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#TWTalentSymposium
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Shannon FullTwinWest Chamber of Commerce #TWTalentSymposium
Thank you to our Sponsors!
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Partnering Chambers
Dakota County Regional | Elk RiverExcelsior-Lake Minnetonka | Greater Wayzata Area
I-94 West | Prior Lake River Heights | Southwest Metro | Shakopee
Waconia
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Roshini RajkumarWCCO Radio Host & Executive Coach #TWTalentSymposium
Scott PetersonSchwan’s Food Company #TWTalentSymposium
Twi nWest Ta l ent Sympos iumS co tt Pete rs o n , C h a i r Re a l T i me Ta l e nt
A d v i s or y C ou n c i lSeptember 19, 2018
MN’s Worker Shortage Threatens our Prosperity
12
1 – Assumes average gross state product per worker to be $115,000 annually 2- Median wage in state ~$20/hr3- Assume total local taxes $7,791 per capita, including income, sales, property taxes, etc.
MN Short 239,000 workers by 2022
Growth in number of workers is not projected to meet employer demand
Serious Economic Impacts• ~$33B of state GDP not realized annually1
• ~$12B in annual personal income2
• ~$2.2B in local taxes annually3
Why There is a ShortageInsufficient Labor Pool• Not enough eligible workers to maintain economic growth
Inefficient Labor Market• Employment disparities & competing incentives• Low job satisfaction and high turnover• Ineffective means of finding talent
Source: RealTime Talent, 2018.
Addressing the Shortage through MN’s Talent Pipeline
13Source: Developed by the Itasca Project and RealTime Talent in March 2017. US Census Bureau Population Estimates Program, 2015; IPUMS USA version of the Census Bureau American Community Survey 5-Year Estimates, 2015; MN Demographic Center Population Projections; Met Council; US Bureau of Economic Analysis. Attraction: US Census Bureau ACS. https://www.twincities.com/2018/01/02/after-a-15-year-exodus-why-are-people-suddenly-moving-to-minnesota/
Short 239,000
by 2022
Attraction – Flat historic migration showing improvement in 2017
Minnesota’s Worker Shortage: Initiatives
14Developed by Erin Olson at RealTime Talent, 2018.
Close only about
1/3 of the total gap
??
• Leverage automation• Upskill workers in occupations likely to automate• Organize systems more effectively
RealTime Talent’s Mission
15
Public-private innovation hub that provides research, consulting and tools to increase the effectiveness and efficiency of the workforce and education ecosystem in Minnesota.
• Born out of the Itasca Project in August 2015• A program of the MN Chamber Foundation’s Center for Workforce Solutions• Create more informed, market-oriented decisions• Increase alignment of employer needs, academic programs, students, and job seekers• Provide consulting services to a range of stakeholders
• Advisory Council members: MN Chamber, employers, industry associations, colleges and universities, DEED
• Other major partners: MSPWin, employment resource providers, DOLI
Metro Regional Sector Analysis
16Modeled by Erin Olson of RealTime Talent using MN Demographic Center, BLS, and JobsEQ.
Shortage
62,250
workers by 2020
Organizing Employers by Key Sectors to Address the Gap
17
Identify & Inform
Desired Solutions & Success Measures
Provide Sector Leadership
Drive System-wide Solutions
Form, Convene, & Track RealTime Talent
Business Talent Committee (RealTime Talent, GreaterMSP, Itasca Project, Minnesota Business Partnership, MN Chamber, MSPWin, MPMA, Hennepin County + 7 Sector Association Leaders)
Healthcare Association
Leader
Employers
Finance Association
Leader
Employers
Information Technology Association
Leader
Employers
Agriculture, Food, & Natural
ResourcesAssociation
Leader
Employers
Manufacturing Association
Leader
Employers
ConstructionAssociation
Leader
Employers
GovernmentAssociation
Sponsor
Employers
Action We Can Take
18
Long-term▪ Attraction: Organize company recruiters with GREATER MSP to develop a common region
marketing message to improve retention and attraction efforts to drive in-state migration▪ Readiness: Organize as employers to improve workforce readiness and training programs
in higher education & K-12 and support public policy changes to increase accountability▪ Development: Focus your company’s workforce strategy on talent up-skilling
Near-term▪ Labor market optimization: Use the MN Job Match to post jobs, identify candidates, and
reduce the bias in the hiring process▪ Identify priorities & strategies for action: Join with business roundtables, associations, or
engage directly through Minnesota Chamber, GREATER MSP, or the Minnesota Business Partnership to create collaborative sector strategies
Needed Policy Action
19
▪ Development: Education and workforce development needs to be a top priority of the next administration
▪ Readiness: Scale and imbed career connected experiences in k-16 education
▪ Labor market optimization: Modernize the distribution and oversight of the approximately $116 million distributed from the Workforce Development Fund to strategically, efficiently, and effectively address critical local and regional workforce needs
Thank You
www.RealTimeTalent.org
20
Scott Peterson, CHRO, Schwan Foods
Contact Us
@RealTime_Talent
/realtime-talent
Engage with Us
Shannon FullTwinWest Chamber of Commerce
#TWTalentSymposium
Commissioner Jan CallisonHennepin County Commissioner
Tiffany OrthMake It. MSP
Drinal FosterWells Fargo
Megan RemarkRegion’s Hospital
Shannon FullTwinWest Chamber of Commerce #TWTalentSymposium
➢ Inspiring Communities➢ Investing in People➢ Promoting and Protecting Businesses
Investment Prospectus
Partnering Together for Progress…
Building A Talent Pipeline
Regional k-12 talent pipeline- 5 school districts
- 53,000 K-12 students
TwinWest Partner School Districts
School District
K-12 Students
District Demographics:
High Schools
Wayzata Public School District
10,742
• 37.1% SOC/I
• 11.5% FRL
Wayzata High School (3,223)
Minnetonka Public School District
9,953
• 16.3% SOC/I
• 6.6% FRL
Mtka High School (3,120)
Hopkins Public School District
6,928
• 45.7% SOC/I
• 36% FRL
Hopkins (1,637 - grades 10-12)
St. Louis Park Public School District
4,718
• 45.7% SOC/I
• 32.8% FRL
St. Louis Park (1,396)
Osseo Public School District
20,398
• 56.9% SOC/I
• 43%
Osseo Senior (2,034) 62.3% SOC/I 48.2% FRL
Maple Grove (2,298) 24.4% SOC/I 14.4% FRL
Park Center (2,093) 84.7% SOC/I 67.1% FRL
Ensuring a 21st Century Workforce:
A Partnership Model
TwinWest
Business
Students
Families
Educators
Guest Instruction Site Visits Shadowing InternshipsInformational
Interviews
Business BenefitsLinks employers to a diverse and skilled talent pipeline
Promotes industry sectors, company and career pathway opportunities to educators and student
Retain current workforce through skills-based engagement opportunities
New, Innovative Technology Platform that seamlessly connects businesses to educators to students for enhanced career exploration.
City Benefits
Student BenefitsEducator BenefitsTool to help students cast vision into future careers
Empowers parents to optimize college selection for their child with career choice field in mind
Augment the teachers’ lessons with real, relevant curriculum-based experiences
Tool leverages technology to assist in creating critical career relationships and networks
Allow students to engage more significantly in the community and with individual companies/leaders
Provides real career-based experiences outside of the classroom
Allows local companies to be more competitive and prosperous because they are able to address their talent challenges.
Retains companies and people in the community, driving the economy and the tax base.
Tool for cities to also use in their own talent challenges.
Hear what students and parents have to say about career connected learning?
Targeted Impact 2018 - 2021
Outcomes
Career exploration
Understanding of labor market needs and educational paths
Postsecondary and career readiness
Reduced disparities
3 Year Targets
2500 → 5000 students access opportunities
Access to 14 → 50 teacher externships
90 percent employer satisfaction
Support a talent pipeline
Foster economic
prosperity for region
• Engage as an employer
• Engage as a community member
Visit beta platform: www.PintexSolutions.com
Commissioner Jan CallisonHennepin County Commissioner #TWTalentSymposium
Click to edit Master title style
Twin West Talent SymposiumSeptember 19 2018 Jan Callison - Hennepin County Board Chair and Greater Metropolitan Workforce Council Sector Committee Chair
Hennepin County
83
168168
187
80
113
131 153
50
93 88
0
20
40
60
80
100
120
140
160
180
200
2014 2015 2016 2017
Demographics
People of Color White Not Specified
Student internships and pathways hires
1,269 total
Students and pathways hires
Hennepin County | 35
Hennepin County as Employer
Current Pathways and initiatives
2014 2015 2016 2017 2018*
• Human
Services
Pathway
• Bldg. Operations
Tech
• Health Advocate
• Human Services
Pathway
• Office Specialist
• Public Sector
Admin
• Bldg. Operations
Tech
• Financial Services
• Health Advocate
• Human Services
Pathway
• Office Specialist
• Public Sector
Admin
• Transportation
Construction
• 911 Telecommunications
• Bldg. Operations Tech
• Certified Medical Assistant
• Commercial Drivers License
• Community Corrections
• Customer Service / Call Center
• Financial Services
• Forestry
• Health Advocate
• Healthcare Clerical
• Hospitality Industry
• Human Services Pathway
• Office Specialist
• Police Officer
• Public Sector Admin
• Public Sector Admin Plus
• Revenue Examiner
• Transportation Laborer
• Warehouse/Logistics
• 911 telecommunications
• Building operations technician
• Certified medical assistant
• Certified nursing assistant
• Construction trades
• Customer service/call center
• Financial services college interns
• Forestry
• Healthcare clerical
• Healthcare college interns
• Hennepin County internship programs
• Hospitality/culinary
• Human Services Pathway
• IT/ Scitechsperience
• Medical assembly
• Office specialist
• Police officer
• Public sector admin
• Revenue examiner
• Transportation laborer
• Transportation specialist
• Transit operator
Hennepin County as Organizer
* Public and private pathwaysHennepin County | 3
Pathways ROI study
Overview
• Human Services (HSP) and Office Specialist Pathways (OSP)
2015-2016
• 66 total Pathways participants
• Followed for 12 months after hire
• Public assistance data from HHS, program and employee
data from HR and PPL
Hennepin County | 37 as of May 3, 2018
Hennepin County as Provider
Increased earning capability
$36,608
$20,081 Income prior to
Pathways
Starting income at
Hennepin County
Average annual wages for HSP hires
*For participants employed at Pathways program entry
Hennepin County | 38
$16,527
82% average
annual wage
increase
Public assistance costs declinedTotal monthly public assistance costs for Pathways participants
Hennepin County | 39
Date
of
hir
e
Hennepin County as Employer
The Greater Metropolitan Workforce Council
Hennepin County
The GMWC is…
• A newly-expanded and inclusive leadership entity responsible for regional
workforce development strategy
• Aligning partners to ensure workforce development achieves maximum
benefit for individuals and businesses in the region
• Addressing and helping to mitigate workforce system limitations
• The cross-sector membership of 25 community and workforce leaders builds
on and expands regional membership beyond the local workforce boards
“The Greater Metropolitan Workforce Council brings fresh hope
to the employer community that solutions to our region’s
forecasted workforce shortage may be within reach. The Council
has proposed public workforce strategies across the six top
regional job sectors.
We have organized business organizations in support of these
strategies. For the first time, you can say that public, nonprofit
and private sectors are aligned and on a path to regional
workforce solutions.”
Scott Peterson,
Executive Vice President, Schwan’s
Hennepin County | 7
GMWC Sector Strategies
• Six sectors:
• Government, IT, Finance, Construction, Manufacturing, Health care
• By 2021 the metro’s greatest projected shortage: registered nurses (1275 estimated by Real Time Talent)
• Health industry response? Please welcome Megan Remark, CEO, Region’s Hospital
Hennepin County
Megan RemarkRegions Hospital #TWTalentSymposium
CENTRAL CORRIDOR
ANCHOR PARTNERSHIPSEPTEMBER 19, 2018
Health Careers Pathways
Central Corridor Anchor Partners
Central Corridor Anchor Partnership
Mission: Securing Regional Prosperity by
Hiring more Central Corridor residents
Spending more dollars with local businesses
Increasing transit use by students and employees
CCAP Workforce
Why a more local workforce?
A workforce that is more representative of local
communities along the Central Corridor will promote:
◼ better local health outcomes,
◼ improved educational achievement, and
◼ increased household incomes
CCAP Workforce
Objective:
Increase anchor employment from Central Corridor zip codes from
13% to 18% in 5 years
Collectively achieved 19% in 3 years
Health Careers Pathway Strategy
5 year projected job openings;
38 different jobs
Education pathways to those
jobs
Health Careers Pathway Strategy
Scrubs Camp: expose high school students to
health care careers
Central Corridor College (C3) Fellows: connect
college students to part-time healthcare jobs
Nursing Diversity Initiative: RN to BSN nursing
apprenticeships
Scrubs Camp
• 400+ students, 2013-2017
• 60% participants of color
• 62% receive scholarships
“It broadened my
horizons about what I
want to be in the
future. It opened many
new doors to me.”-Scrubs Camp Participant
C3 Fellows
Connecting students to part-time jobs in their fields of study
550+ students enrolled
230 in paid positions, earning ~$5 more per hour than their peers
10% higher academic success rate than peers
70% students of color; 76% low income students
Nursing Diversity Initiative
Fewer persons of color obtain 4 year BSN
degrees than 2 year degrees.
IOM Goal: Hospitals 80% BSN by 2020
Statewide 120 of 5,360 RNs licensed in 2012
were persons of color
6,519 health care job openings in the Central
Corridor in the next 5 years. 55% are 4 year
BSN nursing jobs.
Nursing Shortage?
1,275 nursing worker shortfall by 2020 based on current trends and the expected labor shortage
About 250 additional RNs need to graduate annually to fill local demand
In 2016, 5,945 students completed AA, BA, and MA+RN programs
Overall health worker shortfall estimated to be ~4,000 by 2020
Data provided by RealTime Talent
THANK YOU
Questions?
Drinal FosterWells Fargo
#TWTalentSymposium
Tiffany OrthMake It. MSP
MAKE IT. MSP. INITIATIVE
Our ambition is to be among the Top 10 among U.S. metros at net migration of talent
MAKE IT. MSP. PROJECT TEAMS *Members illustrative; not a complete list
Tech Attraction“MSP TECH”
Welcoming Newcomers“MSP HELLO
Retaining Professionals of Color “BE MSP”
ConnextMSP Beta Employer Cohort
65focus group participants
Series of focus groups designed and facilitated by Tamika Curry Smith
• Founder of TCS Group• Former Director of D&I, Target• Current Head of D&I, Mercedes
Benz USA
1,228Survey
participants
Comprehensive survey designed and analyzed by Dr. Janine Sanders Jones
• Professor, University of St. Thomas
• PhD in Business Administration, University of Minnesota
• Distribution network through organizations and local media
KEY THEMESCulturally Specific Amenities and Disparities
• Positive perception of broad regional amenities in contrast to concerns over disparities and options for culturally specific amenities
Connection
• Challenges connecting to others emerged as a major theme, particularly when one does not live or work in a diverse environment
Representation
• Findings revealed multiple dimensions regarding the ways people of color are represented throughout institutions and community
Bias and Discrimination
• Findings revealed multiple dimensions regarding the ways people of color are represented throughout institutions and community
Professional Advancement
• Job and career opportunities are perceived to be plentiful, but respondents say more intentional efforts are needed to createpathways for people of color to advance
Diversity and Inclusion Efforts in the Workplace
• People said their workplaces are investing in support, but that activity is not necessarily translating to greater impact
PARTNERSHIP IN ACTION
DRINAL FOSTER,Vice PresidentHR Consulting Partner
TAKE ACTION WITH MAKE IT. MSP.
❑ Sign up & use the BE MSP Workplace Inclusion Toolkit at makeitmsp.teachable.com
❑ Apply the Make It. MSP. 2018 Talent Insights Report within your org
❑ Collaborate with other employers & join the BE MSP team
To learn more, contact Caroline Karanja at [email protected]
Jacqueline BuckMN Department of Employment and
Economic Development
#TWTalentSymposium
Tawanna BlackCenter for Economic Inclusion
Jacqueline BuckMN Department of Employment and
Economic Development #TWTalentSymposium
Minnesota,
powered
by prosperity
A great need
• Help more individuals find careers
• Help more employers find talent
• Support prosperity in Minnesota
One unified brand
• Almost 50 workforce locations
• Private-sector, public-sector, nonprofit and
education partners
• Online platform
A powerful mission
To facilitate thriving career solutions for individuals, employers,
communities and Minnesota
A system with shared values
• Collaboration
• Equity
• Passion
• Empowerment
• Innovation
A paradigm shift
• A resource people “want to” access vs. one they “have to”
• Inspiring customer experiences
• Streamlined processes and systems
• Proactive service
• Aware and engaged community
An aspirational goal
Become known as the only unified workforce system driving
prosperous outcomes for career seekers, employers and
Minnesota
We will start becoming CareerForce in November 2018
• Ongoing alignment of culture with the brand
• Begin process of changing signage and collateral
• Staff and partners will begin using CareerForce.com at CareerForce locations
Thank You
Minnesota,
powered
by prosperity
Tawanna BlackCenter for Economic Inclusion #TWTalentSymposium
#MNGov
Nick HalterMinneapolis/St. Paul Business Journal
#MNGov
#MNGov
2018 Gubernatorial Candidates
#MNGov
Thank you to our Sponsors!
#TWTalentSymposium
#TWTalentSymposium
