Learn and Earn Talent Development Programs


WASHINGTON (October 18, 2012)–A remarkably broad coalition of national education, business, philanthropic and policy groups has come together to create a clear, unified and focused vision for what it means to be career ready.

The goal of the Career Readiness Partner Council is to enhance reform efforts around college and career readiness to include a more comprehensive understanding of what it means to be career ready. The Council’s statement, “Building Blocks For Change: What it Means to be Career Ready,” makes clear that career readiness is a process of connecting “education and employment to achieve a fulfilling, financially-secure and successful career.” The document establishes that career readiness must foster “adaptability and a commitment to lifelong learning, along with a mastery of key knowledge, skills and dispositions that vary from one career to another and change over time.”

“This bold, clear and comprehensive vision crystallizes what it means to be career ready and advances earlier policy debates that too often focused almost exclusively on college entrance and completion,” said Kimberly Green, Executive Director of the National Association of State Directors of Career Technical Education Consortium, the group that coordinated the effort. “We realized that what is needed is a broader approach that combines education and workforce preparation under one umbrella. With this document, the Career Readiness Partner Council has taken an important step toward that goal.”

This comprehensive definition, supported by an unusually broad alliance of groups, will help inform policy in states and communities across the country. It offers clear guidance, and lays out next steps for:

•    Policymakers
•    High school teachers, leaders and counselors
•    Business and industry
•    Higher education
•    Parents and students, and
•    Communities.

Some 27 influential groups representing a wide swath of the education and workforce-development spectrum spent months outlining the vision. The coalition consulted leading researchers and practitioners during the development, and drew heavily from the rich body of work from many of the participating organizations.

“Having such a diverse group at the table gave us the opportunity to consider a wide range of perspectives on what it means to be career ready throughout a person’s lifetime,” said Green.

“We hope,” the document says, “this definition spurs conversation and action in communities across the nation. The inextricable link between education and the economy has never been more apparent, the urgency for change unparalleled. We have a window of opportunity for bold change, and the future of our nation, and each and every citizen depends on it.”

The full report and a complete list of the participating organizations can be found at CareerReadyNow.org.

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The Career Readiness Partner Council is a broad-based coalition of education, policy, business and philanthropic organizations that strives to forward a more comprehensive vision for what it means to be career ready. For more information, visit CareerReadyNow.org.

Contact: Lori Meyer                        For Immediate Release
Cell Phone: 202-215-6349
lorimeyer@mail.com

The day after: the time for political junkies, the everyday voter and the campaigns to debate which candidate “won,” who reached the undecided voters, and, of all things, Big Bird.    Lost in the sound bites and the spin is that the focus of last night’s debate was on the economy and  ways to get Americans back to work.  One solution that has support from both sides of the aisle are private and public partnerships that help American workers upgrade and expand their skills by balancing work and higher education.  As President Obama stated during the debate,

“ . . . And one of the things I suspect Governor Romney and I probably agree on is getting businesses to work with community colleges… here they’re partnering so that they’re designing training programs. And people who are going through them know that there’s a job waiting for them if they complete it.”

Small, medium and large businesses understand the need to make more strategic investments in their future and current human capital.  They are looking to higher education providers, including community colleges, to do just that: to build a skilled workforce with the credentials to meet the labor needs of their companies.  These companies, including Walmart, McDonald’s, Verizon and Pacific Gas & Electric, are committed to “growing their own” workforce and report strong outcomes not only for the business but the workers themselves and the surrounding communities.  To find out more about how these private and public partnerships are beneficial to getting Americans back to work, check out:  A Talent Development Solution: Exploring Business Drivers and Returns in Learn and Earn Partnerships.Image

New research from Corporate Voices for Working Families documents the promise
of Learn and Earn partnerships 

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In an election season dominated by widespread worry over persistent joblessness and an anemic economic recovery, a new research report documents a promising path for America’s employers and workers.

A Talent Development Solution: Exploring Business Drivers and Returns in Learn and Earn Partnerships, examines the potential of “Learn and Earn” models—an approach that connects employers and education providers to give companies the skilled workers they need to compete, while helping individual Americans earn a postsecondary degree, marketable credentials, and a brighter economic future. The report is published by Corporate Voices for Working Families, a nonpartisan business organization that advances innovative policy solutions to the challenges facing working families.

Based on extensive research, A Talent Development Solution explores the business impact of employer-education partnerships, offering examples from some of the nation’s leading corporations, including IBM, McDonald’s, and Verizon Wireless. Through employer tuition assistance, accredited corporate training, flexible scheduling and other critical supports, these partnerships enable employees to continue their education while working to support themselves or a family. The report profiles 22 best-practice companies ranging in size, sector, location and type of education partner—most often, a single community college or a regional consortium of education providers who best understand their region’s labor market and can customize academic curriculum to meet emerging workforce needs.

It also documents how these programs are earning positive returns on investment for the companies supporting them. Beyond the primary impact—building a better-skilled talent pool—employers report these education partnerships yield improved employee retention, higher productivity, a more diverse workforce, and an enhanced reputation in the communities they serve.

“The primary lesson from our research is that Learn and Earn partnerships work,” said John Wilcox, Executive Director of Corporate Voices.  “They help American employers address a national skills gap that hampers business productivity and hurts our ability to compete. And these programs work for workers—many of them lower-skilled young adults whose life prospects will be sharply limited without a postsecondary degree or credential.”  Indeed, well-documented changes in the global economy are fueling demand for a more highly educated workforce.  An estimated two-thirds of job openings in the next decade will require some level of postsecondary education.  At our current pace of college completion, the nation will fall short of that mark by at least 3 million degrees.

A Talent Development Solution offers practical, concrete action steps for business leaders committed to ensuring their employees have the skills their jobs demand, while supporting the higher-education and career aspirations of the workers on whom their own success surely depends. In fact, U.S. companies already spend enormous resources—an estimated $485 billion annually—on formal and informal education and training. Employers have a vested interest in supporting solutions to their own talent needs and in building a workforce that is second to none in the 21st-century global economy.  In light of their successful record, Learn and Earn programs should be widely embraced and eagerly adopted by American employers, argues Corporate Voices.

The full report, including detailed case studies on each of the partnerships documented, is available here. An executive summary is available as well.

Corporate Voices’ Learn and Earn work is generously supported by the Bill & Melinda Gates Foundation.

Follow Corporate Voices on Facebook and Twitter – @corporatevoices and the report’s hashtag #TalentDevelopmentSolution!

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