2012 Career Pathways Train the Trainer Series - Webinar #3: Building It Out; Institute Model Example
The 3-week Train-the-Trainer course provided Federal staff with the tools and resources necessary to help states, local areas, and tribal communities, build and expand career pathways systems. Participants learned how to help low-skilled, low-wage workers attain credentials and pursue career paths, while strengthening partnerships between secondary and post-secondary education, workforce investment boards, health and human services, and employers.
User Comments (7)
Hi All! Our final discussion question is "How can we use the materials we've covered in our sessions to support our grantees in building and expanding career pathways? Are we missing any vital tools or information to share with them?"
In making connections across departments, agencies, and initiatives, a common vocabulary is critical. State Education Agencies and local school districts, community and technical colleges are working to implement the Rigorous Programs of Study Design Framework (through the efforts of OVAE, particularly Carl D. Perkins CTE). That information is found at: http://cte.ed.gov/nationalinitiatives/rposdesignframework.cfm
New efforts should include how each program/initiative complements the other. :) Thanks for this opportunity to learn from and share with one another.
I think the tools we were given last week could be very helpful to our grantees. However, I am wondering how some of the discretionary grantees will fit into the system. Our community college grantees are obviously part of the workforce system, and many of our grantees are regular players. However, the nature of the discretionary grants is that they are for a specific period of time. Career pathways seems to be a more long-termed focused change to the system. What is the role of a discretionary grantee in career pathways system? How have community-based organizations been brought into the system? How do we make sure they are involved and active in the creation of career pathways?
Also, I think this will be covered today, but there should be a way to measure the success of these sytems. Once they have been implemented, how can a pathway be shown to be more successful than the normal system. What metrics are appropriate (employment obtained, customer satisfaction, money spent)? Are there tools that help in the evaluation of career pathways?
Robin, you make an excellent point. Developing a common vocabulary for career pathways is essential for agencies to work together. Thanks for the link! We will continue to work to make these crucial connections.
I think Career Pathways should be integrated into additional training areas suchb as staff meetings and into training programs like FPO. I want to know more about how to incorporate others program areas, VETS, WIA into the program.
Michael makes a great point. Our grantees are very interested in making career pathway opportunities available for individuals in the areas in which they serve, but they are always asking us how they work they are doing can be sustained beyond the 5 year life of the HPOG grants. Any examples of how other discretionary grants have managed this challenge would be helpful to hear about!
I like Michael am wondering how discretionary grants will fit into the system. Because of how these grants are awarded a lot of what is to be done regarding career pathways may fit within specific grants that have an employer driven component like the H1B grants yet for those that do not how we drive the information will be key. More specifically, outside of the Statement of Work, how do we make sure they are involved and active in the creation of career pathways.
A Workforce3one.org account is required to submit comments. Please login now or sign up for an account.