Mobilizing
Employers to
Upskill
Their
Employees
Thank you for attending today’s
webinar! We will begin the
presentation momentarily.
TODAY’S WEBINAR SPEAKERS
Moderator
Bridget Netter Director, Business Education Partnerships Los Angeles Area Chamber of Commerce
Panelist
Greg Laposa Vice President, Education Strategies
St. Louis Regional Chamber
Panelist
Haley Glover Strategy Director
Lumina Foundation
Why Does Post Secondary Education Matter?
Source: Signature Report 7: Some College, No Degree: A National View Of Students With Some College Enrollment, But No Completion. National Student Clearinghouse Research Center. Web. 28 July 2014.
Why Does Messaging for Increasing Post Secondary Education Matter?
Levels of Education for United States Residents, ages 25-64
• Bachelor’s Degree: 19%• Associate Degree: 9%• Some College, but no Degree: 22%• High School Graduate: 27%• 9th-12th Grade: (No Diploma) 7%• Less than 9th Grade: 5%• Graduate or professional Degree 11%
Source, US Census Bureau, 2012 American Community Survey
Employers Play a Key Role
Talent Management Strategy• Developing skills and talent to stay competitive• Investing in training and education program to attract and retain top• Diversifying leadership and talent pipelines• Increasing employee engagement and connectivity
Competitive Advantage Strategy• Increasing productivity and innovation• Improving customer service and loyalty• Managing and reducing budgetary impact
Chambers Play a Key Role
Chambers Role– Trusted partner leveraging its intermediary role to bridge relationships between employers and the education community
• Addressing diverse needs of membership and communities – sizes,
sectors, ethnicities, etc.
• Increasing alignment between businesses and educational institutions
• Engaging C-Suite executives and business leaders
• Connecting emerging industries that drive demand for new degrees,
certifications and degrees
• Developing relevant, sector focused models of collaboration
• Leveraging Chamber voice and advocating for policy revisions and tax
incentives for employers
Degrees That Work Employer Toolkit
Purpose:
• Promote positive changes in workplace practices that facilitate increased attainment levels for working adults
• Foster employer engagement and leadership in the regional effort to increase educational attainment of adults living and working in St. Louis
Major Components:
• A Business Case
• Identified best Practices to support working adults
• A self-assessment to diagnose current workplace supports
• A scorecard to evaluate progress in meeting goals
Best Practices
Encourage: Emphasize importance of college completionIncorporate learning into career development plansRecognize and celebrate completion of degrees, certifications, or classes
Inform: Empower employees to be smart consumersProvide information to employees on financial assistanceMake credit and financial aid (FAFSA) counseling available
Facilitate: Help Drive Down CostsEstablish or expand your tuition reimbursement programsEnsure flexibility in the work schedule for those seeking to pursue college degrees
Engage: Encourage Peer SupportIdentify a College Advocate to provide guidance and leadership of the initiative at your companyEncourage mentoring and peer study opportunitiesEngage alumni to provide support to returning students
Degrees That Work Program Development
We envision the Degrees That Work program increasing the educational attainment of working adults in St. Louis by:
• Fostering employer engagement • Offering college advising and navigational coaching to working adults• Identifying and sharing best practices to support adult learners
Key
Level 1
Level 2
Level 3 Level 4
Revenue
ROI for Program
Productivity
Indirect Benefits
Employee / Education Investment Costs
Training Costs
Opportunity Costs
Employee Salary & Benefits
Replacement Cost
Productivity Loss
Training / Tuition Fees
Other Costs & Expenses
Administration & Evaluation
Productivity Output
Product / Service Innovation
New Skills
Time Savings & Efficiency
Risk Avoidance
Costs
Brand Recognition
Customer Satisfaction
Employee Engagement
Loyalty
Hypothesis: Positive ROI on Employee
Credentialing Programs leads to
more effective spend and translates to shareholder value
Talent Management Costs
Operational Costs
Promotions
Turnover
Absenteeism
Internal Transfers
Tota
l Ben
efit
/Lo
ssTo
tal I
nve
stm
ent
Factors Explored in Cigna Study
…Cigna got its dollar back
and saved another $1.29 in
talent management costs.
…frontline* employees using ERP
achieved 43% incremental
wage gains and had more career
opportunities than non-participants.
The value created is based on increased rates of promotions, transfers, and retention for employees participating in ERP versus non-participants.
Investment
Value Created
Based On
+7.5% lateral
transfers
+8% retention+10% promotions
Education Reimbursement Program (ERP)
For every dollar Cigna invested in tuition assistance from 2012 to 2014…
Business Employees
Any questions for today’s speakers?
Build awareness of EDWD
issues among chambers and
inspire them to get involved
in EDWD issues
Develop and provide
resources to COC’s that
demonstrate how to do
EDWD work
Provide targeted direct TA to
chambers via consulting,
programs and access to
experts
Facilitate connections,
and enable growth of
peer-to-peer learning
networks
Activate skilled
advocates, champions,
leaders within chambers
and among the business
community
Education Attainment Division (EAD) Resources
• Connect with ACCE’s EAD consultants who provide support to ACCE members looking to expand their education and workforce development agenda
• Check out the EAD’s new Chamberpedia page on Mobilizing Employers to Upskill their Employees. Webpage URL:
http://www.acce.org/wiki/mobilizing-employers-to-upskill-their-employees/
• Register today for ACCE’s 2016 Annual Convention, which offers a full education and workforce development track– August 9- 12. Learn more at:
http://convention.acce.org/
For more information, email Analidia Blakely at [email protected] or visit acce.org/ead.