 Challenge #3

Summary: Unable to locate qualified, local and diverse talent Summary: Qualified, diverse talent not available in geographic area Summary: Hiring teams choose not to hire qualified, diverse talent Solution: Develop strong engagement events and

• pportunities

Solution: Implement strong talent pipeline development programs Solution: Implement effective diversity and inclusion training to leadership, employees, and human resources

Creation of a Diverse Qualified Workforce requires focus in every phase

Alignment ensures diversity and quality of those coming in, and retention of those already employed.

What happens when there is a disconnect?

Through my eyes........

CANDIDATE

Local & Diverse

Candidate represents the community in which we serve.

Can Add Value to the Organization

Candidate can adapt to the organizational culture while bringing fresh perspective.

Is Competent and Trainable

Candidate comes with relevant core competencies, and solid workplace/employability skills.

Meets Minimum and/or Preferred Requirements

Candidate is qualified for the employment

• pportunity.

5 ESENTIAL COMPONENTS TO DEVELOP THE IDEAL CANDIDATE

EXPOSURE

MOTIVATION

SUPPORT TRAINING ACCESS Exposure to the Opportunities

Students and parents must gain awareness

• f the opportunities that exist

Intrinsic Motivation

Students must develop their own reasons to pursue and persist

Strong Support System

Students must have a support system in place to overcome life challenges

Personal & Professional Training

Students must undergo personal development and workplace skills training alongside industry specific skills training

Access to the Opportunities

Students must learn and understand the nuances of the hiring process

TCI Solutions Team:

• Overall Program Coordination &

Management

• Data Acquisition & Management
• Legacy CORE & Legacy POST

Training

Community Support Agencies:

• Case Management - 2

Generation Approach

• Basic Needs
• Transportation, Food,

Shelter, Child Care, etc.

• Monetary Program Support
• IDA’s
• Convening Authority
• Facility Use

Business/Industry Partners:

• ERG Mentoring
• Industry Ambassadors
• Information Sessions
• Facilities Tours
• Job Shadow Opportunities
• Student Scholarships
• Monetary Program Support

Post-Secondary Training Institutions:

• Certificate & Degree Programs
• Campus Tours
• Information Sessions/Workshops
• Scholarships

Secondary Schools:

• Student Data
• Dual Enrollment
• Learning Facility
• Logistical Support
• Program Promotion
• Monetary Program

Support

State & Local Government Agencies:

• WIOA Funds & Assistance
• Internships & WEX’s
• Economic & Workforce Data
• Convening Authority
• Facility Use

TCI Solutions Staff

Business & Industry Partners

Secondary Schools Local, Federal & State Agencies

Legacy I³ Student

Community Support Agencies

Post-secondary Schools

Legacy CORE Training

Legacy CORE™

• Character Development
• Emotional Intelligence
• Critical Thinking
• Personal Health &

Wellness

• Financial Literacy
• Service Learning
• Community Service
• Leadership Training
• Employability &

Workplace Skills

• College & Career 101
• Funding College
• Resume Writing
• Interview Skills

Legacy POST Training

• Additional Facility/Plant Tours
• Energy Industry Fundamentals Certification
• Pre-Employment Test Prep
• OSHA 10-Hour

Energy Industry Path

• Additional Facility Tours
• Emergency 1st Responder Course (EMSV1050)
• CPR Card
• OSHA 10-Hour

EMS/Firefighter Path

• Additional Facility Tours
• Healthcare Common Core
• CPR Card
• OSHA 10-Hour

Healthcare Path

• Additional Facility/Site Tours
• NCCER Core Construction Training Program
• MSI MT1 Certification
• MSSC CPT Certification
• OSHA 10-Hour

Skilled Trades Path

Legacy Process Flow

 Industry Engagement - Moderate  CSA Engagement – Low  Education Engagement - Moderate  Industry Engagement - High  CSA Engagement – Low  Education Engagement - High  Industry Engagement - Moderate  CSA Engagement – High  Education Engagement - Moderate  Industry Engagement - Low  CSA Engagement – Low  Education Engagement - Low  Industry Engagement - Low  CSA Engagement – Low  Education Engagement - Low  Industry Engagement - Ceremony  CSA Engagement – Ceremony  Education Engagement - Ceremony  Industry Engagement - High  CSA Engagement – High  Education Engagement - High  Industry Engagement - High  CSA Engagement – Moderate  Education Engagement - High

Alumni Participation

Parent Workshops

• Guiding Good Choices

– 4 Total Sessions

• College and FAFSA 101

– 1 Session

• Banking Basics & Borrowing Money

– 1 Session

• Financial & Personal Goals

– 1 Session

Legacy Ambassadors

What Makes The Legacy Program Different?

Holistic Approach; Proven Results Scattered Approach Ongoing & Long-Term Short-Term & Separate Early Intervention Sometimes Too Late

• Bus. Involvement and

Leadership HR Owns Business Unit & Foundation Alignment Less Aligned with Strategy

• Fam. / Adult

Involvement Less Support for Participants

Addresses various needs for students – academic, career, family / life / home – with proven examples of success Resources sustain involvement and engagement in the program, as well as address / remove distractions Early participation helps prevent issues that may limit career options later Business is driving program launch and highly supportive, engaged and committed Strong tie to intentional/diversity hiring, foundation giving strategies, and various community partnerships Sponsorship to help ensure success; additional benefit to participant’s family’s quality of life

Potential Recruitment savings

• f over 50%

Recruitment Activity # of Hours Cost per Hour General Cost Line Total Single electronic job posting(30 days X’s 3 sites) $1500 Applications/Resume reviews 40 $29 $1,160 Pre-employment Testing (4:1 ratio) $1,000 Career Fair/Events  Travel, Lodging, M&I $2000 $2000  Event space $500 $500  Collateral materials $750 $750  Recruiter pay 32 $29 $928 Total Cost per hire $7,838 *Typical recruitment cost shown below Average cost to train a Legacy Student is $3,900

For more information, contact: Name: Deon Clark Title: CEO TCI Solutions, LLC 2400 N 2nd Street, Suite 404 Minneapolis, MN 55411 877-880-5842 www.tcisolutionsllc.com

Michigan Talent Architecture Update

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Sharon Miller, Consumers Energy

Michigan Talent Architecture

July 2017

Michigan Talent Architecture

Michigan Government Energy High Schools and Technical Centers Manufacturing Construction Community Colleges Agency Partners Union Partners and Trades

Coalition focused on building a cohesive system

• Launched

November 2015

• Second Convening

March 2016

• Dedicated Resource

November 2016

• Expanded Group

January 2017

• Strategy Affirmed

March 2017 Since then the group has grown to over 100 people representing more than 60 organizations.

Building Momentum

Three Components of the Architecture

Employer Engagement Talent Pipeline Management (TPM)t

Core Employability Skills Credential Career Awareness and Planning

#1: Talent Pipeline Management

• U.S. Chamber of Commerce System
• Supply chain management principles applied

to talent

• Standard process to address talent challenges

for any industry

• Managed at local level

• 1. Organize Employer

Collaboratives

• 2. Engage in Demand Planning
• 3. Communicate Competency

& Credential Requirements

• 4. Analyze Talent Flows
• 5. Build the Pipeline and Manage

Performance

• 6. Continuous Improvement

TPM Steps

Michigan Energy Workforce Development Consortium

• Early adopter of the TPM System
• Focused on electric line worker and gas lines

worker

• Expanded partnerships
• Sole source providers
• Over $1 million in grants to cover

apprenticeship program costs

Talent Pipeline Management – The Supply Chain

K-12 Military P4A Consumers Energy

K-12 Lansing & Alpena CC Consumers Energy

• Train local entities as

TPM Hosts

• Share best practices
• On-going professional

development

First Statewide TPM Network in U.S.

Statewide Network Round 1 Recruits

• Ann Arbor SPARK
• Automation Alley
• Great Lakes Bay Area

Alliance

• Construction Association of

Michigan (CAM)

• Flint Genesee Area

Chamber

• JAMA
• Lansing Economic Area

Partnership (LEAP)

• MAGMA
• Michigan Energy

Consortium

• Michigan Works
• Northern Lakes

Economic Alliance

• Otsego County

Economic Alliance

• Talent 2025
• TED/TIA
• TraverseConnect
• UPWard Michigan
• WIN

Outreach is on-going

Next Steps for Michigan TPM

Acquire Funding

• Business foundations
• Participant “skin in the game”

Continue Outreach Launch in Summer/Fall 2017

#2: Stackable Credential

Michigan Cross Industry (Energy, Construction and Manufacturing) Core Employability Credential

Increasing the Qualified Applicant Pool

• A single statewide

credential for work readiness

• Increase applicant readiness
• Minimize risk and strengthen
• ur voice in advocacy and

marketing by working across industries

Qualified Applicant Pool

Tenets of the Credential

• Competency based
• Mastery levels must be evaluated
• Employer/labor partners mandatory
• Inclusion of career exploration – either

general or focused

• Aligned with national/industry credentials
• Embedded in career preparation training

The Competencies

• Adaptability
• Collaboration
• Communication
• Critical Thinking
• Integrity
• Positive Person

Brand

• Problem Solving
• Technology

Literacy

Next: Validation & Potential Pilot Programs

#3: Career Awareness & Planning

Employer Engagement with Education

• Low effort/high impact
• Integrate into career planning course
• Statewide licensing lowers cost
• Adaptable to local level

Michigan Talent Architecture Questions?

Sharon Miller (248)433-5948 Sharon.miller@cmsenergy.com

Lunch and Optional Facility Tour

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Partnership Spotlight

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Deb Lyzenga, West Michigan Works! Jarrad Grandy, Kent Intermediate School District

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The Journey to Regional Collaboration

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Building a Team Environment

Figure 1. DiSC Profiles. Retrieved from https://www.intesiresources.com/25-disc-profile-facts.html. Figure 2: Lencioni, Patrick and Wiley Workplace Learning Solutions. Retrieved from http://www.fivehehaviors.com.

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About West Michigan (Region 4b)

• 7-county region
• Population 1,363,009
• 6 ISDs, 3 Community

Colleges, 11 Colleges & Universities

• 5 Economic

Development Agencies

• Manufacturing,

Healthcare, IT & Construction

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The Journey to Regional Collaboration

• Background: The factors that provided the

impetus for regional collaboration

» EMPLOYER-FOCUSED mission » West Michigan Works! Regionalization » Industry Sector Development

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Michigan’s Workforce Agency Regions

• In March of 2013, Governor Rick Snyder

unveils his vision of regionalization for the state. Stating that we must recognize that businesses do not simply identify with local units of government, individual counties or even the entire state of Michigan.

• The State continues to promote

creativity and cost savings at the local level to enable services to be provided at a high level with federal funding reductions.

• All sectors of the State are moving or

have moved towards structured Prosperity Regions.

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Sector Strategies

Information Technology Manufacturing Energy Healthcare Construction

A Demand-Driven Strategy

Retail

• 1. Define Demand

West Michigan Talent Demand Report

• 2. Align Supply

Engage education and workforce leaders

• 3. Develop Talent

Career awareness, exposure, & preparation, work experience

• 4. Address Gaps

Supports for the working poor, returning citizens

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West Michigan Works! Industry Sector Councils CWDA

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• 1. United Focus & Direction
• 2. Cost Savings & Greater Financial Flexibility
• 3. Consistent Service Delivery
• 4. Impactful development of our talent

pipeline

Benefits of Regional Collaboration

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Successes

• Increased Workforce Development

Funding for our Region

• Apprenticeships
• Employer-Based Experiences
• MiCareerQuest

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Next Steps

Sector Strategies

Information Technology Manufacturing Energy Healthcare Construction [Goal: Launch in 2017] Retail [Goal: Researching]

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Perception vs. Reality

Careers In Energy (CIE) Week Planning Career Awareness Taskforce

Amber Fogarty, Consumers Energy

• MEWDC – 4th year of involvement
• Governor’s Proclamation- Year 4
• Tours- increasing sites yearly
• Other activities new yearly

History of MEWDC and CIE

• CE- Flint, Marshall, GR, P4A –

Potterville, and Bay City

• DTE- Westland, Melvindale, Warren
• LBWL- Plant tours and luncheon
• MIAT- Canton and Houston HS Tour

Groups

• MEWDC sponsored welding contest
• Who/what else?

2017 plans

Choice #1- Welding Contest Guidelines and Rubric Choice #2- CIE Advertising/Promotion Choice #3- New event/activity planning

Mini Work Session

MEWDC Membership Process

Erin Duckett, Talent Investment Agency

Growing MEWDC Membership

Application Process Approval of members Member Onboarding Retain

• Executive Committee identify
• pportunities for outreach
• Ensure that proposed members are

complimentary to structure and efforts

• f the consortium
• Executive Committee members will

perform key outreach activities where appropriate

New Member Outreach

• Interested organizations complete

application on MEWDC Website

• http://consortia.getintoenergy.com/michigan
• All existing members need to complete

an application

• If another member receives membership

request or information – refer them to application on website

Application Process

Application

• Executive Committee members will review,

discuss and approve/dismiss member applications during each meeting

• Minimum member criteria:

– Is the individual/organization’s work related to the energy industry? – Is there an understanding of why this organization would want to seek membership in MEWDC? – Individual/organization has committed at least one item on behalf of their organization for in-kind support.

Approval of Members

• Member of Executive Committee will

schedule meeting (phone or in person) to review MEWDC historic and pertinent information

– Charter – Strategic Plan – Action Plan – Membership Roster – Membership Handbook

Member Onboarding

• Development of more robust

communication strategies and mechanisms

• MEWDC member only site
• Regular communication via social

media

• Possible conversion to 501c3

Retain

Wrap Up, Next Steps, and Closing

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Tracy DiSanto, DTE Energy Stacy Mowrer, Consumers Energy

Next meeting: November 2017

**Stay tuned for specific date!

DTE Energy 1 Energy Plaza Detroit, Michigan

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Upcoming MEWDC Meeting Dates