Marshall Adult Education


 September 2007 Vol 2. No 8
Dear Workforce3 One Community:
Welcome to the September 2007 edition of Driven by Demand, Workforce3 One's news and information update. Have you seen the new Workforce3 One? In addition to the slick new layout and navigation, Workforce3 One is loaded with new tools and resources! One of the most exciting features of the new site is the Workforce Solutions section which provides access to the innovative solutions and products developed under the President's High Growth Job Training Initiative and the Community-Based Job Training Grants. This section of the site includes over 100 solutions searchable by Industry, or Category Type or the name of the Grantee.  The solutions include industry-defined competencies, curricula, career ladders, and strategic partnership models for addressing complex workplace issues in today's global economy. In upcoming editions of this newsletter, we will feature select products that have been completed from each of the 14 industries.

Don't see your favorite resource featured on Workforce3 One? Let us know what resource from the site has inspired or assisted you the most in facilitating a demand-driven workforce investment system, and we'll feature it next month! As always, you can submit your newest successes to us.

In this edition:

 Inside Workforce3 One: Innovations for Healthcare
Health care solutions abound! Several new items featured in the Innovations in Action section of Workforce3 One entail solutions for training workers to fill the ever increasing needs of the health care industry. Have an innovative solution for health care? Share your successes with us!
  • Middlesex County College Partners with Raritan Bay Medical Center to Create a New Nursing Program: A new Associate degree nursing program allows students to take classes at Middlesex Community College (MCC) in Edison New Jersey, and receive their clinical experience at the Raritan Bay Medical Center (RBMC). This new program allows MCC to maintain the associate degree program and to enable students in the former RBMC to complete their training in a shorter timeframe.
  • Filling the Gap in Florida with a Transition to Nursing Program: Brevard Community College's (BCC) Transition to Nursing Program is designed to meet Florida's need for 700,000 additional nurses by 2014. The hybrid program cuts seat time by 66 percent and allows students to earn associate's degrees in nursing at a faster rate through a combination of on-line learning and face-to-face lab and clinical experiences.
  • Paramedic Tech Program at Kenai Peninsula College: This new, three-semester paramedic program at Kenai Peninsula College (KPC), a community campus of the University of Alaska, prepares students for providing a higher level of care as paramedics. Students who successfully complete the program become eligible for state and national licensure along with earning an associate degree, thus increasing their employment prospects.
 Inside Workforce3 One: Resources for Apprenticeships
  • Integrating Registered Apprenticeship into the Workforce Investment System: In this recorded webinar, presenters emphasize the importance of apprenticeships as a workforce development strategy and entail its effective use to develop talent. Examples include structurally integrating apprenticeships into One-Stop functions and ways to use WIA funds to support Registered Apprenticeship programs.
  • Promising Practices in Integrating Registered Apprenticeship and Public Workforce System Activities: Several States have integrated the Registered Apprenticeship model at various levels of state government as a tool to help employers meet their workforce needs and for individuals--from high schools to adult learners--to enhance their career paths.  This document, an appendix to TEGL 02-07, highlights examples from Washington State and Kansas.
  • Standards and Implementation Tools for Competency-based Apprenticeship: This package of resources contains the NIMS National Guidelines for Apprenticeship Standards, a sample Standards of Apprenticeship document for use by sponsors and registration agencies, and models or templates for apprenticeship agreements, Affirmative Action plans, apprentice selection procedures, an apprentice assessment process, and Certificates of Completion.
  • Registered Apprenticeship Trends in Information Technology: This brochure provides an  overview of how the registered apprenticeship model is being implemented in Information Technology. The Computing Technology Industry Association Educational Foundation, Inc (CompTIA) is developing a competency-based apprenticeship method that supports consistent and flexible credentialing of IT workers via an internet-based system that registers, tracks, and manages participants to ensure they attain skills and competencies. IT managers see the apprenticeship model as superior to the classroom-only approach to training IT workers. The system will allow for easy verification of the skills level of IT workers by creating a permanent online resume of the apprentices' education, certification, and skills validation.
  • Registered Apprenticeship Trends in the Military: National Guard: This brochure provides an overview of how the registered apprenticeship model is being implemented in the military. The Indiana National Guard operates the Indiana Military apprenticeship Program (INMAP), which provides apprenticeship training and certification to both Army and Air Force Guard members. The program allows participants to turn military training into a civilian credential that can be earned while completing a military obligation?in many instances at little or no cost to service members or employers. The cost is paid through the G.I. Bill and other tuition assistance programs that are available to Guard members.
 Inside Workforce3 One: New Tools
  • Filling America's Jobs: Two New Guides Available from NAM's Center for Workforce Success: The Center for Workforce Success of the National Association of Manufacturers has two new "Filling America's Jobs" publications available. They are step-by-step guides for implementing sector workforce development strategies for jobs and economic growth with an "employer-driven" focus.
  • Soft Skills Career Essentials: This curriculum, developed by the State of Delaware Department of Education, is designed to increase productivity, retention and personal responsibility in a firm's workforce. Career Essentials are lessons that reinforce "soft skills"?business skills that employees need to work well in teams and with customers.
  • How to Identify Key Industries in Your Area: This interactive tool published by the University of Minnesota provides a step-by-step framework and resources for an area to use to identify and develop industry strategies. It takes the user through several different quantitative and qualitative tools for identifying the key industries in your area.
 Inside Workforce3 One: Webinars
Recorded webinars are posted on the Workforce3 One Web space. For dates and times of upcoming live webinars, or to find recorded webinars topics, visit the homepage "Webinars" section "Upcoming". A complete listing of recorded webinars is available in the "Recorded" section. Recently archived webinars:
 Share the Awareness
The reality of a demand-driven Workforce Investment System can only be achieved when strategies and ideas permeate the entire system. Share this newsletter by forwarding to a colleague and spread the knowledge!
 End Notes