Category Archives: Workforce development

How well does your school meet student expectations? Take this quiz to find out.

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The idea is that learning should be student centered. To do that we need to be clear on the expectations students have about their schools. The following diagram outlines the ten expectations which young people want from their schools.

Read more about these expectations and watch short videos of students discussing them in action here.

Lisa Nielsen created a ten question quiz based on these student expectations of school. This is a terrific conversation starter for transforming schools.

You can read the complete article here, take the quiz, and see how your school stacks up.

High School Dropout Success Story

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Design By Nature, Maggie MacnabThis is  from  “About The Author” from a wonderful book, “Design By Nature – Using Universal Forms And Principles In Design,” published 2012.

 

Quote from the first chapter on intuition and creativity, “The intuitive mind is a sacred gift, and the rational mind is a faithful servant. We have created a society that honors the servant and has forgotten the gift.”  – Albert Einstein

Maggie Macnab grew up in Santa Fe, New Mexico with her parents, Sandy, an architect, and Arden, a poet and teacher, and her younger brother Jesse. Her interest in nature and its creative potential was encouraged by her father who gave her a microscope at age nine to see the invisible, read her science fiction shorts as bedtime stories, taught her to observe and draw nature, and took her camping and horseback riding in the high deserts of New Mexico. She learned early on to appreciate nature in all of its many guises in beautiful and mysterious places such as Chaco Canyon,the Sangre de Cristo Mountains, Big Bend National Park, Puye Cliffs, and the Santa Fe River on Upper Canyon Road.

Maggie left school at age 16 with one credit outstanding toward graduation, determined not to spend another year in the public education system, and began training in commercial art (the predecessor to design) in Albuquerque in 1973 as a production artist. She learned hands-on with hot metal and emerging computerized typesetters, printers, and ad agencies in Albuquerque and Austin. Maggie started her freelance business in Albuquerque in 1981, subsequently winning national awards and receiving recognition in national design magazines and books from 1983 on. She raised her two children, Evan and Sommer, in the Sandia Mountains.

Maggie teaches design theory at the Digital Arts Program at the University of New Mexico/Albuquerque and for Santa Fe University of Art and Design. She is the most part self-taught and has pursued education in her own way, never looking back.

 

The takeaway: pay attention to and honor what you feel your gifts are and don’t be afraid to go where they take you.

Factory Model for Education No Longer Working

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Factory Model for Education No Longer Working

Here’s a quick summary of the article. This won’t be surprising if you’ve been reading on the subject, but it is a worthwhile reminder.

  • Industry has been implementing new technologies for 30-40 years
  • Education continues using systems created in the 1900s
  • Teaching the same subjects in the same way at the same pace to a roomful of children
  • In the 1900s, 17% knowledge workers were needed; today it’s 60%
  • Simply techno-cramming is not effective and not efficient without personalizing for individual learning,
  • Utah and Florida performance-based contracting examples are worth looking at:

Read the full article here.

2/3 of job openings thru 2020 will require HS degree – or less

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The findings of this study probably apply to Albuquerque and Bernalillo County as well.

University of Wisconsin Center for Economic Development

The Skills Gap and Unemployment in Wisconsin: Separating Fact From Fiction, February 2013, by Marc V. Levine

Executive Summary

The ‘skills mismatch,’ it is argued, is the central reason why unemployment remains high, even as job vacancies remain unfilled.

This widely held view, however, is incorrect.

  • The consensus among top economists is that the skills gap is a myth. High unemployment is mainly the result of a deficiency in aggregate demand and slow economic growth, not because workers lack the right education or skills
  • This conclusion, rejecting the skills gap/structural unemployment theory, has been confirmed in numerous recent studies
  • Even if every unemployed person were perfectly matched to existing jobs, over 2/3 of all jobless would still be out of work. And this calculation understates the jobs shortage, as it does not include discouraged workers or those involuntarily working part-time.
  • Beyond the anecdotes of local employers, the Wisconsin and Milwaukee labor markets show no statistical evidence of a skills shortage:
    • Wages:  Wisconsin wage “growth” lags the national rate, another sign that there is no labor shortage here.
    • Hours: Average weekly hours worked in Wisconsin are down 4.3 percent compared to 2000.
    • Occupational Projections: Occupational projections for the state reveal that 70 percent of projected openings through 2020 will be in jobs requiring a high school diploma or less.
    • Underemployment and Workforce Over-qualification is the inverse of the one commonly put forward: it is a mismatch of too many highly educated workers chasing too few “good jobs.”
  • The study concludes with a brief analysis of: 1) why the “fake” skills gap, as The New York Times‘ Adam Davidson has called it, holds so much sway over policymakers in Wisconsin; 2) how the skills gap meme deleteriously diverts attention from other, more salient factors explaining joblessness here; and 3) why new workforce development policies, responding to an imaginary skills gap, will do little to improve the jobs situation in Wisconsin and in Milwaukee.

Anthony Carnevale of Georgetown, whose research is often cited
by skills gap proponents, put it this way: “Training doesn’t create jobs. Jobs
create training. And people get that backwards all the time. In the real world,
down at the ground level, if there’s no demand for magic, there’s no demand
for magicians.”

The complete report (1.7mb) is available in Adobe’s Acrobat format. Acrobat Reader is required to view the file. Use Adobe’s web site to download a free copy of Acrobat Reader.

 

 

Employers increasingly emphasizing ‘soft skills’

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A recent Associated Press article by Paul Wiseman says that top employers want college graduates with skills that don’t show up on school transcripts. I am hearing the same thing from local small and medium businesses about high school and community college graduates. So it’s across the board national and local.

Good potential employees have acquired the necessary knowledge and/or technical skills; exceptional potential employees also have ‘soft skills.’

So, just what are these ‘soft skills?’

  • works well in a team environment – gets along with co-workers
  • can write and speak with clarity and be understood – articulates ideas
  • adapts quickly to changes in technology and business conditions – solves problems on the fly – thinks on their feet
  • can interact with colleagues from different cultures and countries

And that’s the disconnect between what can be taught in a classroom and tested for to show progress for students, teachers, principles, school systems to state agencies and legislators – and what can’t be easily classroom taught or tested that employers are looking and needing to hire.

Solution: above my pay grade, but I can see and appreciate the problem.

Ex-Governor Carruthers on world-class job force and Education in New Mexico

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Back in March, Ex-Governor Gary Carruthers being interviewed on Public Radio about ethics in life, business and government was asked, “So, what would your advice be for the good of the state of New Mexico in general?”

He said his answer was very simple: create a world-class job force. And the interviewer and he both agreed that the path to that was education. Education!

Governor Caruthers went on to say that while a Masters Degree or four-year degree would be nice, recent studies of employer/society job market needs say there probably is a greater need for excellent technical and two-year training and education.

So ,,, how would you go about making this happen? What do you think would work?

Skills gap in America – Bill Clinton’s answer

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Bloomberg Businessweek June 23, 2013

Jorge Ramirez, President, Chicago Federation of Labor asked: “The skills gap in America has nearly reached a crisis point. There are hundreds of thousands of unfilled high-skilled jobs, particularly in areas such as manufacturing, while millions of people are out of work. How do we reconcile this discrepancy so that businesses can maximize productivity and, more important, working men and women can secure meaningful, family-sustaining employment that builds a strong middle class?

Former President Bill Clinton’s answer: “It’s been reported that over 3 million jobs remain unfilled in the U.S., even though 7.6 percent of Americans are unemployed. Employers say they can’t find qualified applicants, despite booming enrollment at community colleges and a plethora of other training programs. Many low wage workers and others who lack post-secondary credentials already posses valuable skills that aren’t reflected on a resume. Getting people into courses or credentialing programs recognized by employers will allow job seekers both to better develop skills and to demonstrate them to employers.

“At last year’s Clinton Global Initiative America (CGI) meeting, a group of participants started a conversation about setting competency standards for educational institutions and employers to place qualified workers in open jobs. As a result, the  Business Roundtable, with support from the Joyce, ACS, and Lumina Foundations and Siemens, committed to evaluating how industry-recognized certifications can address the mismatch between what an employer needs and what a worker is trained to do. We need this kind of increased private-sector commitment to skills training, particularly when pubic resources continue to be a challenge.

“Two years ago at CGI America, we received a commitment from the AFL-CIO that is a model of private- and public-sector involvement in job creation, energy efficiency, and skills training. Organized labor committed $10 billion of public and private pension assets to energy-efficiency projects and related infrastructure investments over the next five years. it pledged to train incumbent and entry-level workers for the skills to meet industry demands.

“The Building Trades unions, in partnership with employers, dedicate considerable resources to meeting the skills gap through their jointly managed registered apprenticeship programs. These respond to the needs of industry, equip workers with skills for not only a job but also a career, and don’t cost the government any money. We should promote more of these types of partnerships to develop successful models across industries.”