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 Stacy Mowrer, Consumers Energy 2

Meeting Agenda  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 3

Meeting Agenda Continued  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 4

Executive Sponsor Welcome Mark Stiers, DTE Energy 5

Chairs Report Tracy DiSanto, DTE Energy Stacy Mowrer, Consumers Energy 6

Since we last met… 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.

Update from CEWD Regional Summit- Madison, WI- June 2017  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 http://www.cewd.org/

Apprenticeship Expansion - DOL  Currently in quarter 2/4  Consumers Energy has registered 239 apprentices into the RAPIDS system.  DTE has launched their pre-apprentice training programs

Membership Check-In 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?

Developing a Local, Diverse, and Qualified Talent Pipeline Deon Clark, TCI Solutions 11

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

Major Workforce Challenges Challenge #1 Challenge #2 Challenge #3 Summary: Unable to Summary: Qualified, Summary: Hiring teams locate qualified, local diverse talent not choose not to hire and diverse talent available in geographic qualified, diverse talent area Solution: Develop Solution: Implement Solution: Implement strong engagement strong talent pipeline effective diversity and events and development programs inclusion training to opportunities 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 Meets Minimum and/or Preferred Local & Requirements Diverse Candidate is Candidate qualified for the represents the employment community in which opportunity. we serve. Is Competent Can Add Value and Trainable to the Organization Candidate comes with relevant core Candidate can adapt competencies, and solid to the organizational workplace/employability culture while bringing skills. fresh perspective.

5 ESENTIAL COMPONENTS TO DEVELOP THE IDEAL CANDIDATE Exposure to the Opportunities Students and parents must gain awareness of the opportunities that exist SUPPORT Intrinsic Motivation MOTIVATION Students must develop their own reasons to pursue and persist TRAINING Strong Support System Students must have a support system in place to overcome life challenges EXPOSURE ACCESS 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

Post-Secondary Training Institutions:  Certificate & Degree Programs Secondary Schools:  Campus Tours TCI Solutions Team:  Student Data  Information Sessions/Workshops  Overall Program Coordination &  Dual Enrollment  Scholarships Management  Learning Facility  Data Acquisition & Management  Logistical Support  Legacy CORE & Legacy POST  Program Promotion Training  Monetary Program Support Business/Industry Partners: Community Support Agencies:  ERG Mentoring  Case Management - 2  Industry Ambassadors Generation Approach  Information Sessions  Basic Needs State & Local Government Agencies: •  Facilities Tours Transportation, Food,  WIOA Funds & Assistance  Job Shadow Opportunities Shelter, Child Care, etc.  Internships & WEX’s  Monetary Program Support  Student Scholarships  Economic & Workforce Data  IDA’s  Monetary Program Support  Convening Authority  Convening Authority  Facility Use  Facility Use

Community Business & Support Agencies Industry Partners TCI Solutions Staff Secondary Schools Legacy I³ Student Local, Federal & State Agencies Post-secondary Schools

Legacy CORE Training Legacy CORE™  Character Development  Leadership Training  Emotional Intelligence  Employability & Workplace Skills  Critical Thinking  College & Career 101  Personal Health &  Funding College Wellness  Financial Literacy  Resume Writing  Service Learning  Interview Skills  Community Service

Legacy POST Training • Additional Facility/Plant Tours Energy Industry • Energy Industry Fundamentals Certification Path • Pre-Employment Test Prep • OSHA 10-Hour • Additional Facility Tours EMS/Firefighter • Emergency 1st Responder Course (EMSV1050) Path • CPR Card • OSHA 10-Hour • Additional Facility Tours • Healthcare Common Core Healthcare Path • CPR Card • OSHA 10-Hour • Additional Facility/Site Tours Skilled Trades • NCCER Core Construction Training Program • MSI MT1 Certification Path • MSSC CPT Certification • OSHA 10-Hour

Legacy Process Flow  Industry Engagement - Moderate  CSA Engagement – Low  Education Engagement - Moderate   Industry Engagement - High Industry Engagement - High   CSA Engagement – Moderate CSA Engagement – Low   Education Engagement - High Education Engagement - High Alumni   Industry Engagement - Industry Engagement - Low Participation  Ceremony CSA Engagement – Low   CSA Engagement – Ceremony Education Engagement - Low  Education Engagement - Ceremony  Industry Engagement - Low  Industry Engagement - Moderate  CSA Engagement – Low  CSA Engagement – High  Education Engagement - Low  Education Engagement - Moderate  Industry Engagement - High  CSA Engagement – High  Education Engagement - High

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? Addresses various needs for students – Scattered Holistic Approach; academic, career, family / life / home – with Approach Proven Results proven examples of success Resources sustain involvement and Short-Term Ongoing & engagement in the program, as well as & Separate Long-Term address / remove distractions Sometimes Early Early participation helps prevent issues that may limit career options later Too Late Intervention Business is driving program launch and Bus. Involvement and HR Owns highly supportive, engaged and committed Leadership Business Unit Strong tie to intentional/diversity hiring, Less Aligned & Foundation foundation giving strategies, and various with Strategy Alignment community partnerships Sponsorship to help ensure success; Less Support for Fam. / Adult additional benefit to participant’s family’s Participants Involvement quality of life

Potential Recruitment savings of over 50% *Typical recruitment cost shown below Recruitment Activity # of Cost per General Line Hours Hour Cost Total Single electronic job posting(30 $1500 days X’s 3 sites) Applications/Resume reviews 40 $29 $1,160 Pre-employment Testing (4:1 $1,000 ratio) 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 Average cost to train a Legacy Student is $3,900

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

Michigan Talent Architecture Update Sharon Miller, Consumers Energy 30

Michigan Talent Architecture July 2017