1. Workforce Development in Ohio Challenges and Solutions

2. Skills Gap CHALLENGE: Employers cannot find qualified workers for open positions

3. Skills Gap How big a challenge is recruiting non-managerial employees with the skills, training, and education your company needs? Source: “Across the Great Divide”, Civic Enterprises Corporate Voices for Working Families, March 2011

4. Current WorkforceEducational Attainment Source: US Census Bureau, American Community Survey 2005-2009 CHALLENGE: Ohio cannot compete for Economic Development projects based on the education level of its workforce

5. Bachelor’s Degrees and Higher CHALLENGE: Ohio cannot compete for Economic Development projects based on the education level of its workforce U. S. Bureau of the Census's Decennial Census, File SF-3, (2000 and earlier years) and the American Community Survey (2006). OH EDR 4

6. Of Every 100 9th Graders in Ohio… CHALLENGE: It’s not getting any better. Source: NCHEMS Information Center for Higher Education Policymaking and Analysis. Student Pipeline - Transition and Completion Rates from 9th Grade to College. www.higheredinfo.org/dbrowser/index.php?submeasure=119&year=2006&level=nation&mode=data&state=0

7. It’s not getting better… 39% of high school graduates require remediation in either math or English Ohio Board of Regents: May 2010 19.24% of kindergartners enter school needing “intense instruction” ODE KRA-L Data Summary: July 2010 24% of 8th Graders met no college readiness benchmarks ACT College and Career Readiness Report: 2011 23% of high school graduates met no college readiness benchmarks ACT College and Career Readiness Report: 2011

8. Workforce Development Solutions Short-term – Document skill set of available workforce using ACT’s WorkReady System Near-term – Increase the educational attainment of the adult population with industry recognized credentials Long-term -- Increase funding and participation of pre-K education to provide the base for educational success

9. Corporate Strategies for Overcoming the Talent Shortage Source: Manpower Group, Talent Shortage Survey, 2011

10. WorkReady System addresses the Talent Shortage Additional training to existing staff WorkKeys/NCRC has translated key human resource processes into a common language, facilitating communication and good decision making throughout the organization Appointing people without skills, but the ability to learn measures essential workplace skills and is a reliable predictor of workplace success. Partnering with education to create curriculum connects work skills, training, and testing for education and employers. Improving the pipeline Because WorkKeys measures skills valued by employers, students can use their results to get a better picture of their chances for success in the workforce and to improve areas where their skills are weak. Redefining selection criteria Take the guesswork out of hiring by comparing potential employees’ WorkKeys assessment scores with benchmarks based on occupational needs, rather than educational attainment

12. Ohio Jobs by Skill Level, 2018 Source: Ohio Department of Job and Family Services Need for Industry Recognized Credentials

13. Work and Learning Must Coincide Over 80 percent of education leaders we surveyed identified financial pressures, such as needing to work, as a major challenge to students completing a post-secondary degree or credential at their institution. 42 percent of education leaders selected their students’ need to work as the single biggest obstacle to improving post-secondary completion rates at their institution

14. Industry Recognized Credentials Short-term training – allows adult students to get back to work quickly Portable – recognized by multiple employers in multiple locations Stackable – can earn college credit and lead to advanced degress

15. Building for the Future “Access to high-quality early education and learning opportunities is integral to helping today’s children prepare for the highly competitive, fast-paced global economy. ”

16. Early Childhood Education = High ROI Early childhood development programs that focus on at-risk families have shown annual rates of return ranging between 7 and 10% – far exceeding returns from typical economic development initiatives. A study of New Jersey’s Abbott Preschool Program found up to 50% less grade retention for first graders who attended at both ages three and four Graduates of the Chicago Child-Parent Centers had 35% less grade retention and 26% less special education placement than their third-grade peers SOURCE: The Talent Challenge 2: Ensuring Kindergarten Readiness by 2020, Ohio Business Roundtable, December 2010

17. “If we are truly committed to developing world-class talent and putting Ohio on a path to economic prosperity and growth, we must invest where the research tells us we can have the biggest impact – the early years.” SOURCE: The Talent Challenge 2: Ensuring Kindergarten Readiness by 2020, Ohio Business Roundtable, December 2010